Human resources manager jobs in Gainesville, GA

The Human Resources Director for our real estate operations will lead and oversee all human resources functions, ensuring compliance, efficiency, and alignment with company objectives. This role requires a strategic and hands-on leader capable of managing payroll, benefits, employee relations, talent acquisition, and overall workforce management while fostering a positive and productive organizational culture. Key Responsibilities: Talent Management & Recruitment Lead recruiting efforts to attract, hire, and retain top talent across all real estate staff roles. Oversee onboarding processes for new hires and manage offboarding procedures, including exit interviews. Develop and implement strategies for employee development, performance management, and succession planning. Organizational Leadership Partner with senior leadership to align HR initiatives with business goals. Provide guidance and coaching to managers on HR policies, workforce planning, and team development. Payroll, Time & Benefits Administration Oversee accurate and timely payroll processing for all real estate employees. Track and manage employee timesheets, PTO, and leave balances to ensure accuracy and compliance. Manage insurance bids, evaluate options, and implement cost-effective employee benefit programs. Serve as primary point of contact for insurance communications and inquiries. Compliance & Employee Relations Administer FMLA, leaves of absence, and other employee benefits in compliance with federal, state, and local regulations. Address and resolve employee conflicts, grievances, and workplace issues professionally and effectively. Maintain HR policies, procedures, and documentation to ensure legal compliance and best practices. 401(k) Administration and Oversight Manage day-to-day administration of the company's 401(k) retirement plan, ensuring compliance with ERISA, IRS, and DOL regulations. Serve as the primary point of contact for the plan provider, third-party administrators, and auditors. Coordinate enrollment, employee communication, contribution changes, and annual plan notices. Oversee plan reporting, nondiscrimination testing, and timely submission of contributions. Monitor plan performance, fees, and service levels to ensure the plan remains competitive and aligned with organizational objectives Support employees by addressing questions, guiding them through resources, and promoting financial wellness education Annual Performance Reviews Collaborate with managers throughout the annual performance review cycle to ensure consistency, fairness, and alignment with organizational goals Provide training and guidance on performance evaluation processes, documentation standards, and constructive feedback techniques Job Qualifications: Bachelor's degree in Human Resources, Business Administration, or related field A minimum of 5 years of progressive HR experience, including leadership experience In-depth knowledge of payroll, benefits administration, employment law, and HR best practices Strong conflict resolution, communication, and interpersonal skills Proven experience in talent acquisition, employee development, and performance management Preferred Qualifications: Experience in residential real estate Professional HR certification (PHR, SPHR, SHRM-CP, or SHRM-SCP) Core Competencies: Strategic thinking and problem-solving Leadership and team management Regulatory compliance and risk management Employee engagement and organizational development Salary Range: $110,000 to $135,000 commensurate with experience

One of our clients is an Alpharetta based, fast-growing industrial services company that supports major OEMs and nationwide machinery/capital expansion and installation projects. Due to growth and expansion, they are looking for an HR Generalist type. The Role: Four days on-site, one day remote Will report directly to the Director of Global Operations Will strengthen the HR structure to support growth, improve consistency, and create a better employee experience A working supervisor position Will oversee two HR team members and guide the function Will handle a variety of tasks directly - from onboarding steps to employee relations conversations to compliance checks The Responsibilities: Team Oversight & Leadership: Provide daily guidance to HR team members and support their workloads Oversee recruiter workflow and coordinate staffing needs Lead by example with hands-on approach to HR tasks Ensure HR processes are followed consistently across the team Hands-On HR Operations: Process onboarding and offboarding tasks when needed Maintain employee files, documentation, and systems Assist with job postings, screening, and interview scheduling Step in to complete time-sensitive tasks when direct reports are unavailable or workload increases Employee Relations & Support: Support employees and managers with HR questions Assist with documentation, corrective actions, and policy interpretation Help create and maintain clear communication between departments Process Improvement & Organization: Standardize forms, onboarding steps, and templates Improve documentation and compliance practices Support training coordination and retention initiatives The Ideal Candidate: BS/BA desired but not mandatory HR accreditations, certifications, secondary training and coursework HIGHLY desired Coupled with a minimum of 3-5 years HR Generalist/Specialist/Supervisor experience in a B2C/B2B environment Exposure to recruiting, onboarding, employee relations and benefit administration will be key Compensation: $75,000 to $85,000 Full benefits

SUMMARY/OBJECTIVE A HR professional to provide strategic and comprehensive HR generalist support, reporting directly to the HR Manager. This role is responsible for supporting key HR functions such as performance management, benefits compliance, employee relations, and HR systems administration. While not directly responsible for leading talent acquisition, the Senior HR Generalist will collaborate with the recruiter as needed and may assist with recruiting-related tasks during periods of low HR activity. The position plays a critical role in aligning HR practices with the organization's strategic goals and ensuring consistent, compliant, and effective HR operations. ESSENTIAL FUNCTIONS Support Strategic HR Initiatives: Act as a key partner to the HR Manager in executing company-wide HR strategies, policies, and programs aligned with business goals in the retail construction services space. Employee Relations & Engagement: Serve as a primary contact for employee relations issues, providing guidance, conflict resolution, and promoting a positive work environment across field and corporate teams. Recruitment Oversight & Support: Provide direction and mentorship to the Recruiter Coordinator, assisting with sourcing strategies, candidate evaluation, and troubleshooting recruitment challenges for both field and corporate roles. Onboarding & Offboarding: Manage and continuously improve onboarding and offboarding processes to ensure smooth and compliant experience for new hires and exiting employees. Compliance & Recordkeeping: Ensure HR practices comply with federal, state, and local employment laws. Maintain accurate employee records, I-9s, and other documentation in accordance with company policy. Benefits & Leave Administration: Support benefits enrollment, employee inquiries, and leave management (FMLA, ADA, etc.), working closely with third-party providers and internal stakeholders. HR Reporting & Metrics: Prepare and analyze HR reports (e.g., turnover, headcount, recruitment metrics) to support data-driven decision-making and strategic planning. Provide HR generalist support in employee relations, performance management, policy interpretation, and compliance Collaborate with HR Manager and leadership on employee engagement, workforce planning, and organizational development. Maintains compliance with federal, state, and local employment laws and regulations, and recommended best practices. Handles HRIS (UKG) troubleshooting. Support and build an improved platform when necessary. Maintains knowledge of trends, best practices, regulatory changes, and new technology in human resources, benefits, and compliance. Assists in performing plan audits including 401K audits, etcetc. Perform analysis on the data. Prepare presentations. *** This job description is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities that are required for this job, but more of a general nature. Employees may be asked to perform duties not listed as required by business needs. Duties, responsibilities and activities may change at any time with or without notice*** Salary Range: $80 - $82k annually WORKING ENVIRONMENT The work environment is consistent with a professional office setting. Reasonable accommodation may be made to enable individuals with disabilities to perform the essential functions. Office environment with moderate noise from equipment and pedestrian traffic. Occasional extended hours may be required during peak hiring periods, special projects or events. May involve moderate travel for recruitment events, job fairs. COMPETENCIES · Excellent organizational skills and attention to detail. · Build partnerships with hiring managers and leadership to understand workforce needs. · Strong communication skills; written and verbal. · Excellent time management skills with a proven ability to meet deadlines. · Strong analytical and problem-solving skills. · Ability to prioritize tasks and to delegate them when appropriate. · Ability to act with integrity, professionalism, and confidentiality. · Thorough knowledge of benefits and employment-related laws and regulations. · Proficient with Microsoft Office Suite or related software. · Proficiency with or the ability to quickly learn the organization's HRIS system. · Knowledge of all pertinent federal and state regulations, filing and compliance requirements, both adopted and pending, affecting employee benefits programs, including the ACA, ERISA, COBRA, FMLA, ADA, and DOL requirements. · Effective planning and priority setting. Ability to manage several complex projects simultaneously while working under pressure to meet deadlines. · Promote and can recognize and respect cultural differences within the organization. SUPERVISORY RESPONSIBILITIES · Offer direct supervision to one member of HR department, which includes coaching, HR guidance and mentoring within the scope of TA and HR. DIRECT REPORTS · Yes QUALIFICATIONS REQUIRED EXPERIENCE · Experience working on fast paced, dynamic environments, with the ability to manage multiple priorities and projects simultaneously. PREFERRED EXPERIENCE · Proficiency in HRIS systems, applicant tracking systems (ATS) and Microsoft Office Suite REQUIRED EDUCATION · Bachelor's degree in human resources, or some college plus 5-6 years of relevant experience. within HR. · High school diploma required plus 5-6 years progressive experience in Talent and Human Resources PREFERRED EDUCATION · ·Master's degree in human resources, or similar. ADDITIONAL ELIGIBILITY QUALIFICATIONS · N/A

Robert Half HR Solutions is partnering with a client in the Buford area that is looking to add a dynamic Senior HR Generalist to their team. The Sr HR Generalist will support their growing team of 175+ employees, including both hourly and salaried staff. In this role, you will be involved in all facets of Human Resources, acting as the primary point of contact (POC) for HR inquiries, driving employee relations initiatives, supporting performance management programs, conducting HRIS maintenance and reporting, administering benefits, overseeing the full-cycle recruiting and onboarding process, and delivering actionable HR analytics. Experience with UKG is a plus. Key Responsibilities: Serve as the primary point of contact for employee HR questions, issues, and policy interpretation. Provide guidance and support on employee relations matters, including investigations, conflict resolution, and coaching managers/leaders. Partner with managers on performance management, including goal setting, feedback, performance appraisals, and corrective action plans. Maintain and update employee data in the HRIS (preferably UKG) and ensure data accuracy and security. Develop, generate, and analyze HR reports and metrics for management as needed. Administer employee benefits programs, including open enrollment, new hire enrollments, and responding to employee questions regarding benefits. Manage the end-to-end recruiting cycle - job postings, sourcing, screening, interviewing, and selection - for both hourly and salaried positions. Coordinate onboarding activities for new hires, ensuring a positive and effective onboarding experience. Support company policies and compliance with federal, state, and local employment laws and regulations. Identify process improvements and contribute to HR projects and initiatives to drive efficiency and engagement. Qualifications: 5+ years of progressive HR experience; previous exposure as an HR Generalist supporting a population of 175 or more employees, including both hourly and salaried staff. Hands-on experience with HRIS systems; UKG proficiency strongly preferred. Strong knowledge of employment law, compliance, and HR best practices. Demonstrated experience with employee relations, performance management, data/reporting, and benefits administration. Excellent interpersonal, problem-solving, and communication skills. Ability to manage sensitive/confidential information with discretion. Proficiency with Microsoft Office Suite; advanced Excel skills are a plus. HR certification (PHR, SHRM-CP, or similar) preferred but not required.

StaffMD is seeking a Family Medicine Physician for Locum Tenens coverage in Tucker, GA. Please see the details below and let me know if you are interested. Details:Family Medicine PracticeDates of coverage: June (3 days vacation coverage) additional dates will come up throughout the year. Onsite complete modern laboratory services Outpatient only EMR: AdvancedMDHours: 8am 5pmNo CallAll AgesLocum Tenens Pay Rate: $110/HR Travel and Malpractice are covered. I look forward to hearing from you. Karl SanderStaffMDLocum Tenens and Permanent Placement Direct

Recruitment Develop and execute recruitment plans, including job posting, candidate management, interviews, and onboarding. Collaborate with hiring managers to ensure an efficient and positive hiring process. Training & Development Plan and manage training programs by job function (e.g., Sales, Staff). Coordinate both online and offline training sessions and track participation and effectiveness. HR Planning & Policy Plan, develop, and operate HR systems, policies, and programs to align with company objectives. Support HR data management and reporting to ensure compliance and efficiency. General Affairs Manage and support company assets such as business vehicles, mobile phones, and tablet PCs. Oversee company housing and lease contract management. Provide administrative support for dispatched employees, including soft-landing assistance. Requirements Education and Work Experience: 2+ years experience in Human Resources and/or administrative/clerical work with exposure to employment processes, employee relations, compliance, talent acquisition, and payroll process Bachelors Degree in Human Resources, Business Administration, Psychology, and/or in a related field Knowledge and Skills: Bilingual in Korean & English required Excellent verbal and written communication skills Professional demeanor on phone and in-person, strong communication skills Organized, detail oriented, and ability to multi-task Team worker, good attitude energetic Initiative skills Problem solving skills Proficient in Microsoft Suite (Work, Excel, PowerPoint, Outlook)

Salary Range: $185,000+ Pay Grade: 33 FLSA Status: Exempt Purpose of Classification: The purpose of this classification is to plan, organize, direct, manage, administer and evaluate the countywide human resource-related function. Essential Functions: The following duties are normal for this position. The omission of specific statements of the duties does not exclude them from the classification if the work is similar, related, or a logical assignment for this classification. Other duties may be required and assigned. Manages, directs, and evaluates assigned staff; oversees employee work schedules to ensure adequate coverage and control; approves/processes employee concerns and problems and counsels or disciplines as appropriate; ensures that department works effectively within budget allocation; assists with or completes employee performance appraisals; directs work; acts as a liaison between employees and County administrators and elected officials; and trains staff in operations, policies, and procedures. Organizes, prioritizes, and assigns work; prioritizes and schedules work activities in order to meet objectives; ensures subordinates have proper resources needed to complete the assigned work; monitors status of work in progress and inspects completed work; collaborates with assigned staff to assist with complex situations and provides technical expertise; submits progress and activity reports to County administrators and elected officials. Oversees and directs the administration of countywide human resource function; develops and communicates new policies and revises existing policies, and procedures to be effective, transparent, and legally defensible; ensures fair and consistent application of policies, procedures and practices; advises Chief Executive Officer, Chief Operating Officer, Board of Commissioners, and department/agency heads regarding human resource practices and issues; conducts internal investigations; and resolves and recommends solutions to sensitive human resources issues. Develops short- and long-term goals, plans, and objectives for the department; researches and assesses current and future human resource needs to support the department's strategic plan as assigned; and makes appropriate recommendations. Ensures compliance with all personnel laws and ordinances; assimilates and disseminates information on changes in laws and regulations; analyzes impact of changes on County policies and procedures; creates and implements compliance processes or procedures; responds to internal and external requests for information regarding local, state and federal personnel laws and ordinances; and ensures human resource information systems meet operating, legal and compliance standards. Develops and implements guidelines for employee actions, such as hires, promotions, transfers and terminations, etc.; directs recruiting and selecting processes that attract top talent; prepares, analyzes and revises class specs; directs screenings, interviews, background and reference checks; makes hiring and firing decisions and recommendations, and maintains related documentation; and manages the performance review process. Directs and implements a total compensation program that includes salary and non-salary rewards and employee appreciation events to attract and retain top talent; oversees salary surveys and recommends measures to maintain competitive salary structure to the administration based on available resources; analyzes compensation trends; and directs performance evaluation program and revises as necessary; and pursues proactive measures to retain talent as resources are available. Directs, conducts and/or implements training programs to ensure compliance with regulations policies, or laws; orient new employees; increase employee effectiveness, and promote a culture of engagement/wellness, including physical and mental fitness to perform assigned job duties; facilitate employee communication, and other training; and employee rewards and recognition activities to communicate and reinforce County business strategies, operational and financial needs and incentivize employees to excellence; develops annual training calendar; and conducts and/or coordinates training events with outside vendors to encourage continuous job-related employee development at all levels in the County. Oversees administrative hearing process for employee adverse actions; implements decisions rendered by hearing officers; maintains hearing meeting minutes; develops appeal hearings calendar and performs related activities; and conducts prehearing conferences to determine case facts and mediate resolutions. Develops, implements, and administers department budget; monitors expenditures to comply with established budgetary parameters; and prepares and submits invoices. Attends various meetings, serves on committees, and makes presentations or speeches as needed; and represents the County in all personnel-related matters involving employee organizations. Maintains comprehensive knowledge of applicable laws/regulations, new products, methods, trends and advances in the profession, professional affiliations, and attends workshops. Develops and evaluates performance metrics to align with strategic priorities, highlight potential problems and determine corrective actions, develop strategies, and incentivize staff performance; and coordinates with department managers and other County employees to discuss metrics data and formulate goals and priorities. Minimum Qualifications: Bachelor's degree Human Resources, Public Administration, or related field required (Master's degree preferred); twelve years of progressively responsible experience in human resource management, with five years of senior management experience for a comparably sized organization, or as a director for a smaller organization; or any equivalent combination of education, training, and experience which provides the requisite knowledge, skills, and abilities for this job. Specific License Certifications: One of the following certifications is required: PHR, SPHR, SHRM-CP, SHRM-SCP, PSHRA-CP, PSHRA-SCP or CCP (Certified Compensation Professional).

About Us: We are a leading mental health and substance abuse treatment provider in the Atlanta area, offering a full continuum of care including residential, partial hospitalization, intensive outpatient, and outpatient programs. Our mission is to provide quality mental health treatment to a population in dire need of being treated as equal, fostering long-term stability and personal growth in a supportive environment. Job Summary: We are looking for a Human Resources Director to oversee HR operations across multiple sites. The ideal candidate will have deep expertise in healthcare human resources, experience in behavioral or addiction treatment settings, and a strong understanding of compliance, employee relations, and organizational development in a regulated healthcare environment. Key Responsibilities: Provide strategic HR leadership across multiple treatment facilities, including inpatient and outpatient levels of care (PHP/IOP/RTC). Oversee all core HR functions including recruitment, onboarding, employee relations, training, performance management, and compliance. Partner with executive leadership and clinical teams to align HR strategy with organizational goals. Ensure regulatory compliance with federal, state, and accrediting bodies (e.g., JCAHO, OSHA, DOL). Guide employee investigations, conflict resolution, and corrective action procedures with professionalism and discretion. Lead and support change management initiatives and organizational development efforts. Supervise HR team members across different sites and foster consistent HR practices and policy implementation. Monitor compensation and benefits to ensure market competitiveness and internal equity. Maintain and improve HRIS systems, documentation practices, and recordkeeping in accordance with healthcare regulations. Qualifications: Bachelors degree in Human Resources, Business Administration, or related field (Masters preferred). SHRM-CP, SHRM-SCP, PHR, or SPHR certification highly preferred. Minimum 57 years of progressive HR experience, with at least 3 years in a healthcare or behavioral health setting. Multi-site HR management experience strongly preferred. Strong understanding of employment law, credentialing, and behavioral health compliance requirements. Excellent leadership, communication, and conflict resolution skills. Ability to thrive in a fast-paced, mission-driven, and people-centered environment. Compensation & Benefits: Competitive salary commensurate with experience Comprehensive medical, dental, and vision coverage 401(k) Paid time off and holidays Professional development support Location: Dunwoody, GA Salary: $90,000 - $120,000 Schedule: FT; ON-SITE

**Job Title: Human Resources Associate** **Duration: 12 Months** **Pay: $29/hr W2** **What you'll do in the role:** + Provide day-to-day support for employees and managers on operational HR matters by providing timely, accurate and thorough responses related to answering policy questions, assisting with offboarding, immigration questions, mobility eligibility, leave processing, employment verifications letters, etc. + Provide high quality support to HR Business Partners on both cyclical and adhoc HR processes including talent assessments and performance evaluations, diversity efforts, promotions, and compensation, including assisting with audits. + Manage general job change transactions. + Partner with global and regional HR colleagues on operational HR matters to drive people initiatives. + Project manage planned and ad-hoc activities for the HR Business Partner team as needed + Proactively suggest process improvements to enhance efficiency; identify process issues through day-to-day transactional work and escalate to HCM Service Delivery Lead. + Ensure that best-practices are proactively documented through job aids and training. + Ensure that service delivery standards are consistently met or exceeded. + Ensure requests are tracked appropriately to completion; log information into systems and update information in a timely and accurate manner for team to track service inquiries, resolutions and provide metrics to stakeholders. **What you'll bring to the role:** + Bachelor's degree required with two or more years of relevant professional experience + Must be a team player who enjoys a high volume, fast paced and dynamic environment + Outstanding interpersonal and customer service skills; ability to flex style based on situation and audience + Successful candidate will have a roll-up-your-sleeves, can-do mindset + Strong ability to multitask and maintain attention to detail while dealing with a heavy volume of workflow + Results orientated and able to meet deadlines; knows when to escalate + Exhibits ownership and accountability to ensure tasks are completed in a thorough and timely manner + Effective problem-solving skills with a high degree of initiative + Ability to handle confidential information in a professional and discreet manner + Sound working knowledge of general Human Resources functions + Strong Microsoft Office skills in Excel, Power Point, Word, etc. Visio a plus. + At least 2 years' relevant experience would generally be expected to find the skills required for this role **About US Tech Solutions:** US Tech Solutions is a global staff augmentation firm providing a wide range of talent on-demand and total workforce solutions. To know more about US Tech Solutions, please visit *********************** (*********************************** . US Tech Solutions is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, colour, religion, sex, sexual orientation, gender identity, national origin, disability, or status as a protected veteran.

The Director of Organizational Culture and Human Resources (HRD), reporting directly to the CEO/Library Director, is a strategic leader responsible for driving the vision, direction, and execution of all Human Resources functions. This role involves developing and implementing comprehensive HR strategies, policies, and programs that align with organizational goals. The Director will lead key functions, including talent acquisition and development, benefits and compensation management, employee relations, compliance, and HR systems management, ensuring the HR department serves as a critical partner to the organization. Primary Duties and Responsibilities: Establish strategic plans, goals, and objectives for the HR department aligning with the organization's mission and goals. Oversee daily operations of the HR department and HR functions for the organization. Provide direct supervision for two positions: HR Generalist and Payroll Coordinator. Drive staff engagement efforts by designing and implementing initiatives that strengthens communication, build trust, and enhance a positive workplace culture. Direct professional development and training for organizational needs and growth. Lead, mentor, and empower the HR team to drive results, continuously develop skills, and foster a high-performing, cohesive unit. Partner with executive leadership to develop the organization's strategic and annual departmental work plans, ensuring alignment and integration with business needs. Serve as the primary compliance officer for HR-related matters, conducting thorough audits, investigating policy violations, and managing risk safety, and regulatory filings in accordance with all applicable laws and regulations. Create, implement, and enforce HR policies to ensure clarity, consistency, and compliance across the organization. Oversee the administration and optimization of employee benefits, including health and welfare plans, 403(b) plan management, and employee wellness programs; negotiate with brokers to secure competitive offerings. Meticulous management of HRIS systems, ensuring data integrity, efficient workflows, and successful implementation of new systems or upgrades. Own the end-to-end talent acquisition process, from workforce planning and recruitment to onboarding and retention strategies; develop and implement performance management frameworks to drive accountability and continuous improvement. Analyze, develop, and manage compensation programs to ensure competitive, equitable, and performance-driven compensation strategies. Educational/Training Requirements: Bachelor's degree in Human Resources, Business Administration, Finance, Accounting, or a related field. 8 - 9 years of progressive HR experience, including 3 - 4 years in a supervisory or leadership capacity. Proven experience in strategic planning, organizational development, and HR policy implementation. Demonstrated ability to lead HR operations in a complex, dynamic environment. Strong knowledge of U.S. and Georgia employment laws, labor regulations, and compliance standards. Master's degree or professional HR certification (e.g., SHRM-SCP, SPHR). Experience : 8 - 9 years of progressive HR experience, including 3 - 4 years in a supervisory/ leadership. Experience working in academic libraries. Knowledge, Skills and Abilities: Excellent written and verbal communicator. Highly detail oriented and deadline driven. Ability to set priorities, embrace and drive change initiatives, and to use collaborative and inclusive leadership skills. Knowledge of current and emerging trends in HR, talent acquisition, workforce management, employee benefits, and payroll. Ability to effectively and responsibly manage resources and budgets. Awareness of emerging developments, trends, issues in higher education.

Job Description Director of Human Resources is responsible for leading the strategic and operational functions of Human Resources department. This includes oversight of compensation, benefits, payroll, employment practices, compliance, talent branding, and company culture. As a key member of leadership, this role drives scalable people strategies that support BELAYs continued growth, including best practices for acquisitions, mergers, and employee integration, while fostering a thriving, values-aligned workplace. Duties and responsibilities As a Director, you will represent the company with professionalism and excellence in all virtual and in-person interactions, consistently embodying our mission, vision, and core values. You are expected to foster a collaborative, positive team environment while maintaining strict confidentiality and handling sensitive information with care. Integrity is essential and will be demonstrated through honest communication, accountability, and reliable follow-through on commitments. Organizational Leadership and People Strategy Set the long-term HR vision by developing people strategies that align with business objectives, M&A activity, and future growth needs. Lead with data-driven insights to identify risks, recommend solutions, and equip leaders with actionable direction. Support successful post-acquisition employee integration through HR best practices that ensure compliance and cultural alignment. Drive workforce performance, engagement, and retention to strengthen the employee experience and sustain a high-performing culture. Foster inclusion and strong team culture by coaching leaders and empowering teams through constructive feedback and meaningful recognition. Translate organizational goals into actionable HR operating plans with measurable progress toward key objectives. Strengthen leadership capability by integrating workforce planning, professional development, and succession planning to cultivate high-performing, future-ready teams. Champion BELAYs culture through connection initiatives and consistent reinforcement of organizational values. Build trusted, cross-departmental partnerships that enhance collaboration and alignment. Demonstrate professionalism, integrity, and discretion in handling sensitive information, legal escalations, and complex people matters. Departmental Responsibilities Oversee compensation, benefits, and payroll operations to ensure accuracy, timeliness, and competitiveness. Guide performance management processes through semi-annual cycles and continuous feedback systems. Serve as the escalation point for complex employee relations issues, including terminations, EAG reviews, severance negotiations, and legal risk assessments in partnership with leadership and external counsel. Maintain legal and regulatory compliance through proactive risk management and collaboration with legal advisors. Lead HR integration during acquisitions by aligning structures, harmonizing policies, and ensuring a consistent employee experience. Partner with the CFO and HR Generalist to oversee 401(k) administration and ensure compliance. Promote equitable recruitment and unbiased hiring practices. Manage employee engagement surveys and drive actionable improvement plans. Leverage HR metrics and insights to drive strategic decisions and continuously enhance operations through streamlined processes and smart prioritization. Qualifications This role requires a motivated, trustworthy self-starter with strong communication and technological skills who thrives independently and collaboratively. Our ideal corporate team member is flexible, creative, well-organized, and ready to roll up their sleeves to get the job done! Bachelors degree or equivalent experience required. SHRM certification or comparable HR credential preferred. 5+ years of leadership or people management experience, ideally within multi-entity or acquisition-integrated environments. Proven success managing employee relations, legal escalations, and compliance across complex, growing, or acquisition-integrated organizations. Excellent communication, strategic thinking, and change management skills. Demonstrated success leading teams through organizational growth, integration, and restructuring. Exemplary integrity, sound judgment, and a balanced approach to people advocacy and business outcomes.

Who We Are At Kyndryl, we design, build, manage and modernize the mission-critical technology systems that the world depends on every day. So why work at Kyndryl? We are always moving forward - always pushing ourselves to go further in our efforts to build a more equitable, inclusive world for our employees, our customers and our communities. The Role We are seeking a seasoned HR Technology leader with proven experience in large, global organizations to drive Kyndryl's HR technology strategy and transformation. This role is not about hands-on technical configuration, it is about strategic product leadership, enterprise-scale integration, and managing a team of Product Owners to deliver world-class HR solutions. The Director, HR Information Systems, will provide operational excellence and strategic, proactive support for the delivery and execution of Kyndryl's technical HR strategy. Lead the evaluation, implementation and adoption of advanced and transformative technology that advances the HR Strategy and the growth of Kyndryl. This position will lead and influence complex, people-centered HR Transformation programs, including: * Workday capabilities transformation * ServiceNow enhancements * Payroll modernization In addition, you will have the opportunity to contribute to other initiatives within the HR Transformation team, such as digital transformation, special projects, and employment-related programs. Key Responsibilities * Lead Global HR Technology Strategy Define and communicate the product vision for Workday, ServiceNow, and other HR platforms, ensuring alignment with Kyndryl's strategic goals and global HR transformation roadmap. * Manage Product Ownership at Scale Oversee a team of Product Owners responsible for Workday and Employee Experience platforms. Drive prioritization, trade-off decisions, and roadmap execution across multiple HR functional areas. * Enterprise Integration & Employee Experience Deliver solutions that integrate Workday with Professional Services Automation (PSA) or Projects modules and ensure seamless connectivity with Employee Experience platforms (ideally ServiceNow or equivalent). * Stakeholder Engagement & Governance Partner with HR Centers of Excellence, business leaders, and technology teams to architect scalable solutions using industry best practices. Establish governance and project management discipline for end-to-end delivery. * Global Transformation Leadership Lead complex HR transformation initiatives, including digital transformation, payroll modernization, and service delivery enhancements, ensuring consistent and exceptional employee experience worldwide. * Continuous Improvement & Risk Management Maintain platform health, monitor security and compliance, and proactively identify opportunities for optimization and innovation. What We're Looking For * Global Enterprise Experience Demonstrated success in leading HR technology strategy and transformation for a large, multinational organization. * Workday Expertise Beyond Core HR Experience with Workday in environments that include Professional Services Automation or Projects, not just core HCM. * Employee Experience Platform Knowledge Hands-on leadership experience with ServiceNow or similar platforms as part of an integrated HR ecosystem. * Product Leadership Proven ability to manage Product Owners, set vision, and deliver complex, cross-functional technology programs. * Strategic & Operational Balance Ability to align business priorities, make trade-offs, and balance strategic development with ongoing production support. Your Future at Kyndryl Every position at Kyndryl offers a way forward to grow your career, from Junior Administrator to Architect. We have training and upskilling programs that you find anywhere else, including hands-on experience, learning opportunities, and the change to certify in all four major platforms. One of the benefits of Kyndryl is that we work with customers in a variety of industries, from banking to retail. Whether you want to broaden your knowledge base or narrow your scope and specialize in a specific sector, you can find your opportunity here. Kyndryl currently does not require employees to be fully vaccinated against COVID-19, however, if you are hired to work at a client, customer, or partner location, you may be required to show proof of vaccination to align with their respective COVID-19 vaccination policies. Those who believe they are eligible may apply for a medical or religious accommodation prior to the start of employment. Who You Are You're good at what you do and possess the required experience to prove it. However, equally as important - you have a growth mindset; keen to drive your own personal and professional development. You are customer-focused - someone who prioritizes customer success in their work. And finally, you're open and borderless - naturally inclusive in how you work with others. Required Skills, Experience and Circumstances: * Minimum of 10 years experience as a Product Owner, Consultant or Business Analyst in the HRIS space across a variety of disciplines. * 7+ years Workday, ServiceNow and/or HR Systems experience with an in depth understanding of the product and business processes related to various functional areas within Workday, including understanding of E2E Workday integration points. * 5+ years leading Consulting teams focused on Systems Implementation. * Global experience with other HR Applications and vendors in the HR Technology tech stack including Service Now. * Experience with Product Roadmap development and influencing key collaborators for consensus on business priorities. Ability to facilitate complex discussions. * Project Management experience with focus on design, facilitating development, testing and delivery. * Demonstrates abilities and/or a proven record of success working in a consultative capacity on Human Capital technology projects. * A driver, decision maker, and effective team collaborator. Ability to acquire crucial information and key objectives. * Organized, self-motivated, highly adaptable, and have a strong desire to embrace change. * Outstanding leadership and motivational skills - possessing a willingness to empower as well as inspire commitment and positive attitude in the team * Ability and/or experience to work independently as well as in a team environment through collaboration and consultation skills while working with individuals from all backgrounds and organizational levels and across functional areas * Exposure to advanced technologies like AI What We Offer: * Competitive salary and benefits package. * Opportunities for professional growth and development. * A dynamic and inclusive work environment. * The chance to work with a leading global IT services company. Compensation The compensation range for the position in the U.S. is $150,720 to $286,200 based on a full-time schedule. Your actual compensation may vary depending on your geography, job-related skills and experience. For part time roles, the compensation will be adjusted appropriately. The pay or salary range will not be below any applicable state, city or local minimum wage requirement. There is a different applicable compensation range for the following work locations: California: $165,720 to $343,560 Colorado: $150,720 to $286,200 New York City: $180,720 to $343,560 Washington: $165,720 to $314,880 Washington DC: $165,720 to $314,880 This position will be eligible for Kyndryl's discretionary annual bonus program, based on performance and subject to the terms of Kyndryl's applicable plans. You may also receive a comprehensive benefits package which includes medical and dental coverage, disability, retirement benefits, paid leave, and paid time off. Note: If this is a sales commission eligible role, you will be eligible to participate in a sales commission plan in lieu of the annual discretionary bonus program. Applications will be accepted on a rolling basis. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or status as a protected veteran. Know Your Rights: Workplace Discrimination is Illegal Pay Transparency Nondiscrimination Provision Being You Diversity is a whole lot more than what we look like or where we come from, it's how we think and who we are. We welcome people of all cultures, backgrounds, and experiences. But we're not doing it single-handily: Our Kyndryl Inclusion Networks are only one of many ways we create a workplace where all Kyndryls can find and provide support and advice. This dedication to welcoming everyone into our company means that Kyndryl gives you - and everyone next to you - the ability to bring your whole self to work, individually and collectively, and support the activation of our equitable culture. That's the Kyndryl Way. What You Can Expect With state-of-the-art resources and Fortune 100 clients, every day is an opportunity to innovate, build new capabilities, new relationships, new processes, and new value. Kyndryl cares about your well-being and prides itself on offering benefits that give you choice, reflect the diversity of our employees and support you and your family through the moments that matter - wherever you are in your life journey. Our employee learning programs give you access to the best learning in the industry to receive certifications, including Microsoft, Google, Amazon, Skillsoft, and many more. Through our company-wide volunteering and giving platform, you can donate, start fundraisers, volunteer, and search over 2 million non-profit organizations. At Kyndryl, we invest heavily in you, we want you to succeed so that together, we will all succeed. Get Referred! If you know someone that works at Kyndryl, when asked 'How Did You Hear About Us' during the application process, select 'Employee Referral' and enter your contact's Kyndryl email address.

Job Description The Director of Human Resources will be responsible for the strategic direction and operational leadership of the HR department. This role involves overseeing the development and implementation of HR strategies, policies, and programs that align with the company's goals and promote a positive work culture. The Director of HR will ensure the effective management of talent acquisition, employee relations, performance management, compensation, benefits, compliance, and training and development. Key Responsibilities: Strategic HR Leadership: Develop and implement HR strategies and initiatives aligned with the overall business strategy. Serve as a strategic advisor to the executive team on all HR-related matters. Foster a high-performance culture and continuous improvement. Talent Acquisition and Management: Oversee the recruitment and selection process to attract and retain top talent. Develop and implement effective onboarding and orientation programs. Manage succession planning and career development programs. Employee Relations and Engagement: Promote a positive and inclusive work environment. Address employee concerns and conflicts in a fair and timely manner. Conduct employee satisfaction surveys and implement action plans based on feedback. Performance Management: Design and implement performance management systems that drive high performance. Provide coaching and guidance to managers on performance issues. Oversee the administration of performance appraisals and feedback processes. Compensation and Benefits: Develop and manage competitive compensation and benefits programs. Conduct regular benchmarking and market analysis to ensure pay equity and competitiveness. Oversee benefits administration and compliance with relevant laws and regulations. Compliance and Risk Management: Ensure compliance with federal, state, and local employment laws and regulations. Develop and implement HR policies and procedures. Manage employee records and ensure confidentiality and data security. Training and Development: Assess training needs and develop programs to enhance employee skills and career development. Oversee the delivery of training programs and evaluate their effectiveness. Support leadership development and succession planning initiatives. HR Metrics and Reporting: Develop and analyze HR metrics to assess the effectiveness of HR initiatives. Prepare and present reports to senior management on HR-related metrics and trends. Use data-driven insights to make informed decisions and recommendations. Qualifications: Bachelor's degree in Human Resources, Business Administration, or a related field; Master's degree preferred. SHRM-CP, SHRM-SCP, PHR, or SPHR certification is highly desirable. Minimum of 10 years of progressive HR experience, with at least 5 years in a leadership role. In-depth knowledge of labor law and HR best practices. Proven track record in strategic HR management and organizational development. Strong leadership, communication, and interpersonal skills. Ability to handle sensitive and confidential information with discretion. Proficient in HRIS and other HR software applications.

Job Description The Director of Human Resources will lead the human capital strategy across the organization, managing recruitment, retention, culture development, performance management, compliance, and learning & development initiatives. Reporting to the executive leadership team, this role ensures Champion Physical Therapy attracts, develops, and retains top talent while fostering a high-performance work environment that aligns with the organization's mission of delivering premier patient care . Key Responsibilities Talent Acquisition & Retention Oversee full-cycle recruitment for all roles (therapists, assistants, front-desk, operations staff) including sourcing, interviewing, onboarding, and integration into the Champion culture. Develop and implement retention strategies, career paths, mentorship programs and succession planning to ensure high-performing teams and leadership pipeline. Partner with clinic directors and operations leadership to understand staffing needs, forecast workforce requirements, and deploy talent efficiently across locations. Culture & Employee Experience Drive employee engagement initiatives, culture-building programs, recognition and wellness efforts that support a positive, inclusive, and supportive workplace. Lead performance management processes including goal-setting, coaching, feedback loops, and performance reviews-ensuring alignment with clinical and operational metrics. Guide change-management efforts and support local clinic leadership in building resilient, adaptive teams. Learning & Development Create and manage learning programs, clinical continuing education, leadership development and training curricula that enhance clinical competency, service excellence, and career growth. Partner with clinical leadership to build training modules for therapists and support staff that reinforce Champion's standards of care, operational protocols and patient-first values. HR Operations & Compliance Oversee HR policies, employment law compliance, labor relations, wage & salary administration, benefits programs and HR information systems. Monitor and report HR key performance indicators (turnover, time-to-fill, engagement) to executive leadership and provide data-driven recommendations for improvement. Ensure consistent application of policies across all clinic sites, handle employee relations issues, investigations and corrective actions in a fair and timely manner. Lead the strategic development of the HR function including budgeting, HR system enhancements, metrics dashboards and staffing support for growth initiatives. Qualifications & Skills Bachelor's degree in Human Resources, Business Administration, Healthcare Administration, or related field required; Master's preferred. Minimum of 8-10 years of HR leadership experience, ideally within outpatient healthcare, physical therapy or multi-site operations. Proven success in talent acquisition, retention, culture development, change management and HR operations in a growing organization. Strong business acumen, data-driven mindset and ability to translate HR metrics into strategic insights. Excellent interpersonal and communication skills capable of influencing clinical, operational and executive stakeholders. Regulatory knowledge relevant to healthcare staffing, compliance, and employee relations in a multi-state environment preferred. Benefits Competitive executive salary plus performance-based incentives tied to key HR metrics (turnover reduction, engagement scores, staffing efficiency). Comprehensive health, dental and vision insurance for full-time employees. Generous paid time off, holidays and leadership-level flexibility in scheduling. Professional development fund, certification support (SHRM, HRCI) and leadership coaching. Retirement savings plan with employer match and financial wellness resources. Executive wellness program, employee recognition awards and access to company-wide retreats and leadership summits. Relocation assistance or sign-on bonus for qualified candidates from outside the region. Opportunities for broad impact-help shape the culture, growth and team capabilities of a high-quality outpatient therapy organization.

Excellent Direct Hire opportunity for an experienced hands on Director of Human Resources to serve as a strategic leader for a growing commercial construction company of over 200 employees across multiple locations. You'll be deeply involved in day to day operations while being the face of the company and setting company culture. Position reports to the President and leads a team of 3 HR professionals. Key Responsibilities: Oversee all HR functions including employee relations, benefits administration, payroll, recruiting, and compliance across multiple states Lead and mentor the HR team of three, fostering a collaborative and high performing environment Drive company culture initiatives and plan and execute company events that strengthen employee engagement Develop and deliver HR related management training programs Ensure compliance with federal, state, and local employment laws across all locations Manage both W-2 employees and 1099 contractors across various divisions Partner with leadership on strategic workforce planning and organizational development Requirements: Proven experience as an HR Director or Senior HR Manager with hands-on operational involvement Strong background in multi-state HR compliance and regulations Experience managing diverse workforces including both W-2 and 1099 workers Excellent interpersonal and communication skills, you're comfortable being the face of HR Strategic thinking combined with a roll up your sleeves mentality Event planning experience and a passion for creating engaging employee experiences Experience with Vista Viewpoint (Trimble software) is a plus! Commercial construction experience a plus! To apply for the Director of Human Resources position, please submit your resume in response to this ad or fill out an application on our website, impactstaffing.com. Impact Staffing is a local staffing and recruiting company with a team of recruiters ready to help you find work. We specialize in administrative, warehousing, and manufacturing jobs. Impact Staffing is an Equal Opportunity Employer and does not discriminate on the basis of race, color, religion, sex (including pregnancy, sexual orientation or gender identity) national origin, disability, age (40 or older) or genetic information including family medical history. #IND3

Job Description Who are we? From our corporate headquarters near Atlanta, Georgia to operations in eight countries (the Dominican Republic, China, Hong Kong, Vietnam, India, the Netherlands, UK, USA), GRI-Alleset is a privately held company which focuses on the design, development and manufacturing of disposable medical supplies. We pride ourselves on developing strong customer relationships, driving new product innovation while adapting to ever-changing global market demands. To learn more about our company, visit us at ******************** Position Summary The Director of Human Resources is responsible for developing and executing human resource strategy in support of the overall business plan and strategic direction of the organization. This includes overseeing talent acquisition, employee relations, performance management, compensation and benefits, compliance, training and development, and organizational culture. The Director of HR serves as a strategic partner to senior leadership, ensuring that HR initiatives align with company goals and promote a positive, high-performing workplace. Key Responsibilities Strategic Leadership Develop and implement HR strategies aligned with the organization's mission, vision, and long-term goals. Partner with executive leadership to drive organizational effectiveness and workforce planning. Provide insight and recommendations on HR trends, best practices, and policies. Talent Management Oversee recruitment, selection, onboarding, and retention strategies. Implement succession planning and leadership development programs Employee Relations Foster a positive and inclusive workplace culture. Oversee employee engagement, conflict resolution, and disciplinary actions. Ensure consistent application of HR policies and procedures. Compensation and Benefits Design and manage competitive compensation and benefits programs. Conduct market analysis to ensure pay equity and competitiveness. Oversee payroll and benefits administration compliance. Compliance and Risk Management Ensure compliance with all federal, state, and local employment laws and regulations. Maintain and update HR policies and employee handbooks. Manage HR audits, investigations, and risk mitigation strategies. Training and Development Lead employee training programs focused on leadership, compliance, and professional development. Support continuous learning initiatives that enhance employee performance and engagement. HR Operations Oversee HR systems, analytics, and reporting. Manage HR budget and vendor relationships. Optimize processes for efficiency and scalability. Other duties as required. Qualifications Education: Bachelor's degree in Human Resources, Business Administration, or related field required; Master's degree preferred. Experience: Minimum of 10 years of progressive HR experience, including at least 5 years in a leadership role. Skills: Strong strategic thinking and leadership abilities. Excellent communication, interpersonal, and negotiation skills. Deep understanding of employment law, HR technology, and organizational design. Proven experience driving organizational change and culture initiatives. Core Competencies Strategic and business acumen Leadership and influence Integrity and ethical practice Results-driven mindset Collaboration and teamwork Change management expertise Work Environment: Our work environment is casual and fun, but we also work hard. Teammate Benefits: Medical, supplemental gap, dental, vision insurance and 401(k) Development opportunities to grow your career with a global company EOE/M/F/D/V

Human Resources Director REPORTING MANAGER: Chief Executive Officer (CEO) DEPARTMENT: Administration JOB CLASSIFICATION: Grade Level 60 FLSA: Exempt STATUS: Full-time The mission of Mary Hall Freedom Village, Inc. (MHFV) is to empower women, children, veterans, and families to end the cycle of homelessness, addiction, and poverty. Headquartered in Sandy Springs, GA and with seven facilities across metro Atlanta, Mary Hall Freedom Village has been transforming the lives of participants in need for the last 26+ years. We strive to break the cycle of homelessness, addiction, mental illness, and poverty. If you believe in the empowerment of women, children, veterans, and their families, please consider the employment opportunity below. Implement Human Resources and Career Development programs and policies. Assist department heads in managing employee development and employee relations. Assist department heads in recruiting and staffing, performance management, benefits and compensation, advises on organizational development, employee counseling services and training. ESSENTIAL JOB RESPONSIBILITIES * Ensures organizational conformation with applicable HR related regulations and statutes as well as organizational procedures and policies. * Plan and conduct new hire orientation to foster positive attitude toward agency objectives. * Recruits and interviews top quality employee for each department. * Creates employee trainings and organizational development programs. * Coordinates and schedules company required staff training to ensure at least the minimum compliance is met. * Ensures that every aspect of human resources incorporates the vision, 5 truths and culture of the organization. * Contributes to the evaluation and development of HR strategies and performances in cooperation with the management team. * Manages the risk management work functions and assists in developing the health and safety program for the volunteers and staff. * Administer performance review program to ensure effectiveness, compliance, and equity and timeliness within organization. * Administer salary administration program to ensure compliance and equity within the organization. * Conduct wage surveys within labor market to determine organizations' competitiveness. * Prepare employee separation notices and related documentation and conduct exit interviews to determine reason behind separation. * Maintain personnel files to ensure proper compliance with Federal and State requirements. * Represent organization at unemployment hearings and other personnel-related hearings and investigations. * Perform other duties and responsibilities as assigned. SUPERVISORY RESPONSIBILITIES * Manage and direct HR and Career Development departments. * Responsibilities include interviewing, hiring, and training employees; planning, assigning, and directing work; appraising performance; rewarding and disciplining employees; addressing complaints and resolving problems. QUALIFICATIONS * A bachelor's degree from an accredited four-year college or university in a related field and five (5) years HR related experience. * Strong oral and written communication skills; proficient in the use of Microsoft Office Suite. REQUIRED SKILLS, CAPABILITIES, KNOWLEDGE * Identify and resolve problems in a timely manner. * Gather and analyze information skillfully. Develops alternative solutions. Works well ingroup problem solving situations. * Focuses on solving conflict. Maintain confidentiality. * Write clearly and informatively. * Develop workable implementation plans. Communicate and execute change management effectively. * Understand business implications of decisions. Demonstrate knowledge of market and competition. Align work with strategic goals. Requirements EMPLOYMENT REQUIREMENTS AND EXPECTATIONS * 3- Year Motor Vehicle Report * TB Test; Drug Testing * Background check * Work performed in office environment. * Standard Work Schedule: 8:00am-5pm, M-F. * Face mask worn in workplace when with others.

Job Description Innovative Outsourcing is excited to partner with a top-tier, growth-focused financial services firm on a search for their next Chief Human Resources Officer (CHRO). Headquartered in the Atlanta area, with over 50 locations and a national footprint, the firm is a multi-generational industry leader built on principles of client and team-centric leadership. They are experiencing rapid scaling and are consistently recognized as a "Best Places to Work," frequently appearing on national lists of fastest-growing companies. Position Summary: The Chief Human Resources Officer (CHRO) is a critical executive leader responsible for crafting, scaling, and executing the enterprise-wide people strategy. As a trusted advisor to the Executive Leadership Team (ELT), the CHRO oversees all aspects of human capital management, including organizational design, talent acquisition, leadership development, culture, total rewards, and compliance. This role ensures all people practices align with the firm's mission, core values, and aggressive growth strategy, while maintaining full compliance with federal, state, and industry-specific regulations (e.g., SEC/FINRA, DoL, EEOC, FLSA). Key Areas of Responsibility: Strategic Leadership and Organizational Development Partner with the ELT to design and execute a people strategy that successfully supports rapid organic growth and strategic acquisitions. Ensure the organizational structure remains scalable, efficient, and compliant across all business lines (e.g., advisory, operations, corporate functions). Serve as a primary advisor in Merger & Acquisition (M&A) integration, including cultural alignment, retention planning, compensation harmonization, and effective communication strategies. Cultivate and champion an engaged, performance-driven culture anchored in the firm's defined Core Values. Talent Management & Leadership Development Lead and execute robust succession planning processes for advisory, corporate, and branch operations leadership roles. Develop and oversee scalable leadership development programs, professional pathways, and internal promotion frameworks. Manage comprehensive performance management systems, including goal setting, professional development plans (PDPs), and executive-level feedback cycles. Ensure fair, consistent, and legally sound handling of all employee relations matters, corrective action, and performance improvement initiatives. Culture, Engagement, and DEIB Champion Diversity, Equity, Inclusion, and Belonging (DEIB) initiatives, ensuring equitable practices across all HR functions, including recruitment, compensation, and advancement. Guide the HR function in developing innovative employee engagement, recognition, and rewards programs. Act as the cultural steward of the firm, reinforcing the defined employee experience across all offices nationwide. Total Rewards and Compensation Strategy Oversee competitive and compliant compensation structures for all employee groups, including complex payout grids, bonus pools, and executive agreements. Ensure rigorous compliance with all federal and state wage and hour laws (FLSA, overtime classifications, etc.). Manage highly competitive health, retirement, equity, and executive compensation plans to ensure market competitiveness and cost-effectiveness. Lead annual salary and incentive review cycles, utilizing sophisticated market benchmarking and a focus on pay equity. Risk, Compliance, and Policy Governance Maintain current and compliant HR polici

Job Description Are you interested in a role with huge growth potential where you have the opportunity to play a key strategic role on a team? We're hiring a highly organized and people-oriented human resources manager to ensure our business runs smoothly. You will be consulted by top management on strategic planning and business administration, oversee employee relations, and maximize our sustainability and profitability. Job seekers should be flexible, detail-oriented, and exhibit a high level of professionalism. Compensation: $45,000 - $60,000 Responsibilities: Conduct exit interviews to obtain honest feedback from employees to make improvements to our organizational policies Recruit, interview, onboard, and train qualified candidates who would be assets to our organization Process and maintain internal documents, paperwork, records, and reports Optimize and enforce personnel policies and procedures Manage the relationship between employees and managers and advise on important issues such as equal employment opportunity and sexual harassment Qualifications: Must possess a bachelor's degree in business management, HR management or similar major Demonstrate strong organizational, leadership, and interpersonal skills Proven experience as an HR coordinator or relevant human resources/administrative position Knowledge of human resources processes and best practices Strong ability in using MS Office (MS Excel and MS Powerpoint, in particular) Experience with HR databases and HRIS systems (e.g., Virtual Edge) Ability to work with ATS software Good organizational and time management skills CIPD certification is an advantage About Company The dignity and self-determination of the individuals we serve are of the utmost importance to our agency. We pride ourselves on providing opportunities for expansion, advancement, and community integration. The key to our success has been centered on identifying proper support, providing ongoing supervision, and equipping our staff with the necessary information and training they need in order to provide the best level of care to the individuals we are fortunate to serve. Most importantly, we deliver services based on the needs of the clients and families we serve. As you become well acquainted with us, we hope that you will see our passion and love for this population and the life-experiencing situations we partake in on a daily basis.