Human resources manager jobs in El Dorado Hills, CA

Job Title: Senior Manager, Human Resources The Senior Manager, Human Resources will serve as a strategic business partner to the manufacturing plant leadership team. This role provides leadership, guidance, and support in all aspects of HR. The Senior Manager is responsible for building a high-performance culture, driving employee engagement, and aligning human resources initiatives with operational goals. Key Responsibilities: Partner with site operations leaders to design and implement proactive employee relations programs that foster positive morale and engagement. Develop and execute innovative, cost-effective strategies to attract, hire, and retain top talent across all levels of the organization. Lead staffing and recruitment activities, including manpower planning, full-cycle recruiting for salaried staff, and direct hiring for production team members. Manage all aspects of onboarding, including background checks, drug screenings, offer letters, new hire paperwork, and orientation. Maintain HR systems and databases, ensuring accurate payroll and employee records. Oversee employee leaves of absence, unemployment claims, and policy compliance. Conduct investigations and provide guidance to management on issue resolution. Lead training and development initiatives, including performance reviews, succession planning, technical training for skilled roles, and leadership development in partnership with the Corporate L&OD team. Administer corrective action processes in a fair and consistent manner aligned with company values. Partner with Corporate HR on communications, compensation, benefits, and policy development to ensure consistency and compliance. Manage local compensation programs, including performance appraisals, wage rate administration, and annual increase recommendations. Support employee benefits administration, responding to inquiries and assisting staff and supervisors. Collaborate with corporate and cross-site HR teams on projects and initiatives as needed. Provide leadership to HR staff, including coaching, performance reviews, and career development. Organize and oversee employee engagement and recognition events. Qualifications: Education & Certifications: Bachelor's degree in Human Resources, Industrial Relations, or a related field required. Experience: 10+ years of progressive HR experience, including at least 3 years in a supervisory or management role. Experience working in a manufacturing environment required. Strong background in HRIS systems; Workday experience preferred. Demonstrated project management skills. Knowledge, Skills & Abilities: Strong proficiency with Microsoft Office Suite; computer literacy required. Bilingual in English and Spanish highly preferred but not mandatory. Thorough knowledge of federal and California state HR laws and regulations. Proven ability to manage multiple priorities in a fast-paced, deadline-driven environment. Strong interpersonal skills with the ability to handle sensitive and confidential matters with discretion. Skilled at conflict resolution, coaching, and delivering difficult messages effectively. Strategic thinker with a passion for continuous improvement in HR processes and organizational development. Service-oriented with a collaborative mindset and a focus on building strong business partnerships. Supervisory Responsibilities: This position has direct supervisory responsibility and will oversee HR staff. Duties include hiring, coaching, performance management, professional development, and making recommendations on staffing and disciplinary actions.

Whether you're a recent grad or a seasoned professional, you can experience meaningful career growth at Rosendin. Enjoy a true sense of ownership as you work with a proven industry leader on some of the most exciting and high-profile projects in the nation. We offer a wide range of job opportunities, competitive compensation, full benefits, an Employee Stock Ownership Plan and more. Why Rosendin? Committed. Innovative. Engaged. If you're looking to take your career to the next level and work with some of the best and brightest in the industry, we want to hear from you. Since our founding over 100+ years ago, Rosendin has been driven to positively impact the communities where we live and work. We are an organization built on integrity and we have a culture that empowers people, embraces diversity, and inspires everyone to do their best. As one of the largest EMPLOYEE-OWNED electrical contractors in the United States, you will have the unique benefit of being a shareholder at a company that is experiencing tremendous growth and success. When our people succeed and fuel our success, we reward them. We'd love to have you as a shareholder! YOUR NEXT OPPORTUNITY: The Senior Human Resources Generalist is responsible for providing HR people management and administrative support which includes acting as broker and partner with various People Department functions, including Talent Acquisition, Compensation and Benefits, Learning and Development, and HR Shared Services to provide solutions to a wide variety of employee questions and concerns. Uses working knowledge of the business to support strategic initiatives in partnership with the HRBPs utilizing the various human resources functions to provide tactical support to line managers WHAT YOU'LL DO: Main point of contact for field and front-line management employees for human resources information and assistance. Handles confidential information in a professional manner, respecting employee privacy while maintaining company confidentiality. Interacts with various levels of management, vendors, employees, and employee dependents. Provides day-to-day performance management guidance to line management (e.g., coaching, counseling, career development, disciplinary actions, terminations). Assists and supports HRBPs in the design, communication, and execution of strategic People department initiatives in support of the business.This will include data analysis, audits, program design, communication, and training delivery. Maintains, and is responsible for, data integrity by either entering any required employee change information (new hires, job changes, terminations, promotions, transfers, etc.). Updates changes to employee files to document personnel actions and to provide information for payroll, benefit carriers, and other internal/external areas. Provides guidance in solving HR-related questions or issues related to comp and benefits, PTO, processes, or policy.Partners with Shared Services as necessary. Investigates and recommends corrective actions to resolve workplace issues or complaints.Partners with HRBPs and/or the Legal department as necessary. Assists with new hire orientation as needed.May include coordinating required paperwork, scheduling, and delivering content. Supports the local college recruitment program initiatives from coordinating events to attending events as a Company representative. Supports the coordination of special projects and events, including benefits open enrollment, recognition events, performance appraisals, training, company events,etc. Acts as a liaison with other HR Functions to provide tactical solutions for the business. Handle performance improvement plans, progressive discipline, and other employee relations issues, working with the HRBP on escalated items. Basic knowledge of legal requirements related to day-to-day management of employees, risk evaluation, and regulatory compliance related to FMLA, leaves of absences, return to work, ADA, NLRA, etc. Partners with the legal department and/or HRBPs as needed/required. Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention through management partnership and employee feedback systems or surveys. Works with managers to identify skill or knowledge gaps and delivers or coordinates training in response dependent on topic. The duties and responsibilities are intended to describe the general nature and scope of work being performed by this position. This is not a complete listing and other duties will be assigned based on the position's role within the business unit. WHAT YOU'LL NEED TO BE SUCCESSFUL: Basic understanding of Labor Law to include both State and Federal statues as well as basic familiarity with the NLRA. Understand basic concepts of risk analysis and management with the ability to exercise judgement in ambiguous situations where clear courses of action may not be present. Basic understanding of compensation philosophies and practices with the ability to recognize issues and apply established programs to address. Basic data analytics and interpretation. Excellent verbal and written communication skills. Strong organizational, record-keeping, and follow- up skills. High level of discretion and interpersonal skills to handle sensitive and confidential personnel matters and documentation Proficient in using a computer and Microsoft Office (Outlook, Word, Excel, etc.); Oracle and SharePoint -Preferred Ability to reconcile and provide benefit guidance Ability to prioritize and manage multiple tasks, changing priorities as necessary Ability to work under time pressure and adapt to changing requirements with a positive attitude Effective oral and written communication skills as required for the position Ability to be self-motivated, proactive and an effective team player Ability to interact effectively and professionally with all levels of employees, both management and staff alike, vendors, clients, and others WHAT YOU BRING TO US: Bachelor's degree in HR or related field with 3 years of experience. PHR a plus Can be a combination of education, training, and relevant experience TRAVEL: Up to 0% WORKING CONDITIONS: General work environment - sitting for long periods, standing, walking, typing, carrying, pushing, bending. Work is conducted primarily indoors with varying environmental conditions such as fluorescent lighting and air conditioning Noise level is usually low to medium; it can be loud on the jobsite. We fully comply with the ADA and applicable state law, including considering reasonable accommodation measures that may enable qualified disabled applicants and employees to perform essential functions. Occasional lifting of up to 30 lbs. Rosendin is committed to creating a diverse environment and is proud to be an Equal Opportunity Employer. Employment decisions are considered regardless of race, color, religion, sex, sexual orientation, gender identity, national origin, disability, veteran status, pregnancy, age (over 40), or any other categories protected by applicable federal, state, or local law. YOU Matter - Our Benefits ESOP - Employee Stock Ownership 401 K Annual bonus program based upon performance, profitability, and achievement 17 PTO days per year plus 10 paid holidays Medical, Dental, Vision Insurance Term Life, AD&D Insurance, and Voluntary Life Insurance Disability Income Protection Insurance Pre-tax Flexible Spending Plans (Health and Dependent Care) Charitable Giving Match with our Rosendin Foundation Pay Range $80,300.00-$105,400.00 Annual The pay range for this role is what we expect to pay for candidates that meet the specified qualifications and requirements listed on this job description. Candidate's pay can vary based on location, job-related experience, skills, and education. Our success is rooted in our people. We all come together around long-term vision and a sense of shared ownership. As a group, we do whatever it takes to ensure the success of our business…and your career. Rosendin Electric is committed to creating a diverse environment and is proud to be an Equal Opportunity Employer. Employment decisions are considered regardless of race, color, religion, sex, sexual orientation, gender identity, national origin, disability or veteran status.

Industry: Medical Consulting Services Company Size: Mid-sized Salary: $180K-$220K/Year (DOE) We are seeking a visionary Vice President of Human Resources to join a mid-sized medical consulting services firm entering an exciting phase of transformation. This executive will play a critical role in shaping the organization's people strategy, ensuring compliance, strengthening culture, and driving workforce performance. This is a hands-on leadership role. As a senior member of the leadership team, the Vice President of Human Resources will oversee all HR functions and serve as a strategic partner to executive leadership. This role is responsible for aligning talent strategies with business priorities, modernizing HR systems and practices, and cultivating a culture of engagement, inclusion, and accountability. The ideal candidate is a collaborative, strategic, and people-focused leader with a proven track record of elevating HR operations and enabling organizational growth. Key Responsibilities Strategic Leadership Collaborate with the executive team to design and implement a forward-looking people strategy that supports business objectives. Lead workforce planning, succession management, and organizational development initiatives. Serve as a trusted advisor on employee engagement and development, organizational structure, and change management. HR Operations & Compliance Oversee core HR functions including talent acquisition, performance management, compensation and benefits, employee relations, compliance, and learning & development. Optimize HR systems, processes, and analytics to enhance operational efficiency and support data-driven decision-making. Ensure full compliance with federal and California employment laws, maintaining alignment with industry best practices. Subject matter expert with employment law. Culture, Engagement & Inclusion Champion programs that foster employee engagement, recognition, and continuous learning. Promote a culture of collaboration, engagement and accountability across all levels of the organization. Partner with department leaders to reinforce company values and enhance internal communication. Leadership & Team Development Lead and develop a high-performing HR team focused on delivering strategic value and exceptional service. Introduce innovative approaches to talent development, succession planning, and internal communications. Build strong cross-functional partnerships to improve organizational cohesion and performance. Qualifications Bachelor's degree required; advanced degree or professional certification (SPHR, SHRM-SCP, MBA) strongly preferred. 10+ years of progressive HR leadership experience, including 4+ years in a senior or executive role. Proven success in leading people strategy within complex or multi-site organizations. Deep expertise in California employment law and regulatory compliance. Demonstrated ability to lead cultural transformation and drive employee engagement. Exceptional interpersonal, analytical, and communication skills. Proficiency in HRIS platforms and data analytics tools.

Job Title: Senior Manager, Human Resources The Senior Manager, Human Resources will serve as a strategic business partner to the manufacturing plant leadership team. This role provides leadership, guidance, and support in all aspects of HR. The Senior Manager is responsible for building a high-performance culture, driving employee engagement, and aligning human resources initiatives with operational goals. Key Responsibilities: Partner with site operations leaders to design and implement proactive employee relations programs that foster positive morale and engagement. Develop and execute innovative, cost-effective strategies to attract, hire, and retain top talent across all levels of the organization. Lead staffing and recruitment activities, including manpower planning, full-cycle recruiting for salaried staff, and direct hiring for production team members. Manage all aspects of onboarding, including background checks, drug screenings, offer letters, new hire paperwork, and orientation. Maintain HR systems and databases, ensuring accurate payroll and employee records. Oversee employee leaves of absence, unemployment claims, and policy compliance. Conduct investigations and provide guidance to management on issue resolution. Lead training and development initiatives, including performance reviews, succession planning, technical training for skilled roles, and leadership development in partnership with the Corporate L&OD team. Administer corrective action processes in a fair and consistent manner aligned with company values. Partner with Corporate HR on communications, compensation, benefits, and policy development to ensure consistency and compliance. Manage local compensation programs, including performance appraisals, wage rate administration, and annual increase recommendations. Support employee benefits administration, responding to inquiries and assisting staff and supervisors. Collaborate with corporate and cross-site HR teams on projects and initiatives as needed. Provide leadership to HR staff, including coaching, performance reviews, and career development. Organize and oversee employee engagement and recognition events. Qualifications: Education & Certifications: Bachelor's degree in Human Resources, Industrial Relations, or a related field required. Experience: 10+ years of progressive HR experience, including at least 3 years in a supervisory or management role. Experience working in a manufacturing environment required. Strong background in HRIS systems; Workday experience preferred. Demonstrated project management skills. Knowledge, Skills & Abilities: Strong proficiency with Microsoft Office Suite; computer literacy required. Bilingual in English and Spanish highly preferred but not mandatory. Thorough knowledge of federal and California state HR laws and regulations. Proven ability to manage multiple priorities in a fast-paced, deadline-driven environment. Strong interpersonal skills with the ability to handle sensitive and confidential matters with discretion. Skilled at conflict resolution, coaching, and delivering difficult messages effectively. Strategic thinker with a passion for continuous improvement in HR processes and organizational development. Service-oriented with a collaborative mindset and a focus on building strong business partnerships. Supervisory Responsibilities: This position has direct supervisory responsibility and will oversee HR staff. Duties include hiring, coaching, performance management, professional development, and making recommendations on staffing and disciplinary actions.

Human Resources Generalist REPORTS TO: Vice President, Human Resources and Administration JOB GRADE: N10 PAY RANGE: $28.74/hour - $43.11/hour, Non-Exempt, Dependent on experience Position Summary The Human Resources Generalist supports the day-to-day operations of the Human Resources Department and serves as a key partner to team members and leaders across the Credit Union. This role assists with recruiting, onboarding, benefits administration, leaves of absence, workers' compensation, HR compliance, team member relations, and HR reporting. The HR Generalist ensures an exceptional team member experience while upholding the Credit Union's policies, values, and regulatory obligations. This position plays an important role in supporting the team member life cycle, maintaining accurate records, contributing to culture and engagement initiatives, and assisting with organizational events such as onboarding programs, In-Service Day, and career development efforts. The Human Resources Generalist is expected to model the Credit Union's Core Values: Lead with Care, Be Bold, Cultivate Curiosity, and Build Community. Duties and Responsibilities Recruiting & Onboarding Coordinates full-cycle recruitment including job postings, applicant screening, interview scheduling, and candidate communication. Supports hiring managers throughout the recruitment process and ensures timely updates and a positive candidate experience. Prepares and sends offer letters, coordinates background checks, and oversees completion of new hire requirements. Supports New Hire Orientation, onboarding events, and cross-departmental setup for new team members. Represents the Credit Union professionally at job fairs, community events, and recruiting functions. Assists with updating and maintaining job descriptions. Benefits Administration Assists with the day-to-day administration of benefits including medical, dental, vision, life insurance, 401(k), Safe Harbor contributions, and other programs. Processes enrollments, changes, and terminations; responds to team member benefit questions. Supports benefits open enrollment and communication efforts. Leaves of Absence & Workers' Compensation Coordinates leaves of absence including FMLA, CFRA, PDL, ADA accommodations, and other statutory leaves. Acts as liaison between team members, managers, and insurance providers to ensure timely documentation and compliance. Supports workers' compensation claims, incident reporting, and return-to-work processes. HR Compliance & Records Management Maintains compliance with federal, state, and local employment laws and internal HR policies. Conducts routine HR audits including I-9s, personnel files, and required postings. Ensures adherence to confidentiality standards and secure record-keeping requirements. Supports regulatory, internal, and external audit requests. Employee Relations & Culture Provides professional, confidential support to team members regarding HR-related inquiries. Assists with team member relations concerns under the guidance of the VP of HR & Administration. Supports culture and engagement initiatives including recognition programs, events, and internal communications. Assists with In-Service Day activities, new hire check-ins, and career pathing initiatives. HRIS, Reporting & Administration Supports HRIS functions including data entry, change processing, reporting, and troubleshooting. Prepares HR reports such as headcount, turnover, recruiting metrics, and compliance tracking. Maintains accurate and up-to-date personnel, benefits, and recruiting records. Supports the administration of performance reviews and team member evaluations. General HR Support Assists with policy updates, communications, and the development of HR procedures. Provides support for training and development activities coordinated through HR. Maintains a high level of professionalism while modeling the Credit Union's Core Values. Performs other related duties as assigned. Education/Experience Requirements High school diploma or equivalent; Bachelor's degree preferred. 3-5 years of experience in human resources, with exposure to multiple HR functional areas. Knowledge of California employment laws including wage and hour, leave laws, and regulatory compliance. Strong organizational skills with the ability to manage multiple priorities and deadlines. Excellent customer service, communication, and interpersonal skills. Ability to maintain confidentiality and use sound judgment in handling sensitive matters. Proficiency in HRIS or payroll systems (ADP preferred), and Microsoft Office Suite. SHRM-CP or PHR certification preferred. Experience in a credit union or financial services environment preferred. Recruiting or talent acquisition experience in a fast-paced setting preferred. Working Conditions/Physical Demands Work is primarily performed in an office environment with routine use of a computer, phone, and standard office equipment. May require occasional travel to branches or events. Must be able to lift up to 25 pounds occasionally (e.g., supplies, event materials). ______________________________ ______________________________ Team Member Signature Date ______________________________ ______________________________ Manager Signature Date

Job Description: - Note travel requirements in the Requirements section below. Compensation: Base range 110k - 120k, car provision, 20% annual bonus potential, health/dental/vision benefits, 401k. Recruitment will remain open continuously until filled -Apply early! Applications received by December, 19th 2025. will be part of the first review. Company Overview Performing over 80 million locates annually, USIC is the most trusted name in underground utility damage prevention. USIC also provides a full suite of utility services throughout North America. Our Mission: to deliver quality, efficient, safe, and innovative solutions to protect our partners' infrastructure and critical assets. Our Culture is known as Living the SAFE-LIFE: Protecting Infrastructure, Protecting Our Communities, Protecting Ourselves. Summary The Field Human Resources Manager serves as a strategic business partner to assigned field operations leaders and is the expert resource in areas such as talent development, workforce and succession planning, and conflict resolution. In addition to supporting the implementation of HR-related processes and programs that impact USIC, this individual is responsible for providing proactive, employee-focused HR solutions that align with business priorities, to improve organizational performance in their assigned coverage area. Our ideal candidate will be knowledgeable, creative, and passionate about supporting the employee experience. This role will have an engaging and participatory role in the field with regular visits to locations throughout the coverage area and co-travels with field personnel. This is a great opportunity to join our growing company as we expand our Human Resources team! Responsibilities Develop a consultative partnership with field leaders and provide guidance in a variety of areas, including employee engagement, performance management, talent development, conflict resolution, and policy interpretation/application Maintains knowledge of ongoing business challenges, opportunities, strategic direction, industry, and competitive environment. Uses HR and business information to consult with senior leaders and other functional leadership to develop appropriate HR strategies and solutions that will allow USIC to retain high performing individuals and strengthen overall organizational performance Identifies opportunities and provides leadership throughout the change process to encourage a positive culture of personal growth, innovation, and accountability Works with senior leaders to plan and execute all leadership-related processes, including workforce planning, career development, talent reviews and succession planning, and compensation calibration Works with field leaders and recruiting partners to help attract high potential talent and mitigate turnover disruption. Collaborates with Recruiting to assist with job fairs and hiring events as needed and help coach Hiring Managers regarding selection process best practices Collaborates with Corporate HR, Training, and field leadership to ensure consistent employee onboarding and ongoing skill development training throughout the coverage area Consult with managers on pay-related decisions, including merit increases, incentive recommendations, career-related competitive pay, or other adjustments Analyzes current internal and external compensation trends to make recommendations to management to ensure the alignment of rewards to performance and that USIC remains competitive in local markets Advises management on strategies designed to maintain consistent treatment and compliance with employment laws Provides guidance to designated HR Generalist on daily employee relations issues, intervening on especially complex situations, and executing fair and objective investigations when necessary Participates as a collaborative team member with other HRBPs/HR Managers to provide consistent and professional service to all stakeholders Prepares presentation materials for training sessions and conducts leader training sessions as needed Role is expected to have a participatory role with regular visits to locations throughout coverage area and co-travels with field personnel Participates in special projects or perform other duties as requested Requirements Bachelor's degree in Human Resources, Business Management, or related field preferred. PHR, SPHR, or SHRM certification preferred Minimum of 5 years strategic HR or OD experience required. Ability to do overnight travel 25-50% of the time, and comfortability with another 20-30% of your time being day trip travel (50-75% total travel) Possesses established leadership skills and can develop productive and influential partnerships, network, and communicate effectively with a variety of contacts, including field employees, senior leadership, and outside business associates Ability to thrive and remain flexible in a fast-paced, ever-changing, high-pressure environment while navigating a multi-site, decentralized organization with little oversight Ability to identify and provide solutions to core issues quickly while putting structure around ambiguity Ability to use reporting to analyze data, identify and quantify key HR/employment trends, and provide data-driven recommendations to influence decision-making Possesses strong negotiation, conflict management, and investigative skills. Knowledgeable of applicable employment laws and HR practices/procedures and can remain objective and fact-driven Possesses strong interpersonal and communication skills. Exercises diplomacy, influences and presents ideas in a business, yet user-friendly language Possesses strong and effective change management skills that foster personal and professional growth, champions innovation and accountability, and advances the capabilities of a high-performing team Adept at taking initiative, handling multiple assignments, and meeting deadlines through strong organization and management skills Proficient in using core MS Office Suite products and experience with using HRIS/HRM systems We are an Equal Opportunity Employer. Veterans are encouraged to apply.

Agilent is a global leader in life sciences, diagnostics, and applied chemical markets, empowering discoveries that improve the quality of life. We are seeking a dynamic and strategic Human Resources Business Partner (HRBP) to support our Americas Service/Agilent CrossLab Group leadership teams within our Commercial Organization. This is a high-impact role for an experienced HR professional ready to shape the future of our workforce. Position Summary As an HRBP at Agilent, you will work closely with the Americas Service/Agilent CrossLab Group senior leaders to drive business success through architecting talent strategies, elevating leadership capabilities, and crafting organization designs that deliver exceptional customer experiences. Key Responsibilities Serve as a strategic advisor to senior leaders providing guidance on organizational design, workforce planning, employee engagement, and change management in line with the business strategy. As a coach and trusted advisor, help leadership build high performing teams and shape the employee experience Drive, recommend, and at times manage creative strategies to address retention, employee engagement, leadership development, and capability building Partner with leaders to drive and/or lead HR initiatives including organizational diagnostics, performance management, talent reviews, and succession planning Bring data driven insights to shape people strategies and influence decisions. Leverage data and analytics to identify trends and proactively address opportunities for continuous improvements Act as a change leader, partnering with senior leaders to drive adoption of new ways of working. Champion a collaborative, high-performance culture Collaborate with HR Centers of Excellence (CoEs) and HR Shared Services to ensure seamless delivery of HR solutions Partner with talent acquisition to fill critical leadership roles Lead or contribute to HR projects focused on transformation, talent, and culture i.e., represent business priorities to HR program teams and support the design of HR solutions As an HR team member located at the Folsom site, may be required to partner on local planning and implementation of HR activities e.g., M&A integration, employee relations, organizational change Ensure compliance with local labor laws and HR policies #LI-TH1 Qualifications Bachelor's degree in Human Resources, Business Administration, or related field. Master's degree or MBA preferred. 8+ years of progressive HR experience, with at least 4 years in an HRBP or strategic HR role. Experience partnering with Senior Leaders in Sales, Customer Service preferred HR Certification a plus Experience working in a fast-paced, matrixed environment. Multinational company experience a plus Proven ability to build strong relationships, influence at all levels of the organization, and effectively partner with HR Centers of Excellence, HR Services and other stakeholders to deliver business results Strong business acumen and ability to translate business strategy into people strategy Exceptional interpersonal, communication, coaching, and facilitation skills Experience with M&A integration and transformation initiatives is highly desirable. Demonstrated ability to lead through ambiguity and manage competing, often complex, priorities. Impeccable judgement and ability to balance the needs of the business, managers, and employees Proven ability to operate with autonomy and discretion and use sound judgement in all situations Strong knowledge of employment laws and HR best practices Ability to travel (10% or less) as needed to foster connections with leaders and teams Core Competencies Strategic Thinking & Innovation - Anticipates business needs and generates innovative solutions. Business & Financial Acumen - Understands market dynamics and financial drivers. HR Expertise - Deep knowledge of HR practices, legal frameworks, and service delivery models. Influential Leadership - Builds trust and influences across cultures and organizational levels. Analytical Mindset - Uses data and insights to inform decisions and measure impact. Leadership Coaching - Provides strategic guidance and coaching to senior leaders. Consulting Agility - Adapts quickly to changing business needs and provides tailored HR support. Change Management - Leads and supports change initiatives. Organizational Agility - Navigates complex organizational dynamics to drive outcomes. Additional Details This job has a full time weekly schedule. Applications for this job will be accepted until at least September 24, 2025 or until the job is no longer posted.The full-time equivalent pay range for this position is $117,272.00 - $183,238.00/yr plus eligibility for bonus, stock and benefits. Our pay ranges are determined by role, level, and location. Within the range, individual pay is determined by work location and additional factors, including job-related skills, experience, and relevant education or training. During the hiring process, a recruiter can share more about the specific pay range for a preferred location. Pay and benefit information by country are available at: ************************************* Agilent Technologies, Inc. is an Equal Employment Opportunity and merit-based employer that values individuals of all backgrounds at all levels. All individuals, regardless of personal characteristics, are encouraged to apply. All qualified applicants will receive consideration for employment without regard to sex, pregnancy, race, religion or religious creed, color, gender, gender identity, gender expression, national origin, ancestry, physical or mental disability, medical condition, genetic information, marital status, registered domestic partner status, age, sexual orientation, military or veteran status, protected veteran status, or any other basis protected by federal, state, local law, ordinance, or regulation and will not be discriminated against on these bases. Agilent Technologies, Inc., is committed to creating and maintaining an inclusive in the workplace where everyone is welcome, and strives to support candidates with disabilities. If you have a disability and need assistance with any part of the application or interview process or have questions about workplace accessibility, please email job_******************* or contact ***************. For more information about equal employment opportunity protections, please visit *************************************** Required: 10% of the TimeShift: DayDuration: No End DateJob Function: HR

Job title: Jr. Human Resources Consultant Reports to: Director of Consulting Services Classification: Non-Exempt, Full-time **Applicants not currently . Summary: Silvers HR, part of The Larkin Company, is seeking a motivated and talented Junior Human Resources Consultant to join our dynamic team. The successful candidate will collaborate with experienced HR professionals and contribute to various aspects of HR consulting projects, including employee relations, performance management, wage and hour compliance, leave of absence guidance, and management skills training. This role presents an excellent opportunity to develop your skills and expertise within a supportive and engaging work environment. Silvers HR has been a trusted partner for over two decades, providing top-tier human resources consulting services to a diverse array of clients throughout California. Our team of experienced professionals is dedicated to delivering customized, credible solutions that prioritize our clients' HR needs. At Silvers HR, we take pride in our commitment to excellence and our deep understanding of the unique challenges faced by businesses in California. Our wide range of services include employee relations counseling, HR policy development, management training, employee assessments, and much more. As a member of our dynamic team, you'll have the opportunity to work alongside industry experts and contribute to the ongoing success of our clients. We foster a supportive and collaborative work environment where your professional growth and development are encouraged. Join Silvers HR and become part of a respected and established company that has been making a difference in the HR consulting industry for over 20 years. Essential Job Duties and Responsibilities Provide guidance and industry expertise to clients on the full spectrum of HR functions, such as employee relations, wage and hour compliance, performance management, and management skills training. Offer consultation to clients on employee relations issues, leave of absence programs, employee handbook policies, and employee performance management, researching best practices and making relevant recommendations. Coach clients on effectively interpreting and enforcing employment and wage and hour laws, policies, and procedures, ensuring compliance. Develop and review documents, letters, and policies for clients to communicate their practices and policies, ensuring compliance with state and federal regulations. Assist in performing HR Practices Reviews to assess clients' HR practices and identify areas for improvement, offering tailored training and resources. Facilitate the creation of customized employee handbooks using the Silvers HR template, ensuring alignment with clients' unique business needs. Develop a deep understanding of clients' business models and statuses to provide personalized advice on employment activities. Efficiently organize and manage client work plans, deliverables, and timelines, maintaining strong relationships with client management at all levels. Contribute to the Silvers HR Newsletter publication by researching and writing articles on relevant HR topics. Generate timely and accurate reports, including client activities and work status updates. Qualifications: Bachelor's degree in Human Resources, Business Administration, or related field. Professional certification in HR (SPHR, PHR, PHRca, or SHRM-SCP or SHRM-CP) is preferred but not required. Minimum 3 years, preferably 5 years, of Human Resources experience, focusing on California employment laws and regulations, recruiting, employee relations, onboarding/offboarding, training and/or performance management. Ability to research and provide guidance on basic HR issues. Excellent communication both verbal and written, interpersonal, and presentation skills. Strong analytical, problem-solving, and decision-making abilities. Familiarity with HR software and technology tools. Ability to prioritize tasks and manage multiple projects simultaneously. Exceptional written communication skills, demonstrating the capacity to articulate ideas, concepts, and information clearly, concisely, and accurately. This includes creating well-structured documents, such as reports, proposals, and correspondence, while maintaining proper grammar, punctuation, and style. Requirements Employee Relations Experience: Minimum of 2-3 years of hands-on experience in employee relations. Proven ability to provide employers with strategic advice and recommendations on complex HR matters, with sound judgment on when to escalate issues to ensure appropriate support and resolution. Employment Law Expertise: Knowledge of federal and California employment laws, including leaves of absence, wage and hour, and ADA/FEHA. Ability to interpret and apply legal regulations accurately. Policy Development: Experience in developing HR policies and handbooks that align with employment laws and best practices. Research and Analysis: Strong research skills to analyze California employment laws and practices, presenting clients with various options and their respective pros and cons. Training Experience Preferred: Experience in conducting harassment prevention training (AB 1825/SB1343) and developing/conducting supervisory/management training programs. Investigation Skills: Experience conducting internal workplace investigations, demonstrating professionalism, objectivity, and confidentiality. Technology Proficiency: Comfort in using technology and HR-related software. Advanced spreadsheeting skills are essential for data analysis and reporting. Recruitment Experience: Background in talent acquisition, particularly in sourcing and hiring HR professionals. Travel: Ability to travel within Northern California, with a focus on the Sacramento area. Access to reliable transportation is a must. Communication Skills: Exceptional communication skills with the ability to maintain confidentiality and navigate sensitive situations with tact and diplomacy. Collaboration: A strong team player who can work effectively in both independent and collaborative environments. Adaptability: Proven ability to thrive in ambiguous situations, make informed decisions, and manage change effectively. Flexibility: ability to change course on occasion with regards to schedules and projects based on client needs. Virtual Team Experience: Prior experience working within a virtual team, demonstrating maturity, confidentiality, and strong organizational skills. Microsoft Office Suite Proficiency: High-level proficiency in using Microsoft Office tools (Word, Excel, Outlook, PowerPoint) for reporting, presentations, and documentation. Judgment and Escalation: Excellent judgment to assess situations and determine when other experts or legal counsel should be consulted. Work Environment and Physical Requirements: Remote and On-site Work: the Jr. HR Consultant will primarily work a hybrid schedule working remotely and in our Roseville office and must also be flexible to work from clients' offices as needed. Travel: Local travel is required, including attending in-person meetings at the main office. Access to reliable transportation is necessary. Communication: Excellent verbal communication skills are essential, as the Consultant will frequently engage in phone and in-person discussions. Workstation Setup: The Consultant must be comfortable with extended periods of sitting and utilizing keyboard and computer equipment. Physical Tasks: Occasional physical tasks may include standing, walking, reaching, balancing, climbing, stooping, kneeling, crouching, or crawling. Vision: Close vision abilities are required for driving and reading detailed documents. Lifting: The Consultant should be able to lift and carry objects up to 25 pounds occasionally. Hours: This is a full-time Jr. HR Consultant position and will be classified as non-exempt. Hours will be from 8:00 am to 5:00 pm Monday through Friday. Pay: $35.00 to $45.00 per hour, depending on experience. Benefits: Please see our website for a list of all our wonderful benefits ************************************* Join our team and contribute your expertise in shaping the future of HR practices for our valued clients! Silvers HR is an EOE employer. Interested candidates who meet the qualifications above are encouraged to apply with a resume and cover letter to ********************** Salary Description $35.00 - $45.00 per hour

Full-time Description HUMAN RESOURCES DIRECTOR - SACRAMENTO THE FIRM Weintraub Tobin is an innovative provider of sophisticated legal services to dynamic businesses and business owners, individuals, emerging companies, and nonprofits. From locations in Sacramento, San Francisco, Los Angeles, Orange County, and San Diego, more than 80 attorneys assist clients throughout California with business and litigation needs, including corporate law, finance and tax law, labor and employment, real estate, intellectual property, entertainment, and digital media. We maintain our leadership position by creating a value-added, trust-based relationship with our clients, supporting our local communities, and developing deep subject-matter expertise. We offer a supportive and collegial environment where individual contributions are recognized and celebrated, and hard work is balanced with personal fulfillment and responsibilities. THE OPPORTUNITY Weintraub Tobin is currently seeking a full-time, experienced Human Resources (HR) Director to join the Firm's leadership team in Sacramento. This role reports directly to the Managing Shareholder and Chief Operating Officer (COO) and supports and collaborates with the Firm's attorneys and staff across all offices. The HR Director will serve as a strategic leader, responsible for mentoring the HR team and overseeing all aspects of human resources - including talent management, employee relations, compliance, compensation, and benefits. The ideal candidate will bring a forward-thinking approach to HR strategy, foster a positive and inclusive workplace culture, and ensure alignment with the Firm's values and business objectives. RESPONSIBILITIES Talent Management Oversee recruitment, onboarding, and integration of new hires. Manage performance review processes and career development programs. Partner with managers and practice group leaders to evaluate staffing needs across departments and practice areas, and ensure teams are effectively staffed and supported to meet operational and strategic objectives. Analyze employee relations trends and help develop proactive retention strategies, solutions, programs, and policies. Employee Relations & Compliance Administer and manage employee leave of absence programs, including FMLA, CFRA, ADA accommodations, and other statutory or Firm-specific leave policies. Serve as a trusted advisor on employee relations matters, conflict resolution, and disciplinary actions. Conduct confidential internal workplace investigations and report facts and findings to the Firm's employment counsel to discuss and recommend remedial action as appropriate. Ensure compliance with all federal, state, and local employment laws, including wage and hour regulations and EEO. Develop, implement, and regularly update Firm-wide HR policies and procedures, including the employee handbook to ensure legal compliance, operational efficiency, and alignment with the Firm's values and strategic goals. Compensation & Benefits Develop, implement, and oversee compensation strategy, salary benchmarking, and annual review process, including salary data report analysis and recommendations to modify existing compensation structure. Oversee the benefits program including health insurance and retirement plans. Evaluate and recommend enhancements to total rewards offerings. Communicate with payroll to integrate employee vacation and/or sick time wages with State Disability Insurance (SDI) or Paid Family Leave (PFL) benefits. HR Operations Provide guidance and mentorship to HR team members, fostering their professional growth and ensuring alignment with the Firm's strategic HR objectives. Lead the HR team in delivering high quality, efficient, and confidential support services. Manage the HRIS systems and ensure accurate recordkeeping and reporting. Requirements QUALIFICATIONS Bachelor's degree in Human Resources, Business Administration, or related field. PHR, SPHR, SHRM-CP, or SHRM-SCP certification strongly preferred. Minimum 8-10 years of progressive HR experience, with at least 3 years in a leadership role. Prior experience in a law firm or professional services environment highly desirable. Strong knowledge of employment law and HR best practices. Superior interpersonal, communication, and leadership skills. Ability to travel to Firm office locations (˜10% travel expectations). EQUAL EMPLOYMENT OPPORTUNITY The Firm is an equal opportunity employer. It is Firm policy to provide equal opportunities to all qualified individuals regardless of race, color, creed, religion, national origin, sex, age, physical or mental disability, medical condition, marital status, sexual orientation, sexual identity, genetics, veteran status, or any other class protected under federal, state, or local law. This policy applies to all terms and conditions of employment. It is the intent of the Firm to comply with all applicable federal and state laws with respect to fair employment practices. The Firm will provide reasonable accommodation to qualified applicants and employees with a known disability or medical condition or for an employee's religious beliefs provided the accommodation does not cause undue hardship to the Firm. Any applicant or employee with a qualifying disability or medical condition, or a religious practice, that requires an accommodation in order for the employee to perform the essential function of his or her job, should contact the Human Resources to discuss it further so the Firm can determine if a reasonable accommodation exists and can be provided. Salary range: $125,000 - $170,000 NOTE: We are not currently accepting inquiries from recruiters or recruiting agencies. All applications must be submitted directly by the candidates.

The Director of Human Resources will provide strong and effective leadership, direction, and professional expertise in all areas of human resources management for the property. This executive will be a strategic business partner to the General Manager, and an integral member of the senior leadership team that establishes the strategic goals and objectives for the property. Oversees the day-to-day operations relating to performance, culture, and employee relations, as well as developing a working partnership with property leaders. The candidate will lead, develop and implement programs that drive employee satisfaction, retention and productivity. Ensure compliance with standardized company programs while continuously growing and sharing best practices. Qualifications: Strong organizational and analytical skills Ability to handle complex and emotional issues Strong administrative and managerial skills required Team building skills required Top-level management of a human resources department in the gaming/hospitality industry or customer service-related field is strongly preferred Demonstrated ability to communicate effectively, both verbal and written Demonstrated ability to deal effectively with employees at all levels Knowledge of State and Federal Employment Laws Ability to manage multiple projects with little to no direction, strong project management skills Exceptional executive presence and integrity Experience in hospitality, retail, entertainment or other consumer-driven service business is required Professional expertise in the development and/or implementation of programs in key areas of human resource management, including organizational and cultural development, performance management, succession planning, talent acquisition and employee engagement Must have experience developing strategies to support, develop and engage a diverse workforce Essential Job Functions: Establish direction and implementation of employee relations and performance strategies, initiatives and tactics for the corporate audience as well as throughout the company Participate with the senior leadership team in the formulation and implementation of business growth and performance strategies Contribute to the short- and long-term strategies of the organization through a review of business requirements, and lead the development of a responsive, integrated human resources program that is in alignment with those requirements Ensures equal employment opportunities and fair application of all policies and procedures, in compliance with all laws and record keeping Works in partnership with the law department as well as property leadership to create, maintain, develop and communicate policies throughout the enterprise Leads Team Member engagement initiatives Facilitates performance calibration process and talent review process Directs a team of HR professionals to oversee day-to-day operations Monitors measurement of Human Resources initiatives including but not limited to turnover, retention, employee opinion and supervisory feedback scores, performance management Acts as a role model and coaches while developing employees using a consistent, approachable demeanor and clearly articulating expectations Coaches and develops supervisor/manager skills in performance management, fair treatment, assists in diagnosing and designing solutions to improve employee service quality Develops and executes organizational and people-related strategies which drive engagement, retention, and exceptional business performance Leads an organization with methods and actions that are ethical and in full compliance with all applicable laws, regulations, and Company policies Acts as a role model to other employees and always presents oneself as a credit to Caesars and encourages others to do the same Adheres to all regulatory, company and department policies and procedures Ability to uphold and demonstrate the highest level of integrity in all situations and recognize standards required by a regulated business Physical, Mental & Environmental Demands: Must be able to work independently. Must be capable of maneuvering for prolonged periods of time. Must be able to read, write, speak and understand English. Must be able to stoop, bend, as well as, maneuver up and down stairs. Must be able to learn and retain locations, operation and repair procedures of this property's mechanical systems, equipment and life safety system. Must be able to tolerate areas containing second hand smoke, dust and bright lights. Harrah's reserves the right to make changes to this whenever necessary. It is our policy to provide equal employment opportunity to all persons regardless of age, color, national origin, citizenship status, physical or mental disability, race, religion, creed, gender, sex, sexual orientation, gender identity and/or expression, genetic information, or marital status. This job description is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities that are required of the employee. Duties, responsibilities and activities may change, or new ones may be assigned at any time with or without notice. Preference is given to qualified Buena Vista Me-Wuk tribal members and members of other federally recognized tribes. JOB CODE: 219-25

Job Description Job Summary: The Human Resources Associate Director partners closely with the HR Director and senior leadership to execute people strategies that align with organizational objectives and ensure full compliance with all applicable laws and regulations. This role plays a key part in developing, implementing, and evaluating HR policies, programs, and functions, driving continuous improvement and operational excellence. The HR Associate Director provides both strategic guidance and hands-on leadership across core HR functions, including benefits, compensation, payroll, HRIS, talent management, learning and development, employee relations, compliance, and engagement, while fostering a positive, equitable, and inclusive workplace culture. Essential Duties & Responsibilities: Partner with HR director and senior leadership to translate business objectives into actionable HR strategies. Lead initiatives that strengthen organizational culture, improve employee experience, and enhance overall workforce effectiveness. Serve as a trusted advisor to managers and employees on complex HR matters. Provides guidance and hands-on leadership across core HR functions. Provides guidance on employee relations issues, ensuring fair and consistent resolution aligned with policy and legal standards. Oversee performance management process, ensuring accountability and professional growth. Ensure HR programs, policies, and practices comply with multi-state, federal, and local labor and employment laws and regulations. Develops, implements and control programs in a manner that ensures cost effectiveness, market competitiveness and internal equity among employees. Directs full-cycle recruitment, ensuring alignment with workforce planning and hiring goals. Partners with leaders to forecast hiring needs and develop effective talent pipelines. Oversee benefit strategy, administration, and vendor relationships to deliver high-value, cost-effective programs. Performs other related duties as assigned. Education & Experience: Bachelor's degree in Human Resources, Business Administration, or related field; Master's degree. HR certification PHR/SPHR or SHRM-CP/SHRM-SCP preferred. 10+ years of progressively responsible experience in human resources, overseeing functional areas such as benefits administration, compensation, HRIS data, compliance, employee relations, payroll, talent acquisition and onboarding, learning, and talent development. 5+ years leading a team of HR professionals. General, broad-based knowledge and practice of HR competencies: organizational design, performance management, leadership development, talent practices, employment practices, compensation, and total rewards. Working Conditions / Physical Demands: Must be able to sit for long periods of time. Must be able to work extended hours if necessary. Must be able to travel to different locations. Required Knowledge, Skills, & Abilities: Ability to quickly build relationships, build trust, and successfully collaborate with others to influence the accomplishment of organizational goals. Works independently to prioritize work, effectively delegate, establish goals, and produce quality work. Deep knowledge of federal, multi-state, and local labor and employment laws and regulations. The ability to work both strategically and operationally. Strong supervisory and leadership skills. Ability to manage multiple concurrent assignments while meeting company and department objectives. Proficient with Microsoft Office suite(e.g.Outlook, Excel, Word, PowerPoint, Teams, etc.)and ADP or related HRIS software. Bilingual English/Spanish preferred. COMPENSATION & BENEFITS: Salary: $170,000-$190,000 per year Medical, Dental & Vision Insurance coverage for employees and their families Basic Life & AD&D Insurance 401k program with company match Profit Sharing program (via 401k) Holiday & Performance Incentive Bonus program Paid Vacation: 10 days per year to start, increases with tenure Sick Leave: 1 hour accrued per 30 hours worked for first 30 days, 6.67 hours per month after. 14 paid company holidays, 2 floating holidays & birthday off Paid Family Leave: 15 days after 12 months of service for FMLA qualifying events * To perform this job successfully, an individual must be able to perform each essential duty (as described above) satisfactorily. Reasonable accommodations may be made to enable Individuals with disabilities to perform these essential functions.

DCI Donor Services (DCIDS) is looking for a dynamic and enthusiastic team member to join us to save lives!! Our mission at DCIDS is to save lives through organ donation and we want professionals on our team that will embrace this important work!! DCI Donor Services is seeking a Human Resources Specialist to coordinate day-to-day employee relations activities including data management, investigations, and safety initiatives. Up to 25% travel may be required. This is an onsite role in Sacramento, CA. COMPANY OVERVIEW AND MISSION For over four decades, DCI Donor Services has been a leader in working to end the transplant waiting list. Our unique approach to service allows for nationwide donation, transplantation, and distribution of organs and tissues while maintaining close ties to our local communities. DCI Donor Services operates three organ procurement/tissue recovery organizations: New Mexico Donor Services, Sierra Donor Services, and Tennessee Donor Services. We also maximize the gift of life through the DCI Donor Services Tissue Bank and Sierra Donor Services Eye Bank. Our performance is measured by the way we serve donor families and recipients. To be successful in this endeavor is our ultimate mission. By mobilizing the power of people and the potential of technology, we are honored to extend the reach of each donor's gift and share the importance of the gift of life. We are committed to diversity, equity, and inclusion. With the help of our employee-led strategy team, we will ensure that all communities feel welcome and safe with us because we are a model for fairness, belonging, and forward thinking. Key responsibilities this position will perform include: Initiate and/or respond to inquiries concerning non-routine and unusual human resources issues Partner with management to provide consulting, training, and development services to develop workforce competence, employee wellness, and organizational capability Develop training, communications, presentations and/or information programs for employees/groups of employees Assist with employee recruitment and retention Process, review, and analyze payroll data. Manage data entry of all job and salary changes. Compile routine and adhoc reports. Ensure submission of quarterly wage filings and preparation of W2s. Provide employee relations support for internal investigations, employee coaching, and staff development Lead worker's compensation and safety initiatives Assist with drafting correspondence such as policies, employee memos, and organizational communications. Additional duties as required. The ideal candidate will have: Bachelors Degree 3 - 5 years in an HR Generalist role Prior experience as an ADP Practitioner PHR or SHRM-CP certifications We offer a competitive compensation package including: Up to 184 hours of PTO your first year Up to 72 hours of Sick Time your first year Two Medical Plans (your choice of a PPO or HDHP), Dental, and Vision Coverage 403(b) plan with matching contribution Company provided term life, AD&D, and long-term disability insurance Wellness Program Supplemental insurance benefits such as accident coverage and short-term disability Discounts on home/auto/renter/pet insurance Cell phone discounts through Verizon Monthly phone stipend **New employees must have their first dose of the COVID-19 vaccine by their potential start date or be able to supply proof of vaccination.** You will receive a confirmation e-mail upon successful submission of your application. The next step of the selection process will be to complete a video screening. Instructions to complete the video screening will be contained in the confirmation e-mail. Please note - you must complete the video screening within 5 days from submission of your application to be considered for the position. DCIDS is an EOE/AA employer - M/F/Vet/Disability.

DUTIES & RESPONSIBILITIES * Coordinate and support HR processes throughout the employee lifecycle, including working with managers on staffing requirements, job postings, offer letters, onboarding, personnel changes, and terminations. * Responsible for leave administration which includes Family and Medical Leave Act (FMLA), Americans with Disabilities Act (ADA), accommodation requests as well as other short-term and long-term disability leave programs. * Participate in and conduct employee investigations with the HR Business Partner making recommendations for eliminating or reducing exposure potentials. Reads situations quickly, actively listens, and settles disagreements and disputes equitably. * Respond professionally and timely to requests. Foster an environment encouraging open and clear communication. * Takes inquiry calls from employees and responds to requests. * Provides Human Resource based reporting upon request or as planned to Operations. * Support workplace training and safety programs. * Work with the HR Team, Managers and employees to support implementation and maintenance of Compensation/Benefit policies, programs and procedures. * Support time card and payroll administration. * Provide support to the Human Resources Business Partner and cover as backup in their absence. * Performs other duties as assigned. * * QUALIFICATIONS, SKILLS & COMPETENCIES * Ability to Interpret and apply HR policies, procedures, programs and processes. * Demonstrated understanding of labor and employment law both state and federal. * Strong interpersonal and written/verbal communications skills. * Strong organizational and prioritization skills and the ability to balance several priorities from multiple sources required. * Committed to a high standard of safety and comply with all safety policies and practices. * Ability to interact effectively with other departments and all levels of management. * Degree in Human Resources or equivalent combination of education and experience required. * 3-5 years' progressive human resources experience. * Client-focused approach with a commitment to providing quality service. * Ability to travel approximately 25% of the time. CNRG offers a range of benefits for both Full Time and Part Time employees: * All levels of employment enjoy our fantastic employee discount * 401k with employer match * Employee Assistance Program * Part-Time benefits include Paid Sick Time, Vision, Dental, Critical Illness, and an Accident plan * Full-Time benefits include the additional benefits of Paid Sick Time, Medical, Vision, Dental, LTD/AD&D, STD, Life Insurance, Dependent Life Insurance, Will prep services Central Network Retail Group, LLC complies with all applicable equal employment laws, including the Americans with Disabilities Act. Qualified individuals with a disability may request reasonable accommodation from the company.

Located in Kailua, Adventist Health Castle has been one of the area's leading healthcare providers since 1963. We are comprised of a 160-bed hospital, eight medical offices, home care services, urgent cares and a vast scope of services located throughout O'ahu. In 2017, Adventist Health Castle was recognized with the Malcolm Baldrige National Quality Award, the nation's highest presidential honor for performance excellence. O'ahu is known for its ideal climate, diverse culture and picturesque landscape. The allure of Castle's laid-back lifestyle is complimented by its close-knit and proud community. Job Summary: Serves as a strategic advisor to business leaders, combining deep HR expertise with a strong business acumen, and may be responsible for leading other team members as assigned. This role is pivotal in managing complex employee relations, driving engagement, and supporting talent development and workforce planning. Partners with managers to align HR strategies with overall business objectives. Job Requirements: Education and Work Experience: * Bachelor's or Master's degree in Human Resources, Business, or a related field (or equivalent experience) : Required * Five to Seven years of progressive HR experience, ideally within the healthcare sector. Internal candidates with less experience may be considered based on demonstrated performance, potential, and alignment with role expectations, subject to review and approval by the Network HR Director and CHRO. : Required * Verifiable experience in successful and impactful coaching, advising, and consulting with leaders on organizational issues and employee challenges.: Required Licenses/Certifications: * Society for Human Resource Management Certified Professional (SHRM-CP) or Professional in Human Resources (PHR) certification: Preferred Essential Functions: * Acts as a strategic partner to managers by providing HR consultation and guidance. Performs champion shaping and nurturing workplace culture and engagement strategies that align to organization mission and values and foster an environment of belonging. * Provides strategic guidance to all levels of leadership as directed by Sr. HRBP or Network HR Director. Partners with network HR teams to foster collaboration and alignment across the network. * Leads and manages complex employee relations issues and investigations ensuring fair and consistent outcomes aligned with legal requirements, policies and procedures, and values. * Develops and implements initiatives to drive employee engagement and talent development. Supports workforce planning and succession planning efforts. Analyzes HR metrics and provides actionable recommendations to senior leadership. * Ensures compliance with employment laws and mitigate HR-related risks through collaboration with legal and compliance teams. * Performs other job-related duties as assigned. Organizational Requirements: Adventist Health is committed to the safety and wellbeing of our associates and patients. Therefore, we require that all associates receive all required vaccinations as a condition of employment and annually thereafter, where applicable. Medical and religious exemptions may apply. Adventist Health participates in E-Verify. Visit ******************************************** for more information about E-Verify. By choosing to apply, you acknowledge that you have accessed and read the E-Verify Participation and Right to Work notices and understand the contents therein.

When you work for AmeriGas, you become a part of something BIG! Founded in 1959, AmeriGas is the nation's premier propane company, serving over 1.5 million residential, commercial, industrial and motor fuel propane customers. Together, over 6,500 dedicated professionals will deliver over 1 billion gallons of propane from 1,800+ distribution points across the United States. Applications for this position will be accepted until October 17, 2025. Job Summary The Sr HR Generalist will partner with assigned field operations client groups on people related initiatives and develops and implements strategies/plans in support of advancing business goals in the field while partnering with UGI COEs to drive the HR agenda. Will also support a wide variety of projects and processes for the AmeriGas team including employee onboarding, organization effectiveness, talent management, and other miscellaneous activities. Duties and Responsibilities Build and maintain a strong working relationship and partnership with the field, business, human resource leaders and other HR Business Partners; liaison with HR Centers of Expertise (COE) and Leveraged Services for optimal client support. Provide day-to-day HR support, onboarding, and performance management guidance to client groups (coaching, counseling, career development, disciplinary and compensation actions). Support/Lead HR initiatives for AmeriGas employees. Act as a change agent, positioning HR as the voice of the organization. Help stakeholders understand, accept, and embrace change. Evaluate and successfully resolve employee relations issues, as well as evaluate and develop strategy for trends. Support the HR team on interim projects and other key initiatives. Knowledge, Skills and Abilities Strong ethics and integrity; ability to maintain confidential information. Strong problem solving, conflict resolution and collaboration skills. Ability to effectively influence stakeholders to drive sound decision making. Experience driving alignment and adoption of cross-functional Human Resource programs, processes, and initiatives desired. Demonstrated ability to deal directly with client leads to build consensus, establish trust, communicate effectively and foster culture change. Education and Experience Bachelor's in Human Resources Management, Business Administration, or related field. 5+ Years of experience in a HR Generalist role in a corporate environment. PHR or SHRM-CP preferred. #LI-Hybrid UGI Corporation is an Equal Opportunity Employer. The Company does not discriminate on the basis of race, color, sex, national origin, disability, age, gender identity, sexual orientation, veteran status, or any other legally protected class in its practices. AmeriGas is a Drug Free Workplace. Candidates must be willing to submit to a pre-employment drug screen and a criminal background check. Successful applicants shall be required to pass a pre-employment drug screen as a condition of employment, and if hired, shall be subject to substance abuse testing in accordance with AmeriGas policies. As a federal contractor that engages in safety-sensitive work, AmeriGas cannot permit employees in certain positions to use medical marijuana, even if prescribed by an authorized physician. Similarly, applicants for such positions who are actively using medical marijuana may be denied hire on that basis. The pay for this position ranges from $84,100.00 to 117,600.00, depending on circumstances including an applicant's skills and qualifications, certain degrees and certifications, prior job experience, market data, and other relevant factors. Additional compensation may include eligibility to earn a performance-based bonus or commissions on completed sales depending on position. This is the Company's good faith and reasonable estimate of the range of compensation for this position as of the time of posting. The Company offers a wide array of comprehensive benefit programs and services including medical, dental, vision, flexible spending and health savings accounts to our benefits-eligible employees. Additional benefits include retirement savings plans like 401(k) and paid days off such as parental leave, military leave, vacation/paid time off, sick leave in compliance with state law, as applicable, paid holidays, and disability coverage. Some benefits offerings are subject to any legal requirements or limitations, employee eligibility status, and where the employee lives and/or works.

Insperity provides the most comprehensive suite of scalable HR solutions available in the marketplace with an optimal blend of premium HR service and technology. With more than 90 locations throughout the U.S., Insperity is currently making a difference for thousands of businesses and communities nationwide. Behind our success is the unshakeable belief in the value of our people. We value diversity, inclusivity and a sense of belonging. We celebrate work and life events, and we partner with our clients and communities to make great things happen. We have received recognition numerous times as a top place to work, most recently ranking on Glassdoor's “Best Places to Work in the U.S. 2024” list, and U.S. News & World Report's “Best Companies to Work for 2024” list. In addition, we have been recognized for having one of the country's Top 50 Midsize Early Talent Programs by RippleMatch's 2024 Campus Forward Awards. There is no better time to be a part of Insperity, and our best work is yet to come. Learn more at Insperity.com. Why Insperity? Flexibility: Over 80% of Insperity's jobs have flexibility. We want your time to have balance, whether it's spent with coworkers, clients, family or your community. Career Growth: Insperity provides many ways to grow with the company. We offer continuous learning programs, mentorship opportunities and ongoing training. Well-Being: Our total rewards package includes generous paid time off, top-tier medical, dental and vision benefits, health & wellness support, paid volunteer hours and much more. We take care of our people so that you can do your best work. We are currently seeking a Human Resource Specialist to join our team.This position is responsible for aligning resources and services to deliver customized Insperity Human Resource (HR) service solutions that result in improved performance management and positively impacts our clients' business. Collaborates with client management and key decision makers to build meaningful relationships and provide guidance as a trusted HR Business Partner. Demonstrates depth and breadth of service and level of care expected with internal and external customers. Responsibilities: Manages a book of business by consistently contributing to clients' overall success and growth while maintaining high customer satisfaction and retention. Advises client management and key decision makers utilizing in-depth knowledge of employee relations, legislation interpretation and application, benefits, wage and hour, employee performance management and development. Collaborates with client management and key decision makers on alignment of HR business strategy and goals. Consults with client management and key decision makers on HR-related issues, suggests new HR strategies, and provides HR guidance when appropriate. Evaluates and anticipates HR-related needs and strategizes with client management and key decision makers on HR-related needs. Analyzes trends by leveraging internal partners and resources to develop solutions, programs, and policies to ensure compliance and mitigate risk. Cultivates relationships across internal and client partners to deliver value-added service and solutions to client management and key decision makers. Manages and resolves complex employee relations issues by conducting effective, thorough, and objective investigations. Maintains comprehensive knowledge of legal requirements related to day-to-day management of employees to reduce legal risks and ensure regulatory compliance; engages with internal support teams including DE&I, FLSA, background screening, benefits, and COEs. Delivers performance management guidance to client management and key decision makers, including conflict resolution, coaching, counseling, career development, and disciplinary actions. Collaborates with client management and key decision makers to improve work relationships, build morale, and enhance teamwork to advance employee retention. Delivers HR policy guidance, interpretation, and best practice recommendations. Provides guidance and input on organizational structure and strategizes with client management and key decision makers on workforce and succession planning. Participates in evaluation and identification of training needs for client management and key decision makers to ensure training objectives are met. Proactively engages with client management and key decision makers to continually understand evolving organizational strategy and goals. Ensures all client and client-related interactions are properly and timely documented in the appropriate client management systems and databases. Assists in the accomplishment of Insperity Company goals. Helps other employees to accomplish Insperity Company goals. Performs other duties as may be assigned by department supervisor. Participates in the Disaster Recovery plan as required. Qualifications: Bachelor's Degree in Human Resources, Business Administration or a related field or equivalent work experience is required. Two to five years of related Human Resources experience is required. Professional or Senior Professional in Human Resources (PHR, SPHR) and/or SHRM Certified Professional or Senior Professional (SHRM-CP, SHRM-SCP) certification preferred. Demonstrated knowledge and experience in Human Resources best practices with emphasis on employee relations as well as related federal, state, and local laws and regulations. Strong customer service experience in a team environment. Strong business acumen. Adaptive, resilient, and able to negotiate, and influence behavior toward positive outcomes. Strong time management, detail-orientation, and organizational skills with the ability to effectively multi-task and prioritize. Project management skills and experience managing multiple projects. Communicates tactfully and effectively, verbally and in writing, with all levels of an organization and maintains effective work relations with those encountered in the course of employment. Able to communicate to a wide audience and translate complex human resources issues and concepts into understandable terms. Effective problem solving/decision making skills. Proficient in the design and delivery of formal and informal presentations. Proficiency with Microsoft Office programs and demonstrated ability to learn other applications as needed. Travel up to 15% of time Insperity provides a reasonable range of minimum compensation. Actual compensation is influenced by a wide array of factors including but not limited to skill set, level of experience, and specific office location. The range of pay for this role is: Pay transparency range: $67,725 - $75,049 At Insperity, we celebrate the diversity of our employees and our leadership. Insperity is an equal opportunity employer, and all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, disability status, protected veteran status or any other characteristic protected by law, including criminal arrest and/or conviction records.

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

Do you like working with a creative, dynamic team and making a difference? Sometimes the grass is greener! The mission of First Call Hospice, a locally owned agency founded in 1993, is to provide individualized quality hospice care to meet the unique needs of patients with a limited life expectancy. The primary goal of First Call Hospice is to enhance the quality of life when the quantity of life is limited. When you join First Call Hospice Team, we will Offer an extensive orientation, tailored to your needs Pay 100% of full time Employee Medical Benefits, and offer a number of different benefits including dental, vision, and life insurance Have 401K available to all full-time employees with profit sharing First Call Hospice is growing and looking for experienced, compassionate HR & Payroll Specialist to join our team! JOB SUMMARY The HR & Payroll Specialist is responsible for coordinating all employee information and incorporating the information into payroll and benefits. PAY RANGE: $25.00 - $30.00 per hour DUTIES & RESPONSIBILITIES Prompt data entry for all employee information into system and back-up to employee responsible for logging of visits pertaining to payroll. Prompt data entry for all employee information into software for payroll and deduction purposes. Assists or is responsible for any changes on codes, names and taxes. Coordinates all manual changes with accounting firm, and other parties as directed by administration. Promptly distributes copies of information as needed and initiates manual check request with proper form to Director of Human Resources or administration for payroll check corrections and reports payroll errors after every payroll. Coordinates reports and additional information to accounting firm and management personnel in a timely manner. Maintains proper records, files and receipts for all offices in regards to payroll process and deductions. Correlates information needed for distribution of W2's at the end of the year. Maintains personnel files according to policy. Assists with orientation of new employees and distributes Employee Manual. Makes adjustments on personnel status as indicated and forwards insurance bills for payment. Corresponds with insurance companies regarding employee issues. Maintains accurate 401K files; records and corresponds with 401K Administrator and Trustee. Maintains current contracts on contracted personnel for payroll purposes. JOB REQUIREMENTS High school graduate or equivalent, two years college preferred. At least two years of experience in health care data entry, preferably in hospice care systems. At least one year of previous health care related billing experience, preferably in hospice care billing. Able to use IBM-compatible systems and equipment. Organization Attention to detail Why First Call? First Call Hospice is part of the Cornerstone Group with close to 80 agencies throughout the country. While we are part of a large family, we operate as a local team. We understand we are nothing without great employees! It is through our team's dedication to deliver life changing service that we become the “provider of choice” in the community that we serve. Join a culture of high performers who are on a mission to create the best agency in the Greater Sacramento Area! What makes us unique besides our culture of high performers and exceptional care? At First Call, we foster an environment where clinicians and staff members have an unprecedented level of freedom to create and implement the programs that will best serve their patients and communities. We operate with the Core Values of CAPLICO in mind: Celebration Accountability Passion for Learning Love One Another Intelligent Risk Taking Customer Second Ownership The employer for this position is stated in the job posting. The Pennant Group, Inc. is a holding company of independent operating subsidiaries that provide healthcare services through home health and hospice agencies and senior living communities located throughout the US. Each of these businesses is operated by a separate, independent operating subsidiary that has its own management, employees and assets. More information about The Pennant Group, Inc. is available at ****************************

Salary: $23.50 / hour Roseville, CA *The offered salary or salary range is based on several factors, including, but not limited to, overall experience, relevant experience, education level, certifications, applicable skills and expertise, and location of the position. As an Equal Opportunity Employer, UNIQLO CALIFORNIA does not discriminate against applicants or employees because of race, color, creed, religion, sex, national origin, veteran status, disability, age, citizenship, marital or domestic/civil partnership status, sexual orientation, gender identity or expression or because of any other status or condition protected by applicable federal, state, or local law. Position Overview: Reporting to the Store Manager and Regional HR Manager, the Human Resources Coordinator will be responsible for providing support for all HR functions in a large format at the UNIQLO Stores. Job Description: This position requires primarily working in stores and may require some travel between locations. Provides training in store to store employees, including but not limited to HR processes and procedures, employment laws, recruiting, etc. Partner with Regional Human Resources Manager on employee relations issues and staffing objectives. Process various reports and focus on the administrative tasks associated with HR recording, policy and procedure. Process liaison for employee relations questions and concerns, leaves of absence, paid time off, workers compensation, etc. Assist with interviews, investigations, disciplinary actions, and provides HR support at the store level. Collaborates with other functional groups including store managers, human resources, training and payroll. Utilizes recruiting tools to post open positions and employ talent acquisition strategies to source external candidates by conducting on-site recruiting events, holding job fairs, and shopping the competition to find potential talent. Follow up and track all aspects of employment, such as completing employment forms, conducting orientations and notifying the department of new hire start date. Resolve all human resources issues in a timely and effective manner, partnering with HR when necessary. Manage customer needs and exceed expectations by utilizing the UNIQLO service standard, following the UNIQLO Fundamental Principles and saying the 6 standard phrases. Maintain brand and operational standards in store (visual, cleanliness, etc.) As needed basis, be knowledgeable of fitting room standards and act as a cashier when required by following cashier protocol Ensure integrity of payroll and the payroll process. Ensure image and grooming standards are professional, reflective of the brand image and adhered to at all times. Support multiple store locations - Other duties as assigned by Required Skills and Abilities: - Strong communication skills Knowledge of the following applications: ADP PayForce, Oracle, SuccessFactors and Workday. Ability to stand for long periods of time, read computer terminals, push, pull, move, lift or carry objects of at least 10 pounds. Ability to effectively maneuver around sales floor and stockroom, repetitive bending, prolonged standing, twisting, stooping, squatting, and climbing. Required Skills and Abilities: Strong communication skills. Knowledge of the following applications: ADP PayForce, Oracle, SuccessFactors and Workday. Ability to stand for long periods of time, read computer terminals, push, pull, move, lift or carry objects of at least 10 pounds. Ability to effectively maneuver around sales floor and stockroom, repetitive bending, prolonged standing, twisting, stooping, squatting, and climbing. Schedule Requirements: Ability to work a flexible schedule that meets the business needs, including nights, evenings and weekends. Education/Experience: Associate's Degree in a related field, or 1+ years in related, Human Resources or Administration experience. Benefits: Medical, dental, and vision coverage 401k plan - 100% match on the first 3% you contribute, 50% on the next 2% you contribute Paid parental leave Fertility benefits, including IVF Life insurance Short-term and long-term disability insurance HSA/FSA options Employee Assistance Program Vacation & Personal Time Off Sick & Wellness Time Off 30% Employee Merchandise Discount Employee Referral Bonus Commuter benefits NOTICE FOR CALIFORNIA JOB APPLICANTS AND EMPLOYEES For information regarding how we handle your personal information and to exercise your rights under the California Consumer Privacy Act, please see our Privacy Policy at Uniqlo.com The Company is committed to equal pay initiatives and will not ask candidates for their current or past salary. As an Equal Opportunity Employer, Fast Retailing does not discriminate against applicants or employees because of race, color, creed, religion, sex, national origin, veteran status, disability, age, citizenship, marital or domestic/civil partnership status, sexual orientation, gender identity or expression or because of any other status or condition protected by applicable federal, state or local law.