Human resources manager jobs in Manteca, CA - 208 jobs

At Sugar Bowl Bakery, we believe that simple, delicious food brings joy to everyday moments. If you're passionate about delightful treats, we want you on our team! From our rich, chocolatey Brownie Bites to buttery soft Madeleines and subtly sweet Palmiers, each perfectly portioned baked good is crafted with high-quality ingredients and a commitment to taste. Help us spread sweetness with every bite-your journey into the world of delectable baked goods starts here! Position Overview: The HR Manager is a key member of the bakery management team and partners closely with bakery leaders to drive HR initiatives that support employee engagement, compliance, and operational excellence. This role is responsible for hands-on management of day-to-day HR operations within the manufacturing facility and the corporate headquarters in Hayward, CA, including employee relations, benefits administration, recruiting, training and development, and performance management. The HR Manager will develop, implement and manage programs and HR processes to support our diverse, multilingual workforce. The HR Manager oversees an HR Supervisor and serves as a trusted advisor to leadership and employees across all levels of the organization. They provide guidance and counsel to functional leaders in support of the management and development of their teams, as well as ensure that the HR process and protocols are clear and effective. The HR Manager utilizes analytics, expertise, and best practices to influence and improve organizational culture, people systems, programs, and outcomes. Essential Functions: Bakery Leadership Collaborate with facility management team to plan and implement facility-level HR initiatives & work plans, ensuring effective communication and change management methods. Partner with leadership to strengthen management capability and succession planning. Promote a workplace environment that aligns with SBB values and desired culture, leading as a role model in all interactions, and collaborating with facility leaders to develop plans to promote an inclusive environment that is engaging, enabling, and energizing, and one where our team members can thrive. Recruitment & Staffing Manage full-cycle recruiting for both hourly and salaried positions, from job posting to onboarding. Partner with external staffing agencies to ensure adequate coverage and high-quality placements. Develop creative sourcing strategies to attract and retain a diverse workforce. Employee Relations & Coaching Partner with bakery and department managers to proactively address employee relations issues, coach leaders, and ensure fair and consistent application of company policies. Conduct and document workplace investigations and recommend appropriate actions. Foster a positive, inclusive, and safe workplace culture that aligns with company values. Champion a positive culture by actively promoting recognition programs and ensuring leaders are delivering timely and sincere appreciation. Training & Development Identify training needs and coordinate programs to support employee growth and compliance requirements. Develop and conduct training as needed regarding a variety of HR processes and tools such as defining/documenting job functions/requirements, interviewing & selection, performance management, conflict resolution, managing positive employee relations, policies & procedures, etc. Benefits & HR Administration Administer employee benefits programs and serve as a resource for employee questions. Support annual open enrollment and benefits education efforts. Ensure compliance with federal, state, and local employment laws, California wage and hour requirements, and company policies. Manage all HRIS related activities, maintain department records, and ensure data/reporting accuracy, including accurate organizational charts, employee files, etc. HR Strategy & Projects Contribute to HR process improvement initiatives and company-wide projects. Participate in developing HR department goals, defining processes and metrics in support of goals, and effective implementation. Implement HR programs and policies to enhance engagement, retention, and organizational performance. Position Location: This is an on-site role based in Hayward, California, to support the bakery and company headquarters. Candidates must be located within a commutable distance to Hayward. Minimum Qualifications 5-7+ years of progressive HR experience, including generalist responsibilities in a manufacturing or similar environment. Strong working knowledge of employment laws (Federal and California), benefits administration, and employee relations best practices. Proven experience in full-cycle recruiting and working with staffing agencies. Strong interpersonal skills and ability to work effectively with teams, a diverse, multilingual workforce, cross functional partners and external vendor partners Excellent organizational, communication, and problem-solving skills. Strong process improvement mindset with ability to identify and implement changes. Demonstrated engaged and hands-on approach to understand the operations & needs/priorities of the facility, building excellent working relationships with management, supervisors, and employees. Depth of knowledge regarding employment laws, regulatory compliance, and HR best practices in areas such as compensation and benefits administration, workforce planning, recruiting and onboarding, training and development, performance management, etc. Highest levels of professionalism, confidentiality, judgement, and discretion. Education/Certifications Bachelor of Science of Bachelor of Arts in HR or related field preferred (or equivalent experience) HR Certification - PHR/SPHR or SHRM-CP/SCP - strongly preferred Personal Attributes Operates as a leader with a high level of professionalism Proactive self-starter; with sense of urgency to achieve results Quick study, flexible and willing to handle a fast paced, ever changing work environment Ability to operate in a team environment with a “can do” attitude Anticipates and plans for potential issues Strong problem-solving skills Other Duties Please note this job description is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities that are required of the employee for this job. Duties, responsibilities and activities may change at any time with or without notice. Sugar Bowl Bakery continues to remain an Equal Opportunity Employer.

We are seeking a detail-oriented and organized HR Administrator to support day-to-day human resources operations in a manufacturing environment. This role provides administrative support across multiple HR functions, including employee records, onboarding, benefits administration, payroll coordination, and compliance. The ideal candidate is highly organized, confidential, and comfortable supporting a diverse workforce in a fast-paced manufacturing setting. Key Responsibilities Maintain accurate employee personnel files and HR records (electronic and physical) Support onboarding and offboarding processes, including new hire paperwork, orientations, and system access Assist with benefits administration, enrollments, changes, and employee inquiries Coordinate with payroll to ensure accurate employee data, timekeeping, and reporting Track attendance, leave, and time-off requests in HR systems Support recruitment administration, including job postings, interview scheduling, and candidate communication Assist with compliance reporting, audits, and documentation (OSHA, I-9, EEO, FMLA, etc.) Respond to employee HR-related questions and route issues appropriately Prepare HR reports, spreadsheets, and presentations as needed Support employee engagement initiatives, training coordination, and company events Required Qualifications High school diploma or equivalent (Associate's or Bachelor's degree in HR or related field preferred) 2-4 years of HR administrative or office administration experience Experience in a manufacturing, industrial, or operations environment preferred Knowledge of basic HR policies, procedures, and employment practices Proficiency in Microsoft Office (Excel, Word, Outlook) Experience with HRIS and timekeeping systems Strong attention to detail and organizational skills Ability to handle confidential information with discretion Preferred Qualifications Experience supporting hourly and salaried employee populations Familiarity with labor law compliance and HR documentation requirements Bilingual (English/Spanish) a plus HR certification (PHR, SHRM-CP) preferred For immediate consideration, apply today! Equal Opportunity Employer / Disabled / Protected Veterans The Know Your Rights poster is available here: *********************************************************************************** The pay transparency policy is available here: ******************************************************************************************** For temporary assignments lasting 13 weeks or longer, AppleOne is pleased to offer major medical, dental, vision, 401k and any statutory sick pay where required. We are committed to working with and providing reasonable accommodations to individuals with disabilities. If you need a reasonable accommodation for any part of the employment process, please contact your staffing representative who will reach out to our HR team. AppleOne participates in the E-Verify program in certain locations as required by law. Learn more about the E-Verify program. ********************************************** Contents/E-Verify_Participation_Poster_ES.pdf We also consider for employment qualified applicants regardless of criminal histories, consistent with legal requirements, including, if applicable, the City of Los Angeles' Fair Chance Initiative for Hiring Ordinance. Pursuant to applicable state and municipal Fair Chance Laws and Ordinances, we will consider for employment-qualified applicants with arrest and conviction records, including, if applicable, the San Francisco Fair Chance Ordinance. For Los Angeles, CA applicants: Qualified applications with arrest or conviction records will be considered for employment in accordance with the Los Angeles County Fair Chance Ordinance for Employers and the California Fair Chance Act.

The BBSI HR Generalist is responsible for successfully assisting BBSI Human Resources Consultants in providing a full range of HR support to business owners to maximize client management of human capital and positively impact client company success and profitability. This position reports to the Business Partner and works in partnership with other positions within the business unit and branch. POSITION SUMMARY: The BBSI HR Generalist is responsible for successfully providing a full range of HR support to business owners to maximize client management of human capital and positively impact client company success and profitability. REPORTING RELATIONSHIPS: This position reports to the Area Manager and works in partnership with other positions within the business unit and branch. DUTIES AND RESPONSIBILITIES: Provide HR consultation and deliverables to small and mid-sized businesses. Develop and deliver HR policies, procedures and programs to meet the business owner needs laid out in the client plan of action. Collaborate with other Human Resources Generalists and Consultants in the administration and delivery of HR guidance, training, and support to clients. Autonomously support clients with situational HR guidance as issues and concerns arise. Partner with Payroll Specialist and other Human Resources professionals to streamline the client onboarding process. Support multiple business units with administrative functions using human resources expertise and experience. Gather and present client renewal details prior to client renewal meetings. In some branches, may be responsible for payroll processing in order to serve as payroll relief and backup for Payroll Specialists. In some branches, provide administration of workers' compensation claims with partners at Third Party Claims Administrator. Continued self-development of HR knowledge, coupled with mentoring from senior level Human Resources Consultant. SPECIAL REQUIREMENTS: Ability to complete high-volume workload, meet critical deadlines and work through constantly changing priorities with enthusiasm and autonomy Consult with identified clients on all aspects of human capital management on tactical and dynamic levels Excellent written and verbal communication skills Intermediate level knowledge of all MS Office applications Willing to travel via automobile roughly 30% of time - primarily local, with some overnight possible. Salary and Other Compensation: The starting pay range for this position $26.92-35.00/hourly. Factors which may affect starting pay within this range may include geography, skills, education, experience, certifications, and other qualifications of the candidate. This position is also eligible for incentive pay in accordance with the terms of the Company's plan. Benefits: The Company offers the following benefits for this position, subject to applicable eligibility requirements: medical insurance, health savings account, flexible savings account, dental insurance, vision insurance, 401(k) retirement plan, accidental death and dismemberment, life insurance, voluntary life insurance, voluntary disability insurance, voluntary accident, voluntary critical care, voluntary hospital indemnity, legal, identity and fraud protection, commuter benefits, pet insurance, employee stock purchase program, and an employee assistance program. Paid Time Off: 40 hours of paid sick leave annually (additional sick/front loading/accrual, if any, based on state or regional requirements); vacation accrues up to 80 hours in the first year, up to 120 hours in years 2-4, and up to 160 hours in the fifth year; 6 paid holidays annually, 4 paid volunteer days annually. Diversity and Inclusion are critical parts of our corporate culture. BBSI strives to create a workplace where everyone feels included and empowered to bring their full, authentic selves to work, and is treated fairly. BBSI is an equal opportunity employer and makes employment decisions on the basis of merit. “California applicants: to see how we protect your data, visit our website at ***********************************************************

Global 15B fast growing technology group seeking best practice leader that would be responsible for leading the development and execution of organization effectiveness, talent management-acquisition, community relations and culture management programs aimed at advancing our mission and enhancing business results. He or she will partner closely with CLIENT's CHRO and C SUITE to ensure our strategy is in close alignment with the philosophy, framework and strategy set by CLIENT. The leader will partner with CLIENT's leadership team (Functional Directors) to ensure advancement of our values-driven workplace culture and actively plan for, address, and forecast future talent and culture needs, inclusive of change management. He or she will also support communications strategies to create alignment and improve collaboration at all levels. Minimum Qualifications · Bachelor's Degree in Business, Human Resources, Organization Development or related degree. · 10-+ years of relevant work experience in strategic and operational human resources leadership roles with an emphasis on talent acquisition, development, employee engagement, employee experience, organizational effectiveness or related HR discipline. Background in a technology disruption industry is a plus. · Excellent interpersonal skills, highly collaborative leader with a track record of effectively leading organization change. · Strong track record of developing, implementing and monitoring broad talent, culture & organization related programs tightly aligned to business and organizational objectives. · Ability to lead through influence and manage multiple key stakeholders within and outside of the organization. · Exceptional communication, listening, presentation, influencing skills. · Strong personal values alignment to Charter's mission, vision and values. · Proficient with the advanced features of Microsoft Office software products (Word and Excel). · Willingness to travel. Preferred Qualifications · Bachelor's in Business Administration, Human Resources, Organization Development or related advanced degree. · Track record of establishing strong community relations in alignment with the organization's mission, vision and values. Major Accountabilities Organization & Culture · Plays a key role in ensuring leadership team effectiveness: planning / setting objectives/ development. · Leads organization design and change management. · Advises division leadership team to build the right organization, talent, culture · Facilitates development and deployment of culture and engagement roadmap in line with CLIENT's mission, vision and values. · Works to ensure cultural changes are embedded across all levels and in alignment with overall business strategy and outcomes. · Influences organizational decision-making by developing and utilizing value-added metrics that links talent, culture and people to short and long-term business objectives. Talent Management & Acquisition · Implements integrated talent management and acquisition solutions to create competitive advantage that align with and leverage CLIENT's talent framework, philosophy and tools. · Includes coaching, individual development planning, talent reviews, succession planning and leadership development processes. · Oversight of succession planning for critical/competitive advantage roles · Facilitates workforce planning for CLIENT to accurately predict and develop talent pipelines to meet our future workforce needs. · Conducts learning needs assessments and partners with corporate talent to develop solutions. · Develops the strategy and has oversight for core learning programs. · Participates in the selection process for VP/Director/Management level new hires or promotions. Communications & Community Relations · Proactively drives effective employee communications and development of key messages in partnership with global leadership team. · Leads the development of crisis communications plan. · Responsible for the development and deployment of the community relations strategy in line with the CLIENT community relations philosophy.

HR Associate - HR Services & Administration (North America) Job Type: Full-time We are looking for a proactive and meticulous HR specialist to join our North American team. This role is a perfect blend of HR services and administrative support, crucial for ensuring the quality of our North American workforce and smooth daily operations. This is an excellent opportunity to strengthen your HR foundation and expand your multi-functional capabilities within a rapidly growing global technology company. Key Responsibilities HR Shared Services (70%): ● Serve as the primary contact of HR inquiries for North American employees, providing timely and professional answers. ● Handle all employee lifecycle matters efficiently and accurately, including onboarding, document filing, information changes, and offboarding processes. ● Maintain and update employee files and data in HRIS (Human Resources Information System), ensuring 100% accuracy and compliance. ● Assist in managing matters related to payroll and benefits in North America. ● Support the coordination and follow-up of HR programs such as performance reviews and training development. ● Prepare regular HR data reports and analyses. Administrative Support (30%): ● Provide routine administrative support to the North American office or team, which may include email management, office supplies procurement, supplier coordination, etc. ● Assist in planning and coordinating team activities, meetings, and company events. ● Support travel management and initial review of related expenses. ● Assist in maintaining a safe, efficient, and pleasant working environment. Job Requirements: ● Bachelor's degree in Human Resources, Business Management, or a related field. ● 1-3 years of relevant HR work experience, with HR operations experience preferred. ● Basic understanding of North American (US/Canada) labor laws and HR best practices. ● Excellent organizational skills and a high level of attention to detail; able to handle multiple tasks simultaneously. ● Excellent communication skills and customer service awareness; able to collaborate effectively with colleagues from diverse cultural backgrounds. ● Able to handle confidential information and possess a high level of professional ethics. ● Fluent in Mandarin as working proficiency is preferred. Preferred Qualifications: ● Work experience in multinational or technology companies. ● Experience in supporting international or remote teams.

About the Team: The Benefits Operations team is responsible for ensuring the accuracy, integrity, and reliability of benefits-related data across HR systems, payroll, and external vendors. We support end-to-end benefits administration by building scalable data processes, strengthening data controls, and proactively identifying risks before they impact employees or payroll outcomes. We work closely with Payroll, HR Operations, and system vendors to ensure benefits deductions, contributions, and eligibility data are accurate, auditable, and compliant. This role is critical in maintaining data quality during periods of system changes, vendor transitions, and increased operational complexity. We are seeking a Benefits Data Analyst to provide interim coverage for a key data role during a maternity leave. This role will own end-to-end benefits data processing, with a strong focus on benefits deduction data validation, payroll reconciliation, system data audits, and quality control. The ideal candidate is highly detail-oriented, comfortable working with complex datasets, and experienced in data audits, Excel-based analysis, and process automation. This role requires strong ownership, a quality-first mindset, and the ability to work independently in a fast-paced operations environment. Responsibilities: Benefits Data Processing: * Own end-to-end processing and validation of benefits deduction and contribution data prior to payroll processing * Perform detailed reconciliation between benefits systems and payroll outputs to identify discrepancies, root causes, and corrective actions * Partner closely with Payroll to support payroll readiness, retro adjustments, and post-payroll audits Data Audit & Quality Control: * Conduct recurring data audits across eligibility, deductions, contributions, and system interfaces * Identify data quality risks, trend issues, and upstream system gaps * Establish clear audit logic, validation rules, and exception tracking to prevent recurring errors Systems & Data Integration Support: * Support benefits system integrations, file feeds, and downstream payroll data flows * Validate inbound and outbound data files for accuracy, completeness, and timeliness * Assist with system testing, rule validation, and data verification during changes or enhancements Reporting & Automation: * Build and maintain audit tools, trackers, and reconciliation models * Support automation initiatives for data validation, reporting, and dashboards * Document data logic, assumptions, and audit outcomes for operational transparency Minimum Qualifications: * Bachelor's degree in Data Management, Finance, Accounting, Information Systems, or a related field * Strong Excel skills (e.g., XLOOKUP, Pivot Tables, logical formulas, reconciliation models) * Demonstrated experience in data validation, audits, or operational reporting * High attention to detail with a strong quality and risk-awareness mindset * Ability to work independently, manage multiple data cycles, and meet tight deadlines * Strong communication skills to explain data issues and findings to cross-functional partners Preferred Qualifications: * Experience supporting benefits, payroll, or HR operations data * Familiarity with payroll or HR systems and data interfaces * Experience with process automation, dashboards, or data transformation tools * Prior contractor or project-based experience in operations or data roles Important Note: Please be advised that this job posting is on behalf of a third-party agency. This is a 6-month temporary assignment managed by a third-party agency, who will be your employer. While you may be assigned to work at TikTok, you will not be a TikTok employee. All contractual terms, including payroll and benefits, will be handled by a third-party agency. By applying, you agree that the information provided in your application may be processed and retained by TikTok for recruitment purposes and shared with a third-party agency in accordance with TikTok's Applicant Privacy Notice **************************************

@HYVE Solutions, missions to help customers, business partners, and employees achieve success through shared goals, strategies, resources and technology solutions. HR PM: Focus specializes in defining, directing, coordinating, and implementing shared vision of the firm's future and to help set strategies, manage change, improve processes, and redesign organizational structures. Assists with all aspects of organizational change. Aids in diagnoses and understands potential organizational problem areas. Supports and facilitates the development of change management and organizational improvement efforts, including programs, tools, solutions to increase individual and organization capability, organizational redesign, and business process re-engineering. @ HYVE Solutions, we believe employees are our greatest asset and we empower them to make a difference in our business. Diversity and inclusion make us all better. Qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, sexual orientation, gender identity, disability or protected veteran status.

At Western Digital, our vision is to power global innovation and push the boundaries of technology to make what you thought was once impossible, possible. At our core, Western Digital is a company of problem solvers. People achieve extraordinary things given the right technology. For decades, we've been doing just that. Our technology helped people put a man on the moon. We are a key partner to some of the largest and highest growth organizations in the world. From energizing the most competitive gaming platforms, to enabling systems to make cities safer and cars smarter and more connected, to powering the data centers behind many of the world's biggest companies and public cloud, Western Digital is fueling a brighter, smarter future. Binge-watch any shows, use social media or shop online lately? You'll find Western Digital supporting the storage infrastructure behind many of these platforms. We offer an expansive portfolio of technologies, storage devices and platforms for business and consumers alike. Our data-centric solutions are comprised of the Western Digital , G-Technology™, and WD brands. Today's exceptional challenges require your unique skills. It's You & Western Digital. Together, we're the next BIG thing in data. Job Description Come join the Human Resources organization as a key player in designing, enabling and implementing HR programs and solutions to our employee and leader community. In this role, you will work cross-functionally and globally. This role works in partnership with our business clients, Legal, Business & HR teams to understand the needs of the organization from a strategy and execution perspective. This role will serve as a strategic partner and operational leader to the Senior Director of HR Experience and Operations, ensuring the successful delivery of HR programs and initiatives. This role focuses on driving operational efficiencies, improving process excellence, and enabling seamless execution of HR strategies through effective planning, coordination, and governance. Key Responsibilities Strategic Support & Alignment Act as a trusted advisor to the senior director of HR Experience and Operations, supporting strategic decision-making and prioritization. Translate HR strategy into actionable plans and ensure alignment across HR teams. Program Delivery & Execution Oversee the planning and execution of HR programs, initiatives, and projects. Monitor progress, resolve roadblocks, and ensure timely delivery of outcomes. Operational Excellence Design and implement process flows, templates, and standard operating procedures to streamline HR operations. Identify opportunities for efficiency and lead continuous improvement initiatives. Governance & Reporting Establish governance frameworks for HR projects and programs. Prepare executive-level reports, dashboards, and presentations for leadership and stakeholders. Team Enablement Support the HR Experience and Operations team to support resource planning, workload management, and operational prioritization. Facilitate leadership meetings, track action items, and ensure accountability. Qualifications Qualifications Bachelor's degree in Human Resources, Business Administration, or related field (Master's preferred). 8+ years of experience in HR operations, program management, or similar leadership roles. Strong understanding of HR processes, compliance, and organizational dynamics. Exceptional project management, analytical, and problem-solving skills. Excellent communication and stakeholder management abilities. Proficiency in HR technology platforms and productivity tools. Ability to navigate through ambiguity and manage multiple initiatives Core Competencies Strategic Thinking & Execution Operational Efficiency & Process Design Leadership & Influence Change Management Data-Driven Decision Making Additional Information Western Digital is committed to providing equal opportunities to all applicants and employees and will not discriminate based on their race, color, ancestry, religion (including religious dress and grooming standards), sex (including pregnancy, childbirth or related medical conditions, breastfeeding or related medical conditions), gender (including a person's gender identity, gender expression, and gender-related appearance and behavior, whether or not stereotypically associated with the person's assigned sex at birth), age, national origin, sexual orientation, medical condition, marital status (including domestic partnership status), physical disability, mental disability, medical condition, genetic information, protected medical and family care leave, Civil Air Patrol status, military and veteran status, or other legally protected characteristics. We also prohibit harassment of any individual on any of the characteristics listed above. Our non-discrimination policy applies to all aspects of employment. We comply with the laws and regulations set forth in the Equal Employment Opportunity is the Law poster. Western Digital thrives on the power and potential of diversity. As a global company, we believe the most effective way to embrace the diversity of our customers and communities is to mirror it from within. We believe the fusion of various perspectives results in the best outcomes for our employees, our company, our customers, and the world around us. We are committed to an inclusive environment where every individual can thrive through a sense of belonging, respect and contribution. Western Digital is committed to offering opportunities to applicants with disabilities and ensuring all candidates can successfully navigate our careers website and our hiring process. Please contact us at jobs.accommodations@wdc.com to advise us of your accommodation request. In your email, please include a description of the specific accommodation you are requesting as well as the job title and requisition number of the position for which you are applying. Based on our experience, we anticipate that the application deadline will be 03/18/2025, although we reserve the right to close the application process sooner if we hire an applicant for this position before the application deadline. If we are not able to hire someone from this role before the application deadline, we will update this posting with a new anticipated application deadline. #LI-JS1 Compensation & Benefits Details An employee's pay position within the salary range may be based on several factors including but not limited to (1) relevant education; qualifications; certifications; and experience; (2) skills, ability, knowledge of the job; (3) performance, contribution and results; (4) geographic location; (5) shift; (6) internal and external equity; and (7) business and organizational needs. The salary range is what we believe to be the range of possible compensation for this role at the time of this posting. We may ultimately pay more or less than the posted range and this range is only applicable for jobs to be performed in California, Colorado, New York or remote jobs that can be performed in California, Colorado and New York. This range may be modified in the future. If your position is non-exempt, you are eligible for overtime pay pursuant to company policy and applicable laws. You may also be eligible for shift differential pay, depending on the shift to which you are assigned. You will be eligible to be considered for bonuses under either Western Digital's Short Term Incentive Plan (“STI Plan”) or the Sales Incentive Plan (“SIP”) which provides incentive awards based on Company and individual performance, depending on your role and your performance. You may be eligible to participate in our annual Long-Term Incentive (LTI) program, which consists of restricted stock units (RSUs) or cash equivalents, pursuant to the terms of the LTI plan. Please note that not all roles are eligible to participate in the LTI program, and not all roles are eligible for equity under the LTI plan. RSU awards are also available to eligible new hires, subject to Western Digital's Standard Terms and Conditions for Restricted Stock Unit Awards. We offer a comprehensive package of benefits including paid vacation time; paid sick leave; medical/dental/vision insurance; life, accident and disability insurance; tax-advantaged flexible spending and health savings accounts; employee assistance program; other voluntary benefit programs such as supplemental life and AD&D, legal plan, pet insurance, critical illness, accident and hospital indemnity; tuition reimbursement; transit; the Applause Program; employee stock purchase plan; and the Western Digital Savings 401(k) Plan. Note: No amount of pay is considered to be wages or compensation until such amount is earned, vested, and determinable. The amount and availability of any bonus, commission, benefits, or any other form of compensation and benefits that are allocable to a particular employee remains in the Company's sole discretion unless and until paid and may be modified at the Company's sole discretion, consistent with the law. Notice To Candidates: Please be aware that Western Digital and its subsidiaries will never request payment as a condition for applying for a position or receiving an offer of employment. Should you encounter any such requests, please report it immediately to Western Digital Ethics Helpline or email ******************.

Job Description JOB STATEMENT: The Human Resources Manager will be a multi-faceted leader with both tactical and strategic responsibilities. While fulfilling traditional HR roles, the Manager will also serve in three additional interrelated roles: talent developer, capacity-builder, Benefits, Total rewards, and steward of our most important resources - our team members. This role blends day-to-day HR partnership, visible leadership, trusted advisors to managers and thoughtful architect of programs that drive culture initiatives. ESSENTIAL DUTIES: · Serves as the primary point of contact for client groups, coach managers on performance, feedback, and effective people practices. · Lead employee relation investigations end to end; ensure fair, consistent, and well-determined outcomes aligned with company policies and applicable laws. · Support workforce planning, staffing strategies, and onboarding for hourly and salaried roles; partner with Talent Acquisition for high-volume and seasonal demands. · Drive engagement and culture initiatives - listening to tours, pulse surveys, recognition programs, and action plans to improve retention and morale. · Benefits and Total Rewards · Manage day-to-day administration of health & Welfare benefits (Medical, dental, vision, life & Disability, wellness programs, and 401 (k) plans, act as subject matter expert for employees and managers. · Lead annual open enrollment, communication, vendor coordination, employee education sessions, and issue resolution · Track Benefit KPIs (enrollment, utilization, cost trends and recommend design or vendor improvements to optimize employee experience and financial outcomes. · Ensure compliance with ERISA, ACA, COBRA, HIPAA, and other federal/state requirements: maintain accurate documentation and audit readiness · Operations- Focused HR Programs · Champion Safety culture alongside EHS: support incident response, return to work/ADA interactive processes and light duty programs. · Collaborate on training and development (Leadership fundamentals for supervisors, skill pathways for frontline employees. · Partner with supply chain/Warehouse and logistics on seasonal ramp-ups to harvest, bottling runs and shipping cycles. · Compliance & Policy · Maintain HR Policies and procedures; ensure consistent application across shifts and sites. · Keep impeccable records in HRIS: manage leave of absence programs (FMLA/CFRA, PDL, WC) and coordinate with payroll and accurate timekeeping for hourly staff. · Support diversity, equity, and inclusion initiatives; ensure fair employment practices throughout the employee lifecycle. · Data, Reporting, and Continuous improvement · Analyze HR metrics (Turnover, time to fil, safety incidents, absenteeism, engagement, benefits) and present insights with clear action plans. · Lead or contribute to cross functional projects to streamline processes and enhance employee experience (e.g., digital onboarding, self-service, and benefit tools) · Ensures compliance with Employer of Choice practices to attract high- quality diverse candidates who will contribute to organization success · Ensures compliance with local, state, and federal employment laws and regulations · Integrates company-wide employee resources, strategic plans, projects and objectives into client business units, departments, and regions · Works with assigned business unit, department, or regional clients to assess needs and to design and develop organization structures and talent plans · Maintain effective communication at all levels of the enterprise · Ensure proper maintenance and archiving of all personnel files · Understand and comply with all Quality Management Systems including ISO 9001 requirements, HACCP and GMPs · Other Duties as assign JOB REQUIREMENTS: Education/Experience: · 5-7 years of progressive HR experience, including direct support of operations, logistics, and warehouse functions in manufacturing, beverage/alcohol, or similar industries. · Demonstrated experience in Benefits/Total Rewards administration and compliance (ERISA, ACA, COBRA, HIPAA) · Proven success in employee relations (investigations, conflict resolution, coaching, with frontline hourly populations. · Familiarity with safety-first environments and collaboration with EHS/Workers Compensation programs. · Experience with leave management (FMLA, CFRA, ADA, Interactive process) and time attendance policies for multi-shift operations. · Working knowledge of HRIS (e.g., ADP, Workday, UKG) and proficiency with MS office/Excel for reporting analysis. · Effective communication, facilitation, and relationship-building skills; able to influence leaders and earn trust on the floor. · Fluency in Spanish and English (written and verbal) required to effectively support a bilingual workforce. · Bachelor's degree in HR, Business, or related field (or equivalent experience). · PHR/SPHR, SHRM-CP/SHRM-SCP preferred: CEBS or benefits related certifications a plus · Experience in the wine industry (production, bottling, supply chain) is highly desirable. Knowledge, Skills, and Abilities: · People - Centric & Floor Visible: comfortable spending time in production and warehouse areas: approachable to employees across all shifts. · Data-Informed Decision Maker: Use metrics to diagnose issues and drive practical solutions. · Analytical Person & Project Manager: Balances daily support with longer-term program improvements. · Integrity & Confidentiality: Manages sensitive matters with discretion and fairness · Training & Facilitation: Comfortable leading workshops, meetings in both English and Spanish for Managers and frontline employees. · Conflict Mediation: Strong people skills to resolve issues in a way that respects cultural and language differences. · Cultural Competency: Skilled at building trust and rapport with diverse workforce, understanding cultural nuances in communication and employee relations. · Change Agility: Thrives in seasonal variability and continuous process improvement. · CA and US Labor law · Cal-OSHA, federal, state, and Company safety policies PHYSICAL REQUIREMENTS: · Sit for an extended period up to 10-12 hours · Ability to walk in both indoor and outdoor manufacturing environments · Perform tasks using standard computer equipment · May be required to package items, lift, push and carry boxes up to 20 lbs. · Ability to stoop, bend, climb, kneed, crouch, and twist · Ability to ascend and descent ramps, steps, ladders, and stairs using three-point contact WORK ENVIRONMENT: · Limited noise level · Indoor climate PERSONAL PROTECTIVE EQUIPMENT REQUIRED: · Side shield safety glasses, safety vest, head/ear protection, and proper footwear when in production facility EEO STATEMENT: Bronco Wine Company is dedicated to fostering a diverse and inclusive workplace and takes pride in being an equal opportunity employer. All qualified candidates will be considered for employment without discrimination based on race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability status, protected veteran status, genetic information, or any other characteristic safeguarded by law. We are committed to cultivating an environment where every individual feels valued, respected, and empowered to reach their full potential. Reasonable Accommodations: We will provide reasonable accommodations to assist individuals with disabilities in performing essential job functions. If you wish to apply for a position at Bronco Wine Company and require special assistance during the application process, or if you believe you do not meet the necessary qualifications for a posted position due to a protected disability and would like to discuss potential accommodations, please reach out to our Human Resources at ************************* for further assistance or guidance.

DESCRIPTION TITLE: Human Resources III CLASSIFICATION: TBD REPORTS TO: Sr. HR. Manager of Human Resources PROGRAM OR DEPT: Administration JOB SUMMARY: As a Horizon Services, Inc. employee, you will enjoy generous benefits and have a unique opportunity to shape an engaging employee experience and offer a rewarding work environment to our dedicated team. The Human Resources III is an integral part of the Human Resources Department at Horizon Services, Inc (HSI). This role will collaborate with staff members throughout the organization to co-create a positive employee experience. The goal of this role is to develop the systems and processes needed to co-create a thriving environment for staff from the time they begin their employment and through their engagement. We are committed to providing excellent customer service throughout the process. We are collaborators functioning in a fast-paced environment. Duties include creating a talent pipeline, designing, and developing an engaging onboarding experience and providing excellent customer service throughout. The Human Resources Generalist is also tasked with ensuring that through the HR systems, we promote client-centered-care, promote greater quality and equity in the delivery of services to the clients. The Human Resources Generalist works closely with the Personnel & Program Administrator, the Compliance & Outcomes Administrator, the Human Resources Director, the Director of Clinical Services, and the Finance Director to coordinate the development if systems across the organization. PRIMARY ACCOUNTABILITIES & RESPONSIBILITIES: Accountabilities: (3-5) Customer Service: Provides professional and prompt support to staff and embraces diversity in all aspects. Talent Acquisition: Co-Creates a talent pipeline for current and future key positions in the organization. Talent Engagement: Develops and monitors on-boarding tools and processes Compliance: Ensures hiring managers and company's talent processes are applied consistently and in compliance with local, state and federal regulations. Responsibilities: Customer Service Responds to inquiries from staff related to policies, protocol, procedures, benefits, and programs in a timely manner. Uses varied methods of communication to reach a diverse population to engage employees. Talent Onboarding/Acquisition Partners with Administrators, Finance Team and HR Team to identify and plan for current and future people needs, talent gaps and staffing budget to develop and execute workforce planning processes. In collaboration with all staff, builds applicant pipelines by researching and contacting community services, colleges, employment agencies, recruiters, media, and internet sites; providing organization information, opportunities, and benefits; making presentations; and maintaining community relationships. Designs a report for monitoring pipeline and reports monthly to the executive team. Collaborates with Learning and Staff Development Specialist to train managers on writing job descriptions, conducting behavioral and performance-based interviews, maintaining communication thru Applicant Tracking System (ATS). Tracks all employee data in the Paycom system, from payroll changes, to training. Ensures accurate and timely processing of employee updates including new hires, terminations, and changes to pay rates. Collaborates with HR Team, Administrators and Executive Team Members to co-create onboarding for new employees and oversees the effective delivery and provides it on an ongoing basis. Reviews and updates recruiting tools and collateral materials: job application, benefits summary, interview questionnaires, offer templates, etc. Oversees the on-boarding processes for new hires to ensure a smooth integration into the business. Collaborates with all managers to ensure staff have been onboarded per our protocols and reports on this periodically. Review, improve and update on an ongoing basis the on-boarding process to enhance the candidate to employee experience. Administers Paycom, the HRIS to ensure integrity of data and enters all employee information, changes. Collaborates with Learning and Staff Development Specialist to support training managers on leadership, communication, performance management, staff development skills, including the application of local, state, and federal laws and regulations and tracks information in Paycom. Assists developing learning materials for training sessions: PowerPoint presentations, exercises, action plans Manages and updates the applicant tracking tools and resources. Conducts phone screenings Benefits Collaborates with Administrators and Learning and Staff Development Specialist to conducts orientations/training to support the rollout of new programs: performance management, compensation, benefits, etc. In collaboration with benefits broker and finance team, designs benefits package then ensures open enrollment process takes places and any changes are processed accordingly. Administers benefits program, such as group health, dental and vision, life insurance, 401k, UI, COBRA etc., and responds to all provides and vendors requests for information. Assist employees with health, dental, life and other related benefit claims. Coordinate workers' compensation claims with third-party administrator. Follow up on claims. Compliance Collaborate with all managers to monitor the performance of new hires into HSI's culture and teams, which involves ensuring that all managers conduct 1:1 check-ins with new hires during the first three (3) months of employment. Oversees and ensures compliance with the Performance Evaluation process and coaches managers as needed. Implements talent processes in accordance with policies, practices, EEO, HIPPA and other legal requirements. Collaborates with Operations Manager on all safety related activities. Maintains an in-depth industry knowledge of HR related disciplines related to day-to-day management of employees in alignment with business objectives. Collaboration-Builds partnerships and works collaboratively with others to meet shared objectives. Functioning effectively as a member of a professional team. Represents own interests while being fair to others and their areas. Partners with others to get work done. Credits others for their contributions and accomplishments. Gains trust and support of others. Understands and values the roles and responsibilities of other team members. Ensures Accountability-Holds self and others accountable to meet commitments. Follows through on commitments and makes sure others do the same. Acts with a clear sense of ownership. Takes personal responsibility for and learns from decisions, actions, and failures. Interpersonal Communication-Establishes rapport quickly and delivers multi-mode communications that convey a clear understanding of the needs of different audiences: co-workers, managers, clients, client's families, care providers, etc. Adjusts to fit the audience and the message. Accepts responsibility for miscommunications or misunderstandings. Avoids escalated arguments at work and seeks a positive resolution. Listens actively and effectively: seeks first to understand. Conveys information in a jargon-free, non-judgmental manner Optimizes work processes-Knows the most effective and efficient processes to get things done, with a focus on continuous improvement and delivery of services. Identifies and creates the processes necessary to get work done with highest quality Problem-Solving-Uses a logical approach to address problems or manage the situation at hand by drawing on one's knowledge and experience base and calling on other references and resources as necessary. Develop Talent - Develops people to meet both their career goals and the organizations goals. Places a high priority on developing others. Develops others through coaching, feedback, exposure, and stretch assignments. Aligns employee career development goals with organizational objectives. Encourages people to accept developmental opportunities. Plans and Aligns - Plans and prioritizes work to meet commitments aligned with organizational goals. Sets objectives to align with broader program/organizational goals. Breaks down objectives into appropriate initiatives and actions. Stages activities with relevant milestones and schedules. Anticipates and adjusts effective contingency plans. Considers impact of plans on others and communicates & trains proactively. Values Differences and Cultural Awareness - Recognizes the value that different perspectives and cultures bring to an organization. Seeks to understand and adapt to different perspectives and cultures. Contributes to a work climate where differences are valued and supported. Applies others diverse experiences, styles, backgrounds, and perspectives to get results. Is sensitive to cultural norms, expectations, language preferences and ways of communicating. Is aware of own cultural biases and proactively seeks consultation from supervisor on how to handle them. Collaborative and proactive problem solver. Able to provide thoughtful customer service. Understands cultural humility and enjoys working in a diverse environment. Outstanding ability to follow-through with tasks. Highly organized with excellent time management skills. Strong attention to detail. Excellent writing, grammar, and spelling skills. Strong ability to perform scheduling, documentation, and coordination tasks. Skilled in use of MS Office Suite and able to quickly learn new software. Interest in training in the Substance Use Disorder field. Desired Skills and Knowledge: Knowledge of healthcare, behavioral healthcare, and substance use disorder treatment systems. Payroll Knowledge, 401k, Full Cycle Hiring, Terminations QUALIFICATIONS: (education and work experience) Bachelor's in business or related field preferred. Combination of education and recruitment/HR experience will be considered. Minimum 4 years of human resources experience in the non-profit sector preferred Excellent interpersonal and communication skills. Able to build rapport over the phone. Solid knowledge of MS Outlook, Word, Excel, ATS and HRIS Able to build a network of resources. PHYSICAL REQUIREMENTS: The physical demands described here are representative of those that must be met by an employee successfully performing the essential functions of this job (i.e., travel, driving, lifting, etc.). Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Note: Please use percent time spent in these requirements. Totals do not have to add to 100%. Standing and Walking: 15% required Close Vision and Sitting: 50% Talking and Hearing: (via phone/in person) 60% required Lifting (more than 20 lbs): 5% Travel 10% Other: NUMBER OF DIRECT REPORTS: Salaried (number): 0 Hourly (number): 0 Compensation and BenefitsWe are proud to offer a comprehensive benefits package to all full-time and part time employees over 20 hours per week. 100% Medical and dental, Life and LTD for the employee and up to 50% for any dependents medical and dental coverage. PTO and Holiday pay. Retirement benefits after 6 months of service. Training and CEU opportunities. And of course, the opportunity to meaningfully contribute to a team of mindful, caring and passionate people at work every day! Salary: $75,000K-80,000k/annually depending on experience and qualifications. Available for a full-time position. Horizon Services, Inc. is an Equal Opportunity Employer. *******************************

The Director of Employee Experience provides strategic leadership and direct oversight of Human Resources and payroll administration, focusing on creating an exceptional employee experience across the organization. This role combines strategic vision with hands-on execution, driving both people-focused initiatives and operational excellence. The position is responsible for developing and implementing effective HR strategies while ensuring accurate and compliant payroll processing. Reporting to the CFO, this role partners with leadership to support a people-centered culture and operational objectives through excellence in HR service delivery, administrative efficiency, and employee engagement. Essential Job Functions Strategic Leadership & Team Growth Partner with senior leadership to define and execute the Employee Experience strategy in alignment with organizational objectives Advise executives on culture, employee engagement, performance optimization, and change management Lead cultural transformation initiatives that reinforce core values and address organizational challenges Foster an environment of continuous learning and professional growth across administrative teams Culture & Employee Engagement Champion a culture of inclusion, respect, and professional growth, ensuring all employees feel valued, heard, and empowered Design and implement employee engagement initiatives and recognition programs Support leadership in addressing cultural challenges within their teams Human Resources Leadership Develop and execute HR strategies that support organizational goals, enhance employee engagement, and foster a positive workplace culture Contribute to the design of core HR operations, including recruitment, onboarding, benefits administration, performance management, and training programs Create, update, and enforce HR policies and procedures in compliance with employment and labor laws, and organizational objectives Ensure compliance with all relevant employment and labor laws and best practices Team Leadership Directly supervise HR Manager and provide guidance, mentorship, and professional development Build and maintain a high-performing HR team capable of delivering excellent service HR Analytics & Reporting Prepare and analyze HR metrics and reports to inform decision-making and identify trends Track key indicators including turnover, time-to-fill, training completion, and employee satisfaction Support data-driven improvements to HR programs and processes Employee Relations Manage employee relations issues, workplace conflict resolution, and disciplinary processes Promote a respectful, inclusive work environment and serve as a trusted resource for employee concerns Conduct workplace investigations as needed and recommend appropriate actions Performance Management & Professional Development Foster an environment of continuous learning and professional growth across administrative teams Oversee training and professional development programs Support managers in performance management, coaching, and employee development Identify skill gaps and create development opportunities for employees Support succession planning and career pathing initiatives Payroll Administration Oversee all aspects of payroll processing, ensuring accurate and timely compensation Ensure compliance with federal, state, and local regulations and CBA contractual requirements Resolve payroll-related issues and discrepancies promptly and professionally Supervise payroll team and ensure effective operations Collaborate with Accounting and Finance to support budgeting, auditing, and reporting related to payroll expenses Required Knowledge, Skills, and Abilities Education & Experience Bachelor's degree in Human Resources, Organizational Development, or related field required 10 years of progressive HR experience, with at least 5 years in a director/leadership role Certification in SHRM or HRCI, a plus Experience with payroll administration and state employment regulations Proven track record of implementing HR programs and improving HR processes Experience with budget oversight and strategic planning processes preferred Critical Experience Requirements Proven experience in organizational development and implementing strategic change management initiatives A track record of training and developing managers to increase operational efficiency and productivity Demonstrated ability to build and foster positive workplace environments that drive employee engagement Experience mentoring and developing HR managers and teams Strong understanding of California payroll regulations and compliance requirements Substantial experience working with union employee populations and navigating collective bargaining environments Technical Skills Experience with HRIS systems, payroll software, and data analytics preferred Strong knowledge of employment law, HR best practices, and compliance requirements Excellent project management and organizational skills Leadership & Interpersonal Skills Strong business acumen with the ability to align HR strategy with business objectives Skilled in conflict resolution, mediation, and difficult conversations High emotional intelligence and cultural sensitivity Proven ability to build trust and credibility with employees at all levels Excellent written and verbal communication Competencies & Expectations Change Leadership: Drives systematic change that improves effectiveness, culture, and performance HR Expertise: Deep knowledge of HR practices, employment law, and people management Operational Excellence: Ensures efficient, accurate, and compliant HR and payroll operations Employee Advocacy: Balances business needs with fair, equitable treatment of employees Relationship Building: Develops strong partnerships with managers and earns employee trust Clear Communication: Delivers consistent, transparent, and timely information Problem Solving: Addresses complex employee relations issues with sound judgment Team Leadership: Builds and develops high-performing HR and payroll teams Adaptability: Responds effectively to changing business needs and priorities Confidentiality: Maintains highest standards of discretion with sensitive information Collaboration: Works effectively across departments to achieve shared goals Ethical Integrity: Upholds fairness, honesty, and professionalism in all actions Working Conditions Prolonged periods of sitting at a desk and working on a computer Occasional walking through facilities and administrative offices Ability to occasionally lift up to 15 pounds This role requires strong presence, both in person and virtually, to guide teams, implement systems, and promote cultural alignment Hybrid work arrangement available Salary $185-$225K base + 20% yearly bonus + 401k + Insurance + PTO + Vacation + sick days.

At United Auto Group, we are dedicated to delivering excellence in the automotive industry. As a trusted dealership, we pride ourselves on providing top-quality vehicles, exceptional customer service, and a dynamic work environment that fosters growth and innovation. Our team is driven by a commitment to professionalism, integrity, and continuous improvement, ensuring both our employees and customers receive the best experience possible. As we continue to expand, we are looking for talented professionals to join our team and contribute to our success. At United Auto Group, we believe in investing in our employees by offering competitive benefits, opportunities for career advancement, and a supportive workplace culture. If you are passionate about the automotive industry and looking for a rewarding career, we invite you to become a part of our growing family. Job Summary: We are seeking an experienced HR & Payroll Manager to oversee all aspects of human resources and payroll functions within our organization. The ideal candidate will be responsible for managing employee relations, compliance, benefits administration, and processing payroll accurately and on time. This role requires a detail-oriented professional with strong leadership, organizational, and communication skills. Key Responsibilities: Payroll Management: Process and administer payroll for all employees in a timely and accurate manner. Ensure compliance with federal, state, and local payroll laws and tax regulations. Manage payroll records, deductions, garnishments, and benefits contributions. Coordinate with finance/accounting teams for payroll funding and reconciliation. Address and resolve payroll discrepancies, inquiries, and adjustments. Maintain confidentiality of payroll and employee records. Human Resources Management: Oversee the full employee lifecycle, including recruitment, onboarding, performance management, and offboarding. Develop and implement HR policies, procedures, and compliance programs. Manage employee benefits programs, including health insurance, retirement plans, and leave policies. Ensure legal compliance with employment laws, including FMLA, ADA, FLSA, and EEO regulations. Handle employee relations issues, including conflict resolution, investigations, and disciplinary actions. Support managers and employees with HR-related concerns and best practices. Maintain HR records and documentation, ensuring accuracy and compliance. Talent Acquisition & Development: Collaborate with department managers to identify staffing needs and conduct recruitment efforts. Develop and execute effective hiring strategies, including job postings, interviews, and offer negotiations. Implement employee training and professional development programs. Promote a positive workplace culture and employee engagement initiatives. HR Compliance & Reporting: Ensure company policies align with federal, state, and local labor laws. Maintain accurate records of employee files, payroll data, and HR documents. Prepare and submit reports related to HR metrics, payroll taxes, and compliance requirements. Conduct audits to ensure adherence to HR and payroll policies. Qualifications & Requirements: Education: Bachelor's degree in Human Resources, Business Administration, Finance, or a related field preferred. Experience: Minimum of 3-5 years of experience in HR and payroll management. Strong knowledge of payroll processing, labor laws, and HR best practices. Proficiency in payroll and HR software (e.g., ADP, Paychex, QuickBooks, HRIS systems). Excellent organizational, analytical, and problem-solving skills. Strong communication and interpersonal abilities. Ability to handle confidential information with discretion and professionalism. SHRM-CP, PHR, or CPP certification is a plus. Benefits & Compensation: Competitive salary based on experience. Health, dental, and vision insurance. 401(k) retirement plan with company match. Paid time off (PTO) and holidays. Professional development and training opportunities. If you are an experienced HR & Payroll professional looking for a leadership role in a dynamic and growing company, we encourage you to apply!

It's fun to work in a company where people truly BELIEVE in what they're doing! We're committed to bringing passion and customer focus to the business. If you like wild growth and working with happy, enthusiastic over-achievers, you'll enjoy your career with us! Lumentum (NASDAQ: LITE) is a market-leading manufacturer of innovative optical and photonic products enabling optical networking and commercial laser customers worldwide. Lumentum's optical components and subsystems are part of virtually every type of telecom, enterprise, and data center network. Lumentum's commercial lasers enable advanced manufacturing techniques and diverse applications including next-generation 3D sensing capabilities. Lumentum is headquartered in San Jose, California with R&D, manufacturing, and sales offices worldwide. For more information, visit **************** Lumentum is an Equal Opportunity Employer Lumentum is looking for a dynamic HR Generalist to be a key team member of the HR Team to drive and enhance the employee experience at Lumentum. In this role, you will work closely with your HR colleagues, employees and management in the implementation of HR processes and systems that drive human resources, employee engagement and leadership effectiveness. The right candidate is self-motivated, familiarizes themselves with the business priorities and can implement creative HR solutions that align with their team's business priorities. Responsibilities: Provide a full range of HR support and program implementation activities onsite for the G&A organization related to employee engagement and retention. Collaborate across the HR organization to deliver HR programs based on business priorities including performance management (BrightPath), total rewards, talent management, employee development, succession, diversity, inclusion and belonging, and community relations. Participate in interviews, internal mobility and hiring events as needed, as well as conduct exit interviews and share lessons learned with management to drive improvement. Support HR related metrics and analytics in support of engagement surveys, compensation practices including analysis of promotional and new hire compensation, annual equity, merit and gender pay equity and HR Hoshin/Operations Reviews. Participate in activities to maintain a healthy and productive work environment, such as coaching and development planning, investigating and resolving employee relations issues, and supporting local communication efforts (ie. roundtables, etc.) that promote employee feedback. Support managers and employees with system and analytic needs such as Manager & Employee Self Service Tools, tracking and analyzing HR metrics as key indicators to organizational. health. Examples of key performance indicators include: employee engagement, turnover, diversity, inclusion and belonging, workforce planning, development needs. Use creative problem-solving skills to address business needs that are often time sensitive. Support local site activities as needed, examples may be employee wellness activities and other employee activities to drive engagement. Ensure all actions are in compliance with appropriate employment laws, company policies and sound business practice. Participate in CSR and RBA reporting and other local audit activities as needed. Present HR updates at staff meetings, local AHMs; co-facilitate manager related training for HR programs and initiatives. Qualifications: BA/BS degree required or Master's 4+ years of HR experience as a generalist or supporting a specific HR function Exceptional energy and results-orientation Excellent verbal and written communication skills and exceptional analytical skills and attention to detail (intermediate/advanced excel skills; ability to perform v-look ups and pivot tables) Experience dealing with difficult situations, and navigating through expectations to deliver exceptional customer service Comfort in implementing technical applications and employee interfaces, websites, training engagement, surveys, etc. Experience in public speaking or presenting to an audience Proven results in improving processes Adaptable, self-motivated, open to feedback Ability to prioritize, manage through change and deliver results Collaborative team-player Understanding of US labor laws Additional Requirement Presence is required onsite 5 days/week to foster collaboration and productivity. Pay Range: P30-USA-1 :$73,350.00 - $104,800.00 Disclaimer: Final base salary for the successful candidate will depend on multiple factors, including but not limited to, job location, where work will be performed, qualifications, work history and relevant experience. With our continual goal of making Lumentum a best place to work for our employees, we strive to offer employees competitive total compensation packages, which may include annual bonus, commission for certain sales roles, equity, and health and welfare benefits.

About Company: At ADP we use the most comprehensive data in the industry to create workplace insights that help inform products, ideas, and decisions every day. For 75 years, ADP has been building a better world of work. Learn why more than 1,000,000 clients rely on ADP and why we're always designing for people. About the Role: As the Chief HR Officer for our Business Services company, you will be responsible for leading and managing all aspects of our human resources department. Your main objective will be to ensure that our company attracts, hires, and retains the best talent in the industry. You will be expected to develop and implement HR strategies that align with our company's goals and objectives, while also ensuring compliance with all relevant laws and regulations. Minimum Qualifications: Bachelor's degree in Human Resources, Business Administration, or a related field. 10+ years of experience in HR management, with a proven track record of success. In-depth knowledge of HR policies, procedures, and best practices. Excellent communication, interpersonal, and leadership skills. Strong analytical and problem-solving skills. Preferred Qualifications: Master's degree in Human Resources, Business Administration, or a related field. Experience in the Business Services industry. Certification in HR management (e.g. SHRM-SCP, SPHR). Responsibilities: Develop and implement HR strategies that align with the company's goals and objectives. Oversee all aspects of the HR department, including recruitment, onboarding, training, performance management, and employee relations. Ensure compliance with all relevant laws and regulations, including employment laws, health and safety regulations, and data protection laws. Collaborate with other departments to ensure that HR policies and procedures are consistent with the company's overall strategy. Provide guidance and support to managers and employees on HR-related matters. Skills: As the Chief HR Officer, you will need to have excellent communication and interpersonal skills to effectively manage and lead the HR department. You will also need strong analytical and problem-solving skills to develop and implement HR strategies that align with the company's goals and objectives. In addition, you will need to have a deep understanding of HR policies, procedures, and best practices, as well as knowledge of relevant laws and regulations. Finally, experience in the Business Services industry and certification in HR management would be beneficial for this role.

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

Under the general direction of the AVP, Employee and Labor Relations, the Director, Staff Employee Relations will manage and administer the staff employee/labor relations functions for the university and may provide support with academic labor relations. This includes contract administration, grievance/complaint/discipline processing, and the development and implementation of programs to assist managers and supervisors to deal effectively with employee/labor relations, complaints, workplace violence, performance management, and risk management. The Director, Staff Employee Relations administers the provisions of staff Collective Bargaining Agreements and staff-related policies and executive orders and provides contractual/policy interpretation/advice to managers and work leads/supervisors. The incumbent investigates and resolves employee and union grievances, provides oversight to leadership and development programs for all employees, and manages the annual performance evaluation process for the campus. The Manager provides oversight to the campus seniority points system and may serve on significant campus committees that deal with employee/labor relations issues. The Director may assist with "their Conduct of Concern" investigations. Other general personnel responsibilities may be assigned as needed. Key Responsibilities * Provides assistance to managers and supervisors at all levels of the faculty and staff complaint and grievance process administered at the campus level. * Ensures campus-level staff complaints and grievances are filed in a timely manner and are within the scope of applicable Collective Bargaining Agreements. * Assists the appropriate administrator designated to hear staff complaints and grievances at each level and ensures that responses are filed in a timely manner. * Drafts proposed responses and settlement agreements and reviews with AVP, Employee/Labor Relations and the Senior AVP for University Personnel, and as appropriate, the Chancellor's Office Labor Relations Director assigned to the campus, and/or Office of General Counsel. * Functions as the appropriate administrator for campus level staff and occasionally for faculty complaints or grievance procedures. * Assists in arbitration hearings. * Develops recommendations, including Standard Operating Procedures, for staff/faculty complaints and grievance administration. * Establishes procedures and administers the provisions of the staff and faculty Collective Bargaining Agreements and as otherwise required by law or university regulations. * Develops, coordinates, and sponsors campus-training programs to labor relations and other University Personnel programs. * Advises and coaches management on performance management and progressive disciplinary process. * Provides performance management guidance to managers and work leads/supervisors at all levels. * Interprets staff/faculty Collective Bargaining Agreements for managers and work leads/supervisors. * Develops interpretive guides and training courses on policy and contract administration and CBA updates for managers and supervisors. Knowledge, Skills & Abilities * Advanced knowledge of collective bargaining contract administration * Strong knowledge of investigative processes and procedures * Knowledge of the methods and problems of organizational management and the principles and practices of human resource management * Knowledge of adult learning methods * Knowledge of (or ability to quickly gain knowledge of) CSU Collective Bargaining Agreements * Knowledge of (or ability to quickly gain knowledge of CSU Executive Orders and University policies * Excellent oral and written communication skills * Strong investigatory skills * Strong skills in the collection, evaluation, and interpretation of data to develop sound conclusions and make appropriate recommendations * Ability to interpret and analyze collective bargaining agreements and solve complex problems arising within the context of those agreements * Ability to effectively present information and respond to questions from groups of managers, customers, labor unions and the general public * Ability to establish and maintain effective working relationships * Ability to define problems, collect data, establish facts, and draw valid conclusions and to interpret applicable law Required Qualifications * Bachelor's degree in human resources management, public administration, business administration, management information systems, organizational planning/policy, or a related field or equivalent experience * 4-5 years of progressively responsible human resources management experience at a supervisory level, or an equivalent combination of education and experience; Demonstrated experience working with union representatives, management of the progressive discipline process, participating in union negotiations, and applying and interpreting collective bargaining agreements Preferred Qualifications * Advanced Degree in human resources management, public administration, business administration, management information systems, organizational planning/policy, or a related field. * Proven experience in administering performance management; experience managing labor and employee relations in a large and complex organization; experience in higher education Compensation Classification: Administrator II Anticipated Hiring Range: $12,250/month - $13,125/month CSU Salary Range: $5,053/month - $16,221/month The final hiring salary will be commensurate with experience. San José State University offers employees a comprehensive benefits package typically worth 30-35% of your base salary. For more information on programs available, please see the Employee Benefits Summary. Application Procedure Click Apply Now to complete the SJSU Online Employment Application and attach the following documents: * Resume * Letter of Interest This position is open until filled. Contact Information University Personnel ************* ************ CSU Vaccination Policy The CSU strongly recommends that all individuals who access any in-person program or activity (on- or off-campus) operated or controlled by the University follow COVID-19 vaccine recommendations adopted by the U.S. Centers for Disease Control and Prevention (CDC) and the California Department of Public Health (CDPH) applicable to their age, medical condition, and other relevant indications and comply with other safety measures established by each campus. The system wide policy can be found at ****************************************************** and questions may be sent to *************. Additional Information Satisfactory completion of a background check (including a criminal records check) is required for employment. SJSU will issue a contingent offer of employment to the selected candidate, which may be rescinded if the background check reveals disqualifying information, and/or it is discovered that the candidate knowingly withheld or falsified information. Failure to satisfactorily complete the background check may affect the continued employment of a current CSU employee who was offered the position on a contingent basis. The standard background check includes: criminal check, employment, and education verification. Depending on the position, a motor vehicle and/or credit check may be required. All background checks are conducted through the university's third-party vendor, Accurate Background. Some positions may also require fingerprinting. SJSU will pay all costs associated with this procedure. Evidence of required degree(s) or certification(s) will be required at time of hire. SJSU IS NOT A SPONSORING AGENCY FOR STAFF OR MANAGEMENT POSITIONS. (e.g. H1-B VISAS) All San José State University employees are considered mandated reporters under the California Child Abuse and Neglect Reporting Act and are required to comply with the requirements set forth in CSU Executive Order 1083 as a condition of employment. Incumbent is also required to promptly report any knowledge of a possible Title IX related incident to the Title IX Office or report any discrimination, harassment, and/or retaliation to the Office of Equal Opportunity. Jeanne Clery Disclosure of Campus Security Policy and Crime Statistics Act and Campus Housing Fire Safety Notification: Pursuant to the Jeanne Clery Disclosure of Campus Security Policy and Campus Crime Statistics Act, the Annual Security Report (ASR) is also now available for viewing at **************************************************************** The ASR contains the current security and safety-related policy statements, emergency preparedness and evacuation information, crime prevention and Sexual Assault prevention information, and information about drug and alcohol prevention programming. The ASR also contains statistics of Clery crimes for San José State University locations for the three most recent calendar years. A paper copy of the ASR is available upon request by contacting the Office of the Clery Director by phone at ************ or by email at ************************. Pursuant to the Higher Education Opportunity Act, the Annual Fire Safety Report (AFSR) is also available for viewing at ******************************************************************* The purpose of this report is to disclose statistics for fires that occurred within SJSU on-campus housing facilities for the three most recent calendar years, and to distribute fire safety policies and procedures intended to promote safety on Campus. A paper copy of the AFSR is available upon request by contacting the Housing Office by phone at ************ or by email at **********************. Campus Security Authority - In accordance with the Jeanne Clery Disclosure of Campus Security Policy and Campus Crime Statistics Act (Clery Act) and CSU systemwide policy, this position is subject to ongoing review for designation as a Campus Security Authority. Individuals that are designated as Campus Security Authorities are required to immediately report Clery incidents to the institution and complete Clery Act training as determined by the university Clery Director. Equal Employment Statement San José State University (SJSU) is an equal opportunity employer committed to nondiscrimination on the basis of age, ancestry, citizenship status, color, creed, disability, ethnicity, gender, genetic information, marital status, medical condition, national origin, race, religion or lack thereof, sex, sexual orientation, transgender, or protected veteran status consistent with applicable federal and state laws. This policy applies to all SJSU students, faculty and staff programs and activities. Title IX of the Education Amendments of 1972, and certain other federal and state laws, prohibit discrimination on the basis of sex in all education programs and activities operated by the university (both on and off campus). #LI-RC1 Advertised: Jan 07 2026 Pacific Standard Time Applications close:

Job Description Seeking a dedicated HR Coordinator who is passionate about creating a positive employee experience. This person will be highly organized, enjoy assisting others, and always looking for ways to improve HR processes. Key Objectives & Priorities: Provide support in key HR functions, including staff supervision, recruitment, payroll, compliance and benefits administration. Oversee and maintain accurate confidential employee records. Provide excellent support to employees and department leaders. Measurable Outcomes (KPIs): Efficiency and accuracy of HR processes (payroll, onboarding, EEO compliance, etc.). Timeliness and effectiveness of employee support by HR team. Compliance with HR policies and procedures. Responsibilities Breakdown: Assist HR Manager with the recruitment process, including posting job openings, screening resumes/applications, and interview process. Oversee and support the onboarding process for new hires. Respond to employee inquiries regarding HR policies and benefits. Support the HR Manager with the investigations and performance management process. Assist managing the employee benefits programs and answer benefits-related questions. Ensure payroll data accuracy and compliance with policies. Support with HR projects and initiatives. Stay updated on HR trends and regulations. Skills & Qualifications Hard Skills: Understanding of HR laws, regulations, and best practices. Advanced experience with HR software and MS Office (Excel, Word, PowerPoint). Soft Skills: Excellent communication and interpersonal skills. Strong attention to detail and ability to manage multiple tasks. Problem-solving skills. Ability to handle sensitive information with discretion. Ability to work independently and collaboratively. Prioritization of Skills: Must-have a strong understanding of HR fundamentals. Experience & Background Relevant Work Experience: 3-5 years of experience in HR. SJRRC seeks to employ persons whose backgrounds and abilities enhance the diversity of the demographics of the community it serves. The selection process is based on merit, and shall extend to all candidates a fair, impartial examination of qualifications based on job-related criteria. Applicants best matching the requirements of the position will be invited for an initial interview and may be asked to return for additional interviews as warranted. Select positions may require an assessment prior to interview. Conditional job offers - All offers of employment are conditional and are subject to successful completion of a background report, and physical and/or drug screen for select positions. Medical drug screening - All positions may be subject to a physical and/or drug screen, prior to appointment, issued by a qualified medical physician assigned by SJRRC. We are a drug-free workplace. We are a government agency. SJRRC seeks to employ persons whose backgrounds and abilities enhance the diversity of the demographics of the community it serves. The selection process is based on merit, and shall extend to all candidates a fair, impartial examination of qualifications based on job-related criteria. Applicants best matching the requirements of the position will be invited for an initial interview and may be asked to return for additional interviews as warranted. Select positions may require an assessment prior to interview. Conditional job offers - All offers of employment are conditional and are subject to successful completion of a background report, and physical and/or drug screen for select positions. Medical drug screening - All positions may be subject to a physical and/or drug screen, prior to appointment, issued by a qualified medical physician assigned by SJRRC. We are a drug-free workplace. We are a government agency. Job Posted by ApplicantPro

HR Associate - HR Services & Administration (North America) Job Type: Full-time We are looking for a proactive and meticulous HR specialist to join our North American team. This role is a perfect blend of HR services and administrative support, crucial for ensuring the quality of our North American workforce and smooth daily operations. This is an excellent opportunity to strengthen your HR foundation and expand your multi-functional capabilities within a rapidly growing global technology company. Key Responsibilities HR Shared Services (70%): ● Serve as the primary contact of HR inquiries for North American employees, providing timely and professional answers. ● Handle all employee lifecycle matters efficiently and accurately, including onboarding, document filing, information changes, and offboarding processes. ● Maintain and update employee files and data in HRIS (Human Resources Information System), ensuring 100% accuracy and compliance. ● Assist in managing matters related to payroll and benefits in North America. ● Support the coordination and follow-up of HR programs such as performance reviews and training development. ● Prepare regular HR data reports and analyses. Administrative Support (30%): ● Provide routine administrative support to the North American office or team, which may include email management, office supplies procurement, supplier coordination, etc. ● Assist in planning and coordinating team activities, meetings, and company events. ● Support travel management and initial review of related expenses. ● Assist in maintaining a safe, efficient, and pleasant working environment. Job Requirements: ● Bachelor's degree in Human Resources, Business Management, or a related field. ● 1-3 years of relevant HR work experience, with HR operations experience preferred. ● Basic understanding of North American (US/Canada) labor laws and HR best practices. ● Excellent organizational skills and a high level of attention to detail; able to handle multiple tasks simultaneously. ● Excellent communication skills and customer service awareness; able to collaborate effectively with colleagues from diverse cultural backgrounds. ● Able to handle confidential information and possess a high level of professional ethics. ● Fluent in Mandarin as working proficiency is preferred. Preferred Qualifications: ● Work experience in multinational or technology companies. ● Experience in supporting international or remote teams.

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