Human resources manager jobs in Midland, MI

Piramal Pharma Solutions' HPAPI Research and Manufacturing facility, located in Riverview, Michigan is seeking a qualified Human Resources Business Partner to join our Human Resource team. This role partners with leaders and employees to manage the full employee lifecycle, including talent acquisition, payroll administration, onboarding, performance management, employee relations, and compliance. The ideal candidate combines strong business partnering skills with operational HR expertise and a high degree of confidentiality and professionalism. To perform this position successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill and/or ability required: Shall adhere to all applicable regulatory requirements, including FDA, EPA, OSHA, and related safety, health and environmental procedures, policies and practices. Consistent support and practice of all Piramal Pharma Solutions mission, vision, and values. Identify and protect the original technical information as part of the company property. Key responsibilities. Strategic HR Partnership Serve as a trusted HR advisor to business leaders, providing guidance on workforce planning, talent strategies, employee development, and organizational effectiveness. Support change initiatives and drive positive company culture and values. Talent Acquisition & Recruiting Manage end-to-end recruiting process including workforce planning, job postings, sourcing, interviewing, and candidate selection. Partner with hiring managers to define hiring needs and provide coaching on recruitment strategies. Oversee onboarding processes to ensure a seamless new hire experience. Payroll Administration Coordinate payroll processing activities, ensuring accurate and timely submission of payroll data. Review timesheets, salary changes, deductions, and adjustments. Partner with Finance and third-party payroll providers to reconcile payroll and resolve discrepancies. Ensure payroll compliance with federal, state, and local wage and hour laws. Employee Relations Provide guidance to managers and employees on employee relations matters, performance improvement, conflict resolution, and disciplinary actions. Conduct employee investigations, maintaining fairness, confidentiality, and compliance. HR Operations & Compliance Administer benefits, leave of absence programs, HRIS workflows, and employee records. Ensure compliance with employment laws and company policies. Support HR reporting, audits, and data integrity. Performance Management & Development Facilitate performance review cycles and coach leaders on goal-setting and employee development. Support training initiatives to enhance leadership and employee capabilities. Culture, Engagement & DEI Support employee engagement strategies and DEI initiatives. Foster a positive, inclusive, and high-performance work culture. Education/Experience. Bachelor's degree in Human Resources, Business, or related field required. 5+ years HR experience with direct involvement in payroll and recruiting. HR certification (PHR/SPHR/SHRM-CP/SHRM-SCP) preferred. Experience with ADP and Workday software preferred. Experience supporting fast-growing environments beneficial. Job Competencies. Experience providing high-quality advice and human resource guidance. Demonstrated experience gathering and compiling information to analyze and evaluate complex matters. Demonstrated experience delivering training and presenting to small and large groups. Working knowledge of human resource laws and regulations. Experience in one or more of the following specialist areas: compensation, recruitment and selection, performance management, organizational development, or employee and labor relations. Successful experience providing customer service for a diverse group of internal and external constituents in a complex organizational environment.

HR Generalist Employment Type: Contract Only (Possible Contract-to-Hire) Schedule: 100% Onsite | Monday-Friday | Full-Time Pay Rate: $30-$35/hour Note: Due to the hospital setting, certain vaccinations may be required. Position Overview Wheeler Staffing Partners is seeking an experienced HR Generalist for a fully onsite role in Detroit, MI. This contract position supports a hospital-based environment and requires a professional who can apply advanced knowledge of HR practices, policies, and procedures to support organizational goals. The HR Generalist will work as a strategic partner to managers and internal stakeholders, providing guidance on HR-related matters while driving efficiency, service excellence, and continuous improvement across the HR function. Key Responsibilities Provide HR support and guidance to managers, employees, and department stakeholders. Interpret and apply HR policies, procedures, and regulatory requirements to ensure compliance. Support workforce planning by partnering with leadership to identify staffing needs and develop HR solutions. Assist with employee relations, recruitment, onboarding, performance management, and training initiatives. Administer HR programs including compensation, benefits, leave administration, and employee records. Identify and recommend process improvements to enhance HR service delivery and operational efficiency. Collaborate with internal teams to optimize workflows and maintain a high standard of customer service. Qualifications Education & Certifications Bachelor's degree in Human Resources, Business Administration, or related field (or equivalent experience). Master's degree in HR or a related discipline preferred. Professional HR certifications (PHR, SPHR, GPHR) preferred. Experience Minimum 3+ years of HR Generalist or professional-level human resources experience. Expertise in at least one of the following areas: Wage & salary administration Benefits administration Recruitment & talent acquisition Employee & labor relations Training & development Experience across two or more HR disciplines is strongly preferred. Skills & Competencies Strong knowledge of HR best practices, employment law, and compliance requirements. Excellent communication, interpersonal, and problem-solving skills. Ability to manage multiple priorities in a fast-paced healthcare environment. Proven ability to collaborate with cross-functional teams and leadership. Additional Details Work Environment: 100% Onsite | Monday-Friday Vaccination Requirements: Must comply with hospital health and safety protocols. Why Work With Wheeler Staffing Partners? Wheeler Staffing Partners is committed to connecting talented professionals with meaningful opportunities that align with their skills and goals. When you work with us, you can expect: Dedicated Recruiter Support - Personalized guidance throughout the hiring process. Responsive Communication - Clear updates, fast follow-up, and transparent expectations. Quality Opportunities - Access to vetted roles with reputable organizations. Career Advocacy - We champion your success and help you navigate every step confidently. A Partner You Can Trust - Our team values integrity, professionalism, and long-term relationships. Join WSP and experience a staffing partner that genuinely cares about your career journey.

The HR & Administration Analyst is responsible for supporting the daily operations of the Human Resources and Administrative functions. This role ensures the smooth execution of HR processes such as onboarding, payroll coordination, employee data management, and office administration. The position also plays a key role in managing company vehicles, coordinating office maintenance, and supporting internal events and communications. Main activities: Support onboarding processes: office tour, equipment delivery, system registrations (e.g. SSFF, , Concur, etc.). Maintain employee records and databases (e.g., vacation tracking). Maintain up-to-date employee lists (birthdays, cellphone directory). Assist with expat documentation tracking and visa renewal coordination. Talent Acquisition Support Training & Development Support Employee Engagement & Culture Support

** This is an onsite role in our Rochester Hills branch ** This role is responsible for acting a liaison between managers and employees throughout all our but predominantly the Michigan branches, creating trusting partnerships. This role oversees all aspects of human resources and collaborates with all departments to provide the best employment experience. Principle Responsibilities: Maintain records, files, documents, and reports for Human Resources. Coordinate and conduct employee onboarding, HR orientation, training, and other HR tasks. Work with HR leadership on write-ups and administering disciplinary actions, such as documented verbal and written warnings or terminations. Assist in employee benefits enrollment, changes, and inquiries. Communicate and explain organizational policies, procedures, laws, standards, or regulations as needed. Conduct and create employee training programs or workshops. Work with the HR team to field employee complaints, conduct investigations, and provide recommendations for disciplinary actions. Serve as a link between management and employees by handling questions and helping resolve work-related problems. Participate in employee retention activities and identify ways to maintain/r. Develop methods to monitor and improve employee retention. Collaborate with internal teams and departments on employee events. Other tasks/functions/projects as assigned. 20% Michigan travel Education/Experience: High school diploma or equivalent, bachelor's degree preferred Minimum of 3 years' human resource experience Previous experience working in materials supply handling a plus Ability to maintain and handle confidential information discreetly Attention to detail and accuracy is essential for this role Ability to think analytically Excellent interpersonal and verbal communication skills Highly motivated, well-organized, and quality focused Proficient in MS Office Suite required Experience with ADP Workforce Now a plus Exceptional organizational, interpersonal, and communication skills, both oral and written Must be a team-oriented professional who can handle multiple projects in a fast-paced environment A demonstrated ability to work well in a team environment, to be proactive, to work independently of day-to-day supervision

C2C Lenders is a fast-growing mortgage company built on teamwork, honesty, and helping people succeed. We're looking for a personable, motivated Human Resources Recruiting Manager who enjoys building relationships, attracting great talent, and strengthening our brand both in-person and online. Role Overview In this role, you'll lead all recruiting efforts for the company-especially for experienced Mortgage Loan Officers and key operations staff. You'll manage the full hiring process, oversee social media recruiting initiatives, and help create a smooth, welcoming onboarding experience. This position is ideal for someone who loves connecting with people and wants to make a meaningful impact on a growing team. Responsibilities Handle full-cycle recruiting for all roles, with a focus on mortgage industry positions Build talent pipelines through sourcing, networking, and proactive outreach Manage job postings, interviews, and offers Create and manage social media content for recruiting and employer branding Support onboarding and help maintain a positive, people-first culture Track recruiting metrics and ensure HR compliance What We're Looking For 1+ years of recruiting or HR experience (mortgage experience preferred) Personable, approachable, and strong at building relationships Organized and comfortable in a fast-paced environment Strong communication, sourcing, and social media skills Why You'll Love It Here Supportive leadership and a team-oriented culture Real opportunities to grow with the company A role where your ideas and people skills make a real difference Apply here or email ******************* with your resume

Job Description 100k-135k annually ???? Food Lovers Unite! ???? Busch's is HIRING and we want you! ???????? Love food, fun, and fabulous people? Join our family-owned Michigan team and cook up a career full of flavor! What's in store? ???? Flexible schedules ???? Employee discounts ???? 401K with company match ???? Tuition reimbursement ???? Daily Pay available Ready to spice up your job and grow with us? Apply now and let's create the perfect ???? pear together! ???????????????? Accountabilities: · Implement HR strategies by establishing department accountabilities including talent acquisition, compensation, health and welfare benefits, records management, safety and health, succession planning and employee relations and retention. · Guides management and associate actions by researching, developing, writing and updating policies, procedures and guidelines. · Accountable for benefit plan selection, design, cost control and administration, including overseeing administration and plan design for our benefit plans. · Administer FMLA and company leaves as defined by federal employment laws. · Develop/refine compensation and benefit systems. · Risk management for workers compensation and unemployment compensation. · Develop/refine systems and strategies for recruiting, hiring, orientation and training programs. · Assists management in the annual review procedure including preparation and administration of the wage and salary program. · Complies with federal, state and local legal requirements by studying existing and new legislation; anticipating legislation; enforcing adherence to requirements and advising management on needed actions. · Contribute to organizational effectiveness by offering information, suggestions and recommendations. · Maintain professional and technical knowledge by completing educational opportunities, reviewing professional publications, benchmarking state of the art practices and networking. · Execute with operational integrity by anticipating problems, taking preventative measures, and adapting to changes that improve our operations or guest experience. · Consistently follow Busch's policies and procedures. · Share our passion for our products by being familiar with our products and services and actively seeking and sharing that information. Education, Experience and Skills: · Bachelor degree in Human Resources or related field. Master degree preferred. · Minimum 5 years' experience in HR management of compensation, benefits and associate relations. · PHR or SPHR certification preferred. · Involved in HR organizations (i.e. SHRM, IFEBP, World at Work, HRAGD). · Extensive knowledge and understanding of HR laws. · Proficient conflict resolution skills. · Proficient organization and planning skills, especially to manage multiple deadlines and projects. · Proficient presentation skills, including confidence in getting up in front of people. · Proficient communication and interpersonal skills, including written, verbal and listening skills. · Proficient computer skills in excel, word and email. Able to learn and use a variety of proprietary applications and technology. · Strong analytical, problem solving and decision making skills Busch's is a family owned premier grocery retailer with multiple stores in Southeast Michigan. We are consistently recognized by our guests as an industry leader when it comes to service, product selection, store design and overall atmosphere. You can take pride in being a member of the Busch's family and working in an environment where we truly care about our guests and the products we serve. We also take great care of the associates that take care of our guests. At Busch's, we realize that without caring, motivated and personable associates, there would be no guests to serve.

Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. * Supervises the HR Manager, fostering a high-performing, collaborative, and service-oriented team. Provides coaching, mentorship, and professional development opportunities to build team capabilities. Partners with Chief Workforce Development Officer (CWDO) in advancing strategic workforce initiatives and HR departmental goals. * Partners with CWDO to implement HR and workforce strategies aligned with organizational goals. Prepares and delivers reports, metrics, and insights to inform executive decision-making. Champions a culture of continuous improvement and accountability within the HR function and across the organization. * Works closely with the CWDO to develop engaging recruiting techniques and appropriately communicate Staffing Committee approvals to HR Manager. Mentors and develops Recruiting team in the innovative sourcing strategies to attract passive candidates in a competitive labor market. Forecasts staffing needs and identifies talent gaps to support long-term workforce planning. * Leads the creation, revision, and implementation of personnel policies in alignment with legal requirements and organizational values. Communicates policy changes to staff and ensures appropriate training for management and team members. Analyzes and interprets federal, state, and local employment laws, advising managers accordingly. * Serves as a resource to managers and staff for employee grievances, conflict resolution, performance issues, and disciplinary recommendations. Ensures fair and consistent application of HR policies and supports initiatives that foster respect, engagement, and employee recognition. * Directs HR-related training in compliance, onboarding, performance management, and leadership development. Partners with CWDO to support broader learning initiatives such as cultural humility, team dynamics, and strategic organizational development. * Evaluates benefit programs for cost-effectiveness and employee satisfaction in collaboration with finance. Supports compensation strategy by ensuring pay practices are fair, transparent, and aligned with organizational values. * Analyzes incident reports, workers' compensation claims, and unemployment claims. Collaborate with employees, insurance providers, and internal GLBHC Safety staff to ensure appropriate procedures for job-related injuries. Develop systems to monitor and respond to employment-related risk areas, including appeals. * Leads the recalibration activity throughout GLBHC on an annual basis. This includes proactively scheduling meetings with Management to review s and their differences across the organization. * Regularly attend GLBHC standing committee meetings, including, but not limited to Strategic Leadership, Center Manager, Clinical Leadership, Risk Management, and Safety. May occasionally attend the Board of Directors meeting quarterly to provide updates on HR trends. 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 the job. Duties, responsibilities, and activities may change at any time with or without notice. MARGINAL JOB DUTIES * Provides oversight for any proposed research projects by GLBHC employees. * Sponsors and participate in organizational and community events and commemorative programs that promote a respectful, welcoming environment for employees and patients. * Performs other duties as assigned. JOB SPECIFICATIONS * Education: Bachelor's Degree in Business Administration, Human Resource Management, or a related field required. In lieu of degree, at least ten (10) years of relevant experience will be considered. Master's Degree in Business Administration, Human Resource Management, or a related field preferred. * Licensure: SHRM-CP/SHRM-SCP or HRCI Certification preferred. * Experience: Five (5) years of experience as a Human Resources leadership. Previous people-management experience is required. Ten (10) years of experience as a Human Resources Director, with five (5) years of people-management experience is preferred. * Skills: Superb written, verbal, and interpersonal skills; ability to effectively present to large groups of people; effective time management skills; flexible and adaptive in accepting and prioritizing assignments; organized and inspiring team leader is required. Advanced knowledge and experience with Microsoft Word, Excel, PowerPoint, Outlook, Ulti-Pro/UKG, and experience in Benefits Administration software is preferred. * Interpersonal Skills: Creative, self-starter attitude; ability to communicate effectively with various populations; organized and self-directed; team management skills. * Physical Effort: Must be able to lift, carry, push, pull, and or twist while holding up to 25 lbs. frequently. * Hours of Work: Full-time, flexible, and varied; evening and weekend hours are anticipated. * Travel: Travel is required within the service area with reimbursement provided at the existing rate of the corporation. Out-of-service area travel may be required to attend conferences and training. Reimbursement for expenses provided according to GLBHC policy. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, or national origin.

Under the direction of the County Administrator/Controller, administers the county's human resources and employee relations program. Coordinates the preparation for the county in the collective bargaining process and is responsible for administering the labor agreements. Represents the county in administrative forums related to employee relations. Coordinates the employment program, administers the wage and salary program, assures all statutory reporting and oversees all other components of the personnel and human relations program. Master's Degree in human resources management, labor relations, public administration, business administration or related field and seven years of progressively more responsible human resources/personnel administration experience preferably in county or local government. Valid Michigan Vehicle Operator's License. Thorough knowledge of the professional public management techniques involved in budgeting, personnel administration, and resource management and the ability to identify and implement new best practices. Thorough knowledge of the principles and practices of government operations, federal and state labor law and case law, employee/labor relations, negotiating and settling collective bargaining agreements, grievances, employee benefit plans, worker's compensation, disability and unemployment processes and budgeting and public administration. Considerable knowledge of applying local, state and federal laws, rules and regulations, developing and directing labor relations and human resources programs, handling employee grievances, negotiating and preparing contracts, and researching, analyzing and interpreting labor law. Current salary range starting at $48.19/hr progressing to $62.79/hr (7-year progression) with a competitive fringe benefit package. Submit a resume and Midland County application to: Midland County Human Resources 220 W. Ellsworth Street, Midland, MI 48640. You can obtain an application from our website at ***************************************** Applications can be emailed to HR. Deadline: Until Filled.

Job DescriptionWolverine Building Group is recognized nationally as a leader in the construction industry. We specialize in industrial, multi-unit residential, healthcare, office, retail, and restaurant construction. We provide quality building solutions through integrity, value and craftsmanship and are a growth company of nearly 200 employees headquartered in Grand Rapids, Michigan with locations in Brighton and Lansing, Michigan. We are seeking a Vice President of Human Resources who can serve as a strategic partner in helping us scale the business. As an organization, we exist to positively impact people and communities. We're proud to be nationally recognized as one of the "Best and Brightest Companies to Work For." Position Summary:The Vice President of Human Resources is a strategic and hands-on leader responsible for building and guiding all aspects of the Human Resources function - including talent attraction and acquisition, employee development, total rewards, employee engagement and relations, compliance, organizational effectiveness, HR operations, and team leadership. Reporting to the CFO, the VP of HR will serve as a trusted partner to the executive team and cross-functional leaders, ensuring HR strategies align with the company's business goals and growth trajectory. This role requires a balance of high-level strategic leadership and the ability to oversee and execute day-to-day HR work. In addition, the VP of HR will play a critical role in supporting mergers and acquisitions, including due diligence and integration activities, as the company expands. Essential Responsibilities: Strategic HR Leadership:•Develop and execute HR strategies that support company goals, growth, and culture.•Serve as a trusted advisor and thought partner to the CFO and senior leaders.•Aligns HR practices with the company's business priorities and evolving workforce needs. Talent Attraction & Acquisition:•Oversee recruitment strategies to attract, hire, and retain top talent.•Ensure effective onboarding and offboarding is in place to support fast and efficient assimilation and exits that protect dignity and employment brand.•Partner with the business on workforce planning to proactively identify short- and long-term headcount and talent needs. Employee Development:•Ensure performance management processes are in place to support employee feedback, accountability, and development.•Build and implement programs for career pathing and growth, leadership development, and succession planning.•Partner with business leaders to identify and address talent gaps. Total Rewards:•Lead the design, implementation, and administration of competitive compensation and benefits programs.•Ensure programs support employee engagement, retention, and compliance.•Oversee annual benefit renewals, open enrollment, and related vendor management. Employee Engagement & Relations:•Lead employee engagement initiatives, including pulse surveys, action planning, and feedback mechanisms.•Partner with leaders on communication and change management strategies that strengthen culture and alignment and promote a positive, inclusive, and high-performance workplace.•Provide guidance and resolution on employee relations matters to ensure fairness, consistency, and trust. Compliance:•Ensure compliance with all applicable federal, state, and local employment laws and regulations.•Oversee creation, maintenance, and communication of company policies and employee handbook.•Partner with internal stakeholders and outside counsel to mitigate compliance risks, monitor regulatory changes, and proactively adjust HR practices. Organizational Effectiveness:•Partner with senior leadership to assess organizational structure and roles to ensure alignment with company strategy and growth.•Lead initiatives to strengthen culture, engagement, and cross-functional collaboration, improving overall organizational performance.•Implement tools and practices that support change management and communication, enabling accountability and clarity across the business. HR Operations:•Manage HR systems to optimize efficiency and ensure accuracy and compliance.•Define and report on HR metrics to support business decision-making.•Drive continuous improvement in HR processes, tools, and systems.•Partner with Payroll, Finance, IT, Marketing, and Safety on cross-functional people matters, internal communication, leave management, workers comp, and safety related items. Team Leadership:•Lead, mentor, and develop a small team of HR professionals, building capabilities within the team to scale with the company's growth.•Create and foster a collaborative, service-oriented team that partners effectively with leaders and employees at all levels.•Model strong leadership, accountability, and a customer / people-first mindset. M&A Support:•Partner with executive leadership on M&A activities, including due diligence, HR assessments, and integration planning.•Develop and execute HR and people integration plans to ensure smooth transitions for acquired employees. Educations & Experience:•Bachelor's degree in Human Resources, Business Administration, or related field required; Master's degree or HR certification (e.g., SPHR, SHRM-SCP) preferred.•10+ years of progressive HR experience, including leadership roles with both strategic and operational HR responsibilities.•Prior experience in construction, engineering/architecture, professional services, or related industry preferred.•Proven experience in talent management, organizational development, total rewards, and employee relations.•Experience with HR systems and technology, including HRIS, ATS, PMS, LMS and other systems or modules. •Experience supporting mergers and acquisitions, including due diligence and integration preferred. Other Knowledge, Skills, & Abilities:•Strong knowledge of employment law and compliance requirements.•Demonstrated success in leading and developing HR teams in growth-oriented environments.•Computer skills and knowledge to conduct daily work, facilitate communication, create and deliver presentations and utilize HR systems and technology.•Demonstrates the ability to work effectively with people of diverse backgrounds and promote a positive working environment.•Earns the respect and trust of others, from frontline employees to executives and with external partners and vendors.•Ability to travel and work remotely up to 10% to attend industry or functional events, support scaling business operations, and visit non-local work offices or project locations in the area, region, and nationally.Joining our collaborative work environment provides opportunities for advancement, competitive wages, and great benefits including:•Low-cost medical insurance options, including a HDHP with HSA match•Dental, vision, basic life, voluntary life, short- and long-term disability insurance• 401(k) retirement plan with 50% employer match•Company holidays, parental leave, and paid time off•Profit-sharing and performance-based bonuses •Personal growth opportunities through training and education; tuition Reimbursement•Opportunities to engage in community involvement Wolverine Building Group is an equal opportunity employer. All qualified applicants and employees will receive consideration for employment, or in terms or conditions of employment, without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, status as a protected veteran, or status as a qualified individual with disability. We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us.

Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Supervises the HR Manager, fostering a high-performing, collaborative, and service-oriented team. Provides coaching, mentorship, and professional development opportunities to build team capabilities. Partners with Chief Workforce Development Officer (CWDO) in advancing strategic workforce initiatives and HR departmental goals. Partners with CWDO to implement HR and workforce strategies aligned with organizational goals. Prepares and delivers reports, metrics, and insights to inform executive decision-making. Champions a culture of continuous improvement and accountability within the HR function and across the organization. Works closely with the CWDO to develop engaging recruiting techniques and appropriately communicate Staffing Committee approvals to HR Manager. Mentors and develops Recruiting team in the innovative sourcing strategies to attract passive candidates in a competitive labor market. Forecasts staffing needs and identifies talent gaps to support long-term workforce planning. Leads the creation, revision, and implementation of personnel policies in alignment with legal requirements and organizational values. Communicates policy changes to staff and ensures appropriate training for management and team members. Analyzes and interprets federal, state, and local employment laws, advising managers accordingly. Serves as a resource to managers and staff for employee grievances, conflict resolution, performance issues, and disciplinary recommendations. Ensures fair and consistent application of HR policies and supports initiatives that foster respect, engagement, and employee recognition. Directs HR-related training in compliance, onboarding, performance management, and leadership development. Partners with CWDO to support broader learning initiatives such as cultural humility, team dynamics, and strategic organizational development. Evaluates benefit programs for cost-effectiveness and employee satisfaction in collaboration with finance. Supports compensation strategy by ensuring pay practices are fair, transparent, and aligned with organizational values. Analyzes incident reports, workers' compensation claims, and unemployment claims. Collaborate with employees, insurance providers, and internal GLBHC Safety staff to ensure appropriate procedures for job-related injuries. Develop systems to monitor and respond to employment-related risk areas, including appeals. Leads the recalibration activity throughout GLBHC on an annual basis. This includes proactively scheduling meetings with Management to review s and their differences across the organization. Regularly attend GLBHC standing committee meetings, including, but not limited to Strategic Leadership, Center Manager, Clinical Leadership, Risk Management, and Safety. May occasionally attend the Board of Directors meeting quarterly to provide updates on HR trends. 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 the job. Duties, responsibilities, and activities may change at any time with or without notice. MARGINAL JOB DUTIES Provides oversight for any proposed research projects by GLBHC employees. Sponsors and participate in organizational and community events and commemorative programs that promote a respectful, welcoming environment for employees and patients. Performs other duties as assigned. JOB SPECIFICATIONS Education: Bachelor's Degree in Business Administration, Human Resource Management, or a related field required. In lieu of degree, at least ten (10) years of relevant experience will be considered. Master's Degree in Business Administration, Human Resource Management, or a related field preferred. Licensure: SHRM-CP/SHRM-SCP or HRCI Certification preferred. Experience: Five (5) years of experience as a Human Resources leadership. Previous people-management experience is required. Ten (10) years of experience as a Human Resources Director, with five (5) years of people-management experience is preferred. Skills: Superb written, verbal, and interpersonal skills; ability to effectively present to large groups of people; effective time management skills; flexible and adaptive in accepting and prioritizing assignments; organized and inspiring team leader is required. Advanced knowledge and experience with Microsoft Word, Excel, PowerPoint, Outlook, Ulti-Pro/UKG, and experience in Benefits Administration software is preferred. Interpersonal Skills: Creative, self-starter attitude; ability to communicate effectively with various populations; organized and self-directed; team management skills. Physical Effort: Must be able to lift, carry, push, pull, and or twist while holding up to 25 lbs. frequently. Hours of Work: Full-time, flexible, and varied; evening and weekend hours are anticipated. Travel: Travel is required within the service area with reimbursement provided at the existing rate of the corporation. Out-of-service area travel may be required to attend conferences and training. Reimbursement for expenses provided according to GLBHC policy. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, or national origin.

Job Description Job Title: Vice President of Human Resources As Vice President of Human Resources, you will be a key member of the Senior Leadership Team, reporting directly to the President. This role is critical in providing inspiration throughout the organization to promote and protect the Ridgeview culture. You will lead strategies around attracting and retaining talent, succession planning, training programs, and talent management that ensure Ridgeview maintains its core culture and has the right talent to drive continued success. About Us: Ridgeview Industries is a leading metal stamping and assembly supplier primarily serving the automotive market. Our privately held company, founded upon Christian principles, currently employs approximately 600 team members across 4 plant locations. Ridgeview is an organization committed to the principles of Teamwork, Integrity, Excellence, and Faith. Ridgeview is an Employee owned company which provides a unique opportunity for employees to help build long-term financial security while strengthening our shared commitment to Ridgeview's future. The ideal candidate for this role will have the following credentials Primary responsibilities: Partnering with Leadership: Collaborate with Senior Leadership to provide guidance on HR initiatives that enhance organizational performance, employee engagement, and retention as well as Ridgeview strategic planning / vision development. Talent and Organizational Development: Work closely with Senior Leadership and HR team, leading our efforts to attract outstanding talent, and retain talent by driving operational effectiveness through training, career development, and succession planning programs. Compensation and Benefits: Develop and manage compensation and benefit strategies that support the attraction and retention of top talent. Employee Relations: Handle and mentor HR Generalist(s), as necessary, through employee relations issues and aide in the resolution of conflicts, all while ensuring compliance with labor laws and regulations. HR Technology: Utilize and propose HR technology that aides with informed decision making and enhances HR processes and systems. Reporting: As a member of the Senior Leadership team, prepare regular reports on HR metrics and strategies to the President and Senior Leadership team, as well as the Board of Directors. Qualifications: Bachelor's degree in human resources, business or a related field. Professional certifications such as SHRM-SCP or SPHR are a plus. 5-10 years of senior level HR experience in employee relations, human resources or related field. Thorough knowledge of employment laws and regulations. Exceptional interpersonal and communication skills, including the ability to build strong relationships, influence key stakeholders, and manage difficult situations through conflict management. Strategic thinking and vision, with the ability to develop and execute HR strategies that align with overall business objectives. Developed and led a robust process of attracting and retaining talent through training programs, succession planning, and career development. Strong analytical and problem-solving skills, including the ability to use HR data for decision making. Why join Ridgeview Industries? It will begin during a visit when you feel the passion of the people and culture that permeates from every contact you make. Or, you may hear from some of our many 15-30+ year co-workers what they love about Ridgeview. Or, you may feel a deep connection with our Mission Statement that was developed by our employees. We are a business with a purpose that goes beyond parts and profits, and we endeavor to be different from other manufacturers in our industry and beyond. Do you believe in and align with our twelve guiding Principles? Teamwork Follow the Process Passion Data Driven Golden Rule Continuous Improvement Trust Personal Growth Communication Pray Hard - Work Hard - Trust God Accountability Excellence in All things Our family-like culture has been shaped for over 45 years of business. We believe in our values, vision and purpose, and seek to continue learning and growing to best serve our employees, customers, suppliers, and community. Is this the place and next chapter for you?

Founded by Detroit philanthropists George and Ellen Booth in 1904, Cranbrook Educational Community is one of the world's leading centers of education, science, and art. Comprised of a graduate Academy of Art, contemporary Art Museum, Center for Collections and Research, House and Gardens, Institute of Science, and more than 1,600 students attending our Pre-K through 12 independent college preparatory Schools, Cranbrook welcomes thousands of visitors and students to its campus each year. Critics have called Cranbrook “the most enchanted and enchanting setting in America” and in 1989 it was designated a National Historic Landmark. The campus is located in Bloomfield Hills, Michigan, about 20 miles north of downtown Detroit. For more, please visit our website: ****************** The Chief Human Resources Officer will serve as a strategic partner to the senior leadership team, leading the development and implementation of dynamic HR initiatives that support the mission and objectives of Cranbrook. Reporting to the Chief Operating Officer, this role demands a visionary leader who can champion a positive organizational culture, foster staff development, and drive excellence in HR. Cranbrook has engaged DSG Global for this search. For consideration, please go to: Chief Human Resources Officer - DSG Global

To support Co-op management by recruiting, integrating, and developing qualified staff. Specific Responsibilities of HR Director CUSTOMER SERVICE A. Lead, uphold & model PFC Customer Service standards and cooperative service vision. B. Ensure staff attends Customer Service training. C. Ensure that Managers are supported with implementation of PFC Customer Service standards. ORGANIZATIONAL SUPPORT A. Develop, administer, and update equitable, legal, cost effective personnel policies. B. Provide HR leadership for a process to review and update policies for uniformity and fairness throughout all departments. C. Issue and update Employee Handbook for staff. D. Ensure compliance with equal opportunity laws in recruiting, hiring, training, compensation and termination. E. Maintain personnel files. F. Maintain records on medical insurance, workers comp, unemployment claims. G. Research and make recommendations on new or alternative benefits DEVELOPING OTHERS A. Design and lead orientations for new staff. B. Design and coordinate customer service, general health & safety, and other appropriate training for managers and staff. C. Counsel staff on development opportunities within the co-op & with outside training. TEAMWORK A. Partner with Hiring Managers on hiring process, resulting in the highest quality candidate selection. B. Work with Hiring Managers to determine need and qualifications for open jobs. C. Train managers in legal aspects of recruiting and interviewing. D. Work with Management Team to plan for future labor needs. E. Work with Bookkeeper to process payroll for staff. F. Explain benefits to staff, enroll employees in insurance, assist staff with questions. MISCELLANEOUS A. Attend board meetings, management team and manager forum meetings as directed by General Manager. B. Perform other tasks assigned by the General Manager. Competency To perform the job successfully, an individual should demonstrate the following competencies: Customer Service Communication Teamwork Managing People Organizational Support Planning/Organizing Qualifications To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Education and/or Experience Bachelor's degree (B.A.) from four-year college or university; or one to two years related experience and/or training; or equivalent combination of education and experience. Language Skills Ability to read, analyze and interpret complex documents. Ability to respond effectively to the most sensitive inquiries or complaints. Ability to write speeches and articles using original or innovative techniques or style. Ability to make effective and persuasive speeches and presentations on controversial or complex topics to top management, public groups, and/or boards of directors. Mathematical Skills Ability to calculate figures and amounts such as discounts, interest, commissions, proportions, percentages, area, circumference, and volume. Ability to apply concepts of basic algebra and geometry. Reasoning Ability Ability to define problems, collects data, establishes facts, and draw valid conclusions. Ability to interpret an extensive variety of technical instructions in mathematical or diagram form and deal with several abstract and concrete variables. Requirements Physical Demands The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. While performing the duties of this job, the employee is regularly required to stand; walk; sit; use hands to finger, handle, or feel and reach with hands and arms. The employee is occasionally required to climb or balance; stoop, kneel, crouch, or crawl and taste or smell. The employee may occasionally lift and/or move up to 25 pounds. Specific vision abilities required by this job include close vision, distance vision, color vision, peripheral vision, depth perception and ability to adjust focus. Work Environment The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. The noise level in the work environment is usually moderate. Other The employee must be available to work a flexible schedule including occasional evenings and weekends.

This position reports to the Chief Operating Officer and is responsible for directing Human Resource functions and activities across a multi-agency organization. Responsible for insuring that the organization has the right talent and effective mechanisms in place to retain quality staff. Creates a high quality, effective and efficient HR function within the organization.

Introduction As the Payroll & HR Officer, you will be responsible for the accurate and timely delivery of Osmoflo's monthly Australian payroll, as well as supporting the Finance team with payroll preparation for our UAE and KSA operations. This hands-on, fast-paced role will suit someone who thrives on accuracy, process improvement, and exceptional service delivery. You will be the go-to payroll contact for employees, maintain the integrity of our HR and payroll systems, and provide essential administrative and reporting support across the PCS team. Osmoflo is a leading global provider of advanced water treatment solutions, specialising in desalination, water purification, and wastewater treatment. With a reputation for innovation, excellence, and sustainability, we are dedicated to delivering high-quality water solutions to a diverse range of industries and communities around the world. Description Key Responsibilities End-to-end monthly Australian payroll processing, including end-of-month and end-of-year activities. Maintain accurate employee records, payroll documentation, and data integrity across systems. Ensure compliance with legislation, awards, taxation, superannuation and statutory reporting requirements. Process final pays, leave calculations, deductions, reimbursements and wage subsidies. Prepare payroll tax, WorkCover levy and other monthly/annual reconciliations. Run payroll, leave, pay rate and costing reports as required. Provide payroll information and support to Finance and external auditors. Process monthly Dubai payroll and support payroll data preparation for UAE/KSA. Maintain and update the HRIS and assist with annual salary reviews, bonus letters and payroll changes. Assist with secondment arrangements, policy and procedure updates, and customised HR reporting. About You You are a diligent, self-starter, personable payroll professional with a strong customer focus and the confidence to work both independently and within a team environment. You bring a high level of technical expertise, strong numerical and reconciliation skills, and a passion for getting things right the first time. Qualifications and Experience Relevant qualifications or experience in payroll operations. Strong understanding of Australian payroll legislation, taxation, superannuation and related compliance. Proven experience with computerised payroll systems and Single Touch Payroll. Advanced MS Office skills (particularly Excel). Excellent communication skills and the ability to liaise effectively with staff at all levels. High attention to detail, accuracy and time-management capabilities. Ability to prioritise, problem-solve and adapt in a dynamic environment. Strong relationship-building skills and a commitment to customer service. Desirable: Experience using ELMO Payroll/HRIS. Experience with WorkCover processes and insurance renewals. Skills And Experiences Why Join Osmoflo? Be part of a global leader in water treatment technology Training and development programs supported Focus on internal advancement and promotion opportunities Access to an Employee Assistance Program Range of discounts via FLARE program A rewarding Staff Referral Program Staff Bonus & Incentive Scheme Career Pathways with Graduate and Apprenticeship programs At Osmoflo, we believe in the impact each individual can have in our success, creativity and culture. We understand that diversity drives innovation and helps us build better solutions for the future. We invite individuals from all backgrounds and lived experience of diversity to join us on our mission to build a sustainable water future. Submit your CV and a Cover Letter outlining your relevant experience and qualifications via the APPLY button. For more information, please contact Ian Sparham, HR Advisor, at *********************** A full Position Description can also be accessed though the APPLY link and then access here Please note over the Christmas period there maybe a delay in responding to your application.

Business Unit: LTL **What you'll need to succeed as a Director, Human Resources at XPO** Minimum qualifications: + Bachelor's degree or equivalent related work or military experience + 7 years of progressive HR experience + Ability to quickly build relationships across the organization and leverage trust to influence outcomes + Proficiency with HRIS tools and ability to interpret and apply data insights to guide business decisions + Availability to work a flexible schedule, which may include extended hours, weekends and overnight shifts + Ability to travel 50% of the time, including overnight stays and air travel + Ability to work onsite at a service center five days per week + Ability to stand, climb stairs, walk on uneven surfaces for extended periods and work on an open-air dock in varying temperatures + Experience leading HR operations in Canada Preferred qualifications: + Bachelor's degree in HR, Business, Communications or Psychology + Professional in Human Resources (PHR), Senior Professional in Human Resources (SPHR), or equivalent HR certification + Experience using technology and analytics to enhance HR processes and outcomes + Demonstrated ability to connect HR initiatives to business strategy and financial results + Familiarity with emerging HR technologies, predictive analytics and ethical data practices + HR experience in trucking, warehouse or retail environments supporting a large hourly workforce across multiple locations + People leadership experience with a proven ability to motivate teams and achieve goals **About the Director, Human Resources job** Pay, benefits and more: + Competitive compensation package + Full health insurance benefits available on day one + Life and disability insurance + Earn up to15 days of PTO over your first year + 9 paid company holidays + 401(k) option with company match + Education assistance + Opportunity to participate in a company incentive plan What you'll do on a typical day: + Develop and assess HR programs, policies and systems that align with business strategy; use HR technology and data to drive continuous improvement. + Partner with Operations on workforce planning and retention strategies; collaborate with Talent Acquisition to enable data-driven recruitment. + Advise and coach managers on employee relations issues; ensure consistent, ethical and timely resolution while demonstrating resilience and sound judgment. + Support selection and assessment for hourly and salaried roles, ensuring compliant, fair and technology-enabled hiring practices. + Drive succession planning and performance management using workforce data, coaching methods, and predictive insights; participate in interviews and selection for key management roles. + Partner with Learning & Development and on-site HR teams to deliver training; support site HR operations and communicate effectively across digital and in-person channels. + Lead onboarding and orientation to ensure new hires understand culture, expectations, and resources; leverage feedback and data to improve the experience. + Lead project teams and serve on committees that enhance workplace culture and address improvement opportunities. Ensure accurate execution and clear communication of corporate programs that impact the employee experience (ex: annual compensation **About XPO** XPO is a top ten global provider of transportation services, with a highly integrated network of people, technology and physical assets. At XPO, we look for employees who like a challenge and can communicate effectively in all situations. We want to leverage your skills and years of experience to drive positive results while ensuring a bright future for yourself and XPO. If you're looking for a growth opportunity, join us at XPO. We are proud to be an Equal Opportunity employer. Qualified applicants will receive consideration for employment without regard to race, sex, disability, veteran or other protected status. All applicants who receive a conditional offer of employment may be required to take and pass a pre-employment drug test. The above statements are not an exhaustive list of all required responsibilities, duties and skills for this job classification. Review XPO's candidate privacy statementhere (********************************************************************* .

Administration/Director of Human Resources Date Available: January 2026 Closing Date: 12/12/2025 at noon Livonia Public Schools is seeking a highly qualified Director of Human Resources who embodies principled leadership, as well as demonstrates and enhances a collaborative spirit and growth mindset. Leadership of the Livonia Public Schools Human Resources Department is a synergistic collaboration between the Deputy Superintendent and the Director of Human Resources. Together, they guide and support the development and success of all district staff members. This leader creates and contributes to highly functioning work environments that exhibit respect, understanding, and advocacy for all individuals and employee groups. The Director of Human Resources will champion and consistently apply best practices in human resource development and personnel administration throughout the District. The Director of Human Resources reports to the Superintendent of Schools and works collaboratively as a member of the Superintendent's Cabinet. The Director, in conjunction with the Deputy Superintendent, is responsible for myriad aspects of the school district's human resources. The Director of Human Resources is responsible for District personnel operations, including recruiting, hiring, orienting, and supporting personnel; and building the capacity and engagement of each Livonia Public Schools staff member. Essential responsibilities of the role also include the negotiation and maintenance of contracts, processing grievances, counseling, disciplining, and discharging certified and non-certified staff; the supervision and organization of the Human Resources office; and developing and implementing District personnel policies. DISTRICT OVERVIEW Livonia Public Schools employs approximately 1,900 staff members, serving approximately 13,100 pre K - post-secondary students. There are 15 elementary schools, 3 middle schools, 3 high schools, 1 career technical center, 1 early childhood center, and 1 vocational and transition center in the school district. The annual budget for the Livonia Public Schools is in excess of $180 million, with state funding of $10,000 per pupil. MINIMUM QUALIFICATIONS Minimum of a master's degree with graduate study in any of the following: administration, labor relations, human resources, educational leadership; or a juris doctorate, or extensive experience in human or labor relations Visionary and creative leadership that promotes team and community building Exhibits exceptional follow-through and initiative to ensure a high level of responsiveness and engagement with others, including within the department and team A demonstrated commitment to building capacity and enhancing the engagement and well-being of our staff A passionate commitment to high levels of engagement and learning for all students Demonstrated commitment to high expectations for staff interactions with students and colleagues, reflective of the District's Collective Commitments, and ability to hold to account those who do not reflect these standards while ensuring accountability when expectations are not met Highly successful administrative experience at the school, district, or organizational level Experience or knowledge in negotiations, labor relations, contract labor management, interpretation, and compliance preferred Evidence of exhibiting knowledgeable and collaborative problem-solving abilities Demonstrated positive interpersonal relationships Successful experience in interviewing, selecting, supervising, and evaluating teachers and administrators, or other public or private employees Proven ability to engage others in the development of a vision, mission, and collective beliefs within the Department of Human Resources Evidence of ability to establish highly effective working relationships with all levels of employees and union groups, which result in conflict resolution, mutual respect, and collaborative results Respect for and commitment to enhancing a diverse workforce, as well as the ability to create a positive, respectful work climate Superior verbal and written communication skills Ability to administer and supervise the Human Resources Office Ability to maintain a high level of confidentiality MAJOR FUNCTIONS AND RESPONSIBILITIES Champion the District's mission, vision, and collective commitments to make decisions that reflect the District's philosophy that places the needs of children and their education first Build and maintain a collaborative, inclusive, and interactive working relationship with personnel at the district and school levels Administer personnel practices with all staff members, such as, but not limited to, hiring, requests for leaves, promotions, transfers, reassignments, resignations, retirements, approval of additional personal business days, jury duty, secretarial overtime, dock pay, disciplinary procedures, pay adjustment approval, and budget monitoring Participate actively in the Superintendent's Cabinet, contributing to short and long-term planning, collaboration, and leadership decisions Provide leadership in the collective bargaining process for Board negotiating teams with the District's employee groups; gather information and research data in preparation for bargaining, and develop and implement negotiation strategies and policies as directed by the Superintendent and the Board of Education Work with District and union leadership regarding contract implementation, problem resolution, and contract intent resolution Conduct individual conferences and personnel counseling with employees relating to health, discipline, job performance, and interpersonal relations. Administer the due process procedure, represent the District in matters regarding the grievance process and arbitration, and negotiate the resolution of grievances and arbitration concerns with union groups Drive recruitment and onboarding efforts, including all job postings, participation in applicable recruitment events, and organizing/leading New Staff Orientation, and oversight of the New Teacher Academy (mentoring program) to attract and retain top talent Work effectively with appropriate Board committees, respond to individual Board member concerns and questions, attend Board meetings, provide updates to the Board on negotiations, and interact with Board members directly at the direction of the Superintendent Work with the District's legal counsel on matters of human resources and personnel matters Remain updated and knowledgeable about employee benefits for staff, including the fiscal and HR implications of those benefits. Stay current with educational developments, legislation affecting education and/or human resources, and participate in professional organizations Develop and recommend policies and procedures related to human resources and labor relations to the Superintendent Work in collaboration with the Division of Instruction on a meaningful and engaging professional development vision and plan Work closely with Finance and Payroll Departments on financial matters as they relate to staff/staffing, labor relations, benefits, and effective payroll operations Collaborate with Pupil Accounting to ensure the accurate and timely reporting of staff-related data (e.g., FTE, certification, assignments) required for state-mandated student enrollment counts and compliance audits Responsible for and/or assisting with employee handbooks, employee contracts, job descriptions, and other publications related to human resources Assist in ensuring that instructional and administrative staff are properly certified and meet all state and federal guidelines pertaining to certification Administer master agreements and provide training, counsel, and interpretation to administrators and supervisory personnel regarding matters of contract intent, District policies and procedures for human resources, and interpretation of related laws and rules Ensure compliance with Title IX regulations and educate staff on harassment prevention and response Maintain knowledge of, and compliance with, workplace state and federal laws, reporting, and record-keeping requirements Represent the District at unemployment, workers' compensation, EEOC, and other labor and employment-related hearings Perform other duties and assume responsibilities as assigned by the Superintendent PROCEDURES: All applicants, including current LPS employees, must complete and submit an application through Applitrack, which can be accessed through the Livonia Public Schools webpage. All applicants must also upload the following to their online application: A letter of intent addressed to Andrea Oquist, Superintendent of Schools A current professional resume Three current letters of recommendation Copies of educational documents (transcripts/certificates, unless already on file within the district) Applicants must submit required documents by NOON on Friday, December 12, 2025. This posting will remain open until the position is filled. The Livonia Public Schools School District prohibits unlawful discrimination on the basis of race, color, religion, sex (including sexual orientation, gender identity, and/or transgender status), national origin, age, height, weight, marital status, handicap, or disability in any of its educational programs or activities. The following person has been designated to handle inquiries and grievances regarding discrimination based on race, color, religion, sex (including sexual orientation, gender identity, and/or transgender status), national origin, age, height, weight, and marital status-Director of Human Resources, 15125 Farmington Road, Livonia, MI 48154 at **************. The following person has been designated to handle inquiries and grievances regarding discrimination based on handicap or disability-Director of Student Services, 15125 Farmington Road, Livonia, MI 48154 at **************.

Title: HR Generalist / Human Resources Director Status: Full Time Caretel Inns St. Joseph is a beautiful and proud skilled nursing and assisted living community, and we are looking for a compassionate and driven Human Resources Director to help us provide the outstanding customer service and care that Symphony Network is known for. We value the contributions of every care provider and team members, and we're dedicated to creating a positive, productive and professional environment where all are empowered to grow and thrive. Job Summary: The primary purposes of the position is to administer and perform payroll functions to facility in accordance with current acceptable accounting and cost reimbursement principles relating to the long-term care operation, and to direct the human resources in accordance with applicable federal, state, and local standards, guidelines, and regulations ensuring that quality personnel are interviewed, trained and employed. Essential Functions: Assist with Payroll (bi-weekly) Employee Engagement and Retention Activities Hiring and New Employee Orientation Process & Maintain Employee Documentation Training Compliance Employee Relations / Corrective Action Process Worker's Compensation / Safety in the Workplace Insurance and Benefits Requirements Qualifications/Experience: Must have 1 years of experience in an HR/Payroll position - including the processing of payroll Paylocity and Smartlix experience is a plus Experience in long-term nursing care or acute healthcare setting preferred but not required Knowledge of state and federal HR laws Experience explaining insurance benefits and managing worker's compensation (safety in the workplace) Approachable, respectful and compassionate Organized and extremely proficient in time management skills Previous healthcare HR experience preferred but not required This position is a hands-on HR Generalist / Director role. Salary Description $47,000-$56,000

• The Human Resources Associate is responsible for the consistent delivery of a broad range of HR support while administering policies, processes, procedures, and programs covering several or all of the following areas: employment and labor relations. * The Human Resources Associate must be committed to providing superior customer service and value, while working with a diverse constituency. * The incumbent is expected to be responsive, excel at problem-solving, and possess the ability to multi-task in a high-volume department. * To be successful in the role, the incumbent must have demonstrated strength in communicating effectively, timely, and professionally. * Proficiency with MS Office, including Excel, and attention to detail is required. Position Type: Staff Required Education: • Associate's Degree in Business. Required Work Experience: • At least one year of recent work experience in or related to Human Resource processes and activities. * Demonstrated proficiency with technology and the ability to perform job functions using MS Office Suite. Required Licenses and Certifications: Physical Demands: * Office Environment * Bending * Moving * Reaching * Sitting * Balancing * Lifting * Pulling/Pushing * Repetitive movement * Standing Additional Education/Experiences to be Considered: • BA degree in Business or Human resources. * Specific experience in administering policies and programs covering several or all of the following areas: employment, recruitment and unemployment * Experience with complex data analysis. * Experience in a higher education or union environment. * Demonstrated knowledge and experience in HRS systems. * Demonstrated knowledge and experience in Banner HR. Essential Duties/Responsibilities: • Serve as the primary contact for position description creation and updates and ensure compliance with contracts, policy, procedures and regulations. * Serve as the primary contact for unemployment processing, monitoring and billing, including serving as our representative at unemployment hearings. * Process employee separations, including communication, system processing for employment tracking, and meetings. Provide timely information to the Benefits staff for their processes. * Prepare the regular Board of Trustees report for Chief Human Resource Officer (CHRO) review. * Assist with the credentialing process of all employees. * Provide information and collect data for the immigration process, work with the CHRO and legal counsel. * Provide information and process in areas such as, but not limited to, position reclassification & blended assignments. * Provide complete, accurate, and timely data entry in the HRS system. * Provide excellent customer service, be responsive to inquires, and work to identify and resolve problems. * Maintain cooperative professional relationships with applicants, employees, peers, supervisor, managers and the community in general, in a professional manner in-person, via email and other interactions. * Responsible for maintaining, reconciling, and auditing HR data. * Collaborate with various University divisions to coordinate annual Employee Service Awards program and event. * Guide faculty and staff in compliance with policies/procedures and contract language. * Maintain compliance with federal and state regulations related to HR responsibilities. * Carry out responsibilities in accordance with University policies, procedures, and applicable laws. * Maintain confidentiality of appropriate HR and employee information. * Consistently demonstrate high standards of responsibility with integrity by supporting the FSU mission, vision, and core values. * Cultivate an environment of belonging that values, respects, supports, and celebrates individual similarities and differences, allowing students, faculty and staff to thrive authentically. * Support, promote, and develop university student enrollment and retention initiatives. * Any other duties assigned within the position classification area. Marginal Duties/Responsibilities: • Assist and serve as a functional back-up to other Human Resource functions. * Provide coordination and support for training and other Human Resources sponsored events. * Provide training on appropriate HR topics. * Receive, log, and process Personnel Action Forms. * Participate in, or chair, various committees as assigned. * Attend meetings and conferences as required. Skills and Abilities: • Communicate effectively and professionally both orally and in writing, * Demonstrated skill in reading and interpreting documents. * Compose original written materials. * Achieve a strong working knowledge of HRIS and applicant tracking system. * Demonstrated basic mathematics skills, sufficient to perform functions such a percentage, pay and other calculations. * Display a high degree of judgement, discretion and confidentiality. * Work cooperatively with a variety of employees, vendors, and departments. * Ability to work under pressure with a high tolerance for interruptions while maintaining a high level of accuracy. * Ability to have a flexible work schedule, when necessary. * Understand complexities of bargaining unit contracts. * Demonstrated successful experience working directly with people from diverse racial, ethnic, and socioeconomic backgrounds. Required Documents: * Cover Letter * Resume * Unofficial Transcript 1 Optional Documents: Unofficial Transcript 2 Special Instructions to Applicants: Unofficial Transcript 1 (REQUIRED): Applicants must attach a copy of an unofficial transcript of Associate's degree in Business. Transcript must include Institution name, applicant name, date degree attained, degree awarded. Finalist will be required to submit an official transcript. Unofficial Transcript 2 (OPTIONAL): Attach a copy of unofficial transcript of Bachelor's degree in Business or Human resources (if applicable as described in the Additional Education/Experiences to be Considered section). Transcript must include: Institution name, applicant name, date degree attained, degree awarded. Finalist will be required to submit an official transcript. Initial Application Review Date: December 1, 2025 Open Until Position is Filled?: Yes Posting Close Date: EEO Statement: Ferris State University, an Affirmative Action/Equal Opportunity employer, is committed to enhancing equity, inclusion, and diversity within its community. Ferris offers employment opportunities to qualified candidates seeking careers in a student-focused environment that values opportunity, collaboration, diversity and educational excellence. Learn more about the Ferris Mission and community atferris.edu. The University actively seeks applications from women, minorities, individuals with disabilities, veterans, and other underrepresented groups. For more information on the University's Policy on Non-Discrimination, visit:Ferris Non-Discrimination Statement. Click here to learn more about working at FSU and KCAD.