Human resources manager jobs in Milwaukee, WI

The Director of Human Resources provides leadership, policy guidance, and strategic direction for all human resource functions at WELS Center for Mission and Ministry (CMM), including employment, compensation, employee relations, resource development, personnel policies, and compliance with employment laws and WELS policies. This role ensures that personnel practices reflect WELS's mission and theology while maintaining compliance with applicable federal and state regulations. The Director also provides human resources leadership and policy guidance to the synod's ministerial education schools, promoting consistent, legally sound, and Christ-centered human resource practices. The position serves as a resource to WELS congregations, schools, and affiliated ministries on personnel, policy, and risk-related matters. Working collaboratively with the synod's areas of ministry, support services, and ministerial education schools, the Director facilitates data-informed decision-making, organizational effectiveness, and continuous process improvement for the synod. ESSENTIAL DUTIES AND RESPONSIBILITIES include the following. * Provides leadership and direction for all human resource functions at the CMM, including employment, compensation, employee relations, personnel policies, and compliance. * Oversees development, implementation, and communication of CMM personnel policies and procedures; ensures consistency with WELS theology and alignment with federal and state employment laws and regulations. * Ensures compliance with all applicable employment laws, regulatory requirements, WELS policies, and reporting obligations; acts as the primary compliance officer for personnel matters. * Maintains, communicates, and tracks acknowledgement of HR policies applicable to CMM employees and to members of boards, commissions, and committees appointed by the Synodical Council. * Supervises Human Resources department staff, including hiring, training, directing work, evaluating performance, and addressing personnel matters. * Directs recruitment, selection, interviewing, hiring, onboarding, and retention of CMM lay employees; collaborates with synod leadership in supporting and advising on the filling of called worker positions. * Develops, updates, and administers the WELS called worker compensation guidelines and salary matrix in collaboration with the synod administration leadership; educates congregations, schools, and affiliated ministries on the application of WELS called worker compensation guidelines and the use of the electronic compensation calculator. * Collaborates with the synod's areas of ministry and Financial Services to develop and align the compensation components of the synod's ministry financial plan. * Develops and maintains classification systems, performance review processes, and compensation structures, and recommended adjustments for CMM lay employee. * Works in close collaboration with the WELS Benefits Plan Office to administer benefit programs. Communicates employee benefits offered to CMM staff. Oversees ACA reporting and compliance requirements for CMM and the four ministerial education schools. * Oversees activities and programs designed to promote a healthy, engaged organizational culture and high employee morale among CMM staff. * Gathers, analyzes, and interprets industry data and performance measurements to coach synod leadership in the effective utilization of employees and process improvement planning. * Manages HR systems and data integrity, including Human Resources Information System (HRIS) records, personnel files, payroll and benefit data, and digital HR resources; ensures human resources information found at wels.net and the CMM intranet is accurate, current, and accessible. * Collaborates with Financial Services to ensure accurate payroll data. * Advises CMM supervisors and synod administration leadership on personnel matters involving performance management, corrective action, conflict resolution, workforce planning, and organizational structure. * Serves as a resource to WELS congregations, schools, and affiliated ministries regarding personnel practices, employment law compliance, compensation, benefits, policy interpretation, and risk management. * Maintains written and electronic personnel documents for CMM employee files to include wage information, disciplinary action and employee training. * Investigates and coordinates responses to allegations of CMM employee misconduct, harassment, sexual misconduct, or abuse in accordance with WELS policy and applicable reporting requirements; maintains confidential and accurate documentation. Assists WELS leadership, congregations, schools, and affiliated ministries with appropriate handling of such allegations involving pastors, teachers, vicars, staff, and volunteers. * Coordinates the employment, pay, benefits, and budgetary aspect of the vicar program in cooperation with Wisconsin Lutheran Seminary. * Coordinates the budgetary aspects of the district president assistant program in cooperation with the Conference of Presidents. * Develops and manages the budget for the Human Resources department. * Facilitates training and development programs for supervisors, managers, and staff across WELS entities; provides ongoing education on personnel policies, supervisory skills, employment law, and HR best practices. * Supports and advises the Synodical Council, including its Compensation Review Committee. * Assists in the vetting and documentation process for nominees to synod boards, commissions, and committees appointed by the Synodical Council; maintains centralized records of nominee data and vacancies. * Performs background checks for volunteers serving at synod-sponsored events to support safety and risk-management practices. * Serves as a member of the CMM Safety Committee to support safe working conditions and compliance with workplace safety standards. * Performs other duties as assigned in support of the mission and ministry of WELS. These requirements are representative, but not all-inclusive, of the knowledge, skill, and ability required to perform this job. Other duties may be assigned.

Build your best future with the Johnson Controls team As a global leader in smart, healthy and sustainable buildings, our mission is to reimagine the performance of buildings to serve people, places and the planet. Join a winning team that enables you to build your best future! Our teams are uniquely positioned to support a multitude of industries across the globe. You will have the opportunity to develop yourself through meaningful work projects and learning opportunities. We strive to provide our employees with an experience, focused on supporting their physical, financial, and emotional wellbeing. Become a member of the Johnson Controls family and thrive in an empowering company culture where your voice and ideas will be heard - your next great opportunity is just a few clicks away! What we offer: Competitive salary and bonus plan Paid vacation/holidays/sick time Comprehensive benefits package including 401K, medical, dental, and vision care On the job/cross training opportunities Encouraging and collaborative team environment Dedication to safety through our Zero Harm policy What you will do: As a part of the HR business partner organization (HRBP), you will be responsible for delivering and executing all human resources services and programs to leaders and teams to provide the organization with the best people talent available and to position the organization as the employer of choice. The position serves as a trusted advisor/consultant to enterprise leaders at director/VP and above within our Digital, Human Resources, and IT teams, regarding talent and human capital opportunities, needs and challenges. The role assesses and responds to HR-related needs as a strategic partner to the business and formulates partnerships across the HR function to deliver valuable service to management and employees that reflects the business objectives of the organization. Acts as an employee champion, talent strategist, and change agent. The position includes global human resource responsibilities for the ultimate purpose of enhancing employee engagement, productivity, and ensuring employee compliance with company policies. Maintains an effective level of business intelligence about the organization's financial position, contributes to the business strategy, shapes its culture and understands its competition. How you will do it: Partner with HR leadership to lead/support human resources programs, including the following: organizational change/effectiveness, process improvements including HR change initiatives, planning, and facilitation; recruitment and talent management, training and development, performance management, compensation administration and diversity, equity and inclusion. Understand and advise the organization on organizational design and development practices. Act as a trusted advisor for employees and management regarding HR-related issues and conflict resolution Work with managers and employees to establish and maintain a positive work environment while driving employee engagement and a high-performance culture. Leverage the full capabilities of the Human Resources (HR) organization, e.g., centers of expertise (COE's), HR service centers, and HR Investigations. Coach and consult leaders and managers on a variety of routine and complex employee relations issues. Provide training on Human Resources programs to customer groups and employees. Participate in the design and implementation of organizational changes and support with the change management process and support leaders and employees in navigating uncertainties. Foster a culture of inclusivity and promote the business benefits of a diverse and inclusive workforce through guiding leaders in achievement of DEI objectives. Leverage reputation as a neutral and approachable HR professional to identify the best solution based on the situation. Actively participate in projects/continuous improvement initiatives from design through implementation. What we look for: Required Bachelor's degree in human resources, Business Administration or related field. Minimum 6+ years experience as an HR generalist or HR Manager experience. Must have strong knowledge of process and best practice in implementation of talent acquisition, performance management, talent management and, where applicable, labor law and labor relations. Must be able to quickly gain trust and build relationships in order to guide collaborative decision making. Proven ability to manage multiple projects simultaneously. Demonstrated ability to work autonomously in ambiguous situations and adapt quickly to change, as well as guide varying levels of the organization through change. Strong process orientation: demonstrated experience in planning and execution of HR processes that deliver consistency and high levels of customer satisfaction. Desire to learn, grow and develop influential leadership skills to foster a collaborative and inclusive team culture. Communicate Strategic HR initiatives and updates to business leaders, ensuring alignment with organizational goals. Proven ability to lead, develop, and be a part of high-performing teams. Leverage technology to view and analyze data, conduct predictive modelling, and AI to make data driven recommendations. Ability to manage through conflict while maintaining strong relationships with stakeholders. Some travel may be required. Preferred Masters degree in Human Resources Experience managing others (hiring, managing performance, etc.) HIRING SALARY RANGE: $100,100 - $133,000 (Salary to be determined by the education, experience, knowledge, skills, and abilities of the applicant, internal equity, location and alignment with market data.) This role offers a competitive Bonus plan that will take into account individual, group, and corporate performance. This position includes a competitive benefits package. For details, please visit the About Us tab on the Johnson Controls Careers site at ***************************************** This will be a hybrid position (3 days in office) at our Glendale, WI office. We will consider remote internal candidates. Hybrid: #LI-Hybrid Johnson Controls International plc. is an equal employment opportunity and affirmative action employer and all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, age, protected veteran status, genetic information, sexual orientation, gender identity, status as a qualified individual with a disability or any other characteristic protected by law. To view more information about your equal opportunity and non-discrimination rights as a candidate, visit EEO is the Law. If you are an individual with a disability and you require an accommodation during the application process, please visit here.

Why Work at Rehlko We have met today's energy needs while planning for tomorrow's for over 100 years. Beginning with the first modern generator, the Rehlko Automatic Power & Light, launched in 1920, Rehlko has been an innovative leader in energy resilience. Our product range includes engines, generators, power conversion, UPS systems, EV components and electrification solutions, microgrid controls and management, clean energy solutions, and much more that serve a broad spectrum of OEM, residential, industrial, and commercial customers. Our priorities are global: the stability from steady energy sources and reliable back-ups. The power to be able to harness energy, and the freedom of not being dependent on an aging centralized grid. The confidence that clean energy solutions offer when it comes to a sustainable world, and the commitment to keep innovating towards greater impact. At Rehlko, our team members are the essential energy that powers our organization's success. We are committed to fostering a safe and sustainable work environment where safety is everyone's responsibility. We empower every team member to actively participate in our Zero Is Possible safety culture by encouraging open communication, proactively reporting hazards, following protocols, and suggesting improvements. Join us in creating an energy resilient world for a better future! Why You Will Love this Job: Location: Hybrid (3 days a week in office) in Glendale, WI We are seeking a dynamic and pragmatic Human Resources Manager with a strong generalist foundation, curiosity to learn advanced Talent practices, and comfort operating in a high-change, growth-oriented environment. The ideal candidate brings at least three years of progressive HR experience, thrives on collaboration, and can influence outcomes without formal authority. This role offers a unique opportunity to develop as a Talent professional, working alongside experienced HR leaders who design and deliver Rehlko's global talent programs. In this role, you will build breadth across performance management, succession planning, development, and organizational effectiveness-while contributing to process improvement and data-driven insights. Specific Responsibilities: Own and deliver talent processes (in part or in whole) across the annual Talent Cycle: Performance Management, Talent Assessment, Succession Planning, Employee Listening, Development, Onboarding, Talent Operations, and Culture/EVP initiatives. Lead and execute talent projects from concept to completion, supporting the continuous improvement of newly launched programs. Analyze and visualize talent data to identify trends, assess program effectiveness, and inform data-driven decisions. Partner and consult with HRBPs and business leaders to diagnose talent challenges and recommend practical, scalable solutions. Facilitate meetings, workshops, or calibration sessions that build alignment and engagement across leaders and teams. Support change management activities including stakeholder engagement, communications, and adoption tracking for new HR initiatives. Champion inclusion, adaptability, and resilience in all talent processes to support Rehlko's culture and leadership principles. Collaborate globally across functions, cultures, and time zones to ensure talent programs reflect diverse perspectives and enterprise needs. Requirements: Bachelor's degree in Human Resources, Business Administration, or related field. Minimum of 5 years of progressive HR generalist experience preferred. Proven ability to manage multiple projects and deliver measurable results. Strong consulting, relationship-building, and communication skills with the ability to influence without authority. Demonstrated analytical and problem-solving capabilities with a pragmatic mindset. High degree of emotional intelligence and self-awareness. Comfortable navigating ambiguity and prioritizing in a fast-paced environment. Preferred Skills: Experience with Workday or similar HRIS platforms. Proficiency in data storytelling or visualization (e.g., Power BI, Tableau, Excel). Familiarity with change management methodologies (e.g., PROSCI, Lean, Six Sigma). Experience supporting or facilitating leadership development or organizational effectiveness initiatives. Demonstrated commitment to diversity, equity, and inclusion in people practices. Certification such as SHRM-CP or PHR is a plus. The Salary range for this position is $88,000.00-$111,150.00.The specific Salary rate offered to a candidate may be influenced by a variety of factors including the candidate's experience, their education, and the work location. About Us Rehlko proudly offers a rich history steeped in creativity and commitment to our associates and communities, along with competitive benefits and compensation. Our Purpose-Creating an energy resilient world for a better future-and Values: Curiosity, Trust, Pace, and Excellence, are important cultural components that shape the way we work and relate to one another. Learn more about Rehlko at ********************************* In addition to the investment in your development, Rehlko offers a benefits package including a competitive salary, health, vision, dental, 401(k) with Rehlko matching, and more!? Rehlko is an equal opportunity employer that prohibits discrimination and will make decisions regarding employment opportunities, including, but not limited to, hiring, job assignment, compensation, promotion, benefits, training, discipline, and termination, without regard to race, creed, color, ethnicity, religion, sex, pregnancy, childbirth, or related medical conditions, genetic information, age, national origin, citizenship, ancestry, caste, mental or physical disability, marital or familial status, sexual orientation, gender identity or expression, genetic information, political belief or affiliation, union membership status, military status, veteran status, or any other characteristic protected by national, state, local, or other applicable laws. Americans with Disabilities Act (ADA) It is the policy of Rehlko to comply with all applicable provisions of the Americans with Disabilities Act (ADA) and corresponding national, state, local, or other applicable laws. Rehlko will not discriminate against any qualified associate or applicant with respect to any terms, privileges, or conditions of employment because of a person's physical or mental disability. Rehlko will provide a reasonable accommodation to associates or applicants with disabilities, in accordance with applicable laws. If you have a disability and require an accommodation in the application process or during the course of employment, please contact *********************. Rehlko is an equal opportunity/affirmative action employer. Our Values Curiosity - Seek, learn, share Trust - Go farther together Pace - Focus to go faster Excellence - Find the win every day

At Citizens Bank we help people, businesses, and communities achieve financial success to build a better future. We hope you will consider joining our team. We are seeking a full time Human Resources Manager to join our Human Resources team. Manage all HR operations for the Bank. Ensure benefits, HR programs and policies are efficient, effective and in compliance with applicable employment laws. Duties and Responsibilities: Manage all areas of HR including Staffing, payroll, benefits, employee relations, performance management programs, and recruiting. Conduct HR staff performance reviews. Review Benefit plan documents for accuracy and gain an understanding of plan design details. Assist Benefit Administrator in distribution of materials and benefit communications to employees, working with Benefit vendors as necessary. Ensure HR processes and policies are in line with current employment legislation. Review practices regularly for compliance and update accordingly. Change/Develop new HR policies/programs and streamline processes where possible based on business needs. Employee relations and problem solving with managers. Ensure clear, thorough employee communications (forms, announcements, policies) from HR department. Ensure all job descriptions are up to date and compliant with all local, state, and federal regulations Manage and maintain the HR system (ADP) and other technologies used by the department, manage upgrades, training, security, and procedures that ensure data integrity. Create/run reports. Assure a well-trained, efficient HR staff, using open communications and fostering a team environment. Any other duties as assigned. Requirements: Bachelor's degree preferred ADP experience preferred 3-5 years HR experience required Effective verbal and written communication skills High degree of confidentiality Proficient computer skills (Word, Excel, e-mail, and HR system management experience is required) Critical Competencies: Accuracy Confidentiality Communication ****Equal Opportunity Employer of Minorities, Females, Protected Veterans, and Individuals with Disabilities**** Our company is an equal opportunity/affirmative action employer. Applicants can learn more about their rights by viewing the federal EEO poster at ********************************************************************************************

Job DescriptionSummary Join our Human Resources team and play a key role in supporting employees and managers across the organization. The HR Generalist manages core HR functions including recruitment, onboarding, HRIS administration, benefits, timekeeping, leave management, safety training coordination, and employee relations. This position serves as the primary HR contact for employees and supervisors at all levels, ensuring compliance with company policies and delivering exceptional support. Essential Duties and Responsibilities This list of duties and responsibilities is not all-inclusive and may be expanded to include other duties and responsibilities, as management may deem necessary from time to time. Talent Acquisition & Onboarding Manage full-cycle recruitment including posting requisitions, screening candidates, scheduling interviews, and administering assessments. Complete pre-employment requirements and facilitate new hire orientation and training assignments. HRIS, Payroll Liaison & Records Maintain accurate employee records and process status changes. Administer timekeeping for attendance and PTO, and coordinate with payroll on changes, retro pay, and deductions. Benefits Administration Oversee employee benefits enrollment and terminations, process life events and eligibility updates, and assist with claims inquiries. Manage COBRA notifications and support ACA/HIPAA compliance and open enrollment logistics. Leaves & Accommodations Administer FMLA and state leave programs, coordinate short-term disability under HR Manager guidance. Employee Relations & Communications Serve as the first point of contact for policy questions, attendance concerns, and minor disputes. Support engagement initiatives, recognition programs, and HR communications. Training & Safety Support Maintain training records and coordinate safety training sessions. Track OSHA logs (300/300A) and manage incident reporting in partnership with Safety. Compliance & Reporting Assist with audits (I-9, HRIS, benefits, payroll), ensure proper file retention and security, and prepare routine HR reports including headcount, turnover, and absenteeism. 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 in human resources, Business Administration, or related field; or equivalent combination of education and experience. 2-4 years of progressive HR experience, preferably in a manufacturing environment. PHR or SHRM-CP certification is a plus. Strong understanding of HR principles, employment laws, and compliance requirements. Proficiency with HRIS systems and Microsoft Office Suite; experience with payroll processes a plus. Excellent organizational skills with the ability to manage multiple priorities and meet deadlines. Ability to handle confidential information with discretion and professionalism. Supervisory Responsibilities None Benefits Medical (Anthem) Dental (Anthem) Vision (Anthem) Life Insurance Supplemental Insurance 401k with matching Paid Holidays Paid Time Off Paid Parental Leave Incentive Plan Work Environment Normal office and factory environment. Slight exposure to dust, noise, fumes, and oils is present. We are great people that make a great product! At Tanis Brush, we design and manufacture various industrial and utility brushes that help other businesses thrive. Our brushes are used for cleaning, sorting, painting, finishing and protecting equipment, machinery, parts and many other applications. Since 1987, Tanis has been known for our vast selection of brush products, resourceful specialty design, engineering capabilities, and exceptional customer service. Tanis Brush provides equal employment opportunities to all employees and applicants for employment without regard to race, color, creed, ancestry, national origin, citizenship, sex or gender (including pregnancy, childbirth, and pregnancy-related conditions), gender identity or expression (including transgender status), sexual orientation, marital status, religion, age, disability, genetic information, service in the military, or any other characteristic protected by applicable federal, state, or local laws and ordinances. Equal employment opportunity applies to all terms and conditions of employment, including hiring, placement, promotion, termination, layoff, recall, transfer, leave of absence, compensation, and training. Powered by JazzHR 1NsRlyYlUr

Exciting opportunity for a strong HR / Compliance and Training Manager to develop and implement programs to enhance employee skills and knowledge and to ensure a safe and healthy work environment by identifying and mitigating potential hazards, implementing safety protocols and ensuring compliance with regulations. Work to maintain a positive and engaging work culture to attract and retain employees. Duties of the HR/Compliance and Training Manager: · Develop, coordinate, and implement all health and safety related programs within the organization · Conduct safety training, orientation and safety audits · Organize, schedule and lead safety committee meetings. · Organize and maintain the company's safety data sheets (SDS). · Investigate accidents and problems and prepare accident reports including Workers' Comp reports · Implement corrective actions for accidents with input from Departmental Heads. · Inspect First Aid Kits/AED and work with vendors. · Annual hearing and blood lead testing. · Update Worker's Compensation and DART information. · Coordinate and handle Hazardous Waste and Wastewater Permits. · Issue LOTO sets and trains on their use. · Professionally represent the company with customers, governmental agencies (including OSHA) and third -party administrators. · Coordination and follow up on Maintenance Work Orders related to safety · Investigate, document and coordinate corrective action on safety issues and concerns throughout the facility. · Create MWO's in system and distribute to Maintenance and President. · Oversee contract janitorial employees, services & supplies. · Job Descriptions & Review of Shop Employees · Update the employee handbook. · Create and update operating instructions and forms for this job required by ISO. · Coordination and scheduling of new hire orientations including safety, cell coordinator, and issue uniforms · New hire and termination checklist coordination for IT including I -9 verification · FMLA administration · Tracking and preparing disciplinary notices. · Serve as back up to data collection/approval of hours. · Enter vacation slips on calendar · Assists in the coordination of special events related to employee appreciation. · Training facilitator for shop related operations including OSHA, Safety and ISO (International Organization of Standardization). · Write and train operating instructions as necessary. · Coordinate the distribution of ISO tests to employees and documentation of test status. · Assist departments with past due documents and send out voting requests as needed. · Assist with annual ISO Audit (HR/Maintenance/ QA) Requirements Qualifications of the HR/Compliance and Training Manager: · Bachelor's degree in Human Resources or Occupational Safety or Business. · Five plus years proven safety/human resources/training experience or equivalent in a manufacturing environment. · Must demonstrate strong leadership and excellent communication skills. · Ability to detect potential hazards and effectively solve issues as they arise. · Full -time onsite position BenefitsHealth Dental VacationHoliday 401K Life Insurance Short term disability Educational Assistance Program

Proven to Perform. From the edges of space to the bottoms of ocean, our materials are proven to perform -- and so is our team. We're hiring high performers as proven as our products. Join us. ATI is currently seeking a Sr HR Manager to join our facility located in Cudahy, WI. The Sr. Manager, HR serves as the lead Business Partner to the Vice President of Operations for Forged Products (FP), an $800M business unit specializing in world-class thermomechanical processing and manufacturing. This organization includes 1,700 employees across seven sites and two countries, represented by seven unions. As a key member of the FP Human Resources team, the Sr. Manager, HR acts as a strategic advisor and driver of labor, talent, and culture initiatives that enable business results. Focus areas include organizational design and effectiveness, succession planning, performance management, recruiting, employee engagement, employee and labor relations, career and capability development, and workforce planning/analytics. Reporting to the Sr. Director, HR, this role leads a team of four-including HR Business Partners and a Labor Relations Manager-supporting ATI's Wisconsin Operations. Responsibilities: Support and execute data driven workforce plans required to deliver the business strategic and operational goals, including labor (union negotiations) recruiting, development, engagement and annual talent assessment processes, while driving a higher performance culture. Develop and drive stakeholder change management plans appropriate to support incremental and transformational organizational change. Act as a coach to operations leadership Provide organization development and effectiveness strategies and solutions which respond to a dynamic and evolving business organization. Manage employee relations, partnering with key stakeholders to develop strategies and mitigate risk. Support and execute key HR processes and initiatives, leveraging and partnering with COEs. Benchmark against human resource/talent best practices and implement innovation and continuous improvement in support of a dynamic, evolving business organization. Champion the development and implementation of enterprise policies and practices that improve the company's ability to recruit, develop, and retain talent. Organize, staff, motivate and lead a highly effective HR team that delivers value to the organization with expert recruiting, training and development, succession planning and other human capital activities. Facilitate positive working relationships and accountability within and across the business and HR function. Travel (

Proven to Perform. From the edges of space to the bottoms of ocean, our materials are proven to perform -- and so is our team. We're hiring high performers as proven as our products. Join us. ATI is currently seeking a Sr HR Manager to join our facility located in Cudahy, WI. The Sr. Manager, HR serves as the lead Business Partner to the Vice President of Operations for Forged Products (FP), an $800M business unit specializing in world-class thermomechanical processing and manufacturing. This organization includes 1,700 employees across seven sites and two countries, represented by seven unions. As a key member of the FP Human Resources team, the Sr. Manager, HR acts as a strategic advisor and driver of labor, talent, and culture initiatives that enable business results. Focus areas include organizational design and effectiveness, succession planning, performance management, recruiting, employee engagement, employee and labor relations, career and capability development, and workforce planning/analytics. Reporting to the Sr. Director, HR, this role leads a team of four-including HR Business Partners and a Labor Relations Manager-supporting ATI's Wisconsin Operations. Responsibilities: Support and execute data driven workforce plans required to deliver the business strategic and operational goals, including labor (union negotiations) recruiting, development, engagement and annual talent assessment processes, while driving a higher performance culture. Develop and drive stakeholder change management plans appropriate to support incremental and transformational organizational change. Act as a coach to operations leadership Provide organization development and effectiveness strategies and solutions which respond to a dynamic and evolving business organization. Manage employee relations, partnering with key stakeholders to develop strategies and mitigate risk. Support and execute key HR processes and initiatives, leveraging and partnering with COEs. Benchmark against human resource/talent best practices and implement innovation and continuous improvement in support of a dynamic, evolving business organization. Champion the development and implementation of enterprise policies and practices that improve the company's ability to recruit, develop, and retain talent. Organize, staff, motivate and lead a highly effective HR team that delivers value to the organization with expert recruiting, training and development, succession planning and other human capital activities. Facilitate positive working relationships and accountability within and across the business and HR function. Travel (

Overview: A leading company in packaging solutions is seeking a Human Resources Manager to lead HR practices that foster a high-performance, employee-oriented culture. This role is responsible for managing all HR services, policies, and programs across the company, with a focus on talent acquisition, compliance, employee development, and organizational culture.Key Responsibilities:· Lead recruiting and staffing efforts· Ensure compliance with employment regulations· Oversee employee onboarding, training, and development· Maintain and update employee handbook and HR documentation· Manage employee relations and engagement· Administer compensation, benefits, and 401(k) programs· Serve on safety and SQF (Safe Quality Food) committees· Advise leadership on HR strategy and initiatives Primary Objectives:· Promote workforce safety· Develop and maintain a productive workforce· Build and grow the HR department· Foster a culture of quality, continuous improvement, and performance Qualifications:· HR certifications a plus (e.g., SHRM-CP, SHRM-SCP, PHR)· Minimum 3 years in HR management, or 5 years in HR with desire for advancement· Strong organizational and project management skills· Excellent verbal and written communication abilities Compensation: 100k-110kLocation: Brookfield, WI

In partnership with the department HR Lead and other HR business units, provide high quality consulting support focused on the Talent Management Cycle and HR process delivery to the business in all areas of HR. Consultation is focused on integrating HR initiatives into the business in order to support overall business objectives. Ensures implementation and sustainability of HR initiatives. Identifies issues and trends related to the workforce. Act as project lead or swat team member in department supported but may assist in other areas as needed. May participate in department leadership initiatives. May have additional responsibilities as a subject matter expert in a specific HR discipline and accountability to a COE as liaison. Primary Duties and Responsibilities * Partners with business leadership and human resource teams to effectively deliver HR processes and programs that drive business results including but not limited to employee relations, performance development, engagement, retention, change leadership and transitions, individual and team development, compensation, diversity inclusion, and talent acquisition. * Provides trusted consultation to people leaders on developing and leading employees while bringing enterprise and outside in business perspectives. * Leads and/or participates in projects and initiatives in HR and/or business areas to further deliver business results. * Facilitates people leader and employee training on various people and talent related topics. Responsible for escalation and feedback loops to HR Business Partners, Human Resource Centers of Expertise, and Shared Operations. * Leverages data and analytics to inform business consultation and talent solutions. Applies data analysis skills and judgment to accurately interpret findings and to provide data insight-based approaches to the business. * Navigates multiple systems and programs including analytic tools, talent management and other HR systems. * Manages multiple priorities, stakeholders and changing business and economic landscapes, flexing work approach and style to support highest priorities across the organization and within HR. * Continually develops skills to maximize value to the business and within the HR organization. Qualifications * Bachelor's degree required in human resources, business or related field. * An equivalent combination of education and progressively responsible work experience emphasizing data driven decision-making, communications, and personal development may be considered. * Minimum of 6 years of human resource experience in more than one HR discipline ideally HR generalist experience with specific experience in at least three of the following: change leadership and transitions, compensation, performance development, employee relations, recruiting, talent management. * Demonstrated business acumen in a variety of business environments to include knowledge in practices, trends, current and possible future policies. * Proven track record of exceptional consulting, project management, analytical and organizational skills with the ability to independently set priorities and carry out multiple, diverse assignments within time deadlines required. * Engages in and models courageous and constructive dialogue; confidence to offer a new and potentially challenging idea to foster conversation and critical thinking; ability to deliver difficult / complex messages and help others understand multiple points of view. * Demonstrated ability to anticipate and respond quickly and creatively to change and shifting, sometimes competing, priorities. Comfort operating through risk and uncertainty in a high-volume work environment. * Demonstrated ability to effectively perform within a matrixed environment. * Superior oral and written communications skills and the ability to build rapport with all staff levels required. * Strong interpersonal skills and the ability to lead/influence people and groups over whom there is no direct authority. * Effective conflict management skills * Flexibility and good judgment. * Ability to handle confidential information in a sensitive manner required #LI-Hybrid, #LI-Onsite Compensation Range: Pay Range - Start: $76,650.00 Pay Range - End: $142,350.00 Geographic Specific Pay Structure: Structure 110: $84,350.00 USD - $156,650.00 USD Structure 115: $88,130.00 USD - $163,670.00 USD We believe in fairness and transparency. It's why we share the salary range for most of our roles. However, final salaries are based on a number of factors, including the skills and experience of the candidate; the current market; location of the candidate; and other factors uncovered in the hiring process. The standard pay structure is listed but if you're living in California, New York City or other eligible location, geographic specific pay structures, compensation and benefits could be applicable, click here to learn more. Grow your career with a best-in-class company that puts our clients' interests at the center of all we do. Get started now! Northwestern Mutual is an equal opportunity employer who welcomes and encourages diversity in the workforce. We are committed to creating and maintaining an environment in which each employee can contribute creative ideas, seek challenges, assume leadership and continue to focus on meeting and exceeding business and personal objectives.

If you are passionate about hiring and developing great talent, have experience leading Human Resources teams in a manufacturing environment, can analyze data to identify and act on trends in Human Resources, and are looking for an opportunity to grow, a role as a Fisher Barton Human Resources Manager might be for you. Human Resource Managers plan, coordinate, direct, and participate in the site's HR functions, including the recruiting, interviewing, and hiring of new staff; consult with site and organizational Leadership on strategic planning; and serve as a link between Leadership and team members. You will: Comply with Fisher Barton Safety and Quality procedures and regulations and business code of ethics Manage the work of HR Generalists, Co-op, Interns, and YA team members if applicable Manage the entire recruitment process, from writing/reviewing job descriptions to interviewing and hiring new team members Facilitate site New Hire orientation sessions Respond to and work to resolve employee issues or concerns. Work with Management Team to resolve issues and investigate allegations where required. Coach and counsel team members, supervisors, and managers to resolve employee relations and performance issues Oversee performance appraisal systems and work with management to set team member performance goals Develop and implement HR strategies and initiatives that align with the company's overall business objectives Communicate effectively with team members, supervisors, site leadership, Human Resources team, and corporate leadership Facilitate annual compliance and other training events Plan and implement training programs and support career development for staff Assist with benefit administration at the local level, including managing FMLA and LOA requests Manage workers compensation claims and track workplace safety metrics Act as primary contact for Unemployment and other labor and H.R. legal issues Lead and administer the company's Time & Attendance program Process site payroll Process site terminations in compliance with organizational protocols Track headcount (hires, separations, LOA, etc.) and provides regular reports Pull reports from HRIS and ERP Systems and analyze data to identify trends The above statements are intended only to describe the general nature of the job and should not be construed as an all-inclusive list of position responsibilities. Responsibilities and impact may crossover technical fields/functions. Required Qualifications: Bachelor's Degree in Human Resources or related field or equivalent work experience 5 years' HR experience in a manufacturing environment Working knowledge of employment laws such as FLSA, FMLA, ADA, DOL, etc. Proficient in MS Office, Word, Excel, PowerPoint Experience working with HRIS and ERP systems Preferred Qualifications: Experience working with ADP and Epicor Ability to communicate in Spanish verbally and in writing PHR or SHRM-CP certification Physical | Visual Demands: Weight amount that would need to be lifted, pushed or pulled: Up to 25 pounds Sit, Stand, Walk Talk/Hear, Use Hands, Reach with Hands and Arms No special vision requirements Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Work Environment: Quiet (Examples: library, private office) Moderate (Examples: business office with typewriters and/or computer printers, light traffic) Loud (Examples: metal can manufacturing department, large earth moving equipment) Work Location: 570 Bluemound Road | Waukesha, WI Shift: 1st Benefits Package: Medical, Dental and Vision Insurance Company Paid Short & Long-Term Disability Insurance Company Paid Employee and Dependent Life Insurance Employee, Spouse and Child Life Insurance Critical Illness Insurance Prescription Drug Benefits 401(k) Retirement Savings Plan with Employer Match Open PTO 10 Paid Holidays per year Health Savings Plans (HSA, FSA and Dependent Flexible Spending Accounts) Eligibility to participate in the ONE Fisher Barton Quarterly Bonus Plan Tuition Assistance Wellness Programs Off-Site Team Building Events And more! Who we are: At Fisher Barton, we combine years of experience across multiple industries to deliver unparalleled innovation. Our world-class talent understands the behavior of materials and develops leading-edge solutions that meet your unique needs. We're more than a source for high-quality parts; Fisher Barton is your resource for the highest quality solutions you'll find-anywhere. Fisher Barton is an equal opportunity employer who welcome and encourages diversity in our workforce. Qualified applicants will be considered without regard to any status or characteristic protected by law.

Ready to take ownership of a role where your decisions directly shape culture, process, and performance? At Bay View Shade & Blind, we know that great workplaces dont happen by accident. They are built with clear communication, steady support, and someone who knows when to lift the blinds and let the right ideas shine through. We are looking for an HR Manager who brings structure, fairness, and a genuinely people-centered approach to rapidly growing organization!! Why BVSB? Bay View Shade & Blind has been around for 99 years!Our family-owned business has builta strong reputationfor providing top-quality products and exceptional service to our customers. When you join our team,yourenot just becoming part of a companyyourejoining a family that values collaboration, growth, and community. We offer a supportive work environment where your contributions are recognized, and your professional development is encouraged.Whetheryourelooking to grow in your career or bring yourexpertiseto a place that values long-term relationships, Bay View Shade & Blind is the perfect place to take your next step. The Role! The HR Manager works closely with the BVSB Management Team to ensure that policies, procedures, and expectations are clearly communicated and consistently applied. This role touches nearly every part of the HR function including hiring, performance reviews, conflict resolution, employee support, and policy development. Your work will help strengthen our culture and ensure that employees feel informed, supported, and valued. Key Responsibilities: Lead recruitment efforts including screening and interviewing candidates Design and implement effective training and development programs Support employee engagement, performance management, and retention initiatives Maintain accurate and compliant employee files and documentation Guide managers through performance reviews and coaching conversations Oversee probationary periods and disciplinary processes Communicate benefit eligibility and assist employees with questions Investigate employee concerns and facilitate fair, timely resolution Review, update, and implement HR policies in alignment with compliance requirements Stay current on employment regulations and best practices Manage time off, leaves of absence, and related reporting Maintain HR systems, organizational charts, and job descriptions Qualifications: Success in this role requires sound judgment, professionalism, strong communication skills, and the ability to support employees and leaders with consistency and care. Attention to detail and a steady, solutions focused mindset are essential. Extensive experience in Human Resources is preferred, previous experience being solo HR for a growing company also preferred.

Job DescriptionThe HR Generalist supports a full range of HR functions with a strong emphasis on HRIS administration and data integrity. This role is responsible for maintaining accurate employee data and providing hands-on HR administrative support throughout busy operational seasons. The ideal candidate is detail-oriented, tech-driven, and comfortable balancing system-focused work with high-volume administrative tasks. Duties & Responsibilities: Serve as primary administrator for the company's HRIS platform, ensuring system accuracy, security, and reliability. Maintain, audit, and update employee records, workflows, and organizational structures. Troubleshoot system issues and coordinate with the vendor or IT as needed. Develop and maintain system documentation, SOPs, and user guides. Support system upgrades, enhancements, and module implementations. Ensure data integrity and perform regular audits to maintain accurate records. Provide data insights to HR leadership to support decision-making. Assist with onboarding and offboarding processes, ensuring seamless employee lifecycle transactions in the HRIS. Provide training and support to employees and managers on HRIS functionality. Support HR initiatives including performance management, benefits administration, and compliance tasks. Maintain knowledge of HR policies and ensure alignment in system workflows. Ensure HRIS processes meet legal, regulatory, and data privacy requirements. Assist in full-cycle recruitment including job posting, sourcing, and screening candidates. Process new hire paperwork Prepare and process employee verification requests within 48 hours (forms, paystubs, etc.) Assist with processing all court orders and garnishments Open all mail received by HR and fill out/fax accordingly Assist with employee W2 mailings Contact past employees to update employee information when we receive returned mail Assist with employee termination letter mailing/filing All other duties as assigned. Qualifications: Bachelor's degree in Human Resources, Business Administration, or related field. 2-5 years of HR experience, including hands-on HRIS administration. Strong understanding of HR processes and employee lifecycle workflows. Proficiency with HRIS platforms (ADP, Paycor, BambooHR, etc.). Excellent organizational, analytical, and communication skills. High attention to detail and ability to maintain confidentiality. Benefits: Competitive salary based on experience Medical, dental and vision insurance benefits Company-sponsored Group Term Life & Short-Term Disability insurance 401k retirement plan with company match Paid vacation and holidays Winter Services LLC is an equal opportunity employer that takes pride in creating a diverse and inclusive workplace. The company complies with all applicable federal, state, and local fair employment practices law. Winter Services strictly prohibits and does not tolerate discrimination against employees, applicants, or any other covered persons because of age, race, religion, color, creed, disability, familial status, sex (including pregnancy, childbirth, breastfeeding, and related medical conditions), sexual orientation, gender, gender expression, gender identity, genetic information, marital status, national origin, ancestry, veteran or military status, or any other characteristic protected by federal, state, or local law. Powered by JazzHR me Q4mmzl4H

_Work Mode: Onsite_ **Opportunity** The HR Manager is a trusted advisor and advocate for employees within Kohler's Hospitality business and is responsible for managing and executing a full range of HR functions driving business and employee success. This position serves as an operational partner providing expertise in talent management, compliance, employee relations and HR operations, owning initiatives that support engagement, retention, and HR value creation. Additionally, the HR Manager has the critical responsibility of partnering with leadership to execute various projects and business initiatives with a people-first mindset, thoughtfully embedding employee impact, communication effectiveness, and change readiness into project plans and implementation. As a key member of HR team, the HR Manager also partners with HR Leadership to foster collaboration, knowledge sharing, and alignment across HR functions to build a cohesive, service-oriented HR culture that supports team and business success. **Specific Responsibilities** + Participate and contribute to business operational and planning meetings to gain insight into associated business and strategic plans. Lead the development of Human Resource plans and actions to best align talent to achieve the business goals. + Establish a strong presence in designated business units to provide hands-on support and serve as a liaison to Enterprise functions and COEs. Establish and maintain relationships with business leadership to build trust, foster transparency, maintain open and honest two-way communication, and collaboration. + Serve as a key partner to driving the employee engagement process, including deployment of engagement surveys, review of results and partnering with assigned leaders on the planning and execution of key initiatives to drive overall business unit engagement. + Execute talent management strategies, including recruitment, onboarding, performance management, and employee development partnering with key stakeholders to implement agreed outcomes. + Support in organizational diagnosis and metrics to drive organizational effectiveness through talent and organizational capabilities and culture. Acts as a catalyst for change by guiding and directing organizational design, development, and change management solutions. + Lead through various HR initiatives including but not limited to: HR processes, procedures, and employment law. Frequently act in the role of mentor for HR team members and operational leadershipteams. + Counsel on complex employee relations issues for businessunits and partner with leaders to execute root cause analyses to address and mitigate future concerns. + Responsible for all necessary regulatory compliance and risk management issues in accordance with geographic regulations. + Guide leadership on individual HR issues, performance problems,terminations, promotions, position creation, job content, job description development and ACTs. + Assist in the talent review process and formulation of associate development plans, identify critical positions and develop succession strategies for those positions. Recommend and implement developmental assignments for selected associates to ensure appropriate development of internal successors, and nurturing of high potential employees. + Support in organizational diagnosis and metrics to drive organizational effectiveness through talent and organizational capabilities and culture. Acts as a catalyst for change by guiding and directing organizational design, development, and change management solutions. + Develop robust talent management plans for associated groups and drive change initiatives by partnering with site managers to attract, retain, develop and engage talent in critical roles. Align with leadership to facilitate development opportunities and create strategies to retain high performing talent. + Keep informed of local market and competitive trends and in partnership with Talent Acquisition team, leverage these insights to develop appropriate HR strategies and solutions. + Support and participate in the execution of the hiring process by serving as a liaison between hiring partners, hiring managers and COEs to facilitate key. With strong talent assessment skills, guide leaders and provide recommendations to ensure the best possible candidates are selected. + Leverage data through HR systems, tools or dashboards to understand and proactively handle issues such as turnover, organizational spans of control and layers, and similar indicators. Establish key tracking with metrics and historical data to monitor the merits of talent management initiatives overtime. + All other duties as assigned by the Manager-HR, Hospitality or Sr Dir-HR, Hospitality. **Skills/Requirements** + Bachelor's Degree in Human Resource Management, Business Management or related field required. HR Certification(s) preferred. + Minimum 5 years in an HR Business Partner capacity, or minimum 7 years of progressive HR experience required. + Substantive applicable work experience together with comprehensive job-related experience in own area of expertise to fully competent level. + Experience as a trusted advisor to management on business issues and business strategy with the ability to link human resources as a driver and influencer of business performance. + Self-motivated, creative problem solver and highly organized with a bias for action, continuous improvement, and team orientation. + Ability to use a high level of tact, diplomacy, discretion and empathy/understanding in a diverse work environment. + Excellent communication (verbal and written) skills, problem solving, organizational and interpersonal skills required along with the ability to navigate conflicting priorities. + Knowledge of organizational competencies required. + Demonstrates leadership and has effective facilitation skills. + Displays technical expertise in Human Resource disciplines. **_Applicants must be authorized to work in the US without requiring sponsorship now or in the future._** _We believe in supporting you from the moment you join us, which is why Kohler offers day 1 benefits. This means you'll have access to your applicable benefit programs from your first day on the job, with no waiting period. The salary range for this position is $96,800 - $149,100. The specific salary offered to a candidate may be influenced by a variety of factors including the candidate's experience, their education, and the work location. In addition, this position is eligible for a performance bonus/variable incentive compensation._ **Why Choose Kohler?** We empower each associate to #BecomeMoreAtKohler with a competitive total rewards package to support your health and wellbeing, access to career growth and development opportunities, a diverse and inclusive workplace, and a strong culture of innovation. With more than 30,000 bold leaders across the globe, we're driving meaningful change in our mission to help people live gracious, healthy, and sustainable lives. **About Us** It is Kohler's policy to recruit, hire, and promote qualified applicants without regard to race, creed, religion, age, sex, sexual orientation, gender identity or expression, marital status, national origin, disability or status as a protected veteran. If, as an individual with a disability, you need reasonable accommodation during the recruitment process, please contact ********************* . Kohler Co. is an equal opportunity/affirmative action employer.

Salary: $60,000/Year As the HR Manager, you will be responsible for overseeing the recruitment, hiring, onboarding, and training of new employees. You will be responsible for handling employee relations, labor relations, unions, workers compensation, and other HR functions. This role will also ensure compliance with company policies, and federal and state laws. As an HR Manager, you function as a strategic HR business partner to the Operations team by providing guidance, insights, and talent solutions that advance departmental and company objectives. To ensure success in this role, the ideal candidate should demonstrate excellent active listening and communication skills, good personal presentation, politeness and tact, and be able to function in a high-pressure environment. This is a management level, hands-on support role. Make Us Apart of Your Career Path. Join Our Team & Apply Today!! What We Offer * Medical, Dental, Vision, Life, AD&D, Disability Insurance, plus 401K options. * Virtual Medical Appointments with Telemedicine. * Paid Time Off, Free Uniforms, Paid Training, and Weekly Pay! * DailyPay Access Program NOW Available! * Discounts on Childcare, Pet Daycare, Vehicles, Electronics, Cell Phone Plans, Travel, and so much more! What Your Day May Look Like * Recruits candidates for position in assigned locations; selects staff and provides orientation for new staff members, utilizes broad range of recruitment sources to meet staffing needs. * Advises operations management in regard to employee retention efforts. * Acts to ensure compliance with FLSA and other applicable statutes and regulations related to HR. * Monitors applicant logs and ensures appropriate selection criteria are established for each open position. * Keeps management and staff advised of new regulations and company policies related to human resources. * Administers employee benefit plans on the local level based on eligibility as defined by company programs and client contracts. * Participates in payroll administration. * May participate in unemployment, wage/hour and EEOC hearings. * Informs employees and management on the interpretation of HR policies, programs, procedures, and applicable laws and regulations. * Provides advice to supervisors and managers on methods and approaches to resolve employee work problems. Position Requirements * Must be at least 18 years of age. * Bachelor's degree in HR related field or Associate's Degree and two or more years of progressively responsible HR experience or combination of equivalent education and experience. * Must have reliable means of communication and transportation. * Excellent computer and technology skills required. * Knowledge of recruiting, onboarding, and training procedures. * Ability to conduct counseling in routine disciplinary matters. * Strong planning and organization skills needed. * Knowledge of state and federal laws preferred. * Ability to handle sensitive and confidential information. * Must be an effective team member and handle projects responsibly. * All candidates must be willing to participate in Securitas' pre-employment screening process, including drug screen and background investigation. If you have a passion to help people, we would like to meet you. We can teach you the rest! Join our team and help make our world a safer place. See a different world. EOE/M/F/Vet/Disabilities

The general function of the position within the organization is to perform complex work related to assisting with the administration of the Court's human resources program, including payroll, recruitment, employee selection, classification, compensation, benefits administration, training, records management and related phases of the human resources program. The position is under moderate supervision. * Conduct new employee orientations to foster positive attitude toward Court's goals and objectives. * Train new employees in completing timecards and accessing electronic personnel records. * Monitor and track onboarding activities * Edit and enter payroll data. * Process personnel status changes, i.e. additions, changes, terminations, etc. * Maintain and update information for department-specific programs * Respond to employee and retiree inquiries. * Ensure that all Administrative Office of the Illinois Courts (AOIC) requirements are met when processing personnel status changes. * Prepare and balance reimbursements for AOIC voucher reports * Provide directions on benefits enrollment for employees, COBRA participants and retirees. * Interpret policy to assist managers and employees. * Track FMLA paperwork and filing for employees. * May verify statement of earnings for accuracy. This job description is not designed to cover or contain a comprehensive listing of all required activities, duties, or responsibilities. Duties, responsibilities, programs, and activities may change, or new ones may be assigned * Coordinates or determines time, place, or sequence of operations or activities based on analysis of data and possibly executes determinations or reports on events. * Instructs or trains others through explanation, demonstration, and supervised practice, or by making recommendations on the basis of technical disciplines. * Requires responsibility and opportunity for achieving major economies and/or preventing major losses through the management of a moderate sized department, authorizing expenditures of large amounts of money, supervising the purchasing of high value materials, supplies and equipment, or providing routine legal counsel. * Reads professional publications; composes complex reports and manuals; speaks formally to groups outside the organization. * Performs work involving policy and guidelines, solving both people and work related problems; requires continuous, close attention for accurate results and frequent exposure to unusual pressure. * Performs work involving policy and guidelines, solving both people and work-related problems; requires continuous, close attention for accurate results and frequent exposure to unusual pressure. Education and Work Experience Requirements (Ed and/or Other Requirements) * Completion of a Baccalaureate degree from an accredited college or university with a degree in Human Resources, business administration, public administration or a related field or equivalent specialized training. * An equivalent combination of relevant education and experience may be substituted as appropriate. * Five years of related experience. Physical Requirements * Prolonged periods sitting at a desk and working on a computer Lake County offers a competitive salary and benefit package. Visit our Prospective Employee page to get additional information on why you should work for Lake County! Any offer of employment is contingent upon the successful completion of a background screening, drug and alcohol testing and may include a pre-employment medical exam. Lake County is committed to being a diverse and inclusive workplace and is proud to be an equal opportunity employer.

Job Description Messer Cutting Systems Senior Human Resources Generalist Menomonee Falls, WI APPLY HERE The Sr. Human Resources Generalist is responsible for performing a wide range of tasks to support the daily operations of the Human Resources Department. The Sr. Human Resources Generalist also assists with strategic planning, advising leadership, and implementing HR initiatives that align with business goals. The Sr. Human Resources Generalist is a trusted advisor and key point of contact for both employees and management. ESSENTIAL DUTIES AND RESPONSIBILITIES: Maintain and distribute personnel status change lists (e.g., new hires, terminations, etc.) Keep abreast of personnel policies, etc., to assist Human Resources Manager in providing information to the workforce and/or seek out and answer questions Act as a liaison between employees and insurance/benefits administrators to resolve any issues or answer any questions Performance appraisal process Complete biweekly payroll maintenance, entering changes into ADP, typing notices to payroll and processing paperwork for employees and other HR files Maintain Sunshine Club Program, bank account, postings, gifts and condolences Assist Human Resources Manager in coordinating Service Awards Program (gift cards, anniversary cakes, etc.) Manage Safety Glasses and Shoes Reimbursement Program Assist Human Resources Manager in coordinating and monitoring FMLA, Short Term Disability and Long Term Disability leaves, ensuring necessary paperwork is provided and keep managers/supervisors/payroll updated as to leave status Assist Human Resources Manager as needed with reporting of work injuries/status and required OSHA postings/reports. Maintain and distribute monthly Worker's Compensation Injury/Illness Report for the President, HR and Plant Manager. Assist Human Resources Manager in developing, conducting, coordinating, and monitoring safety programs and training Assist Human Resources Manager as needed in conducting formal investigations Participate in and coordinate safety meetings and maintain minutes of meetings Assist Human Resources Manager in administering and monitoring the pension and 401(k) retirement savings plans Maintain and update employee information on Fidelity (401[k]) Website Assist in administering insurance plans (e.g., process enrollments/terminations or changes, keep accurate up-to-date information for employee distribution; assist in any renewal process as required.) Monitor, maintain, and administer the Flexible Spending Program Assist Human Resources Manager, as needed, in completing wage and benefit surveys Complete unemployment compensation questionnaires NMSN's etc., under the guidance of the Human Resources Manager Maintain employee files (personnel, medical, 401(k), I9, UI and Insurance) Maintain and update the company bulletin boards and postings Send out annual HIPAA, CHIP, Medicare Part D (update HHS for creditable coverage), Women's Cancer Rights, SARs, etc. required notices to employees Plan and coordinate company events Provide support for employees and supervisors by answering questions, providing guidance, etc. Participate, as needed in employee disciplinary meetings, including terminations Prepare monthly insurance reports for appropriate billing based off of employee benefit elections, changes, terminations, etc. Attend unemployment compensation hearings, as needed Administer bereavement gifts based off of company policy Maintain Access Control System. Process additions and terminations in the system, make changes to security permissions, answer questions, etc. Complete annual ACA reporting Other duties/responsibilities as directed by the Human Resources Manager MINIMUM EDUCATION AND QUALIFICATIONS: Associate's degree or higher in HR-related field, Bachelor's degree preferred 4 or more years of previous Human Resource experience SHRM-CP or PHR certification preferred KNOWLEDGE, SKILLS AND ABILITIES: Strong knowledge of HR policies, procedures, and employment regulations Advanced proficiency in Microsoft Office Suite (Excel, Word, PowerPoint) with the ability to build trackers, dashboards, and polished presentations for leadership Experienced in HRIS payroll maintenance, troubleshooting, and customized reporting, UKG preferred Strong working knowledge of FMLA, ADA, STD/LTD, and other leave programs, including day-to-day administration, case management, employee communication, and coordination with third-party providers Thorough understanding of FLSA classifications, timekeeping compliance, and wage-and-hour requirements to ensure proper exemption status and adherence to federal and state laws Deep knowledge of health and welfare benefits in a self-insured environment, including claims processes, eligibility administration, open enrollment support, and vendor coordination Exceptional interpersonal, written, and verbal communication skills, capable of building trust and credibility at all organizational levels Demonstrated strengths in organization, prioritization, and problem-solving, with the ability to manage multiple confidential matters simultaneously Maintains the highest level of integrity, professionalism, and confidentiality, especially when handling sensitive employee information and complex employee relations issues Self-directed, highly motivated, and able to navigate a fast-paced environment while consistently delivering accurate work and meeting established deadlines PROTECTIVE CLOTHING AND EQUIPMENT: Steel-toe shoes Eye protection WORKING ENVIRONMENT: The work environment characteristics described here are representative of those an Associate encounters while performing the essential functions of this job. Work is performed in a moderate to loud manufacturing environment. The noise level in the work environment is usually moderate. Messer Cutting Systems is an equal opportunity employer and is committed to providing a workplace free of discrimination and harassment. All employment decisions are based on business needs, job requirements, and individual qualifications without regard to race, color, religion, sex, national origin, age, disability, veteran status, or any other protected status. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions of the position. We Make it Easy Founded in 1901, MRA is a nonprofit employer association that serves more than 4,000 employers, covering more than one million employees. As one of the largest employer associations in the nation, MRA helps its member organizations thrive by offering the most comprehensive assortment of HR services, information, education, and resources to help build successful workplaces and a powerful workforce. We partner with these companies working directly with their HR department and leadership to hire their talent. We are a direct line to the company, not an agency recruiter. Powered by JazzHR gu TU9pLd70

Menasha Corporation Employees, please log-in to your Workday account to apply for positions. ABOUT US (AND OUR EXCITING FUTURE) Menasha Corporation is all about possibilities. Our two businesses, Menasha Packaging and ORBIS Corporation, are leaders in their industries, providing corrugated and plastic packaging products and related services to major global companies. Our employees make the difference, proving that great ideas, collaboration and quality turn possibilities into success. Working at Menasha Corporation means that your insights provide cutting-edge solutions for our customers. If you like to make things happen and are passionate about what you do, you're going to want to be here. Join us and become part of the power behind possible. About The Opportunity Designs and administers human resources policies and procedures that cover two or more functional areas. Collects and analyzes HR data, and then makes recommendations to management. Processes paperwork for functional area according to established procedures. May prepare internal employee communications regarding compensation, benefits, or company policies. Essential Job Functions The following duties are normal for this position. The incumbent may perform some or all of these duties; however; it is not an exclusive or all-inclusive list. Other duties may be assigned. Implements human talent strategies, programs and policies to assure company objectives in the areas of safety, productivity, quality, customer service, sales, human capital, cost and profitability Supports successful deployment of talent acquisition/management, employee engagement, leadership development, communications, compensation, and benefits initiatives Provides guidance to site leaders that fosters a high performance workforce and assures compliance with local, state and federal law Assists with employee/labor relations process including conducting investigations, administering disciplinary action and preparing grievance responses as needed Assists with compliance to collective bargaining agreement including contract interpretation and disciplinary and grievance process; assists with arbitration case preparation, labor negotiations and other potential legal matters Supports effective delivery of HR service to assigned site(s) Collects and analyzes key HR metrics to support site business objectives Ensures accuracy and completion of employee related data and documentation Maintains industry, professional and technical knowledge by networking, attending industry events, and reviewing professional publications Education & Experience High School Diploma or equivalent required; Bachelor's preferred 2 years of relevant experience required Professional HR certifications are a plus Knowledge, Skills & Abilities Knowledge of major responsibilities, accountabilities, and organization of the Human Resources (HR) function or department; ability to use and administer the organization's HR policies, strategies and environment Knowledge of and ability to use the organization's and industry's standards, procedures and policies relevant to human resources management Knowledge of federal, state/provincial and local laws and ability to advise on laws and regulations affecting HR practices Knowledge of HR approaches, tools and techniques; ability to inform, guide and advise managers in HR-related initiatives Knowledge of and ability to plan and develop an organization's HR operations in order to increase individual and organizational effectiveness Knowledge of and ability to implement HR related tasks, processes, and projects to ensure smooth daily HR operations Physical Requirements & Work Environment Primarily works in an office environment with occasional time spent in a production and/or warehouse setting Minimal travel required Working a modified shift may be required periodically. #LI-HM1 #MPC Two companies, one vision. Menasha Corporation consists of two companies that are leading the way to a sustainable future with packaging and supply chain solutions. Founded in 1849 and headquartered in Neenah, Wisconsin, we employ over 7,500 employees in 112 facilities in North America and Europe. Our companies are leading corrugated and plastic packaging manufacturers and supply chain solution providers. Our Menasha Packaging Company is the largest independent provider of packaging and supply chain service solutions in North America, designing, printing, and fulfilling graphic packaging, display and merchandising solutions for over 1,800 brands, both in-store and online. Our ORBIS business believes there is a better way to optimize today's supply chains, with reusable packaging products and services. Reusable containers, pallets, dunnage, bulk systems and metal racks improve the flow product all along the supply chain to reduce costs, enhance profitability and add sustainability. Our products and services are used by global, name-brand companies in the food, beverage, health and beauty, over-the-counter pharmaceutical, industrial, automotive, and electronics industries. Come build an exciting, rewarding career with us, where you'll have opportunities to grow. The possibilities are endless. The power is yours! Menasha Corporation and its subsidiaries and affiliates are equal opportunity employers. All qualified applicants will be provided with equal employment opportunities without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, protected veteran status, disability status, or genetic information.

Insperity provides the most comprehensive suite of scalable HR solutions available in the marketplace with an optimal blend of premium HR service and technology. With more than 90 locations throughout the U.S., Insperity is currently making a difference for thousands of businesses and communities nationwide. Behind our success is the unshakeable belief in the value of our people. We value diversity, inclusivity and a sense of belonging. We celebrate work and life events, and we partner with our clients and communities to make great things happen. We have received recognition numerous times as a top place to work, most recently ranking on Glassdoor's "Best Places to Work in the U.S. 2024" list, and U.S. News & World Report's "Best Companies to Work for 2024" list. In addition, we have been recognized for having one of the country's Top 50 Midsize Early Talent Programs by RippleMatch's 2024 Campus Forward Awards. There is no better time to be a part of Insperity, and our best work is yet to come. Learn more at Insperity.com. Why Insperity? Flexibility: Over 80% of Insperity's jobs have flexibility. We want your time to have balance, whether it's spent with coworkers, clients, family or your community. Career Growth: Insperity provides many ways to grow with the company. We offer continuous learning programs, mentorship opportunities and ongoing training. Well-Being: Our total rewards package includes generous paid time off, top-tier medical, dental and vision benefits, health & wellness support, paid volunteer hours and much more. We take care of our people so that you can do your best work. SUMMARY This position is responsible for aligning resources and services to deliver customized Insperity Human Resource (HR) service solutions that result in improved performance management and positively impacts our clients' business. Collaborates with client management and key decision makers to build meaningful relationships and provide guidance as a trusted HR Business Partner. Demonstrates depth and breadth of service and level of care expected with internal and external customers. RESPONSIBILITIES * Manages a book of business by consistently contributing to clients' overall success and growth while maintaining high customer satisfaction and retention. * Advises client management and key decision makers utilizing in-depth knowledge of employee relations, legislation interpretation and application, benefits, wage and hour, employee performance management and development. * Collaborates with client management and key decision makers on alignment of HR business strategy and goals. * Consults with client management and key decision makers on HR-related issues, suggests new HR strategies, and provides HR guidance when appropriate. * Evaluates and anticipates HR-related needs and strategizes with client management and key decision makers on HR-related needs. * Analyzes trends by leveraging internal partners and resources to develop solutions, programs, and policies to ensure compliance and mitigate risk. * Cultivates relationships across internal and client partners to deliver value-added service and solutions to client management and key decision makers. * Manages and resolves complex employee relations issues by conducting effective, thorough, and objective investigations. * Maintains comprehensive knowledge of legal requirements related to day-to-day management of employees to reduce legal risks and ensure regulatory compliance; engages with internal support teams including DE&I, FLSA, background screening, benefits, and COEs. * Delivers performance management guidance to client management and key decision makers, including conflict resolution, coaching, counseling, career development, and disciplinary actions. * Collaborates with client management and key decision makers to improve work relationships, build morale, and enhance teamwork to advance employee retention. * Delivers HR policy guidance, interpretation, and best practice recommendations. * Provides guidance and input on organizational structure and strategizes with client management and key decision makers on workforce and succession planning. * Participates in evaluation and identification of training needs for client management and key decision makers to ensure training objectives are met. * Proactively engages with client management and key decision makers to continually understand evolving organizational strategy and goals. * Ensures all client and client-related interactions are properly and timely documented in the appropriate client management systems and databases. * Assists in the accomplishment of Insperity Company goals. * Helps other employees to accomplish Insperity Company goals. * Performs other duties as may be assigned by department supervisor. * Participates in the Disaster Recovery plan as required. QUALIFICATIONS * Bachelor's Degree in Human Resources, Business Administration or a related field or equivalent work experience is required. * Two to five years of related Human Resources experience is required. * Professional or Senior Professional in Human Resources (PHR, SPHR) and/or SHRM Certified Professional or Senior Professional (SHRM-CP, SHRM-SCP) certification preferred. * Demonstrated knowledge and experience in Human Resources best practices with emphasis on employee relations as well as related federal, state, and local laws and regulations. * Strong customer service experience in a team environment. * Strong business acumen. * Adaptive, resilient, and able to negotiate, and influence behavior toward positive outcomes. * Strong time management, detail-orientation, and organizational skills with the ability to effectively multi-task and prioritize. * Project management skills and experience managing multiple projects. * Communicates tactfully and effectively, verbally and in writing, with all levels of an organization and maintains effective work relations with those encountered in the course of employment. Able to communicate to a wide audience and translate complex human resources issues and concepts into understandable terms. * Effective problem solving/decision making skills. * Proficient in the design and delivery of formal and informal presentations. * Proficiency with Microsoft Office programs and demonstrated ability to learn other applications as needed. TRAVEL REQUIREMENTS Travels: Yes, up to 15% of time This job specification should not be construed to imply that these requirements are the exclusive standards of the position. Incumbent will follow any other instructions, and perform any other related duties, as may be required by the supervisor. Insperity provides a reasonable range of minimum compensation. Actual compensation is influenced by a wide array of factors including but not limited to skill set, level of experience, and specific office location. The range of pay for this role is: Pay transparency range: $59,640 - $67,883 At Insperity, we celebrate the diversity of our employees and our leadership. Insperity is an equal opportunity employer, and all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, disability status, protected veteran status or any other characteristic protected by law, including criminal arrest and/or conviction records.