Human resources manager jobs in Nashville, TN - 225 jobs

The TSUBAKI name is synonymous with excellence in quality, dependability and customer service. U.S. Tsubaki Automotive, LLC is an international tier-one supplier of high-speed chain drive systems to the automotive industry. The Human Resources Manager is responsible for the design, planning and implementation of human resources programs and policies for staffing, compensation, benefits, immigration, employee relations, training, and health and safety. Ensures human resources strategies align with organizational business goals. Evaluates human resources processes and strategies to determine improvements to be made and reports findings to top management. Ensures that project/department milestones/goals are met and adhere to approved budgets. Essential Duties and Responsibilities: The essential duties and responsibilities of this job are included but not limited to this job description - other tasks may be assigned and expected to be performed. Develops and manages recruitment, training, and onboarding procedures Oversees benefits administration, compensation-wage structure, and performance management systems Manages legal compliance, adherence to Company policies, and disciplinary actions Manages employee health and safety programs Administers and manages plant security requirements Advises management regarding appropriate resolutions to employee relations Manages the activities of the Human Resources Department Requirements: Bachelor Degree Required in Business Administration or related Human Resources field of study Equivalent combination of training and 5-10 years of HR manager/supervisory experience HR Certification preferred Demonstrates excellent verbal and written communication skills Demonstrates excellent analytical skills Ability to read and interpret legal documents Ability to collect, analyze and interpret data Ability to write effective reports Proficiency in computer software including MS Word, Excel, Power Point, and HRIS software systems Exhibits required in-depth Human Resources Management knowledge and skills Understands, responds to and supports good employee relationships Strong in-depth knowledge of problem solving and course of action techniques Ability to understand and support complex employee needs and requests Ability to prioritize, coordinate, and think creatively/critically in high stress situations Ability to lead, work in, and foster team related activities Ability to influence others outside the work group Exhibits a sense of urgency regarding work assignments Learn more about U.S. Tsubaki at: ************************* U.S. Tsubaki offers a competitive compensation and benefits package, including health benefits effective on date of hire, dental and vision benefits effective on the first of the month following date of hire, Paid Time Off ("PTO"), 10 paid holidays, generous 401(k) match and profit sharing, annual bonus potential, life insurance, short and long-term disability, flexible spending accounts, commuter benefits, education reimbursement, home and auto insurance discounts, and pet insurance. The estimated salary range is meant to reflect an anticipated salary range for the position. We may pay more or less than of the anticipated range based upon market data and other factors, all of which are subject to change. Individual pay is based on location, skills and expertise, experience, and other relevant factors. Tsubaki is an Equal Opportunity Employer - Minorities/Females/Veterans/Disability PM21 PIac94fcd17099-37***********3

The Human Resources Manager will be responsible for managing all human resource activities, including recruitment, compliance, employee relations, training, and benefits administration. This role is critical in ensuring a strong workforce that meets both operational compliance and industry standards. Responsibilities Lead recruitment and develop strategies to attract and retain skilled painters, sandblasters, fireproofing specialists, and other key staff. Manage the hiring process, including job postings, interviews, and onboarding. Point of contact for all employee inquiries and concerns. Ensure compliance with federal, state, and local labor laws. Develop and implement company policies and procedures. Process all new hires though E-Verify and maintain all I9 Forms and documents. Work closely with the Safety Manager and assist in accident investigations and coordinate workers' compensation claims. Handle employee relations issues, investigations, and conflict resolution. Oversee disciplinary actions and terminations when necessary. Work closely with EAP program and promote services to employees. Promote a culture of continuous learning and career advancement. Partner with supervisors to ensure employees receive necessary certifications and professional development. Manage employee benefits programs, including health insurance, retirement plans, and leave requests. Address employee inquiries regarding compensation and benefits. Implement performance evaluation systems and ensure regular feedback. Support managers in addressing performance issues and employee development plans. Work closely with CFO and Payroll department and assist with Foundation and HRHQ system maintenance. Work closely with Corporate Chaplains of America (Care Coaches) to assist employees in need. Communicate with Giving Committee as employee requests are received. Participate in Strategic Planning with CIP Leadership Team. Qualifications MUST be Bilingual (English/Spanish) Bachelor's degree in Human Resources, Business Administration, or equivalent work experience preferred. 5+ years of HR experience, preferably in the construction, industrial services, or painting industry. SHRM-CP or SHRM-SCP certification preferred. Strong knowledge of employment laws and OSHA regulations. Experience managing recruitment for skilled labor/trades. Excellent interpersonal, communication, and problem-solving skills. Proficiency in HRIS systems.

Our client, located in Franklin, TN, seeks a direct hire VP of HR to join their team. The Vice President of Human Resources reports directly to the CEO and provides strategic and operational leadership for all Human Resources functions. As a key member of the Senior Leadership Team, this role partners closely with executive leadership to support business strategy, organizational growth, and a high-performance culture. Duties: Lead and administer all Human Resources functions, including policy development, compliance with federal, state, and local labor laws, and fostering an inclusive, high-performance workplace culture. Partner with executive leadership on workforce planning, talent acquisition, onboarding, retention, and succession strategies aligned with business objectives. Oversee total rewards programs, including compensation strategy, health and welfare benefits, 401(k) administration, payroll, and vendor management to ensure competitiveness, equity, and compliance. Provide strategic guidance and hands-on support to leaders on employee relations, performance management, coaching, corrective action, and employee transitions. Manage employee recruitment, training, development, engagement initiatives, and company-wide events to support growth, collaboration, and retention. Maintain HR systems, records, reporting, insurance programs, and audit readiness, leveraging data and cross-functional partnerships to support organizational strategy. Requirements: Bachelor's Degree required HR Professional Certification is required 10+ years of direct experience owning and directing all HR functions (including payroll and TA) of an organization Healthcare and/or Insurance industry experience required Experience with small to mid-sized organizations required Title: VP of HR Location: Franklin, TN (fully on site Monday - Friday) Pay: $130k-$150 base salary depending on experience Determining compensation for this role (and others) at Vaco/Highspring depends upon a wide array of factors including but not limited to the individual's skill sets, experience and training, licensure and certifications, office location and other geographic considerations, as well as other business and organizational needs. With that said, as required by local law in geographies that require salary range disclosure, Vaco/Highspring notes the salary range for the role is noted in this job posting. The individual may also be eligible for discretionary bonuses, and can participate in medical, dental, and vision benefits as well as the company's 401(k) retirement plan. Additional disclaimer: Unless otherwise noted in the job description, the position Vaco/Highspring is filing for is occupied. Please note, however, that Vaco/Highspring is regularly asked to provide talent to other organizations. By submitting to this position, you are agreeing to be included in our talent pool for future hiring for similarly qualified positions. Submissions to this position are subject to the use of AI to perform preliminary candidate screenings, focused on ensuring minimum job requirements noted in the position are satisfied. Further assessment of candidates beyond this initial phase within Vaco/Highspring will be otherwise assessed by recruiters and hiring managers. Vaco/Highspring does not have knowledge of the tools used by its clients in making final hiring decisions and cannot opine on their use of AI products.

YOUR ROLE The HR Business Partner (Sr Specialist) for Operations serves as a strategic partner to management and employees, providing HR guidance and support. The HRBP (Sr Specialist) will work closely with management to develop and implement HR strategies that are consistent with the Regional HR direction and align with business goals, enhance employee engagement and promote a culture of continuous improvement. He/she is responsible for talent management, workforce planning, employee relations, compliance and HR KPIs for scope population. WHAT ARE YOU GOING TO DO? Business Partnership Serves as an important resource to business units in the interpretation of human resources policy and procedures, legal compliance, employment law and ensuring knowledge development on HR trends. Partners with Regional HR ensure consistent interpretation and application of CEVA policies. Support BU KPI improvements via people and process. Participate in site GEMBA walks and ensure significant warehouse presence to enable a strong and visible connection to the operations and its workforce. Talent Management Oversee talent acquisition, onboarding, performance management, and succession planning to ensure the organization attracts, retains, and develops top talent. Launch talent management processes (annual performance review, objective setting, people review, training & development plans) to managed population and develop necessary training and communication tools to ensure robust deployment and understanding. Provide day-to-day performance management guidance to line management (e.g., coaching, counselling, career development, disciplinary actions). Collaborate with management to design succession plans for key talents and key job positions. Identifies training needs for business units and individual executive coaching needs. Organization Design & Workforce Planning Identify opportunities for organizational improvement and implement initiatives to enhance employee engagement, productivity, and retention. Provide guidance on organization design (new roles, replacement strategy, job architecture) and ensure consistent application of Group and Ceva principles. Provides guidance and input on business unit restructures, workforce planning and succession planning. Work with leaders to forecast short-term and long-term staffing needs based on targets and projects; assess current skill sets against future business requirements; implement and monitor action plans. HR Metrics & Reporting Update monthly Talent metrics and HR KPIs (turnover, time to fill, gender balance, etc.) for scope population. Analyze HR data and metrics to identify trends and provide insights to support decision-making. Ensures accuracy and completeness for all administrative HR processes (new hire paperwork, benefits enrollment, etc.). Continuously audits information for accuracy and reports any discrepancies in order to maintain data integrity. Compliance Ensure compliance with labor laws, regulations, and company policies. Stay updated on HR best practices and legal requirements. Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partners with the legal department as needed/required. Employee Relations Address employee concerns, conduct investigations and provide guidance on conflict resolution and disciplinary actions. Oversee the consistent application and administration of the Collective Bargaining Agreements (CBA), ensuring alignment with legal and organizational requirements. WHAT ARE WE LOOKING FOR? Education and Experience: Bachelor's Degree or equivalent in Human Resources or Organizational Development Professional in Human Resources (PHR) certification preferred Three to five plus years of progressive leadership experience in Human Resources positions Skills: Specialized training in employment law, compensation, organizational planning, organization development, employee relations, safety training and preventive labor relations Experience in the administration of HR programs and policies Advanced proficiency in Microsoft Office, internet, web-based and job specific software applications Excellent organizational skills Characteristics: Effective oral and written communication skills Excellent interpersonal and coaching skills Ability to analyze complex problems and develop appropriate solutions WHAT DO WE HAVE TO OFFER? With a genuine culture of recognition, we want our employees to grow, develop and be part of our journey. We offer a benefits package with a focus on your wellbeing. This includes competitive Paid Time Off, 401(k), health insurance and an employee benefits platform that offers discounts on gym memberships and a diverse range of retail, travel, car and hospitality brands, including important offerings like pet insurance. We are a team in every sense, and we support each other and work collaboratively to achieve our goals together.

Prefer Candidates from: Manufacturing or Distribution industries. Require candidates with high-growth company experience. *. This position was created due to business growth and the need for a more robust HR function moving forward. This will be the lead HR Operational and Strategic Resource for the company. Top requirements are; Bachelor's Degree in Human Resources, Business or related field. Masters Degree preferred OR PHR, SHRM Certifications Experience with a scaling / high-growth companies required. 15+ years progressive Human Resources experience, with 3+ years in HR Leadership Role Manufacturing, Construction or Distribution Experience preferred Technical Skills - Strong generalist background with broad knowledge of; Talent Acquisition, Existing Talent Assessment, Organizational management / workforce planning, Employee relations, Leadership development, Change Management, Management and Upgrade of policies and procedures, Oversee: Comp & Ben, Employee benefits, Training and development. Thorough knowledge of the principles and practices of Human Resources Management. Supervisory Responsibilities: Administrative supervision of Local HR Support + Build the team to support the business accordingly. Please apply for immediate consideration.

Human Resources Sr. PMO Shift: Monday - Friday (except corporate holidays) 8am-5pm Pay: $62.00 Per hour. The Human Resources Sr. PMO is responsible for providing strategic support and project management in all HR matters for mergers, acquisitions, joint ventures, divestitures and other corporate transactions. Partner with key HR subject matter experts to deliver solutions for integration issues such as: Benefits, compensation, payroll, time and attendance, on-boarding, immigration, talent acquisition, HR compliance, employee relations, change management, training, organization design, job mapping and employee data management. Provide support via counsel, guidance and direction to Division HR Leadership, ILOB HR VPs, Corporate Benefits, Compensation, Payroll, ITG, and the Corporate HRIS Team as it relates to acquisitions. Create and manage project plans to ensure project deliverables and completion dates are met. Oversee and execute HR onboarding of acquired employees. Continuously improve integration by identifying ways to improve the employee experience and meet evolving business needs via automation, increased efficiencies or other types of process improvement. General Responsibilities: Develop and retain key relationships with all parties involved with acquisition and employees onboarding including oversight of functional areas that support the deal including operations and functional areas VP's, HRBP's, payroll, comp, benefits, etc. Support HR operational excellence. Define requirements, manage priorities, and ensure effective functioning of projects. Gather, compile and audit employee data files. Interfacing with multiple support partners and vendors and serve as a key leader in acquisitions. Education/Experience: Bachelor's Degree 3+ years of experience in HR Field 3+ years of experience in project management or equivalent combination of education and/or experience.

Job Information State of Tennessee Job InformationOpening Date/Time01/20/2026 12:00AM Central TimeClosing Date/Time01/26/2026 11:59PM Central TimeSalary (Monthly)$4,057.00 - $5,078.00Salary (Annually)$48,684.00 - $60,936.00Job TypeFull-TimeCity, State LocationNashville, TNDepartmentTransportation LOCATION OF (1) POSITION(S) TO BE FILLED: DEPARTMENT OF TRANSPORTATION, DAVIDSON COUNTY This position is located in the Human Resources Division - Region 3 - Employee Engagement - HR Support Section. For more information, visit the link below: Qualifications Education and Experience: Graduation from an accredited college or university with a bachelor's degree. Substitution of Experience for Education: Qualifying full-time professional or paraprofessional human resources experience may be substituted for the required education on a year-for-year basis to a maximum of four years. Necessary Special Qualifications: None. Examination Method: Education and Experience, 100%, for Preferred Service positions. Overview Summary: Under immediate supervision, performs human resources administrative work of routine difficulty; and performs related work as required. Distinguishing Features: This is the first level in the HR Generalist series. An incumbent in this class is employed in the Department of Human Resources (DOHR) or one of the shared services agencies. An incumbent in this class is responsible for implementing human resources services including: prepare, process and maintain human resources transactions and performs less complex analysis; may act as the human resources generalist for a small to medium size field office or institution such as a correctional facility, or for a medium sized department. This class differs from the HR Generalist 2 in that an incumbent of the latter performs human resources work of a more difficult nature and may mentor employees of this class. Responsibilities Provides guidance and advice on human resources processes and procedures such as the payroll system and timekeeping policies and procedures, appropriate transaction codes for use in human resources related data entry and record keeping, the hiring processes and procedures as required, appropriate forms for use with requested human resources changes and transactions, proper departmental procedures related to the accomplishment of their daily workload. Prepares, processes, reviews and corrects human resources documents such as employee appointments, promotions, demotions, reclassifications, flex class changes, separations, terminations, transfers, retirement, information changes, leave and attendance, supplemental payroll, unemployment and performance management processing and in addition to other human resources activities. Enters employee information, including but not limited to schedule information, general and personal information, leave information, worker's compensation, and other human resources related transactions, into appropriate database tracking software specific to the state and agency, electronic and paper tracking logs and spreadsheets, and other forms. Identifies changes in employee status including but not limited to: leave status, personal / general information changes, benefits status, etc. Verifies applicants' general information, previous employment, education, compliance with necessary and special qualifications, and possession of required licenses or certificates. Calculates salary, service and longevity dates, leave balance adjustments, overtime, timesheet corrections and other adjustments as required. Prepares and maintains a variety of records and reports such as transaction records, employee files, lists of employees recommended for performance increases and promotions, job specification files, EEO planning, performance management records, longevity records, leave and attendance records, employee work schedules, overtime reports, and payroll reports. Conducts agency specific and specialized training for agency employees to facilitate change and improvement initiatives. Explains employee benefits to new employees with questions on topics including but not limited to retirement and insurance policies and procedures, flex benefits, 401k, education reimbursement, sick leave bank, leave accrual, FMLA, workers compensation, military leave, etc. Handles and audits personnel files and other employee documentation to ensure completeness, accuracy, compliance to facilitate file organization, research, and requests from business partners. Competencies (KSA's) Competencies: Customer Focus Communicates Effectively Instills Trust Nimble Learning Decision Quality Knowledge: Basic knowledge of human resources policies and procedures related to training, compensation, benefits, timekeeping, and personnel information systems management Basic knowledge of customer and personal service principles and best practices Basic knowledge of departmental, state, and federal laws, rules, regulations, policies, and procedures related to human resources transaction processing Basic knowledge of word processing, spreadsheet and office productivity software (Microsoft Office Suite) Basic knowledge of computer operation Basic knowledge of mathematics (arithmetic) Basic knowledge of clerical processes and procedures. Skills: Basic time management skills Active listening skills Critical Thinking Basic writing skills Basic speaking skills Basic reading comprehension skills Basic mathematics skills Service Orientation Basic skill in the coordination of one's own workload Active learning skills Abilities: Deductive reasoning Problem sensitivity Basic written comprehension ability Basic written expression ability Basic oral comprehension ability Basic oral expression ability Basic mathematical reasoning ability Static strength ability Speech clarity ability Tools & Equipment 1. Personal Computer 2. Telephone 3. Fax Machine 4. Printer 5. Copy Machine 6. Scanner 7. Calculator 8. Other office related equipment as required

Are you ready to join a fast-paced, innovative team making a real impact in the renewable energy industry? Join Shoals Technologies Group (NASDAQ: SHLS), a leading provider of electrical balance of systems (EBOS) solutions for solar and energy storage. Headquartered just north of Nashville, Tennessee, we have been driving industry innovation since 1996 by delivering cutting-edge technologies that improve efficiency, safety, and reliability for solar systems worldwide. With over 60 GW of solar systems deployed globally, we're setting the standard for the renewable energy industry. We are a collection of engineers, renewable advocates, curious minds, and collaborators. Our manufacturing facilities in Tennessee and Alabama, along with sales teams across Spain and Australia, enable us to power clean energy solutions across Europe, Latin America, Africa, and Asia-Pacific. We push boundaries and challenge each other to design, develop, and deliver solutions with the potential to change the world. We are the rebellious hero. Summary: The Human Resources Business Partner (HRBP) serves as a trusted advisor to business leaders, aligning people strategy with organizational goals. The HRBP provides strategic and hands-on support in the areas of employee relations, talent management, organizational design, workforce planning, and culture initiatives. This role ensures that HR practices drive performance, engagement, and retention while reflecting Shoals values. HR Business Partner Duties and Responsibilities: Partner with leaders to understand business objectives and support HR solutions that drive results. Provide data-driven insights to guide decision-making on talent, workforce planning, and organizational effectiveness. Support change management initiatives to ensure smooth transitions and adoption Lead workforce planning, succession planning, and talent reviews within assigned business groups. Partner with Talent Acquisition to address current openings and forecasted needs. Support performance management processes, including goal setting, check-ins, and reviews. Partner with Talent Acquisition to address current openings and forecasted needs. Conduct salaried onboarding and orientation to ensure a smooth transition for new employees. Lead the salaried termination process to ensure all offboarding procedures are followed. Assist in updating and maintaining HRIS data to ensure accurate record-keeping. Promote programs that drive employee engagement, recognition, and culture-building. Maintain knowledge of trends, best practices, and regulatory changes in training and human resources. Serve as a primary point of contact for employee relations matters, ensuring fair and consistent resolution. Support annual HR processes (compensation planning, engagement surveys, benefits enrollment, etc.). Partner with Total Rewards on compensation and benefits matters to ensure fairness and competitiveness. Other duties as assigned. Qualifications Bachelor's degree in human resources, business administration, or a related field preferred. Minimum 5+ years of experience in human resources, preferably in a manufacturing environment. Strong knowledge of HR regulations and compliance. Demonstrated experience in developing and leading company-wide training initiatives. Exceptional communication, problem-solving, and relationship-building skills. Experience in a manufacturing or fast-paced environment preferred. Ability to work independently and as part of a team. Ability to speak Spanish a plus. Proficiency in HRIS systems and MS Office applications. Shoals Technologies Group, LLC provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state or local laws. This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation, and training.

Job DescriptionSalary: $20-$22 Avanti is seeking a Full-Time HR/Safety Coordinator for our manufacturing plant in Clarksville, TN. Avanti specializes in nonwoven materials used in medical, hygiene, industrial, and agricultural products. As an HR/Safety Coordinator, you will assist in a wide range of HR and safety tasks, such as recruiting, onboarding, conducting new hire orientation, and helping employees enroll in benefit plans. You will utilize HRIS systems to maintain accurate and confidential employee records, while also serving as a point of contact for employees' HR-related inquiries. The goal is to ensure the smooth and effective operation of the HR/Safety department, delivering maximum value to the organization. Main Responsibilities Assist in administration of compensation and benefit plans Assist in talent acquisition and recruitment processes Conduct employee onboarding and help organize training & development initiatives Provide support to employees in various HR-related topics and resolve any issues that may arise Promote HR programs to create an efficient and conflict-free workplace Assist in development and implementation of human resource policies Undertake tasks around performance management Assist in employee performance reviews process Maintain employee files and records in electronic and paper form Help to enhance job satisfaction by applying new perks and benefits and organizing team building activities Ensure compliance with labor regulations Develop and enforce safety policies and procedures to ensure compliance with Occupational Safety and Health Administration (OSHA) regulations and company guidelines. Conduct regular safety inspections and audits of the workplace to identify potential hazards and implement corrective measures to mitigate risks. Organize safety training sessions for employees, including new hire orientations, hazard awareness, emergency response procedures, and proper use of protective equipment. Investigate workplace accidents and incidents, document findings, and provide recommendations to prevent future occurrences. Ensure the companys adherence to safety laws, regulations, and standards. Stay up-to-date on industry regulations and best practices. Promote a safety culture by encouraging employee involvement in safety initiatives and maintaining open communication on safety concerns. Oversee the proper usage, maintenance, and replacement of personal protective equipment (PPE) and other safety-related equipment. Other duties, as assigned Requirements/Qualifications Bachelors Degree in Human Resources, Business, or a related field Minimum of 3+ years of relevant HR experience, with manufacturing experience preferred Knowledge of general HR policies, procedures, and labor laws (e.g., ADA, FMLA, FLSA, COBRA, ERISA) Proficiency in MS Office; experience with HRIS systems (e.g., BambooHR, ADP) a plus Knowledge of workers compensation and safety regulations Strong communication, problem-solving, and attention to detail Desire to work collaboratively in a results-driven environment Certification in safety or health-related fields (e.g., OSHA certifications) is preferred Benefits All Full-Time employees are eligible to enroll in a variety of benefits after completion of a waiting period, including medical plan options, dental, vision, and other voluntary coverages, like short term disability, accident insurance, critical illness coverage, and more! Employees can also participate in a 401k Plan plus Employer Match and accrue Paid Time Off. A basic life/AD&D insurance plan is provided at no cost, with the option to purchase additional coverage! Schedule Requirements Hours: Full-time, typically 40-45 hours per week. Some weeks may require more hours, e.g. open enrollment, performance review cycles, etc. Location: On-site in Clarksville, TN Physical Working Conditions Must be able to sit for long periods of time Be able to communicate effectively with others, both verbal and written Be able to type and use a computer and other office equipment, such as a copier, printer, phone, or calculator Must be able to work alone and around others Occasional presence may be required in warehouse/production areas, which are not climate-controlled; ability to work in uncontrolled climates is required Offers for employment will be contingent on successful completion of pre-employment screening, including a background check, drug screen, and employment/education verification.

Our client is looking for a Vice President of Human Resources. The Vice President of HR plans, directs, implements, and oversees human resources policies and activities such as employment, recruitment, compensation, benefits, training, employee relations, and communications for corporate and branch locations by performing the following duties: Plans, develops, organizes, implements, directs, and evaluates the organization's human resource function and performance. Participates in the development of the organization's plans and programs as a strategic partner, but particularly from the perspective of the impact on people. Translates the strategic and tactical business plans into HR strategic and operational plans. Evaluates and advises on the impact of long-range planning of new programs/strategies and regulatory action as those items affect the attraction, motivation, development, and retention of the people resources of the organization. Develops staffing strategies and implementation plans and programs to identify talent within and outside the organization for positions of responsibility. Identifies appropriate and effective external sources for candidates for all levels within the organization. Develops human resource planning models to identify competency, knowledge, and talent gaps and develop specific programs to fill the identified gaps. Areas of activity will include talent management through proper succession planning programs for key contributor and management positions, training and development programs for preparing employees for more significant responsibilities, and general business development programs to enhance employee knowledge and understanding of the business of the company and the industry. Develops progressive and proactive compensation and benefits programs to provide motivation, incentives, and rewards for effective performance. Develops programs to allow the organization to embrace applicants and employees of all backgrounds and to permit the full development and performance of all employees. Coordinates the activities, programs, and strategic HR plans of other HR departments throughout the organization. Provides technical advice and knowledge with others in the HR department. Develops appropriate policies and programs for effective management of the people resources of the organization. Included in this area would be programs for employee relations, affirmative action, sexual harassment, employee complaints, external education, and career development, among others. Establishes credibility throughout the organization to be an effective listener and problem solver of people issues. Oversees and conducts investigations of alleged violations of company policies and procedures and recommends appropriate corrective action and disciplinary action. Reviews responses to employment-law related charges, including EEOC, DOL, NLRB. Provides coaching to management on personal and organizational growth. Continues improving the programs, policies, practices, and processes associated with meeting the strategic and operational people issues of the organization. Collaborates with legal counsel to establish and maintain a company-wide Affirmative Action Plan and 1-9 verification and participation. Evaluates the HR division structure and team plan for continual improvement of the efficiency and effectiveness of the group as well as for providing individuals with professional and personal growth opportunities. Participates in planning and coordination of large-scale transitions; and Oversees all regulatory and compliance aspects of the Human Resource function. Other duties may be assigned by the CHRO: The Ideal Candidate will have: Bachelor's degree (B. A.) from four-year college or university in Human Resources/Business Management or related field Seven (7) years of related experience PHR certification and/or SPHR certification preferred Master's Degree preferred

Human Resources Consultant - URGENTLY NEEDED!!! ABCO Maintenance is a Commercial Facility Maintenance/Construction Company that has been serving the Tri-State area 7 days a week/ 24 hours a day for over 60 years. We are actively recruiting an experienced Human Resource Consultant to join our team. Use your experience as an HR lead to help us grow! Why work with ABCO? Salary starting at $70K+ depending on experience. Weekly Compensation Medical, Dental, Vision, 401K Benefits Vacation and Sick time Available This position supports New York City and multi-States Equipment Provided The Human Resource Consultant responsibilities include but are not limited the following: Reviewing and implement policies and procedures to our employees General HR Administrative support to our managers and employees Support recruitment and on boarding, hiring, training and audits Performance Management and reviews Benefits administration Employee engagement Please apply online or in person at the below address: 2524 Forest Avenue, Staten Island, NY 10303

We are the leading provider of professional services to the middle market globally, our purpose is to instill confidence in a world of change, empowering our clients and people to realize their full potential. Our exceptional people are the key to our unrivaled, culture and talent experience and our ability to be compelling to our clients. You'll find an environment that inspires and empowers you to thrive both personally and professionally. There's no one like you and that's why there's nowhere like RSM. As a Human Resources Outsourcing (HRO) Associate at RSM, you will play a critical role in delivering comprehensive HR consulting and outsourced HR services to small and mid-sized businesses across diverse industries. You will act as a key HR partner to multiple clients, ensuring compliance, operational efficiency, and effective HR service delivery. This role requires strong HR generalist expertise, the ability to navigate multi-state employment environments, and adaptability to shifting priorities and business needs. Hybrid Position: Remote work is available most days, with occasional in-office collaboration required. Responsibilities: * Serve as a primary HR point of contact for assigned clients, managing day-to-day HR operations such as onboarding, offboarding, benefits administration, payroll coordination, and employee relations. * Advise clients on HR policies, multi-state compliance requirements, and employment regulations, ensuring adherence to legal and best practice standards. * Assist in the development and optimization of HR workflows, employee lifecycle processes, and operational efficiencies tailored to client needs. * Leverage experience with HRIS and payroll systems (e.g., Paychex, ADP, Rippling) to support client HR operations, data integrity, and system implementation. * Guide clients on best practices for performance management, coaching, disciplinary actions, and conflict resolution. * Support HR assessments, prepare HR compliance reports (EEO-1, OSHA), and ensure documentation and policies align with federal and state regulations. * Assist in building repeatable, scalable HR processes that enhance service delivery across multiple client organizations. * Effectively communicate HR updates, present findings to clients, and collaborate with vendors and leadership to drive HR initiatives. * Contribute to proposal development and support business development activities by demonstrating HR subject matter expertise. Basic Qualifications: * Bachelor's degree in Human Resources, Organizational Development, Business Administration, or related field. * 2+ of HR Generalist or HR Consulting experience with exposure to multiple HR functions. * Experience with HRIS and payroll systems (Rippling, ADP, Paylocity, UKG, Paychex, etc.). * Multi-state HR experience, including knowledge of state-specific employment regulations. * Strong ability to multi-task, manage competing deadlines, and support multiple clients. * Exposure to HR assessments, compliance filings (EEO-1, OSHA), and HR reporting. * Knowledge of employee benefits administration, onboarding, and offboarding. * Strong written and verbal communication skills for client interactions and stakeholder management. * Proficiency in Microsoft Word, PowerPoint, and Excel. * Ability to adapt to a fast-paced, evolving work environment. Preferred Qualifications: * SHRM and/or HRCI certification * Experience in HR outsourcing or HR consulting firms * Benefits certifications or insurance licenses are a plus At RSM, we offer a competitive benefits and compensation package for all our people. We offer flexibility in your schedule, empowering you to balance life's demands, while also maintaining your ability to serve clients. Learn more about our total rewards at ************************************************** All applicants will receive consideration for employment as RSM does not tolerate discrimination and/or harassment based on race; color; creed; sincerely held religious beliefs, practices or observances; sex (including pregnancy or disabilities related to nursing); gender; sexual orientation; HIV Status; national origin; ancestry; familial or marital status; age; physical or mental disability; citizenship; political affiliation; medical condition (including family and medical leave); domestic violence victim status; past, current or prospective service in the US uniformed service; US Military/Veteran status; pre-disposing genetic characteristics or any other characteristic protected under applicable federal, state or local law. Accommodation for applicants with disabilities is available upon request in connection with the recruitment process and/or employment/partnership. RSM is committed to providing equal opportunity and reasonable accommodation for people with disabilities. If you require a reasonable accommodation to complete an application, interview, or otherwise participate in the recruiting process, please call us at ************ or send us an email at *****************. RSM does not intend to hire entry level candidates who will require sponsorship now OR in the future (i.e. F-1 visa holders). If you are a recent U.S. college / university graduate possessing 1-2 years of progressive and relevant work experience in a same or similar role to the one for which you are applying, excluding internships, you may be eligible for hire as an experienced associate. RSM will consider for employment qualified applicants with arrest or conviction records. For those living in California or applying to a position in California, please click here for additional information. At RSM, an employee's pay at any point in their career is intended to reflect their experiences, performance, and skills for their current role. The salary range (or starting rate for interns and associates) for this role represents numerous factors considered in the hiring decisions including, but not limited to, education, skills, work experience, certifications, location, etc. As such, pay for the successful candidate(s) could fall anywhere within the stated range. Compensation Range: $62,800 - $103,400

Director of Human Resources As the Director of Human Resources at OneMagnify, you'll step into a pivotal strategic leadership role that shapes our organizational future. This position serves as the trusted advisor and primary HR point of contact for designated department leaders, effectively functioning as the Head of HR for assigned business units. You'll drive our people strategy forward while ensuring perfect alignment with our overall business objectives. In this high-impact, high-visibility role, you'll anticipate organizational needs, proactively identify challenges, and implement innovative solutions in talent management, organizational design, workforce planning, and employee engagement. Join our dynamic team in Detroit and make a meaningful difference in our organization's success. About you You're not just an HR professional; you're a business leader who happens to specialize in people. You are a proactive problem solver and strategic thinker who anticipates challenges and develops solutions before they impact the business. You are a relationship builder and influencer with outstanding interpersonal skills who can build trust and rapport with people at all levels. You are a champion of people and culture who believes that a positive and inclusive work environment is essential for success. You are a continuous learner, always ready and willing to explore new approaches or find ways to innovate existing practices. What you'll do Serve as a trusted advisor and strategic partner to department leaders, acting as their primary HR point of contact. Create and implement tailored people strategies that directly align with strategic objectives and contribute to long-term growth. Anticipate organizational needs and proactively identify challenges related to talent, structure, workforce planning, and employee engagement. Partner with leaders to create and implement effective talent acquisition and retention strategies. Lead and influence cross-functional initiatives, ensuring seamless execution from strategy development to implementation. Navigate complex employee relations issues with sensitivity and discretion, balancing the needs of the business with a people-first approach. What you'll need 7+ years of experience as an HR Business Partner or HR Leader supporting senior leadership. Experience in marketing, technology, or consulting industries is a plus. Proven ability to own and lead HR strategy for business units with minimal oversight and demonstrated success building and implementing strategic HR plans. Exceptional influence, relationship management, and problem-solving skills that drive organizational change and improvement. Excellent verbal and written communication skills with the ability to articulate complex information clearly and concisely to diverse audiences. A bachelor's degree or equivalent experience in Human Resources, Business Administration, or a related field. Master's degree a plus. Why join OneMagnify At OneMagnify, we believe our people are our greatest asset. Based in vibrant Detroit, you'll work in a collaborative environment where your strategic vision and leadership will directly impact our organization's success. This full-time, in-office role offers the opportunity to shape our company culture, drive meaningful change, and advance your career at the intersection of business strategy and human resources excellence.

Property Description Margaritaville Hotel Nashville offers an exciting and unique opportunity for job applicants looking to be a part of a vibrant and fun-loving hospitality team. Located in the heart of downtown Nashville, Tennessee, our hotel embodies the laid-back and colorful Margaritaville lifestyle, providing an unforgettable experience for our guests. As a team member, you will have the chance to work in a dynamic and energetic environment, where every day feels like a celebration. With opportunities for career growth, ongoing training, and a supportive work culture, Margaritaville Hotel Nashville is the perfect place to advance your hospitality career. Join our team of dedicated professionals and contribute to creating memorable experiences for our guests. Apply now and take the next step in your hospitality journey with Margaritaville Hotel Nashville! #Margaritaville #NashvilleJobs #HospitalityCareers #HotelJobs #TeamMargaritaville #MusicCity Overview Are you a dynamic and strategic HR professional looking to make a significant impact on a thriving hospitality organization? Join our team as the Director of Human Resources and lead our HR initiatives to attract, develop, and retain top talent. With your expertise and passion for creating a positive work environment, you will drive our HR strategies, enhance employee engagement, and foster a culture of excellence. Bring your energy, enthusiasm, and leadership skills to shape our organization's success and empower our greatest asset-our people. Summary: Lead and oversee all HR functions for our hotel/resort, including recruitment, talent management, employee relations, and HR policies and programs Develop and implement innovative strategies to attract and retain top talent in the hospitality industry Drive employee engagement initiatives and foster a positive work culture Ensure compliance with employment laws and regulations Implement performance management and recognition programs to enhance employee performance and motivation Collaborate with senior leadership to align HR strategies with organizational goals Provide guidance and support to managers and employees on HR-related matters Stay updated on industry trends and best practices to enhance HR effectiveness If you are a results-oriented HR professional with a passion for creating exceptional employee experiences and driving organizational success, we invite you to apply for the position of Director of Human Resources. Join our team and be at the forefront of shaping our culture and building a talented workforce. Apply now and become part of an organization that values its people and believes in their growth and development. Qualifications Bachelor's degree or minimum 4 years HR experience, prior hotel experience preferred Strong and effective communication skills Ability to interpret and advise property management according to employment laws of jurisdiction Ability to communicate effectively with the public and other Team Members Strong employment law, recruiting and retention background a must Experience with Affirmative Action helpful Strong knowledge of HR laws and regulations, including EEO, FMLA, ADA, and OSHA Experience leading employee engagement, performance management, and talent development programs Ability to manage a diversified workforce Demonstrates a high degree of confidentiality and common sense Ability to work in a stressful environment and remain flexible to constant change SHRM-CP or SHRM-SCP certification preferred Benefits Davidson Hospitality Group is an award-winning, full-service hospitality management company overseeing hotels, restaurants, dining and entertainment venues across the US. A trusted partner and preferred operator for Hilton, Hyatt, Kimpton, Marriott, and Margaritaville, Davidson offers a unique entrepreneurial management style and owners' mentality that provides the individualized personal service of a small company, enhanced by the breadth and depth of skill and experience of a larger company. In keeping with the company's heritage of delivering value, Davidson is comprised of four highly specialized operating verticals: Davidson Hotels, Pivot, Davidson Resorts and Davidson Restaurant Group. In keeping with the company's heritage of delivering value to its owners and team members, Davidson offers a rich benefit program with a variety of benefits designed to enrich the lives and well-being of our team members and their families. Multiple Tiers of Medical Coverage Dental & Vision Coverage 24/7 Teledoc service Free Maintenance Medications Pet Insurance Hotel Discounts Tuition Reimbursement Paid Time Off (vacation, sick, bereavement, and Holidays). 401K Match Working at Davidson is like nowhere else. It's less of a job, more of a calling. It's part career, part revolution. Because whatever you do here, you play a part in helping redefine the way quality hospitality is delivered to our guests, our clients, our partners, and each other. EOE AA- Minorities/Females/Vet/Disability/Gender Identity/Sexual Orientation Davidson Hospitality is a drug free workplace. Pre-employment drug test and background check required. We participate in E-Verify. #LI-MH1

Department: Plant Office Administration (Non-Exempt) Employment Type: Full Time Compensation: $25.00 - $31.00 / hour Description Fluency in Spanish is required The Human Resources Specialist will perform multiple tasks and services to support effective and efficient operations of the organization's human resource department. Key Responsibilities Reasonable accommodation may be made to enable individuals with disabilities to perform these essential functions. * Maintains accurate and up-to-date human resource files, systems, records, and documentation. * Update HRIS accurately and consistently. * Answers frequently asked questions from applicants and employee owners relative to standard policies, benefits, hiring processes, etc.; refers more complex questions to appropriate senior-level HR staff or management. * Responsible for verifications of employment sent to the HR department. * Assist with coding of HR related billing. * Leads and supports full-cycle recruitment efforts, including creating job postings, sourcing candidates, screening resumes, coordinating interviews, and facilitating the selection and hiring process. Partners with hiring managers to understand workforce needs, ensure timely staffing, and promote a positive candidate experience while aligning with company values. * Manages onboarding and all new hire paperwork, ensure I9s and E-Verify are properly completed. * Maintains the integrity and confidentiality of human resource files and records. * Performs periodic audits of HR files and records to ensure that all required documents are collected and filed appropriately. * Provides administrative support to the HR department. * Assists with payroll functions including reporting, processing, answering employee questions, fixing processing errors, and distributing checks. * Conducts or assists with new hire orientation and onboarding. * Assists with planning and execution of special events such as benefits enrollment, organization-wide meetings, employee owner recognition events, and retirement celebrations. * Back up for Office Administrator. * Performs other duties as assigned by management. Skills, Knowledge and Expertise EDUCATION AND FORMAL TRAINING: * High school diploma, or equivalent required; associate or bachelor's degree in related field preferred. * Minimum of 2 years of human resources experience. KNOWLEDGE, SKILLS, AND ABILITY: * Excellent verbal and written communication skills. * Excellent interpersonal skills with the ability to manage sensitive and confidential situations with tact, professionalism, and diplomacy. * Excellent organizational skills and attention to detail. * Proficient with Microsoft Office Suite or related software. * Paylocity experience preferred but not required. * Bilingual in Spanish required. Benefits Benefits * Employee-owned * Advancement Opportunities * Weekly pay * Insurance coverage that includes medical, dental, vision and life insurance and flexible spending accounts * 401(k) with employer match * Paid holidays and competitive vacation/sick pay plans * Tuition assistance program * Employee stock ownership program (ESOP)

With over 110 years of success, Nixon Power Services is the world's largest distributor of Rehlko Power (formerly Kohler Power) generators. We operate in an environment where flexibility and a willingness to take on new responsibilities keep things interesting! We value team members who are passionate, down to earth and have a “can do” attitude, and enjoy providing premium services to customers.

University School of Nashville Human Resources Director Reports to: Chief Financial Officer Purpose: To administer the day-to-day HR operations in alignment with USN's mission and with a focus on best practices, continuous improvement, and making USN a great place to work Responsibilities Oversee the Human Resources Management System using USN's current vendor, including all aspects of the employee life cycle from prospective employee through exit process Develop recruitment strategies, showcase USN as an employer of choice, support hiring managers, oversee creation of appropriate hiring documents, maintain interviewing guidelines, provide needed training to hiring committees, and ensure successful employee orientation and onboarding Manage and optimize payroll and benefits programs and administration, including payroll, time and attendance, wellness initiatives, leave requests, vendor management, compliance, and employee communication, among others Serve as lead for coordination, communication, and administration of Benefits Open Enrollment and for new employee onboarding. Provide support and development on interviewing skills, employee coaching, performance management, training and development resources, and other employee-related topics Train and support supervisors in documentation and follow-up that may be required in situations involving and investigation and/or a Performance Improvement Plan Lead efforts associated with important employment related policies and practices including those related to diversity, equity and inclusion and standards of employee conduct and maintenance of the employee handbook Build ongoing employee communication including maintenance of the HR Resource portal on the USN's website Address employee relations issues sensitively, fairly, and clearly; manage employee separation processes as required Ensure compliance with federal and state statutes/laws such as FMLA and ADA, providing direct support to the employee and guidance to the supervisor for individual circumstances Coach and train other employees who support the human resources function Establish an open, trusting, and welcoming presence with employees and be available to answer questions and help with problem-solving on any issues or concern Perform other duties as determined by the Chief Financial Officer and, in some cases, the Director Qualifications and Experience Bachelor's degree required; graduate degree preferred Five years of relevant experience including 3+ years of human resources experience required; preference will be given to those with education and/or non profit experience, as well as those with experience working in inclusive communities Professional certification through HRCI or SHRM, required Demonstrated human resources knowledge and experience, with increasing responsibilities over time Experience working with data and analytics to inform human resources strategies Skills and Abilities Project management, problem-solving, and people management skills Excellent verbal and written communication skills Possess a track record of personal productivity and impact, and prioritize effectively for maximum impact Possess strong interpersonal skills conducive to working with a collaborative team and instrumental in establishing and sustaining effective working relationships Possess mathematical and system management skills needed for the effective operation of the Human Resources Management System, as well as to support payroll and decision-making. Be flexible with time and availability, as needed Eager involvement in school life beyond daily responsibilities Act with integrity and honor confidentiality Qualifications The School University School of Nashville is an independent, non-sectarian, co-educational day school with enrollment of over 1,000 students in kindergarten through twelfth grade. In 1915, the George Peabody College for Teachers opened Peabody Demonstration School, USN's predecessor, which earned acclaim for its curriculum and faculty. In 1974, Peabody College announced plans to close PDS, and a group of parents, alumni, students, and teachers reconstituted and re-chartered the school as University School of Nashville. USN's midtown location adjacent to Vanderbilt University and its Peabody College for Teachers reminds us each day of our beginnings over 108 years ago in the demonstration school culture of innovation and educational best practices. It's a vibrant educational community for both students and teachers in the midst of a dynamic city. In the USN community, students expect much of each other, and faculty benefit from that high standard. We seek educators who are enthusiastic about their own learning to complement their work and we offer many opportunities for professional growth. USN is committed to creating an institutional environment that mirrors the cultural and ethnic composition of greater Nashville. USN encourages a diverse applicant pool and provides equal employment opportunities for employees and job applicants. Please be prepared to upload the following items through USN's online application for this position: Cover Letter Resume

**_What HR Information Systems contributes to Cardinal Health_** Human Resources designs, implements and delivers human resource programs and policies, including recruitment, talent management, diversity and inclusion, compensation and benefits, among others. This function anticipates and plans for long-term human resource needs in alignment with business strategies. HR Information Systems creates, tests and implements HR service delivery strategies and support HR business processes using HR information systems. This job family selects and manages relationships with HRIS vendors, identifies HRIS needs and capabilities, and tests new features of the system as they are implemented. HR Information Systems also processes employee information, maintains employee records and prepares statistical summaries and reports from the HRIS to support management and other internal stakeholders. **_Responsibilities_** + Monitors HR information needs and designs new or modifies existing functional processes to meet changing requirements. + Researches, analyzes, designs, maintains and communicates functional processes & solutions in support of human resource administration and projects. + Analyzes, develops and documents enterprise HR business processes aligned to HR policies and programs. + Understands and analyzes HR data relationships across all business processes and solutions. + Identifies root cause, evaluates enterprise impacts and develops solutions for data and business process breakdowns. + Owns HR data governance by ensuring overall understanding of related policies and that processes and practices incorporate appropriate data protection activity. **_Qualifications_** + Bachelor's degree in related field, or equivalent work experience, preferred + 4-8 years of experience supporting Workday, preferred + Experience with full life-cycle support of Workday modules including requirements gathering, configuration and testing strongly preferred **_What is expected of you and others at this level_** + Applies comprehensive knowledge and a thorough understanding of concepts, principles, and technical capabilities to perform varied tasks and projects + May contribute to the development of policies and procedures + Works on complex projects of large scope + Develops technical solutions to a wide range of difficult problems + Solutions are innovative and consistent with organization objectives + Completes work; independently receives general guidance on new projects + Work reviewed for purpose of meeting objectives + May act as a mentor to less experienced colleagues **Anticipated salary range:** $80,900-127,050 **Bonus eligible** : No **Benefits:** Cardinal Health offers a wide variety of benefits and programs to support health and well-being. + Medical, dental and vision coverage + Paid time off plan + Health savings account (HSA) + 401k savings plan + Access to wages before pay day with my FlexPay + Flexible spending accounts (FSAs) + Short- and long-term disability coverage + Work-Life resources + Paid parental leave + Healthy lifestyle programs **Application window anticipated to close** : 1/21/2026 *if interested in opportunity, please submit application as soon as possible _The salary range listed is an estimate. Pay at Cardinal Health is determined by multiple factors including, but not limited to, a candidate's geographical location, relevant education, experience and skills and an evaluation of internal pay equity._ _Candidates who are back-to-work, people with disabilities, without a college degree, and Veterans are encouraged to apply._ _Cardinal Health supports an inclusive workplace that values diversity of thought, experience and background. We celebrate the power of our differences to create better solutions for our customers by ensuring employees can be their authentic selves each day. Cardinal Health is an Equal_ _Opportunity/Affirmative_ _Action employer. All qualified applicants will receive consideration for employment without regard to race, religion, color, national origin, ancestry, age, physical or mental disability, sex, sexual orientation, gender identity/expression, pregnancy, veteran status, marital status, creed, status with regard to public assistance, genetic status or any other status protected by federal, state or local law._ _To read and review this privacy notice click_ here (***************************************************************************************************************************

Job Information State of Tennessee Job InformationOpening Date/Time01/20/2026 12:00AM Central TimeClosing Date/Time02/02/2026 11:59PM Central TimeSalary (Monthly)$4,057.00 - $6,099.00Salary (Annually)$48,684.00 - $73,188.00Job TypeFull-TimeCity, State LocationNashville, TNDepartmentMilitary LOCATION OF (1) POSITION(S) TO BE FILLED: DEPARTMENT OF MILITARY, ADMINISTRATION DIVISION, DAVIDSON COUNTY This position is designed to work 60% remotely from home. Qualifications Education and Experience: Graduation from an accredited college or university with a bachelor's degree and experience equivalent to one year of professional human resources work. Substitution of Experience for Education: Qualifying full-time professional or paraprofessional human resources experience may be substituted for the required education on a year-for-year basis, to a maximum of four years. Substitution of Education for Experience: Additional graduate coursework in human resources or other related acceptable fields may be substituted for the required experience, on a year-for-year basis, to a maximum of one year. OR One year of professional general human resources experience with the State of Tennessee. Necessary Special Qualifications: None. Examination Method: Education and Experience, 100%, for Preferred Service positions. For Executive Service positions, Minimum Qualifications, Necessary Special Qualifications, and Examination Method are determined by the appointing authority. Overview Summary: Under general supervision, performs professional human resources administrative work of average difficulty; and performs related work as required. Distinguishing Features: This is the working level class in the HR Analyst sub-series. An employee in this class is assigned a variety of professional human resources management duties including: internal and external EEO matters; employee relations; managing agency performance evaluation, career counseling, employee feedback and other employee services programs; employee development and training; interviewing; supervising human resources transactions, payroll and benefits sections; monitoring organizational structure and classification; interpreting and enforcing human resources rules, regulations, policies and procedures. This class differs from HR Analyst 1, in that an incumbent of the latter functions in an entry level capacity. This class differs from HR Analyst 3 in that an incumbent of the latter performs work of a more difficult nature and serves as a supervisor for employees of this class. Responsibilities Interpreting the Meaning of Information for Others: Interprets a variety of current human resources rules, regulations, policies, procedures, and documentation for internal and external business partners to facilitate understanding, enhance communications, and ensure compliance. Explains semi-specialized matters or human resources procedures and regulations to the general public, persons in other departments or divisions, or outside organizations and representatives as required. Training and Teaching Others: Conducts agency specific and specialized training for agency employees to comply with departmental, state, and federal laws, rules, regulations, guidelines, processes, and procedures, facilitating change, and improving initiatives. Conducts new employee orientations/on-boarding meetings as required to educate new hires on departmental, state, and federal laws, rules, regulations, guidelines, benefits, processes, and procedures. Prepares training and standard operating procedure documentation to facilitate the work and training of internal business partners. Conducts benefits meetings to educate employees on available benefits and changes to existing benefits. Analyzing Data or Information: Conducts job analyses to identify tasks and competencies related to performance in various classifications. Analyzes processes, policies, and procedures using human resources reporting and documentation to develop recommendations for changes in operations which affect the economy, efficiency and quality of agency operations and services. Determines the appropriateness of salaries for employees using salary surveys and pay plan information to ensure appropriate compensation. Analyzes human resources related investigations, disciplinary actions, separations, and exit interview information to identify trends and inform reporting. Analyzes human resources transaction documents and reports for employee appointments, promotions, demotions, reclassifications, flex class changes, separations, terminations, transfers, retirement, and information changes in operating agencies to identify trends, changes, and other relevant factors and inform reporting. Analyzes leave and attendance documents, overtime reports and payroll, supplemental payroll, longevity, and performance evaluation processing documents in addition to other human resources transactions activities to identify trends, changes, and other relevant factors. Analyzes survey data collected by the agency to determine its relevancy to and effects on human resources processes and procedures and inform reporting. Judging the Qualities of Things, Services, or People: Assesses employee disciplinary and performance evaluation documentation to inform recommendations to management. Assesses candidate applications to determine qualifications and inform decisions on who should be interviewed. Providing Consultation and Advice to Others: Notifies supervisory personnel of possible violations of departmental, state, and federal laws, rules, regulations, guidelines, policies, and procedures. Advises internal and external business partners on the appropriate application of departmental, state, and federal laws, rules, regulations, guidelines, policies, and procedures for human resources decision making to ensure compliance and effective business practices. Assists internal business partners with investigations of employee relations issues according to departmental, state, and federal laws, rules, regulations, guidelines, processes, and procedures to develop an action plan for resolving the issue. Assists in the development of supplemental questions for positions based on the competencies identified in the classification specification to ensure compliance with departmental, state, and federal laws, rules, regulations, and policies. Makes recommendations for changes in operations which affect the economy, efficiency and quality of agency operations and services. Advises peers on proper departmental procedures related to the accomplishment of their daily workload. Evaluating Information to Determine Compliance with Standards: Audits important, detailed, and/or complex human resources records, documentation, and transactions to determine compliance with departmental, state, and federal laws, rules, regulations, guidelines, processes, and procedures. Evaluates time and attendance for employees worker's compensation, FMLA, 120 day appointments, leave without pay, and other types of extended leave to determine compliance with departmental, state, and federal laws, rules, regulations, guidelines, processes, and procedures. Evaluates employee pay and salary recommendations submitted by internal business partners to determine compliance with departmental, state, and federal laws, rules, regulations, guidelines, processes, and procedures. Evaluate employment decisions made by employees and management to determine compliance with departmental, state, and federal laws, rules, regulations, guidelines, processes, and procedures. Evaluates employee hiring and retention decisions against EEO planning to determine compliance with departmental, state, and federal laws, rules, regulations, guidelines, processes, and procedures. Evaluates candidate and employee qualifications to determine compliance with minimum qualifications and/or necessary and special qualifications. Evaluates employee and candidate background check results to identify possible findings and determine next steps. Evaluates human resources related physical and electronic documentation using departmental guidelines, policies, and procedures to ensure compliance with standards. Audits organizational hierarchies and supervisory assignments to ensure chains of command are up to date and valid. Processing Information: Prepares a variety of reports with recommendations for action in areas including but not limited to: attendance, benefits, equal employment opportunity issues; classification and organizational structure; selection and retention; occupational safety and health; employee relations; and other general human resources issues. Prepares and corrects leave and attendance documents, overtime reports and payroll, supplemental payroll, pay differentials, longevity, unemployment, and performance evaluation processing documents in addition to other human resources transactions activities. Prepares, processes, and corrects human resources transaction documents for employee appointments, promotions, demotions, reclassifications, separations, terminations, transfers, retirement, and information changes. Corrects human resources transaction documents submitted by operating agency staff for appointments, promotions, demotions, separations, terminations, reclassifications, transfers, retirement, and information changes. Calculates salary, service and longevity dates, leave balance adjustments, overtime, timesheet corrections and other adjustments as required. Codes human resources transactions using appropriate guidelines to inform evaluations and auditing. Prepares, processes, and corrects information related to special projects, highly confidential transactions, and high profile transactions as assigned. Generates salary plan reports for submission to Finance and Administration using a variety of information to identify corrections for classification and compensation issues. Prepares and maintains a variety of records and reports such as transaction records, employee files, lists of employees recommended for performance increases and promotions, job specification files, EEO planning records, performance evaluation records, longevity records, leave and attendance records, employee work schedules, overtime reports, and payroll reports. Keys coded candidate information into the computer system. Enters and approves time and leave/overtime requests for internal business partners into the appropriate databases as required. Processes security access changes in electronic databases to ensure up to date clearances are in place. Resolving Conflicts and Negotiating with Others: Assists assigned supervisor with investigating conflicts between internal business partners and employees according to departmental, state, and federal laws, rules, regulations, guidelines, processes, and procedures to develop an action plan for resolving the issue. Negotiates with internal business partners to identify legally defensible and accurate employment decisions are made based on departmental, state, and federal laws, rules, regulations, guidelines, processes, and procedures. Serves as a mediator for complex issues related to applicant problems with candidates and the general public. Resolves simple conflicts without supervisory input to ensure timely and efficient performance and maintain positive working relationships. Directs complex or difficult to resolve conflicts to assigned supervisor as required. Maintains a respectful and productive work environment within the assigned work unit to minimize disputes and facilitate performance. Documenting/Recording Information: Documents investigations performed for employee relations purposes to ensure accurate information is used in decision making. Documents transaction histories for all transactions including but not limited to employee files, lists of employees recommended for performance increases and promotions, job specification files, EEO planning records, performance evaluation records, longevity records, leave and attendance records, employee work schedules, overtime reports, and payroll reports to provide an audit trail for future reference. Documents information provided during meetings and training when serving as the sole agency representative to ensure accurate information is disseminated to others. Documents and stores employee information in electronic databases and/or physical form for employees as required to ensure accurate information is recorded in the employee's records. Making Decisions and Solving Problems: Resolves benefit, time and attendance, pay, and other issues using departmental, state, and federal laws, rules, regulations, guidelines, processes, and procedures to ensure accurate and timely processing. Determines employee qualifications for a variety of employment benefits, including but not limited to FMLA, worker's compensation, and qualifying events for insurance to ensure compliance with standards and identify next steps. Approves or denies performance evaluations on behalf of the appointing authority to ensure compliance with standards. Determines electronic database and physical security access levels for employees based on the job duties of the employee to ensure the safety and security of facilities and information. Resolves simple transactional issues identified during evaluations and audits using departmental, state, and federal laws, rules, regulations, guidelines, processes, and procedures to ensure accurate and timely processing. Thinking Creatively: Develops spreadsheets, presentations, forms, form letters, memos, database queries, position advertisements, logs, and other systems as required to facilitate accurate data gathering, tracking, training, and dissemination. Incorporate departmental, state, and federal laws, rules, regulations, and policies into team best practices and standard operating procedures for efficiency and compliance purposes. Develops process improvement suggestions to streamline workflow and improve process cycle times and accuracy. Participates in brainstorming sessions to develop process streamlining initiatives and improve business practices. Selling or Influencing Others: Sells benefits, internal initiatives, and process changes to employees and other internal business partners during the course of training and communications to facilitate adoption and enhance investment. Sells the organization to candidates and the general public while answering candidate calls and attending job fairs and other recruitment events. Interacting With Computers: Uses appropriate database tracking software specific to the state and agency as required. Uses office productivity software including but not limited to word processing programs, spreadsheet programs, presentation software, web-based email programs, instant-messaging programs, and search engines. Coordinating the Work and Activities of Others: Coordinates with non-human resources personnel to resolve issues with complex or highly sensitive transactions including but not limited to disciplinary actions, retirement issues, salary issues, benefits issues, and medical leave issues. Coordinates workload with internal and external business partners as required to facilitate timely and accurate task completion. Coordinates the announcement of open positions to ensure coverage and compatibility with availability and workload. Coordinates meetings, events, and other special projects as required to ensure availability, attendance, and coverage. Identifying Objects, Actions, and Events: Identifies demographic and position characteristics of candidates and employees using electronic queries to inform EEO planning, Equal Employment Opportunity Commission, and other related reports. Categorizes human resources related transactions in electronic databases using appropriate coding to inform evaluations and auditing. Classifies new hires in terms of prior service with the State of Tennessee to ensure accurate service credits, rehire recommendations, sick leave restoration, and probationary status. Monitoring Processes, Materials, or Surroundings: Monitors payroll reports to identify pay issues. Monitors time and labor during each pay period to identify timekeeping issues and exceptions. Monitors requisitions to ensure timely and accurate processing of candidates. Monitors electronic databases to ensure transactions process timely and accurately. Monitors supervisory personnel to ensure performance documents are completed timely and accurately. Monitors vacancy reports to identify unfilled positions and inform reporting. Communicating with Persons Outside Organization: Testifies in hearings on behalf of the state related to the results of employee relations investigations as required. Communicates with outside agencies for the purposes of recruitment, employment verification, and background checks. Communicates with candidates and the general public when asked questions about salary, job duties, and other work factors to ensure accurate and realistic portrayals of the work involved. Contacts vendors and other outside agencies who administer human resources functions to obtain/provide required information, correct errors, and/or for clarification purposes. Communicates with external business partners to facilitate outside events and programs in which the state/agency participates. Assists candidates with the application and hiring process. Communicates with outside callers and senders to ensure questions are directed to the appropriate individuals. Getting Information: Investigates behaviors and conduct related to workplace conflicts using interviews, documentation, and other sources to establish claim validity and identify possible resolution options. Collects candidate and employee information, documentation, and assessment results for determining compliance with policies, procedures, and necessary and special qualifications to inform selection and retention decisions. Researches policies, procedures, guidelines, rules, regulations, and laws related to human resources processes using physical and electronic sources to inform conflict resolution, problem solving, and decision making. Makes regular contacts with the general public, persons in other departments or divisions, or outside organizations and representatives for the purpose of furnishing or obtaining information. Organizing, Planning, and Prioritizing Work: Incorporates last minute and unscheduled tasks into current workload to ensure timely and accurate completion of work. Organizes and prioritizes personal workload using calendars, lists, and other facilitators to ensure timely and accurate completion of work. Coaching and Developing Others: Educates candidates on the application and hiring process to facilitate accurate and timely submission of documentation. Mentors less experienced co-workers in their work. Establishing and Maintaining Interpersonal Relationships: Liaises with agency Human Resources representatives, state Department of Human Resources representatives, and other organizational representatives to ensure accurate and timely processing of transactions and other human resources related tasks. Maintains professional working relationships with peers and upper management to ensure smooth and effective team operations. Networks with internal and external business partners to ensure open dialogues exist and to facilitate coordination and unified effort. Performing Administrative Activities: Performs a variety of working level professional human resources administrative duties related to: internal and external EEO and contract compliance; career development and counseling; employee relations; performance evaluation; employee feedback; training coordination; recruitment, interviewing and selection; general human resources management and other areas of professional human resources work. Maintains human resource and other confidential reports, files, and logs as required to ensure compliance with departmental, state, and federal laws, rules, regulations, and best practices. Enters personal time and leave/overtime requests into the appropriate databases as required. Responds to emails, phone calls, and other correspondence as required. Scans, uploads, faxes, and/or emails backup copies of human resources transaction documentation to appropriate individuals. Communicating with Supervisors, Peers, or Subordinates: Communicates with officials at higher levels on situations requiring cooperation and explanation of the services and activities of the agency. Communicates with assigned supervisor to ensure accurate and timely receipt of instructions and work assignments. Maintains an open dialogue with internal business partners to ensure effective and efficient communications. Communicates work related information to peers to facilitate teamwork and coordination of effort. Sends notifications of special events, changes, and deadlines to internal business partners to ensure timely and accurate receipt of information. Participates in staff meetings as required to provide and gather status updates for assigned workload. Developing and Building Teams: Models effective performance for co-workers to provide a role model, encourage success in others, and enhance trust. Updating and Using Relevant Knowledge: Periodically reviews current departmental, state, and federal information sources to identify relevant changes in policies, procedures, rules, regulations, and best practices to ensure they are knowledgeable on the latest systems. Rotates between organizational units and/or departments in a program of building well-rounded staff professionals. Attends in-service training as required to ensure continual learning and current knowledge of the field. Attends agency specific training as required to ensure compliance with departmental, state, and federal laws and guidelines. Scheduling Work and Activities: Schedules personal workload to ensure timely processing and account for current workload. Schedules training, orientations, meetings, special events, and projects as required. Schedules testing and assessments both for applicants and for current employees to determine compliance with necessary and special qualifications and departmental, state, and federal laws and guidelines. Monitoring and Controlling Resources: Controls the ordering and/or distribution of insurance, benefits, and employee handbooks, employee badges, parking decals, service awards, and state ID cards. Controlling Machines and Processes: Operates a variety of office equipment including but not limited to copiers, scanners, microfiche readers, digital cameras, calculators, adding machines, and fax machines. Competencies (KSA's) Competencies: Customer Focus Communicates Effectively Instills Trust Manages Ambiguity Manages Complexity Knowledge: Intermediate knowledge of clerical processes and procedures related to office work Intermediate knowledge of personnel and human resources policies, procedures, and best practices as applied to the public sector Intermediate knowledge of office productivity software including but not limited to Microsoft Office Suite Intermediate knowledge of law and government as it pertains to human resources work in the public sector Basic knowledge of customer and personal service best practices Basic knowledge of mathematics (arithmetic) Skills: Intermediate mathematics skills (arithmetic) Intermediate reading comprehension Intermediate speaking skills Intermediate writing skills Intermediate coordination skills Intermediate instructing skills Basic social perceptiveness skills Basic judgment and decision making skills Basic systems analysis skills Basic quality control analysis skills Basic time management skills Active learning skills Active listening skills Service orientation skills Abilities: Intermediate mathematical reasoning ability Intermediate oral comprehension ability Intermediate oral expression ability Intermediate written comprehension ability Intermediate written expression ability Intermediate time sharing ability Category flexibility ability Deductive reasoning ability Inductive reasoning ability Information ordering ability Problem sensitivity ability Speech clarity Speech recognition Tools & Equipment Personal Computer Telephone Fax Machine Printer Copy Machine Scanner Calculator Other office related equipment as required. TN Driver Standards State of Tennessee positions that may involve driving responsibilities require candidates to meet the following minimum driver qualifications: A valid driver's license For the past five years, the candidate's driver record must not have record of the following violations: driving under the influence (DUI), reckless driving, license suspension for moving violations, more than 4 moving violations. Please include your Driver's License Information under the Licenses and Certifications section of your application. **Agencies may allow an exception based on other factors.