Human resources manager jobs in Rocklin, CA - 131 jobs

Whether you're a recent grad or a seasoned professional, you can experience meaningful career growth at Rosendin. Enjoy a true sense of ownership as you work with a proven industry leader on some of the most exciting and high-profile projects in the nation. We offer a wide range of job opportunities, competitive compensation, full benefits, an Employee Stock Ownership Plan and more. Why Rosendin? Committed. Innovative. Engaged. If you're looking to take your career to the next level and work with some of the best and brightest in the industry, we want to hear from you. Since our founding over 100+ years ago, Rosendin has been driven to positively impact the communities where we live and work. We are an organization built on integrity and we have a culture that empowers people, embraces diversity, and inspires everyone to do their best. As one of the largest EMPLOYEE-OWNED electrical contractors in the United States, you will have the unique benefit of being a shareholder at a company that is experiencing tremendous growth and success. When our people succeed and fuel our success, we reward them. We'd love to have you as a shareholder! YOUR NEXT OPPORTUNITY: The Senior Human Resources Generalist is responsible for providing HR people management and administrative support which includes acting as broker and partner with various People Department functions, including Talent Acquisition, Compensation and Benefits, Learning and Development, and HR Shared Services to provide solutions to a wide variety of employee questions and concerns. Uses working knowledge of the business to support strategic initiatives in partnership with the HRBPs utilizing the various human resources functions to provide tactical support to line managers WHAT YOU'LL DO: Main point of contact for field and front-line management employees for human resources information and assistance. Handles confidential information in a professional manner, respecting employee privacy while maintaining company confidentiality. Interacts with various levels of management, vendors, employees, and employee dependents. Provides day-to-day performance management guidance to line management (e.g., coaching, counseling, career development, disciplinary actions, terminations). Assists and supports HRBPs in the design, communication, and execution of strategic People department initiatives in support of the business.This will include data analysis, audits, program design, communication, and training delivery. Maintains, and is responsible for, data integrity by either entering any required employee change information (new hires, job changes, terminations, promotions, transfers, etc.). Updates changes to employee files to document personnel actions and to provide information for payroll, benefit carriers, and other internal/external areas. Provides guidance in solving HR-related questions or issues related to comp and benefits, PTO, processes, or policy.Partners with Shared Services as necessary. Investigates and recommends corrective actions to resolve workplace issues or complaints.Partners with HRBPs and/or the Legal department as necessary. Assists with new hire orientation as needed.May include coordinating required paperwork, scheduling, and delivering content. Supports the local college recruitment program initiatives from coordinating events to attending events as a Company representative. Supports the coordination of special projects and events, including benefits open enrollment, recognition events, performance appraisals, training, company events,etc. Acts as a liaison with other HR Functions to provide tactical solutions for the business. Handle performance improvement plans, progressive discipline, and other employee relations issues, working with the HRBP on escalated items. Basic knowledge of legal requirements related to day-to-day management of employees, risk evaluation, and regulatory compliance related to FMLA, leaves of absences, return to work, ADA, NLRA, etc. Partners with the legal department and/or HRBPs as needed/required. Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention through management partnership and employee feedback systems or surveys. Works with managers to identify skill or knowledge gaps and delivers or coordinates training in response dependent on topic. The duties and responsibilities are intended to describe the general nature and scope of work being performed by this position. This is not a complete listing and other duties will be assigned based on the position's role within the business unit. WHAT YOU'LL NEED TO BE SUCCESSFUL: Basic understanding of Labor Law to include both State and Federal statues as well as basic familiarity with the NLRA. Understand basic concepts of risk analysis and management with the ability to exercise judgement in ambiguous situations where clear courses of action may not be present. Basic understanding of compensation philosophies and practices with the ability to recognize issues and apply established programs to address. Basic data analytics and interpretation. Excellent verbal and written communication skills. Strong organizational, record-keeping, and follow- up skills. High level of discretion and interpersonal skills to handle sensitive and confidential personnel matters and documentation Proficient in using a computer and Microsoft Office (Outlook, Word, Excel, etc.); Oracle and SharePoint -Preferred Ability to reconcile and provide benefit guidance Ability to prioritize and manage multiple tasks, changing priorities as necessary Ability to work under time pressure and adapt to changing requirements with a positive attitude Effective oral and written communication skills as required for the position Ability to be self-motivated, proactive and an effective team player Ability to interact effectively and professionally with all levels of employees, both management and staff alike, vendors, clients, and others WHAT YOU BRING TO US: Bachelor's degree in HR or related field with 3 years of experience. PHR a plus Can be a combination of education, training, and relevant experience TRAVEL: Up to 0% WORKING CONDITIONS: General work environment - sitting for long periods, standing, walking, typing, carrying, pushing, bending. Work is conducted primarily indoors with varying environmental conditions such as fluorescent lighting and air conditioning Noise level is usually low to medium; it can be loud on the jobsite. We fully comply with the ADA and applicable state law, including considering reasonable accommodation measures that may enable qualified disabled applicants and employees to perform essential functions. Occasional lifting of up to 30 lbs. Rosendin is committed to creating a diverse environment and is proud to be an Equal Opportunity Employer. Employment decisions are considered regardless of race, color, religion, sex, sexual orientation, gender identity, national origin, disability, veteran status, pregnancy, age (over 40), or any other categories protected by applicable federal, state, or local law. YOU Matter - Our Benefits ESOP - Employee Stock Ownership 401 K Annual bonus program based upon performance, profitability, and achievement 17 PTO days per year plus 10 paid holidays Medical, Dental, Vision Insurance Term Life, AD&D Insurance, and Voluntary Life Insurance Disability Income Protection Insurance Pre-tax Flexible Spending Plans (Health and Dependent Care) Charitable Giving Match with our Rosendin Foundation Pay Range $80,300.00-$105,400.00 Annual The pay range for this role is what we expect to pay for candidates that meet the specified qualifications and requirements listed on this job description. Candidate's pay can vary based on location, job-related experience, skills, and education. Our success is rooted in our people. We all come together around long-term vision and a sense of shared ownership. As a group, we do whatever it takes to ensure the success of our business…and your career. Rosendin Electric is committed to creating a diverse environment and is proud to be an Equal Opportunity Employer. Employment decisions are considered regardless of race, color, religion, sex, sexual orientation, gender identity, national origin, disability or veteran status.

Industry: Medical Consulting Services Company Size: Mid-sized Salary: $180K-$220K/Year (DOE) We are seeking a visionary Vice President of Human Resources to join a mid-sized medical consulting services firm entering an exciting phase of transformation. This executive will play a critical role in shaping the organization's people strategy, ensuring compliance, strengthening culture, and driving workforce performance. This is a hands-on leadership role. As a senior member of the leadership team, the Vice President of Human Resources will oversee all HR functions and serve as a strategic partner to executive leadership. This role is responsible for aligning talent strategies with business priorities, modernizing HR systems and practices, and cultivating a culture of engagement, inclusion, and accountability. The ideal candidate is a collaborative, strategic, and people-focused leader with a proven track record of elevating HR operations and enabling organizational growth. Key Responsibilities Strategic Leadership Collaborate with the executive team to design and implement a forward-looking people strategy that supports business objectives. Lead workforce planning, succession management, and organizational development initiatives. Serve as a trusted advisor on employee engagement and development, organizational structure, and change management. HR Operations & Compliance Oversee core HR functions including talent acquisition, performance management, compensation and benefits, employee relations, compliance, and learning & development. Optimize HR systems, processes, and analytics to enhance operational efficiency and support data-driven decision-making. Ensure full compliance with federal and California employment laws, maintaining alignment with industry best practices. Subject matter expert with employment law. Culture, Engagement & Inclusion Champion programs that foster employee engagement, recognition, and continuous learning. Promote a culture of collaboration, engagement and accountability across all levels of the organization. Partner with department leaders to reinforce company values and enhance internal communication. Leadership & Team Development Lead and develop a high-performing HR team focused on delivering strategic value and exceptional service. Introduce innovative approaches to talent development, succession planning, and internal communications. Build strong cross-functional partnerships to improve organizational cohesion and performance. Qualifications Bachelor's degree required; advanced degree or professional certification (SPHR, SHRM-SCP, MBA) strongly preferred. 10+ years of progressive HR leadership experience, including 4+ years in a senior or executive role. Proven success in leading people strategy within complex or multi-site organizations. Deep expertise in California employment law and regulatory compliance. Demonstrated ability to lead cultural transformation and drive employee engagement. Exceptional interpersonal, analytical, and communication skills. Proficiency in HRIS platforms and data analytics tools.

DirectHire Vice President of Human Resources Industry: Medical Consulting Services Company Size: Mid-sized Salary: $180K-$220K/Year (DOE) We are seeking a visionary Vice President of Human Resources to join a mid-sized medical consulting services firm entering an exciting phase of transformation. This executive will play a critical role in shaping the organization's people strategy, ensuring compliance, strengthening culture, and driving workforce performance. This is a hands-on leadership role. As a senior member of the leadership team, the Vice President of Human Resources will oversee all HR functions and serve as a strategic partner to executive leadership. This role is responsible for aligning talent strategies with business priorities, modernizing HR systems and practices, and cultivating a culture of engagement, inclusion, and accountability. The ideal candidate is a collaborative, strategic, and people-focused leader with a proven track record of elevating HR operations and enabling organizational growth. Key Responsibilities Strategic Leadership Collaborate with the executive team to design and implement a forward-looking people strategy that supports business objectives. Lead workforce planning, succession management, and organizational development initiatives. Serve as a trusted advisor on employee engagement and development, organizational structure, and change management. HR Operations & Compliance Oversee core HR functions including talent acquisition, performance management, compensation and benefits, employee relations, compliance, and learning & development. Optimize HR systems, processes, and analytics to enhance operational efficiency and support data-driven decision-making. Ensure full compliance with federal and California employment laws, maintaining alignment with industry best practices. Subject matter expert with employment law. Culture, Engagement & Inclusion Champion programs that foster employee engagement, recognition, and continuous learning. Promote a culture of collaboration, engagement and accountability across all levels of the organization. Partner with department leaders to reinforce company values and enhance internal communication. Leadership & Team Development Lead and develop a high-performing HR team focused on delivering strategic value and exceptional service. Introduce innovative approaches to talent development, succession planning, and internal communications. Build strong cross-functional partnerships to improve organizational cohesion and performance. Qualifications Bachelor's degree required; advanced degree or professional certification (SPHR, SHRM-SCP, MBA) strongly preferred. 10+ years of progressive HR leadership experience, including 4+ years in a senior or executive role. Proven success in leading people strategy within complex or multi-site organizations. Deep expertise in California employment law and regulatory compliance. Demonstrated ability to lead cultural transformation and drive employee engagement. Exceptional interpersonal, analytical, and communication skills. Proficiency in HRIS platforms and data analytics tools.

**About the Role & Team** Every day at Disney Cruise Line we take pride in bringing the magic of Disney to life. We find joy in creating cherished memories and form genuine connections with our guests. We hold each other to the highest degree and always act responsibly while ensuring the safety of fellow crew and guests. United by our Disney values, we work toward excellence in all we do. As a part of our team, you can live and work in a diverse and inclusive environment amidst a professional and supportive community. If you are ready to create unforgettable experiences and grow as a person and as a professional, apply today! As Shipboard Human Resources Manager, you will perform multiple responsibilities to support our HR service delivery model. You will be the primary contact for Crew employee relations, performance management, and Human Resources initiatives while collaborating with leaders, building positive relationships and being a trusted advisor. You will report to: Manager, Human Resources (shipboard) Level: 2 ½ Stripes **Responsibilities :** **How You Will Make a Difference** + Delivers key shipboard HR functions-including Compensation and Benefits, Employee Relations, and Learning and Development-while serving as a strategic partner to leadership and a resource to Crew in cultivating a fair, inclusive, and high-performing workplace. + Demonstrates strong business acumen and applies a strategic, consultative approach to anticipate needs, assess challenges, and deliver innovative HR solutions aligned with evolving business priorities and individual vessel needs. + Maintains a relentless focus on enhancing the Crew experience by aligning efforts with company values and strategic priorities to foster a supportive, engaging, and inclusive onboard environment + Partner with shipboard leaders to strengthen leadership behaviors by identifying growth opportunities and implementing targeted development strategies, including expectation memos, feedback sessions, and tailored training. Conducts need assessments to identify key opportunities in training, communication, organizational efficiency, etc. + Conduct needs assessments to identify opportunities in training, communication, and organizational effectiveness, ensuring alignment with the organization's goals and desired outcomes. + Facilitate team effectiveness sessions (e.g. New Leader Transitions, role clarification, conflict resolution, trust-building, team strategy, etc.) and HR training courses for returning and new hire Crew and Officers, + Support the implementation of organizational projects and initiatives by providing tools, processes, and guidance for effective execution. Collaborate with the Shipboard Human Resources Manager to apply change management strategies that facilitate smooth transitions and sustainable outcomes. **Basic Qualifications :** **What You Will Bring to the Team** + Minimum of 3 years of formal Human Resources experience in at least one functional area (ex: learning and development, compensation & benefits, employee relations, compliance, workforce planning & administration) + Minimum of one year experience in employee relations and/or performance management concepts and practices + Minimum of 1 year in a leadership and/or Operations role **Preferred Qualifications:** **How You Will Stand Out** + Shipboard, hospitality, or travel industry experience a plus + Experience supporting a culturally diverse or geographically dispersed workforce **Additional Information :** **This is a** **SHIPBOARD** **role.** **You must:** + Be genuinely interested in a career at sea and willing to live and work onboard a Disney Cruise Line vessel + Be willing to follow and perform safety role, emergency responsibilities, and associated responsibilities as specified in the ship Assembly Plan + Be willing to uphold the general safety management responsibilities as specified in the Safety Management System in areas and operations under their control + If applicable, be willing to share a confined cabin with other crew members and appreciative of working and living in a multicultural environment that has strict rules and regulations Your Responsibilities: + Have a valid passport and C1/D Seaman's visa (DCL will provide you with documents to obtain this) + Complete a pre-employment medical + Obtain a criminal background check + Bring approved work shoes ****** **_Disney Cruise Line_** **is a drug-free workplace. All new hires are required to undergo drug/alcohol testing within the first week onboard and throughout their contracts. Failure to pass the drug/alcohol testing will result in immediate termination.** **Job ID:** 1325636BR **Location:** United States **Job Posting Company:** "Disney Cruise Line" The Walt Disney Company and its Affiliated Companies are Equal Employment Opportunity employers and welcome all job seekers including individuals with disabilities and veterans with disabilities. If you have a disability and believe you need a reasonable accommodation in order to search for a job opening or apply for a position, email Candidate.Accommodations@Disney.com with your request. This email address is not for general employment inquiries or correspondence. We will only respond to those requests that are related to the accessibility of the online application system due to a disability.

What you'll need to succeed as a Director, Human Resources at XPO Minimum qualifications: * Bachelor's degree or equivalent related work or military experience * 7 years of progressive HR experience * Ability to quickly build relationships across the organization and leverage trust to influence outcomes * Proficiency with HRIS tools and ability to interpret and apply data insights to guide business decisions * Availability to work a flexible schedule, which may include extended hours, weekends and overnight shifts * Ability to travel 50% of the time, including overnight stays and air travel * Ability to work onsite at a service center five days per week * Ability to stand, climb stairs, walk on uneven surfaces for extended periods and work on an open-air dock in varying temperatures * Experience supporting HR operations in California Preferred qualifications: * Bachelor's degree in HR, Business, Communications or Psychology * Professional in Human Resources (PHR), Senior Professional in Human Resources (SPHR), or equivalent HR certification * Experience using technology and analytics to enhance HR processes and outcomes * Demonstrated ability to connect HR initiatives to business strategy and financial results * Familiarity with emerging HR technologies, predictive analytics and ethical data practices * HR experience in trucking, warehouse or retail environments supporting a large hourly workforce across multiple locations * People leadership experience with a proven ability to motivate teams and achieve goals About the Director, Human Resources job Pay, benefits and more: * Competitive compensation package * Full health insurance benefits available on day one * Life and disability insurance * Earn up to 15 days of PTO over your first year * 9 paid company holidays * 401(k) option with company match * Education assistance * Opportunity to participate in a company incentive plan What you'll do on a typical day: * Develop and assess HR programs, policies and systems that align with business strategy; use HR technology and data to drive continuous improvement. * Partner with Operations on workforce planning and retention strategies; collaborate with Talent Acquisition to enable data-driven recruitment. * Advise and coach managers on employee relations issues; ensure consistent, ethical and timely resolution while demonstrating resilience and sound judgment. * Support selection and assessment for hourly and salaried roles, ensuring compliant, fair and technology-enabled hiring practices. * Drive succession planning and performance management using workforce data, coaching methods, and predictive insights; participate in interviews and selection for key management roles. * Partner with Learning & Development and on-site HR teams to deliver training; support site HR operations and communicate effectively across digital and in-person channels. * Lead onboarding and orientation to ensure new hires understand culture, expectations, and resources; leverage feedback and data to improve the experience. * Lead project teams and serve on committees that enhance workplace culture and address improvement opportunities. * Ensure accurate execution and clear communication of corporate programs that impact the employee experience (ex: annual compensation cycle and open enrollment). Annual Salary Range: $168,522 to $210,652 Actual compensation may vary due to factors such as experience and skill set. This is an incentive-based position, which may include bonuses, incentive or commission plans. About XPO XPO is a top ten global provider of transportation services, with a highly integrated network of people, technology and physical assets. At XPO, we look for employees who like a challenge and can communicate effectively in all situations. We want to leverage your skills and years of experience to drive positive results while ensuring a bright future for yourself and XPO. If you're looking for a growth opportunity, join us at XPO. We are proud to be an Equal Opportunity employer. Qualified applicants will receive consideration for employment without regard to race, sex, disability, veteran or other protected status. All applicants who receive a conditional offer of employment may be required to take and pass a pre-employment drug test. The above statements are not an exhaustive list of all required responsibilities, duties and skills for this job classification. Review XPO's candidate privacy statement here. Nearest Major Market: Sacramento Job Segment: HR Manager, Human Resources Director, HR, Recruiting, HRIS, Human Resources Apply now "

Human Resources Generalist REPORTS TO: Vice President, Human Resources and Administration JOB GRADE: N10 PAY RANGE: $28.74/hour - $43.11/hour, Non-Exempt, Dependent on experience Position Summary The Human Resources Generalist supports the day-to-day operations of the Human Resources Department and serves as a key partner to team members and leaders across the Credit Union. This role assists with recruiting, onboarding, benefits administration, leaves of absence, workers' compensation, HR compliance, team member relations, and HR reporting. The HR Generalist ensures an exceptional team member experience while upholding the Credit Union's policies, values, and regulatory obligations. This position plays an important role in supporting the team member life cycle, maintaining accurate records, contributing to culture and engagement initiatives, and assisting with organizational events such as onboarding programs, In-Service Day, and career development efforts. The Human Resources Generalist is expected to model the Credit Union's Core Values: Lead with Care, Be Bold, Cultivate Curiosity, and Build Community. Duties and Responsibilities Recruiting & Onboarding Coordinates full-cycle recruitment including job postings, applicant screening, interview scheduling, and candidate communication. Supports hiring managers throughout the recruitment process and ensures timely updates and a positive candidate experience. Prepares and sends offer letters, coordinates background checks, and oversees completion of new hire requirements. Supports New Hire Orientation, onboarding events, and cross-departmental setup for new team members. Represents the Credit Union professionally at job fairs, community events, and recruiting functions. Assists with updating and maintaining job descriptions. Benefits Administration Assists with the day-to-day administration of benefits including medical, dental, vision, life insurance, 401(k), Safe Harbor contributions, and other programs. Processes enrollments, changes, and terminations; responds to team member benefit questions. Supports benefits open enrollment and communication efforts. Leaves of Absence & Workers' Compensation Coordinates leaves of absence including FMLA, CFRA, PDL, ADA accommodations, and other statutory leaves. Acts as liaison between team members, managers, and insurance providers to ensure timely documentation and compliance. Supports workers' compensation claims, incident reporting, and return-to-work processes. HR Compliance & Records Management Maintains compliance with federal, state, and local employment laws and internal HR policies. Conducts routine HR audits including I-9s, personnel files, and required postings. Ensures adherence to confidentiality standards and secure record-keeping requirements. Supports regulatory, internal, and external audit requests. Employee Relations & Culture Provides professional, confidential support to team members regarding HR-related inquiries. Assists with team member relations concerns under the guidance of the VP of HR & Administration. Supports culture and engagement initiatives including recognition programs, events, and internal communications. Assists with In-Service Day activities, new hire check-ins, and career pathing initiatives. HRIS, Reporting & Administration Supports HRIS functions including data entry, change processing, reporting, and troubleshooting. Prepares HR reports such as headcount, turnover, recruiting metrics, and compliance tracking. Maintains accurate and up-to-date personnel, benefits, and recruiting records. Supports the administration of performance reviews and team member evaluations. General HR Support Assists with policy updates, communications, and the development of HR procedures. Provides support for training and development activities coordinated through HR. Maintains a high level of professionalism while modeling the Credit Union's Core Values. Performs other related duties as assigned. Education/Experience Requirements High school diploma or equivalent; Bachelor's degree preferred. 3-5 years of experience in human resources, with exposure to multiple HR functional areas. Knowledge of California employment laws including wage and hour, leave laws, and regulatory compliance. Strong organizational skills with the ability to manage multiple priorities and deadlines. Excellent customer service, communication, and interpersonal skills. Ability to maintain confidentiality and use sound judgment in handling sensitive matters. Proficiency in HRIS or payroll systems (ADP preferred), and Microsoft Office Suite. SHRM-CP or PHR certification preferred. Experience in a credit union or financial services environment preferred. Recruiting or talent acquisition experience in a fast-paced setting preferred. Working Conditions/Physical Demands Work is primarily performed in an office environment with routine use of a computer, phone, and standard office equipment. May require occasional travel to branches or events. Must be able to lift up to 25 pounds occasionally (e.g., supplies, event materials). ______________________________ ______________________________ Team Member Signature Date ______________________________ ______________________________ Manager Signature Date

About the RoleIn this role you will be responsible for providing HR business partnerships to our Merch Planning, Marketing, and Product-to-Market functions that result in an engaged workforce and a more productive business. You will be responsible for and contribute to developing people strategies, overseeing all day-to-day HR activities for the clients, providing thought leadership to these organizations and associated Leadership Teams, developing, and executing talent management and change management strategies and partnering with key Gap Inc. HR Centers of Excellence and Employee Experience partners to deliver results against the people strategies.What You'll Do Provide thought leadership and consultation/support on people and organizational issues: collectively, directly and through matrix management throughout the organization, leveraging resources, programs, and tools to achieve desired outcomes Actively participate with and influence the Leadership Teams, advising on people and organization impact of business plans and decisions; ensure that change and transformation plans are established and effectively executed. Identify and implement strategies which improve employee engagement year over year, as measured through the continuous listening process Analyze HR metrics to identify business opportunities working with leadership to develop and implement solutions Drive talent management and succession planning activities within the business Pro-actively partner with the business and HR partners in Centers of Excellence to develop strategies to strengthen build capabilities, as needed, to ensure a ready now talent pipeline ; identify and deploy appropriate retention strategies to promote organizational stability Investigate and resolve employee relations and performance management issues in partnership with legal and Employee Relations team LEADERSHIP BEHAVIORS. Center on the Customer Everything we do is for the customer. This means listening and learning to truly understand who they are, what they need and where they're headed, so we can show up as authentic and culturally relevant - not just today, but tomorrow too Create with Curiosity Curiosity unlocks creativity. Asking questions like, ‘what if?' and ‘why not?' spurs a growth mindset, which leads to challenging the status quo, learning from our mistakes, and inspiring dynamic creativity everywhere Collaborate with Candor Collaboration enables us to imagine - and execute - better. Exchanging candid and direct perspectives brings out the best in us, elevating ideas and pushing us to go beyond what we can see alone Champion Excellence We strive to be the best and recognize it's an endless pursuit. It all starts with personal accountability to set clear expectations, remove barriers to execution, and empower those around us to deliver impact. When we do this, we unleash our full potential Who You Are Extensive and progressive Human Resources generalist experience driving transformational initiatives and addressing organizational efficiencies and effectiveness at scale, preferably in a vertical retail environment Comfort with most HR disciplines (employee relations, compensation, benefits, OD, talent management, talent acquisition) Retail business acumen; understanding of merchandising, inventory management, design and marketing competitive talent landscape Strong track record of driving Talent Strategy, Talent Acquisition, Performance Management, Organizational Design and effectiveness, Succession Planning and Engagement Experience leading large and small-scale organizational design and effectiveness initiatives in partnership with leadership Financial acumen and experience managing FTE and contingent workforce budget at scale Seasoned in investigating and resolving employee relations and performance management challenges in a headquarters environment Knowledge and experience driving a high-performance culture in a leader led organization Proven experience in managing others including ability to coach, develop, provide direction, recruit/retain top talent, understand resource capability and successfully drive results working with direct reports and other internal resources

- Note travel requirements in the Requirements section below. Compensation: Base range 110k - 120k, car provision, 20% annual bonus potential, health/dental/vision benefits, 401k. Recruitment will remain open continuously until filled -Apply early! Applications received by January 30th, 2026. will be part of the next review. Company Overview Performing over 80 million locates annually, USIC is the most trusted name in underground utility damage prevention. USIC also provides a full suite of utility services throughout North America. Our Mission: to deliver quality, efficient, safe, and innovative solutions to protect our partners' infrastructure and critical assets. Our Culture is known as Living the SAFE-LIFE: Protecting Infrastructure, Protecting Our Communities, Protecting Ourselves. Summary The Field Human Resources Manager serves as a strategic business partner to assigned field operations leaders and is the expert resource in areas such as talent development, workforce and succession planning, and conflict resolution. In addition to supporting the implementation of HR-related processes and programs that impact USIC, this individual is responsible for providing proactive, employee-focused HR solutions that align with business priorities, to improve organizational performance in their assigned coverage area. Our ideal candidate will be knowledgeable, creative, and passionate about supporting the employee experience. This role will have an engaging and participatory role in the field with regular visits to locations throughout the coverage area and co-travels with field personnel. This is a great opportunity to join our growing company as we expand our Human Resources team! Responsibilities Develop a consultative partnership with field leaders and provide guidance in a variety of areas, including employee engagement, performance management, talent development, conflict resolution, and policy interpretation/application Maintains knowledge of ongoing business challenges, opportunities, strategic direction, industry, and competitive environment. Uses HR and business information to consult with senior leaders and other functional leadership to develop appropriate HR strategies and solutions that will allow USIC to retain high performing individuals and strengthen overall organizational performance Identifies opportunities and provides leadership throughout the change process to encourage a positive culture of personal growth, innovation, and accountability Works with senior leaders to plan and execute all leadership-related processes, including workforce planning, career development, talent reviews and succession planning, and compensation calibration Works with field leaders and recruiting partners to help attract high potential talent and mitigate turnover disruption. Collaborates with Recruiting to assist with job fairs and hiring events as needed and help coach Hiring Managers regarding selection process best practices Collaborates with Corporate HR, Training, and field leadership to ensure consistent employee onboarding and ongoing skill development training throughout the coverage area Consult with managers on pay-related decisions, including merit increases, incentive recommendations, career-related competitive pay, or other adjustments Analyzes current internal and external compensation trends to make recommendations to management to ensure the alignment of rewards to performance and that USIC remains competitive in local markets Advises management on strategies designed to maintain consistent treatment and compliance with employment laws Provides guidance to designated HR Generalist on daily employee relations issues, intervening on especially complex situations, and executing fair and objective investigations when necessary Participates as a collaborative team member with other HRBPs/HR Managers to provide consistent and professional service to all stakeholders Prepares presentation materials for training sessions and conducts leader training sessions as needed Role is expected to have a participatory role with regular visits to locations throughout coverage area and co-travels with field personnel Participates in special projects or perform other duties as requested Requirements Bachelor's degree in Human Resources, Business Management, or related field preferred. PHR, SPHR, or SHRM certification preferred Minimum of 5 years strategic HR or OD experience required. Ability to do overnight travel 25-50% of the time, and comfortability with another 20-30% of your time being day trip travel (50-75% total travel) Possesses established leadership skills and can develop productive and influential partnerships, network, and communicate effectively with a variety of contacts, including field employees, senior leadership, and outside business associates Ability to thrive and remain flexible in a fast-paced, ever-changing, high-pressure environment while navigating a multi-site, decentralized organization with little oversight Ability to identify and provide solutions to core issues quickly while putting structure around ambiguity Ability to use reporting to analyze data, identify and quantify key HR/employment trends, and provide data-driven recommendations to influence decision-making Demonstrated HR leader in a union environment Possesses strong negotiation, conflict management, and investigative skills. Knowledgeable of applicable employment laws and HR practices/procedures and can remain objective and fact-driven Possesses strong interpersonal and communication skills. Exercises diplomacy, influences and presents ideas in a business, yet user-friendly language Possesses strong and effective change management skills that foster personal and professional growth, champions innovation and accountability, and advances the capabilities of a high-performing team Adept at taking initiative, handling multiple assignments, and meeting deadlines through strong organization and management skills Proficient in using core MS Office Suite products and experience with using HRIS/HRM systems We are an Equal Opportunity Employer. Veterans are encouraged to apply.

Join Our Team as an HR Manager at FosterHope Sacramento! Are you passionate about making a difference in the lives of youth in the child welfare system? Do you have a knack for creating a positive and inclusive work environment? If so, FosterHope Sacramento is looking for you! About Us: FosterHope Sacramento is a nonprofit organization dedicated to providing trauma-informed care, mental health services, and stable placements for youth in the child welfare system. We support foster families, social workers, and youth through comprehensive services rooted in compassion, equity, and community collaboration. Position: HR Manager Location: Sacramento, CA Employment Type: Full-Time, Exempt What You'll Do: As our HR Manager, you'll oversee all aspects of human resources practices and processes, ensuring that FosterHope Sacramento attracts, develops, and retains a compassionate, skilled, and mission-driven workforce. You'll play a strategic and hands-on role in supporting compliance, employee relations, performance management, hiring, training, and organizational culture. Key Responsibilities: Act as a resource for employee concerns and grievances; mediate conflict and provide resolution strategies. Promote a positive, supportive, and inclusive work environment. Maintain compliance with federal, state, and local employment laws and foster care licensing requirements. Implement and oversee performance appraisal systems and goal-setting processes. Lead full-cycle recruitment for clinical, administrative, and program staff, ensuring alignment with organizational needs and DEI principles. Manage onboarding and orientation programs that align with trauma-informed practices and agency policies. Identify staff training needs and coordinate professional development aligned with trauma-informed care and behavioral health services. Manage employee benefits programs, including health insurance, retirement plans, and leaves of absence. What We're Looking For: Bachelors degree in human resources, Business Administration, or related field and/or equivalent combination of education and experience Minimum 5 years of HR experience, with at least 2 years in a lead or senior generalist role. Knowledge of California labor law and HR compliance. Strong interpersonal, communication, and conflict resolution skills. Commitment to trauma-informed care, equity, and culturally responsive practices. Preferred Qualifications: PHR/SPHR or SHRM-CP/SHRM-SCP certification. Experience in child welfare, behavioral health, or nonprofit organizations. Familiarity with Title 22 and Community Care Licensing (CCL) regulations. Why Join Us? FosterHope Sacramento offers competitive pay, comprehensive health benefits, paid holidays, generous PTO, professional development opportunities, and a collaborative, mission-driven work environment.

Job title: Jr. Human Resources Consultant Reports to: Director of Consulting Services Classification: Non-Exempt, Full-time **Applicants not currently . Summary: Silvers HR, part of The Larkin Company, is seeking a motivated and talented Junior Human Resources Consultant to join our dynamic team. The successful candidate will collaborate with experienced HR professionals and contribute to various aspects of HR consulting projects, including employee relations, performance management, wage and hour compliance, leave of absence guidance, and management skills training. This role presents an excellent opportunity to develop your skills and expertise within a supportive and engaging work environment. Silvers HR has been a trusted partner for over two decades, providing top-tier human resources consulting services to a diverse array of clients throughout California. Our team of experienced professionals is dedicated to delivering customized, credible solutions that prioritize our clients' HR needs. At Silvers HR, we take pride in our commitment to excellence and our deep understanding of the unique challenges faced by businesses in California. Our wide range of services include employee relations counseling, HR policy development, management training, employee assessments, and much more. As a member of our dynamic team, you'll have the opportunity to work alongside industry experts and contribute to the ongoing success of our clients. We foster a supportive and collaborative work environment where your professional growth and development are encouraged. Join Silvers HR and become part of a respected and established company that has been making a difference in the HR consulting industry for over 20 years. Essential Job Duties and Responsibilities Provide guidance and industry expertise to clients on the full spectrum of HR functions, such as employee relations, wage and hour compliance, performance management, and management skills training. Offer consultation to clients on employee relations issues, leave of absence programs, employee handbook policies, and employee performance management, researching best practices and making relevant recommendations. Coach clients on effectively interpreting and enforcing employment and wage and hour laws, policies, and procedures, ensuring compliance. Develop and review documents, letters, and policies for clients to communicate their practices and policies, ensuring compliance with state and federal regulations. Assist in performing HR Practices Reviews to assess clients' HR practices and identify areas for improvement, offering tailored training and resources. Facilitate the creation of customized employee handbooks using the Silvers HR template, ensuring alignment with clients' unique business needs. Develop a deep understanding of clients' business models and statuses to provide personalized advice on employment activities. Efficiently organize and manage client work plans, deliverables, and timelines, maintaining strong relationships with client management at all levels. Contribute to the Silvers HR Newsletter publication by researching and writing articles on relevant HR topics. Generate timely and accurate reports, including client activities and work status updates. Qualifications: Bachelor's degree in Human Resources, Business Administration, or related field. Professional certification in HR (SPHR, PHR, PHRca, or SHRM-SCP or SHRM-CP) is preferred but not required. Minimum 3 years, preferably 5 years, of Human Resources experience, focusing on California employment laws and regulations, recruiting, employee relations, onboarding/offboarding, training and/or performance management. Ability to research and provide guidance on basic HR issues. Excellent communication both verbal and written, interpersonal, and presentation skills. Strong analytical, problem-solving, and decision-making abilities. Familiarity with HR software and technology tools. Ability to prioritize tasks and manage multiple projects simultaneously. Exceptional written communication skills, demonstrating the capacity to articulate ideas, concepts, and information clearly, concisely, and accurately. This includes creating well-structured documents, such as reports, proposals, and correspondence, while maintaining proper grammar, punctuation, and style. Requirements Employee Relations Experience: Minimum of 2-3 years of hands-on experience in employee relations. Proven ability to provide employers with strategic advice and recommendations on complex HR matters, with sound judgment on when to escalate issues to ensure appropriate support and resolution. Employment Law Expertise: Knowledge of federal and California employment laws, including leaves of absence, wage and hour, and ADA/FEHA. Ability to interpret and apply legal regulations accurately. Policy Development: Experience in developing HR policies and handbooks that align with employment laws and best practices. Research and Analysis: Strong research skills to analyze California employment laws and practices, presenting clients with various options and their respective pros and cons. Training Experience Preferred: Experience in conducting harassment prevention training (AB 1825/SB1343) and developing/conducting supervisory/management training programs. Investigation Skills: Experience conducting internal workplace investigations, demonstrating professionalism, objectivity, and confidentiality. Technology Proficiency: Comfort in using technology and HR-related software. Advanced spreadsheeting skills are essential for data analysis and reporting. Recruitment Experience: Background in talent acquisition, particularly in sourcing and hiring HR professionals. Travel: Ability to travel within Northern California, with a focus on the Sacramento area. Access to reliable transportation is a must. Communication Skills: Exceptional communication skills with the ability to maintain confidentiality and navigate sensitive situations with tact and diplomacy. Collaboration: A strong team player who can work effectively in both independent and collaborative environments. Adaptability: Proven ability to thrive in ambiguous situations, make informed decisions, and manage change effectively. Flexibility: ability to change course on occasion with regards to schedules and projects based on client needs. Virtual Team Experience: Prior experience working within a virtual team, demonstrating maturity, confidentiality, and strong organizational skills. Microsoft Office Suite Proficiency: High-level proficiency in using Microsoft Office tools (Word, Excel, Outlook, PowerPoint) for reporting, presentations, and documentation. Judgment and Escalation: Excellent judgment to assess situations and determine when other experts or legal counsel should be consulted. Work Environment and Physical Requirements: Remote and On-site Work: the Jr. HR Consultant will primarily work a hybrid schedule working remotely and in our Roseville office and must also be flexible to work from clients' offices as needed. Travel: Local travel is required, including attending in-person meetings at the main office. Access to reliable transportation is necessary. Communication: Excellent verbal communication skills are essential, as the Consultant will frequently engage in phone and in-person discussions. Workstation Setup: The Consultant must be comfortable with extended periods of sitting and utilizing keyboard and computer equipment. Physical Tasks: Occasional physical tasks may include standing, walking, reaching, balancing, climbing, stooping, kneeling, crouching, or crawling. Vision: Close vision abilities are required for driving and reading detailed documents. Lifting: The Consultant should be able to lift and carry objects up to 25 pounds occasionally. Hours: This is a full-time Jr. HR Consultant position and will be classified as non-exempt. Hours will be from 8:00 am to 5:00 pm Monday through Friday. Pay: $35.00 to $45.00 per hour, depending on experience. Benefits: Please see our website for a list of all our wonderful benefits ************************************* Join our team and contribute your expertise in shaping the future of HR practices for our valued clients! Silvers HR is an EOE employer. Interested candidates who meet the qualifications above are encouraged to apply with a resume and cover letter to ********************** Salary Description $35.00 - $45.00 per hour

Human Resources Manager DEPARTMENT: Administration REPORTS TO: Executive Officer FLSA STATUS: Full-Time Regular, Exempt COMPENSATION: $6,668.13 - $7,838.28 Monthly The Cooperative Agricultural Support Services (CASS) is a Joint Powers Authority that was originally formed as a partnership between the California Department of Food and Agriculture (CDFA) and the Counties of Yolo and Trinity. Since then, CASS' services have expanded throughout California to support the agricultural industry and the consumers of its products by providing human resources and administrative support services. CASS' program activities include agricultural inspection, pest prevention and other programs administered by CDFA, county agricultural commissioners, and other public agencies. We are seeking an enthusiastic Human Resources Manager to join our Administration Team. This position reports directly to the Chief Executive Officer. This position will oversee HR team of 4 people. POSITION OVERVIEW: Under the general supervision of the Chief Executive Officer, the Human Resources Manager, exercises a high degree of initiative and independence in performing the more responsible, and complex consultative and analytical, advanced journey level human resource work in the areas of employer/employee relations; recruitment and selection, compensation and benefits administration, performance management, safety, training and development, workers' compensation, and other human resource functions within the Department of Human Resources. The Human Resources Manager performs complex HR duties that require critical thinking and problem-solving skills, and application of independent judgment and discretion. ESSENTIAL JOB FUNCTIONS: Responsible for overseeing day-to-day operational flow of the Human Resources Department. Leads in the development and implementation of policies and priorities; evaluates HR programs and projects and recommends and implements policy and procedure changes. Responsible for managing incoming consultant contracts which include contract extension, evaluations and ensure files are maintained. In consultation with Executive Officer; function as an HR consultant to clients regarding employment law, EEO, and other related matters. In consultation with Executive Officer, guide CASS clients, managers, and supervisors on the proper handling of sensitive issues, including conflicts/disputes discipline, confidentiality, and terminations. With assistance from the HR Team, conduct investigations into employee relations issues and concerns, and makes recommendations to the Executive Officer for resolution. Review all related claim forms to ensure supervisors meet compliance standards. With assistance from the HR Team, respond to inquiries from managers and supervisors regarding employee issues, human resource policies, practices, procedures, and benefits. Evaluate existing programs (e.g., benefits, training, personnel) and make recommendations for improvement or change to meet present or future needs. Act as liaison and partner with Accounting on HR related matters including payroll, benefits, Paylocity HRIS system implementation and configuration, retirement enrollment processing, etc. Works closely with CASS clients; employees, Workers' Compensation provider; and HR Team to facilitate the timely reporting of industrial accidents and illnesses. Coach and advise supervisors on CASS best practices and interpretation of CASS policies and procedures. Research and update policies, laws, and procedures to respond to requests for information; explain and apply interpretations of human resources procedures, polices, and rules. Assist the Executive Officer with design, implementation, and delivery of training and organizational effectiveness. Participate in ensuring human resources programs and activities are administered and implemented in compliance with federal and state laws, rules, and regulations. Leads in the development and implementation of systems, policies, and procedures pertaining to human resource functions and operation. Assist with classification studies, development, and management of job descriptions, gathers and compiles salary and benefit data, organizes and presents information. Responsible for oversight wage and salary implementation and administration of benefits. SKILLS & QUALIFICATIONS: Bachelor's degree and a minimum of 5 years' experience in Human Resource Management preferred or related field (operations management, business administration, organizational development, etc.) HR certification preferred (SPHR or PHR preferred) Public or quasi-public sector knowledge and experience Experience with HRIS systems and implementation (Ideally in Paylocity or Paycom) Strong business aptitude and operations background ACA and/or knowledge of benefits administration Budget and finance knowledge and experience Risk Management experience with contracts and insurance Employer/Employee Relations experience Excellent interpersonal skills to create and maintain strategic partnerships, and effectively interact with all levels of the organization. and consulting, planning, and organizing skills. Strong verbal, written and interpersonal communication skills as well as excellent facilitation and presentation skills Technical principles and practices of human resources management and ability to evaluate the effectiveness and subsequently lead changes as needed in HR programs and services Computer applications such as word processing, spreadsheets, and statistical databases Principles and practices of fiscal, statistical, and administrative research and report preparation Maintain positive working relationships with CASS administrative management team, supervisors, staff members, funding sources, and community agencies PERSONAL QUALITIES: An Effective Collaborator. You successfully work across cultural lines on a dispersed team, and you can operate in complex situations. You can easily gain trust from team members and are known for supporting them to ensure they are set up for success. A Strategic Decision Maker. You thrive in a rapid growth environment where you can press forward quickly with big ideas, though you understand this often requires recognizing when to take a step back and create proactive strategic plans that empower your team members. You understand how relationships drive the implementation of new systems. A Humble Leader. You are an approachable active listener who inspires trust and confidence from others. Your ego is secondary; you lead by example, embodying the notion of personal responsibility and encouraging others to build on your ideas, challenging them, and expanding them. You approach challenges as learning opportunities. Efficient and Organized. You can take in a range of events at different levels of urgency and importance, formulate responses, and keep progress going on many fronts at once. Tactical Thinker. You are analytical and structured in your thinking. You love to build and maintain well-oiled systems and processes. You are a quick study, synthesizing diverse sources of information and able to discern from them a recommended course of action. You are aware of all mission-critical projects and able to connect the dots across the organization. Emotional Intelligence. You are self-aware and perceptive. You nurture relationships and can work and communicate well with all kinds of people. You are optimistic, empathetic, flexible, curious, and well-respected by all who work with you, irrespective of title. Flexible. Ability to be flexible and when necessary, manage stress successfully. OTHER RESPONSIBILITIES: Perform a full range of technical, and programmatic work of a specialized nature involving the use of independent judgment and personal initiative. Participate in the planning, preparation, and attending Board of Directors meetings. Critical thinker with problem solving skills to research and analyze complex problems Ability to confront issues and lead in a constructive and effective manner. Provide management of HR function and leadership of HR team. Answer questions and provide information to CASS employees and partner agencies that requiring the interpretation and explanation of human resources program, policies, and procedure. Understand the organization and operation of CASS and of outside agencies as necessary to assume assigned responsibilities. Develop organizational policies as well as understand, interpret, and apply general and specific existing administrative and departmental policies and procedures. Research, compile, analyze, and interpret complex data. Exercise good judgment and maintain confidentiality in maintaining critical and sensitive information, records, and reports. Demonstrate an awareness and appreciation of the cultural diversity of the organization and the community. Communicate clearly and concisely, both orally and in writing. Establish and maintain effective working relationships with those contacted in the course of work. Demonstrates an awareness of and sensitivity to clients including cultural and ethical beliefs; and implements care in a thorough, skillful, consistent, and continuous manner. Assumes responsibility for doing assigned work and meeting deadlines. Attends work regularly and adheres to policies and procedures regarding absences and tardiness (in-house and remote). Provides adequate notice to supervisor with respect to time-off requests. Performs other duties, as necessary. TEAM COMMITMENT: Viewed by others to be an effective team member who is flexible, cooperative, and willing to assist others, and acts as a resource to team members and clients where appropriate. Tactfully handles conflicts constructively and seeks appropriate assistance and directive when necessary. Develops and maintains cooperative and courteous relationships with co-workers, supervisor, and agency clients. COMPENSATION: Full-Time Regular, Exempt. $6,668.13 - $7,838.28 Monthly Salary, depending on qualifications. Benefits package including medical/dental/vision benefits including HRA, matching retirement contributions, annual and holiday leave. Travel and mileage reimbursement and advances provided. Qualified applicants with arrest and/or conviction records will be considered for employment in a manner consistent with federal and state laws. PHYSICAL REQUIREMENTS: The incumbent in this position will be required, with or without, reasonable accommodation to operate a desktop computer using a keyboard and mouse; employ repetitive wrist and arm movements; occasionally bend, stoop, and reach; lift file or supply boxes and transport related equipment up to 25 lbs.; operate a motor vehicle often to travel to off-site locations bas needed to conduct organizational related work. WORK ENVIRONMENT: Duties for the position are performed inside of buildings in an office environment. The workspace may be a cubicle or desk equipped with telephone, desktop computer, printer, chair and shelving for filing manuals, reports, and books. The incumbent in the position will be provided and equipped with standard office equipment and a cell phone. 10-15% of traveling is required for this position with accessible means of transportation, as we manage locations all throughout the State of California. Travel will be limited during the COVID-19 pandemic. Cooperative Agricultural Support Services is an equal opportunity employer committed to a diverse, welcoming, and inclusive workforce. Applicants will receive consideration for employment without regard to race color, religion, national origin, ancestry, age, genetic information, sex (including pregnancy), gender identity, sexual orientation, marital status, parental status, disability, veteran status, or any other protected status.

If you reside in California, please see our California Applicant Privacy Policy for more information about our data handling practices and your data rights. Responsibilities MV Transportation is seeking a Human Resources Manager who is the local resource that plans, directs, and coordinates the administrative functions of Service Provider's workforce. This individual can serve as a link between Service Provider's employees to its management. The Human Resources Manager will be responsible for employee recruitment, screening, and retention is integral to the effective provision of customer service-oriented transportation. Duties and responsibilities include: * Sourcing, recruiting and hiring employees * Maintaining financial, payroll, personnel, reporting, and other records as needed * Developing and implementing innovative recruitment approaches to find and attract unique and specialized talent * Establishing a hiring process including reviewing applications or resumes, screening applicants, interviewing potential employees, and conducting reference and background checks * Ensuring all personnel records are accurately maintained including maintenance of proper records and documentation of required training, certifications, and compliance * Administration of compensation and benefit programs * Addressing concerns or complaints received from staff either in person or through the Employee Hotline, investigating complaints, and documents finding for review by regional and corporate compliance staff * Developing and implementing initiatives to improve and maintain employee satisfaction and retention and to minimize turnover * Reviewing and shaping organization policies and rules in order to stay compliant and enhance the contractor's performance * Developing and revising job descriptions and training/certification checklists * Monitoring staffing and projected work levels and communicate with the General Manager, Safety and Training Manager, and Operations Manager regarding anticipated changes in required staffing levels * Ensuring that employee evaluations and reviews are administered on-time and objectively * Participating in regular meetings with the General Manager and other departments to the assure the Contractor is achieving the stated performance goals * Ensure compliance with client, company, state, and federal requirements for employment * Serves as Equal Employment Opportunity (EEO) and Affirmative Action (AA) officer for the location * Acts as liaison with representative of an employee union Qualifications Talent Requirements: * Minimum of two (2) to three (3) years in a Human Resource management with 200+ employees * Critical thinking and decision-making skills * Bachelor's degree in Human Resource Management or a closely related field or equivalent experience * Human Resources certifications are a plus * Interpersonal, and diplomacy skills in dealing with employees at all levels of the organization Starting salary range: $90,000 - $100,000 MV Transportation is committed to a policy of Equal Employment Opportunity and will not discriminate against an applicant or employee on the basis of race, color, religion, creed, national origin or ancestry, sex, physical or mental disability, veteran or military status, genetic information or any other legally recognized protected basis under federal, state or local laws, regulations or ordinances. The information collected by this application is solely to determine suitability for employment, verify identity and maintain employment statistics on applicants. Where permissible under applicable state and local law, applicants may be subject to a pre-employment drug test and background check after receiving a conditional offer of employment. #appcast

At a glance Another Source is proud to partner with UC Davis Continuing and Professional Education (CPE) as they seek a Director of Human Resources to join a mission-driven, fast-growing unit of the university. Reporting to the Dean, this role leads and supports the HR function for a college of approximately 160 staff and 850 contract instructors, with an HR team of five professionals and planned growth ahead. If you are an HR leader who values collaboration, invests in team development, and brings a measured, strategic approach to advancing systems and processes so they work better for people, this role offers an opportunity to make a meaningful and lasting impact. Description: What you'll be doing Another Source's client, University of California, Davis, is recruiting a Director of Human Resources to join their Continuing and Professional Education team. Here's a little about UC Davis Continuing and Professional Education: UC Davis Continuing and Professional Education (CPE) is the lifelong learning arm of the university. The division maintains the most diverse program portfolio on campus, offering pre-college programs, professional continuing education, workforce development, international academic and cultural exchange, and training services for corporate and agency partners. As a global leader in continuing education, CPE serves learners regionally, nationally, and internationally, posting more than 55,000 enrollments annually and ranking as the third-largest UC Extension by enrollment. Learn more about CPE: ************************ About the role: The Director of Human Resources is a senior leadership role responsible for the overall direction, effectiveness, and integrity of all academic and staff human resources functions within UC Davis Continuing and Professional Education (CPE). Reporting directly to the Dean, this role serves as the chief HR advisor for the division and provides hands-on leadership to the CPE HR team, which currently supports approximately 160 staff and 850 contract instructors. This position is intentionally designed with a strong supervisory and people-leadership focus, overseeing a team of five HR professionals, and is paired with a clear mandate to modernize HR through innovation, technology, and proactive partnership. The Director will lead CPE HR's evolution from a reactive, issue-driven function to a solutions-oriented, prevention-focused operation that improves efficiency, communication, talent outcomes, and overall organizational health. The anticipated yearly salary range for this position is: $150,000- 175,000. Relocation support available. How you will spend your time HR Team Leadership & Supervision (50%) Provide direct supervision, coaching, and performance management for the CPE HR team. Establish clear expectations, service standards, workflows, and accountability across HR functions. Build a collaborative, professional, and psychologically safe team culture grounded in a solutions-oriented mindset. Redesign team workflows and roles to reduce reactivity and increase proactive planning and prevention. Address and resolve internal conflicts, role ambiguity, and workflow inefficiencies. Ensure HR staff are equipped with the tools, training, and information needed to effectively support managers, employees, and candidates. Lead recruitment, onboarding, and development of HR staff to ensure long-term capacity, resilience, and adaptability. HR Operations, Technology & Employee Experience (25%) Oversee all academic and staff HR operations, including recruitment, classification, compensation, employee relations, labor relations, performance management, and separations. Leverage HR technology and systems to improve efficiency, transparency, documentation, and communication. Implement standardized tools, templates, dashboards, and communication protocols to reduce errors and bottlenecks. Improve candidate experience through clearer processes, stronger interviewer preparation, and consistent communication. Strengthen talent acquisition outcomes by streamlining hiring processes, expanding pipelines, and using data to inform recruitment strategies. Partner with managers to improve onboarding, development, and retention outcomes. Strategic HR Leadership, Innovation & Organizational Development (15%) Serve as a strategic partner to the Dean and divisional leadership on workforce strategy, organizational design, and people-related risk. Proactively identify patterns, pressure points, and recurring issues contributing to HR emergencies or employee dissatisfaction. Design and implement preventive strategies, training, and tools to reduce avoidable HR crises. Lead HR innovation efforts, including process automation, technology adoption, and improved data practices. Champion a culture of continuous improvement and adaptability across CPE. Policy, Compliance, Measurement & Academic Personnel (10%) Provide expert interpretation and application of UC academic and staff personnel policies, emphasizing practical, enabling solutions. Ensure compliance with UC, state, and federal employment regulations. Develop and maintain metrics and dashboards tracking HR performance, service delivery, hiring timelines, turnover, and employee relations trends. Use data to assess effectiveness, identify gaps, and communicate progress to leadership. Serve as CPE's primary HR liaison with Campus HR, Academic Affairs, Labor Relations, and Legal, fostering proactive partnership rather than reactive escalation. Minimum Qualifications Bachelor's degree in Human Resources, Business Administration, Organizational Development, or a related field, or an equivalent combination of education and experience. Ten (10) or more years of progressive leadership experience, including management responsibility in complex organizations. Broad management experience across human resources, business operations, and communications functions. Experience interpreting and implementing staff and academic HR policies, practices, and procedures in a university or similarly complex institutional environment. Demonstrated knowledge of and experience applying state and federal employment laws and regulations. Proven supervisory and team leadership experience, including recruitment, performance management, conflict resolution, and staff development. Experience leading organizational change initiatives, including the implementation of new regulations, business processes, and/or systems. Strong strategic planning, analytical, and program evaluation skills. Excellent leadership, interpersonal, and communication skills, including the ability to present complex or sensitive information to diverse audiences and work effectively with individuals from diverse backgrounds while maintaining confidentiality. Proficiency with Microsoft Office and related productivity tools, and strong project management skills to lead complex initiatives from concept through implementation. Preferred Qualifications Master's degree in Human Resources, Business Administration, Organizational Leadership, or a related field, or equivalent advanced experience. Experience with UC academic and staff policies, personnel systems, and shared governance or collective bargaining environments. Senior-level management experience with demonstrated ability to analyze complex information, assess enterprise-wide implications, and provide clear, strategic recommendations to leadership. Experience leading business process improvement, organizational change, and information systems implementations in a high-growth or technology-enabled environment. Familiarity with performance management frameworks, including Objectives and Key Results (OKRs). What's in it for you: Benefits - UC Davis received the 2017 World at Work Seal of Distinction, marking the fifth year the university has been honored for our range of employee benefits, including extras and work-life initiatives that go beyond salary to create a positive work environment. You can learn more about the offerings here: ***************************************** Equal Employment Opportunity and Non-Discrimination: UC Davis is a diverse community comprised of individuals having many perspectives and identities. We come from a multitude of backgrounds and experiences, with distinct needs and goals. We recognize that to create an inclusive and intellectually vibrant community, we must understand and value both our individual differences and our common ground. The UC Davis Principles of Community is an aspirational statement that embodies this commitment, and reflects the ideals we seek to uphold. Another Source works with their clients on a retained project basis. We are committed to building inclusive candidate pools as we partner with hiring teams. As you read through the job posting and review the list of qualifications (required and/or preferred), please do not self-select out if you feel you do not meet every qualification. No one is 100% qualified. We encourage you to apply and share your story with us. #AS1 #LI-DB1

Full-time Description HUMAN RESOURCES DIRECTOR - SACRAMENTO THE FIRM Weintraub Tobin is an innovative provider of sophisticated legal services to dynamic businesses and business owners, individuals, emerging companies, and nonprofits. From locations in Sacramento, San Francisco, Los Angeles, Orange County, and San Diego, more than 80 attorneys assist clients throughout California with business and litigation needs, including corporate law, finance and tax law, labor and employment, real estate, intellectual property, entertainment, and digital media. We maintain our leadership position by creating a value-added, trust-based relationship with our clients, supporting our local communities, and developing deep subject-matter expertise. We offer a supportive and collegial environment where individual contributions are recognized and celebrated, and hard work is balanced with personal fulfillment and responsibilities. THE OPPORTUNITY Weintraub Tobin is currently seeking a full-time, experienced Human Resources (HR) Director to join the Firm's leadership team in Sacramento. This role reports directly to the Managing Shareholder and Chief Operating Officer (COO) and supports and collaborates with the Firm's attorneys and staff across all offices. The HR Director will serve as a strategic leader, responsible for mentoring the HR team and overseeing all aspects of human resources - including talent management, employee relations, compliance, compensation, and benefits. The ideal candidate will bring a forward-thinking approach to HR strategy, foster a positive and inclusive workplace culture, and ensure alignment with the Firm's values and business objectives. RESPONSIBILITIES Talent Management Oversee recruitment, onboarding, and integration of new hires. Manage performance review processes and career development programs. Partner with managers and practice group leaders to evaluate staffing needs across departments and practice areas, and ensure teams are effectively staffed and supported to meet operational and strategic objectives. Analyze employee relations trends and help develop proactive retention strategies, solutions, programs, and policies. Employee Relations & Compliance Administer and manage employee leave of absence programs, including FMLA, CFRA, ADA accommodations, and other statutory or Firm-specific leave policies. Serve as a trusted advisor on employee relations matters, conflict resolution, and disciplinary actions. Conduct confidential internal workplace investigations and report facts and findings to the Firm's employment counsel to discuss and recommend remedial action as appropriate. Ensure compliance with all federal, state, and local employment laws, including wage and hour regulations and EEO. Develop, implement, and regularly update Firm-wide HR policies and procedures, including the employee handbook to ensure legal compliance, operational efficiency, and alignment with the Firm's values and strategic goals. Compensation & Benefits Develop, implement, and oversee compensation strategy, salary benchmarking, and annual review process, including salary data report analysis and recommendations to modify existing compensation structure. Oversee the benefits program including health insurance and retirement plans. Evaluate and recommend enhancements to total rewards offerings. Communicate with payroll to integrate employee vacation and/or sick time wages with State Disability Insurance (SDI) or Paid Family Leave (PFL) benefits. HR Operations Provide guidance and mentorship to HR team members, fostering their professional growth and ensuring alignment with the Firm's strategic HR objectives. Lead the HR team in delivering high quality, efficient, and confidential support services. Manage the HRIS systems and ensure accurate recordkeeping and reporting. Requirements QUALIFICATIONS Bachelor's degree in Human Resources, Business Administration, or related field. PHR, SPHR, SHRM-CP, or SHRM-SCP certification strongly preferred. Minimum 8-10 years of progressive HR experience, with at least 3 years in a leadership role. Prior experience in a law firm or professional services environment highly desirable. Strong knowledge of employment law and HR best practices. Superior interpersonal, communication, and leadership skills. Ability to travel to Firm office locations (˜10% travel expectations). EQUAL EMPLOYMENT OPPORTUNITY The Firm is an equal opportunity employer. It is Firm policy to provide equal opportunities to all qualified individuals regardless of race, color, creed, religion, national origin, sex, age, physical or mental disability, medical condition, marital status, sexual orientation, sexual identity, genetics, veteran status, or any other class protected under federal, state, or local law. This policy applies to all terms and conditions of employment. It is the intent of the Firm to comply with all applicable federal and state laws with respect to fair employment practices. The Firm will provide reasonable accommodation to qualified applicants and employees with a known disability or medical condition or for an employee's religious beliefs provided the accommodation does not cause undue hardship to the Firm. Any applicant or employee with a qualifying disability or medical condition, or a religious practice, that requires an accommodation in order for the employee to perform the essential function of his or her job, should contact the Human Resources to discuss it further so the Firm can determine if a reasonable accommodation exists and can be provided. Salary range: $125,000 - $170,000 NOTE: We are not currently accepting inquiries from recruiters or recruiting agencies. All applications must be submitted directly by the candidates.

Job Description DCI Donor Services (DCIDS) is looking for a dynamic and enthusiastic team member to join us to save lives!! Our mission at DCIDS is to save lives through organ donation and we want professionals on our team that will embrace this important work!! DCI Donor Services is seeking a Human Resources Specialist to coordinate day-to-day employee relations activities including data management, investigations, and safety initiatives. Up to 25% travel may be required. This is an onsite role in Sacramento, CA. COMPANY OVERVIEW AND MISSION For over four decades, DCI Donor Services has been a leader in working to end the transplant waiting list. Our unique approach to service allows for nationwide donation, transplantation, and distribution of organs and tissues while maintaining close ties to our local communities. DCI Donor Services operates three organ procurement/tissue recovery organizations: New Mexico Donor Services, Sierra Donor Services, and Tennessee Donor Services. We also maximize the gift of life through the DCI Donor Services Tissue Bank and Sierra Donor Services Eye Bank. Our performance is measured by the way we serve donor families and recipients. To be successful in this endeavor is our ultimate mission. By mobilizing the power of people and the potential of technology, we are honored to extend the reach of each donor's gift and share the importance of the gift of life. We are committed to diversity, equity, and inclusion. With the help of our employee-led strategy team, we will ensure that all communities feel welcome and safe with us because we are a model for fairness, belonging, and forward thinking. Key responsibilities this position will perform include: Initiate and/or respond to inquiries concerning non-routine and unusual human resources issues Partner with management to provide consulting, training, and development services to develop workforce competence, employee wellness, and organizational capability Develop training, communications, presentations and/or information programs for employees/groups of employees Assist with employee recruitment and retention Process, review, and analyze payroll data. Manage data entry of all job and salary changes. Compile routine and adhoc reports. Ensure submission of quarterly wage filings and preparation of W2s. Provide employee relations support for internal investigations, employee coaching, and staff development Lead worker's compensation and safety initiatives Assist with drafting correspondence such as policies, employee memos, and organizational communications. Additional duties as required. The ideal candidate will have: Bachelors Degree 3 - 5 years in an HR Generalist role Prior experience as an ADP Practitioner PHR or SHRM-CP certifications We offer a competitive compensation package including: Up to 184 hours of PTO your first year Up to 72 hours of Sick Time your first year Two Medical Plans (your choice of a PPO or HDHP), Dental, and Vision Coverage 403(b) plan with matching contribution Company provided term life, AD&D, and long-term disability insurance Wellness Program Supplemental insurance benefits such as accident coverage and short-term disability Discounts on home/auto/renter/pet insurance Cell phone discounts through Verizon Monthly phone stipend **New employees must have their first dose of the COVID-19 vaccine by their potential start date or be able to supply proof of vaccination.** You will receive a confirmation e-mail upon successful submission of your application. The next step of the selection process will be to complete a video screening. Instructions to complete the video screening will be contained in the confirmation e-mail. Please note - you must complete the video screening within 5 days from submission of your application to be considered for the position. DCIDS is an EOE/AA employer - M/F/Vet/Disability.

SaaS sales, Cloud based HR, HCM and Payroll, Account Executive As an S&P 500 software company with innovation at its core, our client empowers employees to manage their own data while equipping businesses with the HR technology they need to thrive. Their people drive their success. Their values are simple: We innovate, we win, we serve, we care and we believe. Sales employees enjoy a fast-paced, engaging work environment empowering them to set and achieve their personal and professional goals. Account Executive Pay Transparency Statement This position has a starting salary of $100,000 per annum, consisting of $80,000 base pay and $20,000 supplemental pay with an additional uncapped commission plan. Client provides health insurance to employees at an employee cost of $1 per pay period; a 401(k) plan with company match; available flexible spending accounts; $50,000 basic life and AD&D; paid vacation, holidays and sick leave; employee stock purchase plan; paid family leave; and many other benefits. Your Role As an Account Executive (internally known as Outside Sales Representative) , you will be responsible for selling net new prospects, from generating the first appointment through closing. You'll contact prospects, set appointments, demonstrate our software, negotiate agreements and secure new business accounts. You will be accountable for hitting weekly metrics that lead to selling human capital management technology products and services to clients in an assigned region, with support from our leadership and sales enablement teams. RESPONSIBILITIES Demonstrate essential skill competencies throughout new-hire training by maintaining and/or exceeding assigned metrics Make cold calls to potential clients according to assigned standards and goals Set appointments with leads from companies with 50 or more employees when assigned Cultivate a consistent sales pipeline to meet goals for new business by holding and progressing in-person meetings with prospects Build value-added relationships with decision makers and C-level executives within assigned territory Close net new accounts, collecting critical items for implementation quickly and efficiently Support new clients by participating in initial kickoff meetings for implementation Build and maintain expert knowledge of products and services, continually enhancing knowledge through weekly team meetings and sales training Travel Up to 25% travel - may include overnight on all avenues of transportation (plane, train, and/or automobile) Required to attend in-person new hire (Oklahoma and Dallas), regional, and department training Perks and Benefits Our Client offers unique perks and benefits that support you in all areas of your life. Here's what you can expect: Base salary, transportation allowance, and an uncapped commission plan $1-per-pay-period individual health insurance coverage for employees Paid vacation, sick, holiday, and personal days to encourage you to accomplish your goals outside of work 401(k) with matching + employee stock purchase program to help you build wealth for the future Company + team-based events to create community Ongoing companywide roundtable discussions called Better Conversations to promote diversity, equity, and inclusion Paid family leave programs to ensure you have support and time off when you need it most Employee referral bonuses to reward you for introducing other great people Award-winning learning and development programs to enable your long-term growth Qualifications Education/Certification: Bachelor's degree Experience: Experience in a competitive environment with a record of success exceeding goals, which may be demonstrated through previous sales work, competitive internships or excelling in collegiate sales competitions. PREFERRED QUALIFICATIONS Experience: 1-3 plus years of demonstrated sales experience Strategic sales and closing experience Skills/Abilities: Achieves/exceeds appointment and sales metrics Ability to work in a structured and fast-paced team sales environment Ability to analyze client needs and provide strategic business solutions Solid problem-solving and consultative skills required Excellent written and verbal communication Highly self-motivated and results-oriented Strong presentation, organization, multitasking and time management skills Culture and commitment to diversity Our Client engages and empowers our employees through a culture steeped in growth and innovation. At our client, each team member is equipped with the tools, resources and leadership to become their best selves. This includes a commitment to diversity, equity and inclusion. They have zero tolerance for racism, harassment or discrimination. Their teams are encouraged to form deeper relationships with those around them based on mutual respect, dignity and understanding. To help further these goals, they are committed to equal employment opportunity and affirmative action policies.

Job DescriptionEnergy & Natural Resources Associate - California Regulatory • Administrative Litigation • Emerging Energy Issues Direct Counsel is partnering with a respected, full-service law firm to add an Energy & Natural Resources Associate to its growing practice group. This is an exciting opportunity for an attorney who wants to work at the intersection of law, policy, and regulated industries-advising clients on some of the most complex and consequential energy and natural resources issues in California. Why This Role Stands Out This practice sits squarely at the center of California's evolving energy landscape. You'll work on high-impact matters involving utilities, renewable energy, natural resources, and regulatory policy, with meaningful responsibility and exposure early on. Attorneys with backgrounds in regulatory law, administrative litigation, civil litigation, or other regulated industries will find their skills highly transferable here. What You'll Do Research and analyze issues related to energy and natural resources law and policy Represent clients in administrative proceedings and related litigation Advise on matters involving electricity and natural gas utilities, renewable energy, oil & gas, mining, and water rights Draft and negotiate contracts, including leases, joint venture agreements, and purchase/sale agreements Prepare legal memoranda assessing risk, strategy, and alternative problem-solving approaches Assist in developing legal strategies, including analysis of proposed legislation and regulatory frameworks Support administrative hearings, including pleadings, discovery, testimony preparation, witness prep, cross-examination, and oral argument Collaborate with attorneys across practices to deliver comprehensive, business-minded legal advice Who They're Looking For J.D. from an accredited law school Active California Bar admission 2+ years of experience in regulatory law, administrative litigation, energy & natural resources, or other regulated industries Familiarity with federal and California energy and natural resources regulations Strong research, writing, and analytical skills Experience with or exposure to agencies such as the California Public Utilities Commission (CPUC) or California Energy Commission (CEC) is a plus Comfortable managing multiple deadlines in a fast-paced environment Strategic thinker who can translate complex regulatory issues into practical legal advice Compensation & Benefits Base Salary Range: $190,000 - $245,000 Bonus Potential: Up to $112,500 Compensation will vary based on experience, expertise, and performance Comprehensive benefits package provided The Big Picture This is an excellent platform for attorneys who want to build a long-term practice in energy and natural resources, gain deep regulatory experience, and work on matters that directly affect infrastructure, sustainability, and public policy across California. About Direct Counsel Direct Counsel partners with leading law firms and in-house legal departments nationwide to connect talented attorneys with outstanding opportunities. We take pride in matching professionals with roles that align with their expertise, values, and long-term career goals. Apply confidentially by sending your resume to ***********************

Job Description Job Summary: The Human Resources Associate Director partners closely with the HR Director and senior leadership to execute people strategies that align with organizational objectives and ensure full compliance with all applicable laws and regulations. This role plays a key part in developing, implementing, and evaluating HR policies, programs, and functions, driving continuous improvement and operational excellence. The HR Associate Director provides both strategic guidance and hands-on leadership across core HR functions, including benefits, compensation, payroll, HRIS, talent management, learning and development, employee relations, compliance, and engagement, while fostering a positive, equitable, and inclusive workplace culture. Essential Duties & Responsibilities: Partner with HR director and senior leadership to translate business objectives into actionable HR strategies. Lead initiatives that strengthen organizational culture, improve employee experience, and enhance overall workforce effectiveness. Serve as a trusted advisor to managers and employees on complex HR matters. Provides guidance and hands-on leadership across core HR functions. Provides guidance on employee relations issues, ensuring fair and consistent resolution aligned with policy and legal standards. Oversee performance management process, ensuring accountability and professional growth. Ensure HR programs, policies, and practices comply with multi-state, federal, and local labor and employment laws and regulations. Develops, implements and control programs in a manner that ensures cost effectiveness, market competitiveness and internal equity among employees. Directs full-cycle recruitment, ensuring alignment with workforce planning and hiring goals. Partners with leaders to forecast hiring needs and develop effective talent pipelines. Oversee benefit strategy, administration, and vendor relationships to deliver high-value, cost-effective programs. Performs other related duties as assigned. Education & Experience: Bachelor's degree in Human Resources, Business Administration, or related field; Master's degree. HR certification PHR/SPHR or SHRM-CP/SHRM-SCP preferred. 10+ years of progressively responsible experience in human resources, overseeing functional areas such as benefits administration, compensation, HRIS data, compliance, employee relations, payroll, talent acquisition and onboarding, learning, and talent development. 5+ years leading a team of HR professionals. General, broad-based knowledge and practice of HR competencies: organizational design, performance management, leadership development, talent practices, employment practices, compensation, and total rewards. Working Conditions / Physical Demands: Must be able to sit for long periods of time. Must be able to work extended hours if necessary. Must be able to travel to different locations. Required Knowledge, Skills, & Abilities: Ability to quickly build relationships, build trust, and successfully collaborate with others to influence the accomplishment of organizational goals. Works independently to prioritize work, effectively delegate, establish goals, and produce quality work. Deep knowledge of federal, multi-state, and local labor and employment laws and regulations. The ability to work both strategically and operationally. Strong supervisory and leadership skills. Ability to manage multiple concurrent assignments while meeting company and department objectives. Proficient with Microsoft Office suite(e.g.Outlook, Excel, Word, PowerPoint, Teams, etc.)and ADP or related HRIS software. Bilingual English/Spanish preferred. BENEFITS: Health & Wellness Medical, Dental & Vision Insurance Monthly Wellness Stipend Employee Assistance Program (EAP) Disability Insurance (plans vary by location) Financial Benefits 401(k) Program + Company Match Profit Sharing Program (via 401K) Holiday Bonus Performance Incentive Bonus Program Tuition Reimbursement 529 College‑Savings Plan Company-Paid Basic Life & AD&D Insurance Time Off & Flexibility Paid Vacation Paid Sick Leave 14 Paid Company Holidays 2 Floating Holidays *To perform this job successfully, an individual must be able to perform each essential duty (as described above) satisfactorily. Reasonable accommodations may be made to enable individuals with disabilities to perform these essential functions.

About the Employer VUSD works to achieve the mission of graduating all students by providing academic excellence and CHOICES that encourage unique and individualized learning experiences. We place precedence on imparting a sense of belonging and commitment to community. Fostering lifelong learning lays a foundation for character, work ethic, collaboration and confidence to aspire and achieve. VUSD students are exposed to college and career readiness opportunities that give direction and purpose after graduation. We believe the outstanding talent and dedication of our teaching and support staff enables our students to accomplish great things. At Vacaville Unified School District, we provide an environment that promotes equity, diversity, and inclusion. We value and embrace diversity and believe that it is critical to achieving educational excellence. We are intentionally enhancing an inclusive culture that supports the diverse needs of all we serve. We are dedicated to working together to create a district where everyone feels seen, heard, and supported. We welcome and value the contributions of every member of our community, including students, families, staff, and community partners. Job Summary Under professional direction of the Assistant Superintendent of Human Resources, the Director of Human Resources is responsible for department administration of the Human Resources Office. The Director shall work as a collaborative team member with the Assistant Superintendent of Human Resources and the Human Resources staff to implement and recommend policies and procedures that ensure an effective operation of the District and the Department. Responsibilities will include planning, monitoring, developing, and implementing a variety of programs related to a wide array of human resources functions. The Director will serve as a member of the District collaborative team in providing support services to other departments and to school sites. View Job Description Certification Requirement Possession of a valid California administrative credential authorizing service as district level administrator Experience and Education Any combination of experience and education that could provide the required knowledge and ability would be qualifying. A typical way to obtain the required knowledge and abilities would be: Experience: Five years of experience in a responsible public education administrative or supervisory position, including experience in personnel management, employer/ employee relations, or similar fields. Education: Equivalent to completion of a master of arts or higher degree from an accredited college or university in educational administration, personnel administration, industrial relations, or other closely related areas. Employment Type Full time, 8 hours, 5 days per week, 12 months per year Comments and Other Information This is a classified management position. This position is set to begin July 1st, 2026. Application Deadline: February 9th, 2026