Human resources manager jobs in Rialto, CA - 527 jobs

YOUR ROLE The HR Manager leads all Human Resources activities for multiple sites and serves as a business partner to the local management teams. He/she works closely with management to develop and implement HR strategies that are consistent with the Regional and Global HR direction. The HR Manager is responsible for talent management, workforce planning, employee relations, compliance, and HR KPIs for scope population. He/she ensures HR initiatives align to business goals, enhance employee engagement, and promote a culture of continuous improvement. WHAT ARE YOU GOING TO DO? HR Leadership Execute the HR strategy and HR program delivery, including organization design, talent, and workforce planning. Serve as a trusted advisor to management team, aligning HR programs with business goals. Collaborate with management team to ensure employees feel engaged and inspired to deliver business results. Directly manage and develop on-site HR team (If applicable). Employee Relations Manages and resolves complex employee relations issues. Conducts effective, thorough, and objective investigations. Develop and implement employee relations strategies to foster a positive and productive work environment. Reinforces company culture by taking a proactive approach to supporting and promoting the company values and culture. Partners with managers and union representatives to find solutions to employee issues and provide a safe environment for employees to bring forward issues and enable resolutions. Talent & Organizational Development Lead succession planning, leadership development, and training initiatives to enhance employee growth for scope population. Identify opportunities for organizational improvement and implement initiatives to enhance employee engagement, productivity, and retention, ensuring consistent application of Group and Ceva principles. Works with talent management teams to attract, engage, and retain top talent required to support the business. Provide expertise in technical and regulatory aspects of employment and owns accountability for talent management responsibilities, including hiring, termination, performance management, rewards, etc. Compliance Ensure compliance and efficiency of HR policies and procedures and labor standards by managers and employees. Model code of ethics and code of conduct; investigating hot-line complaints assigned. Maintain 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. HR Operations & Workforce Planning Partner with finance and operations team to oversee headcount and people costs. Work with operations to forecast short-term and long-term staffing needs based on targets and analyzes local staffing needs to take proactive measures to ensure on-time hiring. Support selection, onboarding and integrating new warehouse employees according to the open roles. Assess current workforce skillset against future business requirements; implement and monitor people action plans. WHAT ARE WE LOOKING FOR? Qualifications & Experience 5-10 years of progressive HR leadership experience, with at least 2 years working in the field. Bachelor's degree in human resources, Business Administration, or related field. Strong knowledge of employment laws. Strong data acumen and data analysis skills. HR certification (SHRM-CP, SHRM-SCP, PHR, SPHR) preferred. Industry experience strongly preferred. Experience effectively leading change management exercises. An ability to navigate complex and ambiguous business environments and deliver results. A demonstrated ability to inspire a team. Willing and able to travel as needed for business (up to 25%). 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. It is our goal that you will be compensated for your hard work and commitment, so if you'd like to work for one of the top Logistics providers in the world then let's work together to help you find your new role. ABOUT TOMORROW We value your professional and personal growth. That's why we share plenty of career opportunities for you to thrive within CEVA. This role can be the first step on your career path with us. You can stay in the same family, find a new family to grow in (an almost limitless number of options) or find your own path. Join CEVA for a challenging and rewarding career.

Senior HR Business Partner page is loaded## Senior HR Business Partnerlocations: New York, NY USA: Newport Beach, CA: Austin, TX USAtime type: Full timeposted on: Posted Todaytime left to apply: End Date: January 26, 2026 (30+ days left to apply)job requisition id: R105449PIMCO is a global leader in active fixed income with deep expertise across public and private markets. We invest our clients' capital across a range of fixed income and credit opportunities, leveraging our decades of experience navigating complex debt markets. Our flexible capital base and deep relationships with issuers have helped us become one of the world's largest providers of traditional and nontraditional solutions for companies that need financing and investors who seek strong risk-adjusted returns.Since 1971, our people have shaped our organization through a high-performance inclusive culture, in which we celebrate diverse thinking. We invest in our people and strive to imprint our CORE values of Collaboration, Openness, Responsibility and Excellence. We believe each of us is here to help others succeed and this has led to PIMCO being recognized as an innovator, industry thought leader and trusted advisor to our clients.**Job Description**The Human Resources Business Partner will serve as a trusted advisor and collaborative partner to senior executives across the Americas market. This role focuses on designing and executing innovative, data-driven talent strategies that attract, retain, and develop top talent aligned with PIMCO's values of Collaboration, Openness, Responsibility, and Excellence.The HR Business Partner will combine deep business insight with creative problem-solving to deliver tailored, sustainable HR solutions that drive organizational success and employee growth. This role requires a client-centric mindset, a passion for continuous improvement, and the ability to influence and inspire at all levels of the organization.**Responsibilities*** Partner closely with business leaders to understand strategic objectives and create people strategies that enable business growth and agility.* Build and maintain trusted advisor relationships across all organizational levels, providing consultative, strategic, and tactical guidance on organizational design, talent management, and workforce planning.* Leverage data and analytics to inform decision-making, identify trends, and measure the impact of HR initiatives.* Champion innovation by identifying opportunities to enhance business impact by fostering a culture open to new ideas and continuous learning.* Coach and mentor managers and senior leaders to strengthen leadership capabilities and drive high performance.* Collaborate effectively with Centers of Excellence (COEs) to align talent programs with business needs and ensure seamless execution of initiatives.* Collaborate closely with the Employee Relations team to mitigate people-related risks, while proactively partnering with business leaders to identify potential risk areas early and implement preventative strategies to address issues.* Lead and drive key HR projects from conception through to successful implementation, ensuring alignment with organizational priorities.* Stay current on emerging HR trends, technologies, and best practices to continuously elevate the HR function.**Requirements*** Bachelor's degree from an accredited institution or equivalent professional experience required.* Minimum of 10 years of progressive HR experience in organizational design, workforce planning, and talent management.* Solid understanding of U.S. labor laws.* Advanced proficiency with technology and a strong analytical orientation; skilled in Microsoft Excel, Outlook, PowerPoint, Workday, and HR analytics tools.* Proven creative and innovative problem-solver, leveraging data-driven insights to address complex challenges.* Demonstrates a client-focused mindset with exceptional interpersonal skills; able to establish credibility and influence a wide range of stakeholders.* Adept at navigating ambiguity and complexity across functions and regions to deliver strategic alignment and impact.* Track record of managing multiple priorities effectively in fast-paced, dynamic environments, supported by strong organizational and project management abilities.* Open to new ideas, quick to learn, and passionate about driving process enhancements and operational efficiency.* Experience in change management and project leadership, particularly leading cross-functional HR initiatives with measurable outcomes.* Excellent verbal and written communication skills, with the ability to adapt messaging to diverse audiences.* Demonstrates a results-driven approach and a proactive attitude, consistently taking initiative to support business and team objectives.* Strong ethical integrity, sound judgment, and dedication to creating an inclusive and respectful workplace culture.PIMCO follows a total compensation approach when rewarding employees which includes a base salary and a discretionary bonus. Base salary is the fixed component of compensation that is determined by core job responsibilities, relevant experience, internal level, and market factors. The discretionary bonus is used to award performance and therefore is determined by company, business, team, and individual performance. Salary Range: $ 150,000.00 - $ 305,000.00Equal Employment Opportunity and Affirmative Action Statement*PIMCO recruits and hires qualified candidates without regard to race, national origin, ancestry, religion (including religious dress and grooming practices), sex (including pregnancy, childbirth, breastfeeding, or related medical conditions), sexual orientation, gender (including gender identity and expression), age, military or veteran status, disability (physical or mental), any factor prohibited by law, and as such affirms in policy and practice to support and promote the concept of equal employment opportunity and affirmative action, in accordance with all applicable federal, state, provincial and municipal laws. The company also prohibits discrimination on other basis such as medical condition, or marital status under applicable laws.*Applicants with Disabilities*PIMCO is an Equal Employment Opportunity/Affirmative Action employer. We provide reasonable accommodation for qualified individuals with disabilities, including veterans, in job application procedures. If you have any difficulty using our online system due to a disability and you would like to request an accommodation, you may contact us at ************ and leave a message. This is a dedicated line designed exclusively to assist job seekers with disabilities to apply online. Only messages left for this purpose will be considered. A response to your request may take up to two business days.* #J-18808-Ljbffr

A global pest control company is looking for a Human Resources professional in Anaheim, California. The role includes coaching leaders, handling colleague issues, and managing investigations. Ideal candidates should possess a bachelor's degree in Human Resources or related fields and a minimum of four years of relevant experience. Strong conflict resolution and communication skills are essential. They offer a competitive salary range of $73,000 - $111,000 per year and full benefits starting on day one. #J-18808-Ljbffr

If you are unable to complete this application due to a disability, contact this employer to ask for an accommodation or an alternative application process. Chief Human Resources Officer Full Time Dir/Exec KPC CORONA, Corona, CA, US 7 days ago Requisition ID: 1494 Salary Range: $180,000.00 To $281,250.00 Annually Chief Human Resources Officer (CHRO) Location: Corona Department: Human Resources Reports to: Executive Leadership Team SUMMARY The Chief Human Resources Officer (CHRO) serves as the executive leader responsible for designing, executing, and evaluating a comprehensive human capital strategy aligned with the organization's mission, values, and long-term business objectives. This role provides vision and strategic direction across all HR domains, including talent acquisition, workforce planning, labor relations, organizational development, learning and leadership development, total rewards, employee experience, change management, and compliance. The CHRO partners closely with the executive team to drive organizational effectiveness, shape culture, and ensure the workforce is capable, engaged, and aligned with system-wide operational priorities across multiple hospitals in a complex healthcare environment. SUPERVISORY RESPONSIBILITIES Provides executive leadership to HR Directors, Managers, and cross-functional HR teams across multiple facilities. Oversees the full scope of HR operations and is accountable for HR service delivery and outcomes for all employees within the division. DUTIES / RESPONSIBILITIES Strategic Leadership & Organizational Alignment Develop and execute an enterprise-wide HR strategy that supports organizational growth, financial performance, and operational excellence. Advise senior leadership on workforce trends, organizational effectiveness, and leadership needs. Lead change-management initiatives that support organizational transformation, system integration, and continuous improvement. Labor Relations & Workforce Compliance Lead labor relations strategy and serve as the executive authority on all union matters, including negotiations, contract administration, and grievance resolution. Ensure system-wide compliance with employment laws, healthcare regulatory standards, and labor obligations. Talent Management, Succession, and Workforce Planning Establish and drive a comprehensive succession planning and leadership development framework. Direct talent acquisition strategies to meet current and future workforce needs. Oversee workforce planning, skills analysis, talent mobility, and staffing optimization across facilities. Compensation, Benefits & Total Rewards Oversee the development and continual refinement of competitive, equitable, and cost-effective compensation and benefits programs. Ensure total rewards programs support performance, retention, and long-term workforce sustainability. Employee Experience, Culture & Engagement Advance a culture of equity, accountability, and organizational well-being. Champion DEI initiatives, employee engagement strategies, and communication frameworks that strengthen workplace culture. Learning, Development & Performance Optimization Provide executive oversight of training, leadership development, and performance management systems. Implement strategies that increase workforce capability and support the organization's transition toward a learning-centered model. General Executive Responsibilities Maintain strong HRIS oversight and lead HR process optimization through technology. Deliver HR metrics, analytics, and dashboards to inform executive decision‑making. Perform additional executive duties as required. REQUIRED SKILLS / ABILITIES Exceptional written, verbal, and executive-level communication skills. Advanced interpersonal, negotiation, and conflict‑resolution abilities. Strong analytical, organizational, and problem-solving capabilities with excellent attention to detail. Demonstrated success leading HR operations across multi‑site or multi‑hospital environments. Required experience in unionized settings, including negotiation and grievance administration. Deep knowledge of federal, state, and local labor/employment laws and healthcare regulations. Proficiency with HRIS systems, data analytics, and modern HR technology platforms. Strong leadership presence, sound judgment, and high emotional intelligence. EDUCATION & EXPERIENCE Master's degree required in Human Resources, Industrial/Organizational Psychology, Business Administration, Public Administration, or related field. Minimum of 15 years of progressive HR leadership experience, with at least 7 years in senior management roles within healthcare or a similarly complex industry. Experience working in a unionized environment is required; healthcare labor relations strongly preferred. #J-18808-Ljbffr

Salary: $90,000 - $110,000 per year Work Schedule: Monday - Friday, 8:00am - 5:00pm 100% ONSITE We are seeking an experienced Human Resources Manager to lead and oversee all HR functions within our organization. This hands-on leader will manage compensation and benefits, recruitment and onboarding, employee relations, compliance, training, and performance management. The HR Manager will serve as a strategic partner to leadership, creating a culture that supports growth, engagement, and retention. Key Responsibilities: Oversee all HR functions, including compensation, benefits, recruitment, onboarding, and employee relations. Ensure compliance with federal, state, and local employment laws. Develop and deliver employee training and leadership development programs. Maintain accurate HR records, certifications, and documentation. Advise leadership on HR strategy, performance, and best practices. Coach managers on employee relations and team development. Manage Worker's Compensation reporting, claims, and communications. Standardize HR processes, job descriptions, and SOPs to ensure consistency and compliance. Lead performance management initiatives, including company-wide reviews. Launch management development programs and improve staff engagement initiatives. Performance Objectives: Achieve 100% compliance with audits and HR recordkeeping within 90 days. Update and roll out the Employee Handbook within the first 90 days. Implement standardized HR processes and workflows within 6 months. Launch a performance management system and achieve 90% participation rate. Develop and implement a management development program with 80% completion rate in the first cycle. Qualifications: 10+ years of progressive HR experience, including at least 2 years in a managerial role. No 4-year degree required with 10+ years of equivalent experience. Professional HR certifications (PHR, SPHR, SHRM-CP, SHRM-SCP) preferred. Proficiency in HRIS/HR software (Rippling preferred) and Microsoft Office Suite. Strong knowledge of employment laws, compliance, and HR best practices. Exceptional interpersonal, communication, and conflict-resolution skills. Ability to lead organizational initiatives and deliver measurable results. Why Join Us: This is an exciting opportunity to take full ownership of HR operations in a growing organization. Apply today and help drive the mission. Send your resume to ************************* Or call Daisy at ************

About Us: UNICE stands as one of the world's leading suppliers of 100% virgin human hair wigs. With the unwavering support of our loyal customers and fans over the years, we have significantly expanded our capabilities across all facets of the business. Including owning a state-of-the-art data research center, a creative graphic design department, as well as an efficient shipping and receiving department, catering to both domestic and international orders. UNICE proudly serves clients from around the globe, including retail consumers and wholesale business owners in over 30 countries. Role Summary: We are seeking an experienced Bilingual Chinese HR Manager to lead our HR operations and help shape a positive workplace culture. You will oversee recruitment, employee relations, performance management, benefits, compliance, and HR policies, partnering closely with leadership to support employees and business goals. Key Responsibilities: Lead full-cycle recruitment, onboarding, and talent development initiatives. Guide employee relations and ensure fair, consistent workplace practices. Oversee performance management and support managers with coaching and development plans. Manage employee benefits programs and ensure compliance with labor laws and company policies. Develop and update HR policies and processes to align with company goals and best practices. Support payroll accuracy, compensation reviews, and HR reporting. Produce HR reports and provide insights to strengthen organizational performance. Qualifications: Bachelor's degree in Human Resources, Business Administration, or related field. HR certification (SHRM-SCP, SPHR) is a plus. 5+ years of HR experience, including leadership or management exposure. Strong knowledge of U.S. labor laws, HR best practices, and HRIS systems. Excellent interpersonal, communication, and problem-solving skills. Highly organized with the ability to manage multiple priorities in a fast-paced environment.

A dynamic restaurant group operating in excess of 100 locations across Southern California. Our corporate office is based in Victorville, CA. We are a fast-paced, multi-site operation in the hospitality industry, focused on delivering exceptional employee experiences and operational excellence. Job Type Full-time Location Victorville, CA Salary Range$100,000 - $110,000 annually, commensurate with experience. Comprehensive benefits package including health insurance, paid time off, and professional development opportunities. Job SummaryWe are seeking an experienced Human Resources Manager to lead our HR functions while also taking on key office management responsibilities. This role is pivotal in supporting our growing team across multiple restaurant locations in Southern California. The ideal candidate will have a strong background in HR within the restaurant, retail, or hospitality sectors, with expertise in compliance, employee relations, and strategic talent management. You will play a leadership role in fostering a positive work environment, ensuring regulatory compliance, and driving efficiencies in both HR and office operations. Key Responsibilities Oversee recruiting and hiring processes, including interviewing, onboarding new employees, and managing the full staffing lifecycle. Administer compensation and benefits programs, including pay, leave, and employee perks. Develop and implement HR policies and procedures to ensure compliance with local, state, and federal regulations. Investigate and resolve employee relations issues, conflicts, and complaints between staff and management. Manage performance reviews, employee development, and training programs to align with job responsibilities and business goals. Consult with executives on strategic planning, talent management, and alignment of HR initiatives with business objectives. Ensure job descriptions are up-to-date and compliant with all relevant regulations. Create and maintain a compensation strategy based on market research and pay surveys. Use performance management tools to provide guidance, feedback, and conduct salary reviews. Maintain company organization charts, employee directories, HR systems, and processes. Analyze trends in compensation and benefits to design and implement employee retention strategies. Provide support and guidance to HR staff. Take a leadership role in managing office-related affairs, implementing office policies, and driving efficiencies within the office environment. Qualifications Bachelor's degree in Human Resources, Business Administration, or a related field (Master's degree preferred). 4+ years of HR management experience, ideally in the restaurant, retail, or hospitality industry. Strong knowledge of labor regulations, HR best practices, and payroll systems (experience with ADP Workforce required). Proficient in Microsoft Office Suite (Excel, Word, PowerPoint). Excellent leadership, communication, and interpersonal skills. Proven ability to thrive in a fast-paced, multi-location environment. HR certification (e.g., SHRM-CP, PHR) is a plus. What We Offer Competitive salary and benefits in a supportive, growth-oriented company. Opportunity to make a direct impact on our team's success and operational efficiencies. A collaborative environment with room for professional advancement. If you are a proactive HR leader passionate about the hospitality industry and ready to contribute to a thriving restaurant group, we encourage you to apply confidentially through LinkedIn. We are an Executive Search firm so apply in CONFIDENCE. Your resume will not be shared with the client if a conflict of interest exists and no resume will be shared with a client prior to a conversation with our team.

mTrade is a financial technology company focused on debt capital markets. Our clients include many of the major financial institutions. Please visit: ************** for additional information. Performance Management: Proficient in helping executives create Key Performance Indicators (KPI's) and other performance management processes for their departments as well as for the overall organization. Regulatory and Compliance Knowledge: The financial services industry operates under intense regulatory scrutiny. This candidate must have a strong ability to keep the organization running with the highest levels of compliance with all regulatory requirements, mitigating risks. Financial Expertise: Understanding the financial mechanics of the business is crucial. The ability to read and interpret P&L statements, manage complex compensation and equity plans, and connect HR initiatives directly to profitability and ROI. Company Benefits Expertise: Understanding of company Benefits working with 3rd party providers to ensure timely decisions and dissemination of information to employees on plan updates. Exceptional Communication: The CHRO serves as a liaison between the CEO, President, executives, and employees. It is imperative that they be an exceptional communicator capable of articulating complex strategies clearly and building trust with diverse stakeholders. Business Acumen: Understands financial/ business facets to deliver talent strategies that serve business goals. Culture Focus: Helps build resilience and cohesion among team members as well as fostering innovation/learning. Change Agent: Manages organizational change for our rapidly scaling company. 10+ years in all areas of Human Resources. Bachelor's degree required in a Human Resources Related field. Master's Degree preferred. #J-18808-Ljbffr

About The Job DramaBox is seeking an HR Business Partner - Compliance to join our U.S. HR team. You'll ensure compliance with U.S. labor laws, strengthen policies and HR processes, and serve as a trusted partner to managers on performance, training, and culture. This is a hands-on role in a fast-growing entertainment company, ideal for someone who combines compliance rigor with a people-focused approach. About DramaBox DramaBox is a global leader in vertical drama production, pioneering mobile-first storytelling for global audiences. With hubs in Los Angeles, New York, and Asia, we produce high-volume, high-quality content that's redefining digital entertainment. Already a top app internationally, DramaBox is expanding rapidly in the U.S. Key Responsibilities Ensure HR practices and policies comply with U.S. federal, state, and local labor laws (wage & hour, leave, EEO, etc.). Draft, update, and implement HR policies, employee handbook, and SOPs. Support HR compliance reporting (EEO-1, pay equity, wage statements, required postings). Take ownership of personnel file record-keeping in line with federal and California law, ensuring all required documents (offer letters, policy acknowledgments, payroll/benefits forms, performance evaluations, training records, retention timelines, and confidential files such as I-9s and medical/leave files) are complete and audit-ready. Support and document employee relations cases (complaints, disputes, misconduct). Train managers on compliance, workplace conduct, and escalation protocols. Partner with leadership on performance management, workforce planning, and organizational changes. Collaborate with global colleagues to align compliance, culture, and business growth. Qualifications 5+ years HR experience with focus on compliance and employee relations. Strong California labor law knowledge; New York a plus. Policy drafting, compliance reporting, investigations, and ER advisory experience. Excellent communication and documentation skills. Entertainment or creative industry experience preferred. SHRM-CP, PHR, or similar certification strongly preferred. Familiarity with HRIS (Workday, SuccessFactors, ADP, etc.) a plus. Bilingual English/Chinese is a bonus. Scaling environment experience preferred. Why Join Us Be the compliance backbone of a growing U.S. team. Play a strategic HRBP role at the intersection of creativity and business growth. Shape foundational HR policies, processes, and culture during a high-growth stage. Work with global colleagues on high-impact initiatives across the U.S. and Asia.

About Us: EcoFlow was born out of the dream of a group of battery engineers in 2017. Amid the global transition towards renewable energy, we lead the way forward with industry-leading portable power products, solar technology, and smart home energy solutions. EcoFlow Europe is now actively participating in the innovation of residential energy storage and use technology, bringing Smart, Flexible and Reliable residential power solutions to thousands of homes. Our Vision: Our vision is to power a new world. It's a call to the future - an aspirational, technology-driven, eco-friendly future shared by everyone. Our Mission: Our mission from day one is to provide smart and eco-friendly energy solutions for individuals, families, and society at large. We are, were, and will continue to be a reliable and trusted energy companion for users around the world. Your career with us: At EcoFlow, we are all innovators with a diverse set of backgrounds, skill sets, interests and needs, united in the mission to Power a New World. At EcoFlow, you will: Find reliable peers, savvy mentors and see new career perspectives; Meet new challenges, solution possibilities and chances to show yourself; See wider, grow faster and to be outstanding. We're now looking for a HR Generalist. This position is a full-time, on-site/position. The ideal candidate will be responsible for recruitment efforts, new hire orientation and onboarding, employee termination, payroll and benefits, company policy and procedure adherence. In addition, you will build strong relationships with our company's managers in order to help them with their human resource needs. Key Responsibilities HR Operations & Compliance Support HR processes including onboarding, offboarding, employee data management, and personnel files. Maintain HRIS records and personnel files with accuracy and confidentiality. Assist with the development and implementation of HR policies and procedures, ensuring compliance with federal, state, and local employment laws. Support performance review cycles, promotions, and organizational updates. Employee Relations & Engagement Serve as the first point of contact for employee inquiries regarding policies benefits, and HR programs. Support employee engagement initiatives and culture-building activities across the NA region. Champion company culture by promoting global values while adapting to local context, ensuring employees feel connected and engaged. Benefits & Payroll Support Manage benefits administration and serve as a point of contact for employee benefit questions. Support vendor transfer projects and benefits renewals in alignment with company policies. Partner with HQ C&B and external vendors to support payroll and benefits administration, ensuring accurate employee data and timely updates. Qualification: Experienced HR Generalist with 2-5 years in-house HR experience to join our growing team. Role will support the day-to-day operations of the HR function, including employee relations, recruitment, onboarding, offboarding, compliance, benefits administration, and HR processes. The ideal candidate is proactive, adaptable, and passionate about creating a positive employee experience while ensuring alignment with company policies and employment laws. Preferred Mandarin speaking and writing on professional level. What we offer: Competitive salary package; Travel allowance according to company policy; A positive and warm team with transparent information transferring; Clear career development path. Why EcoFlow: "EcoFlow is among a number of tech startups that have a particular strength that can make them competitive on the global stage." ----Bloomberg "The EcoFlow BLADE represents a new generation of mowers that dispense with the need for an electronic fence." ----The Wall Street Journal "The product was impressively well designed back then and the company's products have only gotten better." ----Forbes We are looking forward for your joining! Website: ************************ Social Media: Facebook | Twitter | Instagram | YouTube

We are looking for a HR Generalist to manage a wide range of human resources functions. This role will be a key partner to leadership and employees, ensuring smooth HR operations while fostering a positive, inclusive, and productive workplace. Key Responsibilities: Employee Lifecycle Management: Handle recruitment, onboarding, offboarding, and internal mobility. HR Operations: Manage payroll coordination, benefits administration, employee records, and compliance with labor laws. Performance & Development: Support performance reviews, training programs, and career development initiatives. Employee Relations: Serve as a point of contact for employee concerns, fostering open communication and resolving issues effectively. Policy & Compliance: Maintain and update HR policies; ensure compliance with local and global regulations. Reporting & Analytics: Track HR metrics and provide insights to leadership to inform decisions. Culture & Engagement: Promote a positive work environment and employee engagement programs. Qualifications: 3-5+ years of HR experience, preferably in a generalist role. Strong knowledge of HR practices, employment law, and benefits administration. Excellent communication and interpersonal skills; able to work with all levels of the organization. Experience with HRIS and data-driven HR decision-making. Highly organized, proactive, and able to manage multiple priorities. Passion for creating an inclusive, collaborative, and supportive workplace. Why Join Renpho: Opportunity to work in a global, dynamic environment. Play a key role in shaping employee experience and company culture. Competitive compensation and benefits. Collaborate with teams across regions and influence strategic HR initiatives.

Definition The Human Resources Manager reports directly to the Director of Human Resources & Risk Management with limited direction and provides both direct and indirect supervision to human resources staff. The incumbent is responsible for managing, overseeing, coordinating, and planning a full range of highly responsible complex, advanced and confidential professional human resources functions. These include the development, implementation, and administration of HR programs and services across multiple functional areas. Key responsibilities include overseeing recruitment and selection, classification and compensation, salary administration, employee and labor relations, benefits administration, HRIS, performance management, employee engagement, and training and development. The Human Resources Manager also supervises technical and clerical personnel and serves as the office manager. Position Snapshot/A Day in the Life: The Human Resources Manager with the City of Fontana is fast-paced, hands-on, and central to keeping the organization running smoothly. Reporting directly to the Director of Human Resources & Risk Management, the HR Manager leads a wide range of advanced, confidential, and highly responsible HR functions while providing both direct and indirect supervision to the HR team. Each day brings a balance of strategic planning and operational leadership. The HR Manager oversees recruitment and selection efforts, ensures classification and compensation systems remain competitive and equitable, and guides salary administration with consistency and accuracy. They work closely with employee and labor relations matters-interpreting MOUs, addressing workplace concerns, supporting supervisors, and ensuring due process is followed. The HR Manager also leads benefits administration, partners in the management of HRIS functions, and supports performance management and employee engagement initiatives. Training and development needs are assessed and addressed through practical, forward-thinking solutions. As the division's office manager, the HR Manager ensures the department's daily operations stay organized, efficient, and responsive. Throughout the day, they work in close partnership with the Risk Management team and provide steady, reliable support to the HR Director. This role is suited for someone who can pivot with ease, lead with clarity, and uphold the City's standards of service while managing multiple high-level HR responsibilities. Essential Functions The following functions are typical for this classification. Incumbents may not perform all of the listed functions and/or may be required to perform additional or different functions from those set forth below to address business needs and changing business practices. Participates in the development, implementation, and management of the Department's new or revised human resources programs, systems, procedures, and methods of operation. Manages the administration of the employee and labor relations activities, discipline, and grievance processes. Manages recruitments and selection, screens employment applications, and ensures applicants meet or exceed minimum qualifications; assess, interviews, and evaluates candidates according to qualifications and provides coordination for volunteers. Develops, curates, and proctors written exams and technical interviews; improves testing methods utilized; collects, monitors, and analyzes testing results. Manages, supervises, directs, supports, and evaluates clerical and technical staff; provides performance feedback and handles disciplinary actions and terminations. Establishes and maintains effective working relationships with contractors, consultants, and vendors to support contract negotiation, implementation, and ongoing coordination, with guidance from leadership as needed. Develops, curates, administers, and coordinates city-wide training programs. Interprets, clarifies, and develops personnel policies and procedures; responds to requests for information and assistance from employees, management, outside agencies, and the public. Coordinates assigned activities with those of other departments and outside agencies and organization; responds to requests for information and advises City departments, outside agencies, and the general public on City personnel rules and regulations. Coordinates, manages, and administers a variety of special programs and departmental projects. Communicates effectively, both orally and in writing. Demonstrates initiative and independently manages workload to meet established deadlines with minimal supervision. Establishes and maintains cooperative working relationships with those contacted in the course of work. Maintains prompt and regular attendance. Sound judgment and attention to detail. Performs any other tasks or functions deemed necessary to the daily operations of the employer; employer reserves the right to modify this job description as necessary. THE ABOVE LIST OF ESSENTIAL FUNCTIONS IS NOT EXHAUSTIVE AND MAY BE SUPPLEMENTED AS NECESSARY BY THE EMPLOYER. WORKING CONDITIONS: Position requires prolonged sitting, standing, walking, reaching, twisting, turning, kneeling, bending, and stooping in the performance of daily activities. The position also requires grasping, repetitive hand movement and fine coordination in preparing reports using a computer keyboard. Additionally, the position requires near and far vision when preparing and reading written reports and other work-related documents. Acute hearing is also required when providing phone and counter assistance. Experience and Training Guidelines A combination of experience and training that would provide the required knowledge and abilities is qualifying. The incumbent must have knowledge and abilities of: Knowledge of: Principles, methods and procedures utilized in Human Resources management. Applicable federal and state laws and regulations. Principles and practices of public personnel administration. Understanding of organizational policies, procedures, and best practices. Principles of organization and management. Statistical concepts and methods. Principles and practices of budget administration. Effective supervisory and personnel management practices and procedures. Effective customer service techniques and principles. Ability to: Use a personal computer, telephone, and other electronic devices, to access information, complete documentation, and communicate effectively. Understand and follow both oral and written instructions accurately. Identify issues, evaluate data, and implement effective solutions (problem solving). Manage multiple priorities and meet deadlines. Work collaboratively with others in a team environment. Make sound decisions in a timely manner. Manage and resolve conflicts or disagreements constructively. Supervise, motivate, and train members effectively. Ability to perform tasks accurately and thoroughly, with a focus on quality. EXPERIENCE AND EDUCATION: A Bachelor's Degree from an accredited college or university in Human Resources Management, Public, or Business Administration or a closely related field AND seven (7) years of increasingly responsible relevant experience in human resources management, strategic planning, budgeting practices, including five (5) years of supervisory experience. Experience in a public agency setting is highly desirable. Master's degree preferred. LICENSES AND/OR CERTIFICATIONS Possession of, and continuously throughout employment, a valid California Class "C" Driver's License or equivalent. Supplemental Information Incumbents are required to complete a Statement of Economic Interest Form (700 Form) annually and ethics training bi-annually, pursuant to AB 1234. The City of Fontana has a flexible benefits plan. This plan allows for employees to select benefits based upon their individual needs. Full-time and Classified Part-time employees are eligible for benefits. Please to view our excellent employee benefit options. 01 What is your highest level of education? High School graduate or equivalent Some college Trade School Graduate or Apprenticeship Associate's Degree Bachelor's Degree Master's Degree Doctorate None of the Above 02 How many years of increasingly responsible, relevant experience do you have in human resources management, strategic planning, and budgeting practices? No experience. Less than seven (7) years. More than seven (7) years but less than nine (9) years. More than nine (9) years but less than twelve (12) years. Twelve (12) years or more. 03 How many years of human resources experience do you possess within the public sector, specifically local government (city/county/special district)? No experience. Less than five (5) years. More than five (5) years but less than eight (8) years. More than eight (8) years but less than ten (10) years. Ten (10) years or more. 04 Based on your increasingly responsible experience in human resources management, strategic planning, and budgeting practices, how many years of supervisory experience do you possess? No experience. Less than five (5) years. More than five (5) years but less than eight (8) years. More than eight (8) years but less than ten (10) years. Ten (10) years or more. 05 Following up to your answer for Question 4, how many employees have you managed and/or supervised? No managerial and/or supervisory experience. Less than five (5) employees. More than five (5) employees but less than ten (10) employees. More than ten (10) employees but less than fifteen (15) employees. Fifteen (15) employees or more. 06 Reflecting on your response to Question 4, which option best describes the nature and scope of your supervisory and/or managerial experience? I do not have supervisory or managerial experience. I have served as a lead or supervisor with limited formal authority (for example, assigning work, providing training, or giving input on performance, but not responsible for formal evaluations or discipline). I have directly supervised employees and was responsible for day to day supervision, including work assignments, coaching, and performance feedback. I have managed one or more functional areas and was responsible for full supervisory duties, including performance evaluations, discipline, hiring, and staff development. I have managed managers or supervisors and had responsibility for multiple functions, programs, or operational areas, including strategic planning and high level personnel decisions. 07 How many years of experience do you possess as a CalPERS administrator? No experience. Less than five (5) years. More than five (5) years but less than eight (8) years. More than eight (8) years but less than ten (10) years. Ten (10) years or more. 08 Reflecting on your response to Question 7, which option best describes the nature of your experience as a CalPERS administrator? I do not have experience as a CalPERS administrator. I have performed basic CalPERS administration tasks under supervision, such as processing enrollments, terminations, or routine inquiries. I have independently performed standard CalPERS administration duties, including handling member accounts, contributions, and basic benefit calculations. I have managed complex CalPERS administration work, including troubleshooting, audits, or resolving escalated member or employer issues. I have overseen CalPERS administration for multiple programs or departments, including policy interpretation, process improvement, and staff supervision. 09 How many years of experience do you possess of benefit administration? No experience. Less than five (5) years. More than five (5) years but less than eight (8) years. More than eight (8) years but less than ten (10) years. Ten (10) years or more. 10 Reflecting on your response to Question 9, which option best describes your experience in benefits administration? I do not have experience in benefits administration. I have performed basic benefits administration tasks under supervision, such as enrolling employees in plans, processing changes, or responding to routine inquiries. I have independently administered standard benefits programs, including managing enrollments, terminations, leaves, and employee inquiries. I have managed complex benefits programs, including resolving escalated issues, interpreting policies, and ensuring compliance with regulations. I have overseen the administration of multiple benefits programs or an entire benefits division, including policy development, strategic planning, and supervising staff. 11 How many years of experience do you possess of recruitment and talent selection? No experience. Less than five (5) years. More than five (5) years but less than eight (8) years. More than eight (8) years but less than ten (10) years. Ten (10) years or more. 12 Reflecting on your response to Question 11, which option best describes your experience in recruitment and talent selection? I do not have experience in recruitment or talent selection. I have assisted with recruitment activities under supervision, such as posting job openings, screening applications, or coordinating interviews. I have independently managed recruitment processes for positions, including screening candidates, conducting interviews, and making hiring recommendations. I have managed complex recruitment programs, including developing strategies for hard-to-fill positions, ensuring compliance, and resolving escalated recruitment issues. I have overseen recruitment and talent selection for multiple programs or an entire department, including policy development, strategic workforce planning, and supervising staff. 13 How many years of experience do you have working in labor relations or a labor environment? No experience. Less than five (5) years. More than five (5) years but less than eight (8) years. More than eight (8) years but less than ten (10) years. Ten (10) years or more. 14 Reflecting on your response to Question 13, which option best describes your experience in labor relations? I do not have experience in labor relations. I have assisted with labor relations activities under supervision, such as supporting contract interpretation, attending grievance meetings, or preparing documentation for negotiations or side letters. I have independently handled standard labor relations tasks, including interpreting labor contracts, advising management on grievances, and participating in negotiations or side letter development. I have managed complex labor relations matters, including leading negotiations, resolving escalated grievances, drafting side letters, and advising leadership on contract interpretation and labor strategy. I have overseen labor relations for multiple programs or an entire department, including directing negotiations, resolving major disputes, developing labor strategies, supervising staff responsible for labor relations, and ensuring overall compliance with union contracts. 15 How many years of experience do you have addressing personnel matters in a unionized environment? No experience. Less than five (5) years. More than five (5) years but less than eight (8) years. More than eight (8) years but less than ten (10) years. Ten (10) years or more. 16 Reflecting on your response to Question 15, which option best describes your experience addressing personnel matters in a unionized environment? I do not have experience with personnel matters in a union environment. I have assisted with personnel matters under supervision, such as supporting investigations, preparing documentation, or participating in disciplinary actions. I have independently addressed standard personnel matters, including conducting investigations, administering discipline, and advising management on employee performance or conduct issues. I have managed complex personnel matters, including overseeing investigations, participating in arbitrations, handling terminations, and ensuring compliance with labor contracts and organizational policies. I have overseen personnel operations for multiple programs or an entire department in a union environment, including strategic planning, policy development, supervising staff, and managing high-level disciplinary and arbitration matters. Required Question

The company is a cross-border brand management and e-commerce company that helps consumer brands enter and scale in the U.S. market through marketing, operations, and distribution. Job Responsibilities Administrative Management: • Handle daily office administrative tasks, including office supply procurement, fixed asset management, and document filing. • Manage company licenses, insurance, utilities, and related applications, renewals, and maintenance. • Assist with meeting arrangements, visitor reception, business travel coordination, and internal communication. • Manage vendors and external service providers to ensure efficient and orderly office operations. Human Resources Management: • Manage employee onboarding, offboarding, transfers, and personnel file maintenance. • Maintain attendance records and support payroll processing, benefits administration, and tax-related matters. • Oversee the recruitment process, including job posting, resume screening, interview scheduling, and offer notifications. • Assist in developing and maintaining the company's performance evaluation system, including collecting and consolidating departmental assessment results. • Support the development and implementation of HR policies, ensuring compliance with California labor laws. • Assist with employee training, team-building activities, and corporate culture initiatives. Job Requirements • Bachelor's degree or above; majors in Administration, Human Resources, or related fields preferred. • 1-3 years of experience in administrative or HR roles; U.S. local experience preferred. Familiarity with U.S. labor laws and HR processes; experience in performance or payroll management is a plus. • Detail-oriented, responsible, and strong in communication, coordination, and execution. • Proficient in Microsoft Office. • Bilingual proficiency in Mandarin and English, with the ability to communicate fluently in both languages. Compensation & Benefits • Salary: Commensurate with experience; negotiable. • Working hours: Monday to Friday, 9:00 AM - 6:00 PM. • Benefits include paid vacation, sick leave, and company-provided benefits.

Posting Number: A00920 Campus: Department: 1403-COMP/COMP-Northwest Humanism Classification Pay Scale In compliance with SB 1162, Western University of Health Sciences is providing a pay scale for this position. The pay scale reflects the minimum and maximum target for new hire salaries for this position. Within this range, the individual pay is determined by a variety of factors, including but not limited to job-related skills, experience, relevant education or training, and work location. Please note that the compensation details listed reflects the base salary only. Expected Pay Scale Minimum: $85,000.00 Annually Maximum $105,000.00 Annually Job Summary The Director for Humanism is responsible for promoting the core value of Humanism within the college community. Duties include working with the respective college committees to integrate Humanism into academic content such that WesternU students are distinguished by their respective leadership and advocacy to improve health care and health outcomes for patients. This role also takes the lead on fostering a culture of empathy, respect, and ethical engagement within the academic community, which includes collaborating with various stakeholders, including other College Humanism Officer(s)/Director(s) and the Office of Humanism, in the promotion of Humanism on campus. Knowledge, Skills and Abilities Good verbal and written communication skills. Must be able to interact and communicate effectively with faculty, administration, students, and staff. Skills in leadership, supervision of personnel, and personnel growth and development. Project and event development, deployment, and maintenance. Skills to include project charter development, process improvement, project/event design and implementation. Ability to guide staff through complex issues, interpersonal relations, while also allowing team members to grow. Excellent computer skills necessary to set up document formats in Word, Excel, PowerPoint, Outlook, Power Bl, Adobe Suite or equivalent and any other software required by this position. Familiarity with common Project Management software packages. Must have a working knowledge of general mathematics, grammar, and punctuation. Committed to working in an organization that values and promotes humanism. Required Qualifications Education: Bachelor's Degree in related field Experience: 2-4 years of Managerial or Director level experience Preferred Qualifications Education: Master's Degree in related field Posting Information Posting Date: 10/23/2025 Closing Date: 10/23/2026 To Apply To apply, visit **************************************** #J-18808-Ljbffr

We are looking for an experienced Employee Relations Manager to oversee and manage employee relations matters across our multi - state organization. The Employee Relations Manager will investigate complaints and workplace grievances, provide manager support, oversee performance management, coordinate training and development, and ensure compliance with employment laws and regulations. The Employee Relations Manager will develop and implement HR strategies utilizing HR metrics for decision-making. This position is based out of our corporate office in Irvine, CA and is 100% on-site. Lead sensitive internal investigations regarding alleged policy violations and employee relations matters. Provide guidance and support to managers and employees on various issues, such as grievances, disputes, disciplinary actions, layoffs, and terminations. Partner closely with in-house Counsel regarding sensitive employee relations matters, when necessary. Draft and execute disciplinary letters and investigation reports. Build and facilitate trainings related to management development, performance management and other ER-related topics. Track and analyze data to identify employee relations trends, diagnose issues, and design and implement remediations. Balance organizational risk with employee experience by assessing risks and ensuring alignment with business decisions while maintaining commitment to final outcomes. Oversee and manage the annual performance review process, providing guidance to managers on employee development, and support career growth initiatives. Provide guidance on the interpretation of policies and procedures, counseling, disciplinary action, staffing and performance appraisals Assist in the development and implementation of employee engagement and retention strategies. Provide input and solutions to help improve and/or introduce policies and programs that impact the employee lifecycle, from hiring through offboarding. Provide strategic support, thought partnership and coaching, to all levels of the organization. Ensure compliance with federal, state, and local labor laws, including -specific employment regulations such as CFRA, PAGA, and wage and hour laws. Ensure alignment with accreditation standards and requirements Collaborate with HR teams and business leaders to proactively address employee concerns and mitigate risks. Initiate exit interviews with employees leaving the company to assess overall success of the employment relationship and opportunities for improvement Maintain a high level of confidentiality and professionalism when handling sensitive information. Provide support and back-up to other areas of the Human Resources department as needed. Other duties as assigned Qualifications: 5+ years experience leading complex investigations Excellent communication, conflict resolution, and interpersonal skills, demonstrating an ability to earn trust and work successfully on a broad spectrum of employee relations issues. Experience managing grievances and conducting investigations in a multi-site multi-state organization. Ability to establish and maintain effective working relationships at all levels and across functions within the organization. Ability to remain tactful, and calm, in controversial and/or confrontational situations. Experience designing, implementing, and delivering effective learning strategies and employee development programs. Strong analytical abilities, with the ability to use data-driven insights to form decisions and drive results. Thorough understanding of state and federal employment laws. High attention to detail and ability to manage multiple, competing priorities simultaneously. Strong understanding of key HR concepts and practices (employment law, compliance, engagement, retention, and performance). Bachelors degree in Employee Relations, Human Resources or related field preferred. The Team International Education Corporation (IEC) is the parent company for U.S. Colleges, United Education Institute, Sage Truck Driving Schools and UEI College. Our mission is to drive personal and community transformation by empowering students to make a positive and enduring life change. We are consistently searching for like-minded compassionate professionals who strive to be the best in their respective fields. Our top candidates share our commitment to helping students build the skills to create a future of which they can be proud. We operate with a vigilant focus on five strategies and drivers of success: growth, quality, regulatory compliance, one standard of excellence, and financial effectiveness. Want to join us? Apply Now! At IEC, we don't just embrace diversity we crave it. We have purposefully built a team of talented people not only with different ethnic and cultural backgrounds, but professional diversity as well. We believe that a team of people with diverse backgrounds and experiences bring different perspectives and ideas to the table as we endeavor to help our students succeed. What will you bring? Our students are making an investment in their futures, and joining the IEC team is an investment in your future. We are an employee-owned company with mentorship, training, and career pathways in every department. You chart your own success at IEC. The Perks We are engaged in meaningful, purposeful work that is transforming lives and communities every day. In addition, our team members enjoy a host of perks including ownership in the company. What does that mean? IEC has a structured Employee Stock Ownership Program (ESOP), where employees earn shares of the company every year; the longer you're part of our team, the more shares you earn. When you're ready to retire, IEC buys those shares back so you can live out your retirement dreams. Other employee benefits include Medical, Dental, Vision, Disability and Life Insurance; a generously matched 401(k) plan; and accrued paid-time-off and 10 company holidays every year. The biggest perk of all? The monumental sense of pride as you help students overcome obstacles to improve their lives. We live for that.

ID 2026-18170 At Element, our shared purpose of 'Making tomorrow safer than today' brings us together and sets us (and you, if you join us...) apart from the crowd. Join our team in Southern California as an HR Generalist. As the HR Generalist you will play a key role in supporting the employee lifecycle, delivering a positive employee experience, and partnering closely with HR Business Partners, Talent Acquisition, Payroll, and Operations. This role requires strong attention to detail, excellent communication skills, and the ability to manage multiple priorities in a fast-paced environment to address transactional-based duties. This position is onsite 5 days a week, Monday - Friday Salary range from $72,000 to $82,000 per annum Responsibilities Proactively support performance management, reporting efforts, and tracking of terminations and employee relations activity Draft and maintain employee documents, such as internal offer letters, shift differential letters, and certification-related increase letters Support onboarding, offboarding and employee lifecycle processes Direct employees to self-serve tools to resolve employee questions, concerns and grievances Partner with managers, payroll, and shared services on the separation of employees and conduct exit interviews Support accurate tracking and administration of time and attendance, ensuring compliance with California meal and rest period requirements; partner with managers and payroll to resolve discrepancies and enforce compliance standards Recruiting Support: Partner with the TA team to coordinate and conduct first-level interviews, screen candidates, and manage recruiting logistics Carry out data analysis for internal audits and compensation reviews Assist in areas such as development of human resources policies, application of progressive discipline, leading training sessions for front line leaders, and skip level sessions Receive and process mail from lab locations, ensuring compliance with company procedures and applicable regulations. Collaborate with HR Team with other HR projects, process improvements, and policy generation as needed Skills / Qualifications BS/BA Human Resources, Business Administration, or related field Demonstrated experience as an HR Generalist and/or HR Operations / Shared Services role Knowledge of time and attendance systems and California meal and rest break compliance requirements; experience monitoring adherence and resolving related issue Excellent verbal and written communication skills Excellent organizational skills and attention to detail Ability to operate in a high pressure, fast paced environment Outstanding knowledge of MS Office; HRIS (e.g. D365 and Ceridian) 15% travel may be required #LI-DG1 To apply please email Company Overview Element is one of the fastest growing testing, inspection and certification businesses in the world. Globally we have more than 9,000 brilliant minds operating from 270 sites across 30 countries. Together we share an ambitious purpose to 'Make tomorrow safer than today'. When failure in use is not an option, we help customers make certain that their products, materials, processes and services are safe, compliant and fit for purpose. From early R&D, through complex regulatory approvals and into production, our global laboratory network of scientists, engineers, and technologists support customers to achieve assurance over product quality, sustainable outcomes, and market access. While we are proud of our global reach, working at Element feels like being part of a smaller company. We empower you to take charge of your career, and reward excellence and integrity with growth and development. Industries across the world depend on our care, attention to detail and the absolute accuracy of our work. The role we have to play in creating a safer world is much bigger than our organization. Diversity Statement At Element, we always take pride in putting our people first. We are an equal opportunity employer that recognizes diversity and inclusion as fundamental to our Vision of becoming "the world's most trusted testing partner". All suitably qualified candidates will receive consideration for employment on the basis of objective work related criteria and without regard for the following: age, disability, ethnic origin, gender, marital status, race, religion, responsibility of dependents, sexual orientation, or gender identity or other characteristics in accordance with the applicable governing laws or other characteristics in accordance with the applicable governing laws. The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c) "If you need an accommodation filling out an application, or applying to a job, please email "

About the Role The Vice President, Human Resources will serve as a key strategic partner to the Chief Human Resources Officer and the Executive Team, leading enterprise-wide People and Total Rewards Operations, HR Technology, and Strategic HR Business Partnership. This role will drive the design, transformation, and execution of scalable HR infrastructure, people analytics, and technology solutions to support Tarsus's rapid growth and long-term vision, leading a team of HR professionals. As a member of the HR Leadership Team and Enterprise Senior Leadership Team, this executive will play a critical role in advancing our culture, optimizing organizational capability, and embedding the Tarsus Leadership Competencies into the fabric of our people systems and leadership practices to ensure an optimal employee experience that attracts, retains, and develops best in class talent and drives our pursuit of addressing important diseases with impactful therapeutics. Let's talk about some of the key responsibilities of the role: Enterprise HR Leadership Partner with the CHRO to define and execute the HR strategy aligned with Tarsus's 2030 vision. Lead the People Operations, HR Technology, and HR Business Partnership functions to deliver a best-in-class employee experience through service delivery, data and strategic partnership. Serve as a strategic advisor and thought partner to senior executives, helping shape talent strategies that drive business performance. Foster alignment across HR Centers of Excellence (Talent Acquisition, Talent Development, Total Rewards, DEIB, Culture, and Employee Experience) to drive continuous improvement of HR services and processes. Drive and evolve strategic workforce planning to successfully align people and resources to business strategies for long-term business growth and sustainability. People Operations & Technology Build and scale robust people systems, policies, and processes, ensuring operational excellence, compliance, and data integrity across the employee lifecycle. Oversee the evaluation, implementation, and optimization of HR technology solutions, including HRIS, people analytics, and automation tools, with a focus on employee experience, efficiencies, and reporting and accuracy for all HR processes. Drive process simplification and digital transformation to improve agility, scalability, and efficiency. Develop, implement manage meaningful performance metrics and dashboard analytics that provide actionable insights for workforce planning, engagement, and productivity. Lead process analyses to identify gaps or redundancies, recommending and putting into action processes and programs that streamline, automate, or improve the HR and broader organization. Strategic HR Business Partnership Lead a high-performing HRBP team that supports executives and leaders across functions. Enable organizational effectiveness through workforce planning, organizational design, talent development, and change management. Build leadership capability through coaching, feedback, and alignment with the Tarsus Leadership Competencies. Champion culture, engagement, and inclusion through strategic initiatives that amplify the Tarsus employee value proposition. Leadership & Culture Model enterprise-level leadership consistent with Tarsus Leadership Competencies, including strategic thinking, enterprise collaboration, business acumen, and innovative thinking. Develop succession and capability plans for key enterprise functions. Serve as a visible culture carrier, fostering collaboration, empowerment, and accountability. Factors for Success: Bachelor's degree in Human Resources, Business Administration, or related discipline required; Master's preferred. 20 years of progressive HR experience with at least 10 years in senior leadership roles overseeing People Operations, HR Technology, and Strategic HR Business Partnership. Demonstrated success leading teams and influencing senior executives in a matrixed organization, with strong business acumen and a strategic, execution-oriented mindset. Proven ability to architect, scale, and optimize enterprise HR systems, processes, and digital solutions in high-growth, global environments. Deep expertise in HR technology ecosystems, data analytics, and workforce insights, including implementation of AI solutions that drive measurable business value. Experience building and leading global functions, including organization design, local HR operations, compliance, and scalable HR infrastructure. Track record of creating and implementing standardized, best-practice HR processes and systems that ensure simplicity, scalability, and compliance across US and international operations. Exceptional project and program management capability, including technology design, integration, and governance, with strong analytical and decision-making skills. Proven record of driving change and transformational initiatives that enhance organizational capability and employee experience. Experience in biopharma, life sciences, or similarly complex, regulated industries highly desired; SOX compliance experience required. Exceptional communication and stakeholder engagement skills, with a proven ability to lead through influence. Leadership Competencies - This role requires mastery of the Tarsus Leadership Competencies for Leading the Enterprise, including: Strategic Vision & Systems Thinking - Anticipates long-term implications and integrates enterprise priorities into HR strategy. Enterprise Collaboration - Builds alignment and trust across functions, advancing shared outcomes over individual agendas. Agility & Change Leadership - Navigates complexity with resilience; leads transformational initiatives that drive organizational adaptability. Empowerment & Talent Development - Creates conditions for others to thrive, developing leadership capability across all levels. Innovation & Impact Orientation - Challenges convention and delivers scalable, value-driving HR solutions. A Few Other Details Worth Mentioning: The position will be based in our beautiful Irvine office, complete with a courtyard, snacks, drinks, and occasional catered meals. We provide a hybrid work environment. We are passionate about our culture! Our Tarsans live our values of commitment to patients, empowerment to champion innovation, and teamwork to amplify impact! This position reports directly to the Chief Human Resources Officer Some travel may be required - up to 15% At Tarsus, we understand the importance of attracting and retaining top talent. The expected base pay range for this position is $273,700 - $383,300 plus bonus, stock equity, and comprehensive benefits. The base pay range reflects the target range for this position, but individual pay will be determined by additional factors such as job-related skills, experience and relevant education or training. Our benefits include health, dental and vision insurance benefits to ensure your well-being. We believe in work-life balance and offer generous paid time off, including vacation, holidays, and personal days. For more details regarding Tarsus benefits, please visit: ************************************************ #LI-Hybrid Tarsus Pharmaceuticals, Inc. is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex including sexual orientation and gender identity, national origin, disability, protected Veteran Status, or any other characteristic protected by applicable federal, state, or local law.

Hi Tarsan! Thanks for your interest in this position. Please review the details and if role and if it's something that could match your career goals, connect with your current manager and HRBP to discuss if your experience and skills line up. If everything is a go, please apply and the Talent Acquisition team will contact you for an interview so we can also get to know you better. - Your Human Resources Team About the Role The Vice President, Human Resources will serve as a key strategic partner to the Chief Human Resources Officer and the Executive Team, leading enterprise-wide People and Total Rewards Operations, HR Technology, and Strategic HR Business Partnership. This role will drive the design, transformation, and execution of scalable HR infrastructure, people analytics, and technology solutions to support Tarsus's rapid growth and long-term vision, leading a team of HR professionals. As a member of the HR Leadership Team and Enterprise Senior Leadership Team, this executive will play a critical role in advancing our culture, optimizing organizational capability, and embedding the Tarsus Leadership Competencies into the fabric of our people systems and leadership practices to ensure an optimal employee experience that attracts, retains, and develops best in class talent and drives our pursuit of addressing important diseases with impactful therapeutics. Let's talk about some of the key responsibilities of the role: Enterprise HR Leadership Partner with the CHRO to define and execute the HR strategy aligned with Tarsus's 2030 vision. Lead the People Operations, HR Technology, and HR Business Partnership functions to deliver a best-in-class employee experience through service delivery, data and strategic partnership. Serve as a strategic advisor and thought partner to senior executives, helping shape talent strategies that drive business performance. Foster alignment across HR Centers of Excellence (Talent Acquisition, Talent Development, Total Rewards, DEIB, Culture, and Employee Experience) to drive continuous improvement of HR services and processes. Drive and evolve strategic workforce planning to successfully align people and resources to business strategies for long-term business growth and sustainability. People Operations & Technology Build and scale robust people systems, policies, and processes, ensuring operational excellence, compliance, and data integrity across the employee lifecycle. Oversee the evaluation, implementation, and optimization of HR technology solutions, including HRIS, people analytics, and automation tools, with a focus on employee experience, efficiencies, and reporting and accuracy for all HR processes. Drive process simplification and digital transformation to improve agility, scalability, and efficiency. Develop, implement manage meaningful performance metrics and dashboard analytics that provide actionable insights for workforce planning, engagement, and productivity. Lead process analyses to identify gaps or redundancies, recommending and putting into action processes and programs that streamline, automate, or improve the HR and broader organization. Strategic HR Business Partnership Lead a high-performing HRBP team that supports executives and leaders across functions. Enable organizational effectiveness through workforce planning, organizational design, talent development, and change management. Build leadership capability through coaching, feedback, and alignment with the Tarsus Leadership Competencies. Champion culture, engagement, and inclusion through strategic initiatives that amplify the Tarsus employee value proposition. Leadership & Culture Model enterprise-level leadership consistent with Tarsus Leadership Competencies, including strategic thinking, enterprise collaboration, business acumen, and innovative thinking. Develop succession and capability plans for key enterprise functions. Serve as a visible culture carrier, fostering collaboration, empowerment, and accountability. Factors for Success: Bachelor's degree in Human Resources, Business Administration, or related discipline required; Master's preferred. 20 years of progressive HR experience with at least 10 years in senior leadership roles overseeing People Operations, HR Technology, and Strategic HR Business Partnership. Demonstrated success leading teams and influencing senior executives in a matrixed organization, with strong business acumen and a strategic, execution-oriented mindset. Proven ability to architect, scale, and optimize enterprise HR systems, processes, and digital solutions in high-growth, global environments. Deep expertise in HR technology ecosystems, data analytics, and workforce insights, including implementation of AI solutions that drive measurable business value. Experience building and leading global functions, including organization design, local HR operations, compliance, and scalable HR infrastructure. Track record of creating and implementing standardized, best-practice HR processes and systems that ensure simplicity, scalability, and compliance across US and international operations. Exceptional project and program management capability, including technology design, integration, and governance, with strong analytical and decision-making skills. Proven record of driving change and transformational initiatives that enhance organizational capability and employee experience. Experience in biopharma, life sciences, or similarly complex, regulated industries highly desired; SOX compliance experience required. Exceptional communication and stakeholder engagement skills, with a proven ability to lead through influence. Leadership Competencies - This role requires mastery of the Tarsus Leadership Competencies for Leading the Enterprise, including: Strategic Vision & Systems Thinking - Anticipates long-term implications and integrates enterprise priorities into HR strategy. Enterprise Collaboration - Builds alignment and trust across functions, advancing shared outcomes over individual agendas. Agility & Change Leadership - Navigates complexity with resilience; leads transformational initiatives that drive organizational adaptability. Empowerment & Talent Development - Creates conditions for others to thrive, developing leadership capability across all levels. Innovation & Impact Orientation - Challenges convention and delivers scalable, value-driving HR solutions. A Few Other Details Worth Mentioning: The position will be based in our beautiful Irvine office, complete with a courtyard, snacks, drinks, and occasional catered meals. We provide a hybrid work environment. We are passionate about our culture! Our Tarsans live our values of commitment to patients, empowerment to champion innovation, and teamwork to amplify impact! This position reports directly to the Chief Human Resources Officer Some travel may be required - up to 15% At Tarsus, we understand the importance of attracting and retaining top talent. The expected base pay range for this position is $273,700 - $383,300 plus bonus, stock equity, and comprehensive benefits. The base pay range reflects the target range for this position, but individual pay will be determined by additional factors such as job-related skills, experience and relevant education or training. Our benefits include health, dental and vision insurance benefits to ensure your well-being. We believe in work-life balance and offer generous paid time off, including vacation, holidays, and personal days. For more details regarding Tarsus benefits, please visit: https://eb.alliant.com/26tarsusbenefitssnapshot. #LI-Hybrid

Job Description Our client is a leading provider of steel doors and windows for the luxury residential market. We create custom, high-quality products in our California factory for clients nationwide. Our successful company growth has created an opening for a new key member of our team. Our client is seeking a dynamic, business-minded Vice President of Human Resources to serve as a strategic partner to the executive team and a key driver of organizational performance. This role goes far beyond traditional HR leadership. The ideal candidate brings deep business acumen, understands how HR strategy directly impacts profitability, growth, and operational excellence, and actively collaborates with the executive team to shape company strategy. This leader will take full, proactive ownership of employee and leadership development, build a strong internal pipeline of future leaders while ensuring the client's people strategy scales with the business. This is an onsite position in Yorba Linda, CAKey ResponsibilitiesStrategic & Business Partnership Act as a trusted advisor to the CEO and executive leadership team, contributing to overall business strategy, organizational design, and long-term planning. Translate business objectives into integrated people strategies that drive performance, accountability, and sustainable growth. Evaluate workforce capabilities against current and future business needs, proactively addressing gaps. Leadership Development & Talent Strategy Take full ownership of team member development, with a strong focus on identifying, developing, and retaining future leaders across the organization. Design and implement leadership development frameworks, succession planning, and career progression models aligned with business goals. Establish a high-performance culture with clear expectations, accountability, and continuous development. Talent Acquisition & Performance Management Oversee end-to-end talent acquisition strategies to attract top-tier talent aligned with Euroline's culture and business needs. Implement and continuously improve performance management systems that drive results, reinforce company values, and support employee growth. Employee Relations & Culture Foster a strong, transparent, and performance-driven culture that balances accountability with engagement and trust. Provide executive-level guidance on employee relations, conflict resolution, disciplinary actions, and performance improvement. Champion employee engagement initiatives that directly support retention, productivity, and morale. Compensation, Benefits & Workforce Planning Lead the design and execution of competitive compensation and benefits programs aligned with market benchmarks and business strategy. Ensure pay-for-performance philosophies to support company objectives and operational realities. Partner with leadership in workforce planning and cost optimization. Compliance & Risk Management Ensure compliance with all federal, state, and local employment laws, with deep expertise in California employment regulations. Proactively assess and mitigate people-related risk while maintaining accurate policies, records, and documentation. HR Operations, Metrics & Budgeting Develop, track, and report HR metrics that provide insight into workforce performance, engagement, retention, and leadership effectiveness. Manage the HR budget with a strong business lens, optimizing resources while supporting strategic priorities. Leverage HR systems and data to drive informed decision-making. HR Team Leadership Lead, mentor, and develop a high-performing HR team, setting clear expectations and modeling strong leadership behaviors. Build an HR function that is proactive, solution-oriented, and deeply connected to the business. Qualifications Bachelor's or Master's degree in Human Resources, Business Administration, or related field. Proven experience as an HR Director, VP of HR, or similar senior leadership role with demonstrated business impact. Strong experience in manufacturing or comparable operational environments highly preferred. Deep knowledge of California employment law and HR best practices. Demonstrated ability to think strategically, understand financial and operational drivers, and collaborate effectively with executive peers. Exceptional leadership, communication, and influencing skills. Analytical mindset with strong problem-solving capabilities. Proficiency with HR systems, analytics, and reporting tools. What We're Looking ForThis role is not for a traditional HR leader who operates in isolation from the business. We are looking for a true executive partner-someone who understands how people, strategy, operations, and financial performance intersect, and who takes full ownership of building the next generation of leaders.