Human resources manager jobs in Sioux Falls, SD - 663 jobs

Innovairre - WE HELP PEOPLE WHO HELP PEOPLE We make great things happen for some of the world's most vibrant organizations. We are the worldwide leader in non-profit fundraising. The company serves more than 500 marketing agencies, non-profit organizations, and commercial clients, with 4000+ employees working across five different continents and 28 countries around the world. Our direct marketing services deliver results utilizing our in-house production, design capabilities, data and digital expertise, and fully integrated approach producing timely and cost-efficient direct mail packages for our worldwide clients. Join our mission to empower change as we build a future where giving knows no bounds. As our Human Resources professional, you will be the architect of our team culture, championing our core values of Togetherness, Transparency, and Transformation in all you do. You will be responsible for building and supporting the passionate team that is dedicated to transforming the landscape of philanthropy, one campaign at a time. Job Summary As the HR Generalist, you will be responsible for supporting various HR functions within the organization. This includes but is not limited to recruitment, employee relations, performance management, training and development, and ensuring compliance with labor laws and company policies. You will play a key role in fostering a positive work environment and supporting the overall HR strategy of the organization. Responsibilities and Activities: Builds meaningful relationships with associates to cultivate a safe, trustworthy, and supportive space by having an open-door policy and being present to employees and managers. Contributes to a high-performance culture that is grounded in our values encompassing togetherness, transparency, and transformation. Aligns day-to-day responsibilities and projects with the company's overarching mission and strategic pillars. Participates in developing organizational guidelines and procedures. While implementing and upholding company policies and procedures, such as Drug/Alcohol testing, FMLA, Work Comp, Safety Compliance, Attendance, etc. Organizes events to engage employees, promote company culture, and support HR initiatives; Leads special HR initiatives and strategic objectives. Assists with the recruitment process by identifying candidates and coordinating the interview process. Investigates complaints brought forward by employees. Coordinates employee development plans and performance management. Onboards new employees. Assists with maintaining the consistency of data in our HCM, troubleshooting issues, and assisting with training and development of any updates regarding the HCM with Managers and Supervisors. Participates or leads company committees and is actively involved in events, initiatives, and continuous improvement (Engagement, Safety, Community). Establish es a Plant presence and answer employee questions and any issues about human resources matters such as insurance, overall benefits package, payroll, safety, retirement plans, hiring procedures, and company policy. Handles conflict resolution, including mediating disputes between managers and employees, and addressing employee complaints. Provides coaching and training to Supervisors and Managers. Supports the Innovairre mission, vision, and values throughout the organization. Work s closely with global teams to facilitate shared services, organization, consistency, and ongoing training. Supports employee engagement activities, including communication through electronic boards, bulletin boards, and other means of communication. Participate s in Quarterly Town Hall Meetings. Produces and submits reports on general HR activity. Keeps up-to-date with the latest HR trends and best practices. Always maintains the strictest confidentiality on matters pertaining to the company and its associates. Performs additional responsibilities as required to ensure the team's success. EEO Statement We are an equal opportunity employer. We recruit, employ, train, compensate, and promote regardless of race, religion, color, national origin, sex (including pregnancy and gender identity), sexual orientation, transgender status, disability, age, family or marital status, genetic information, military or veteran status, and other protected status as required by applicable law. At our Company, we have a clear vision: to foster and maintain a supportive and cooperative workplace that celebrates uniqueness and advances equity. We pride ourselves on helping people help people, and we know our company runs on the hard work and dedication of our passionate and creative employees. Diversity, Equity, and Inclusion is more than a commitment at our Company--it is in everything that we do. Benefits We are an equal opportunity employer. We recruit, employ, train, compensate, and promote regardless of race, religion, color, national origin, sex (including pregnancy and gender identity), sexual orientation, transgender status, disability, age, family or marital status, genetic information, military or veteran status, and other protected status as required by applicable law. At our Company, we have a clear vision: to foster and maintain a supportive and cooperative workplace that celebrates uniqueness and advances equity. We pride ourselves on helping people help people, and we know our company runs on the hard work and dedication of our passionate and creative employees. Diversity, Equity, and Inclusion is more than a commitment at our Company--it is in everything that we do.

Senior HR Business Partner HIGHLIGHTS Direct Hire Hourly / Salary: Based on experience ($120K - $130K annual salary) Residency Status: US Citizen or Green Card Holder ONLY Overview: As a Lead HR Business Partner supporting our client's Retail Operations across Minnesota. Will play a critical role in shaping a high-performing, people-first culture. This is a unique opportunity to influence the teammate experience, support operational excellence, and help drive our clients' mission to Serve Society with Superior Quality. This is an individual contributor role supporting over 1200 teammates across 132 locations, partnering with 13 Area Managers to deliver HR strategy. The teammate in this role is required to live within the geographic region with some travel as needed to retail stores and regional offices. Responsibilities: Partner closely with store leaders to deliver proactive HR support that aligns with business goals and enhances the teammate experience. Provide expert guidance on employee relations, performance management, organizational development, and workforce planning. Champion our values and culture by fostering an inclusive, respectful, and engaging work environment. Collaborate with HR Centers of Excellence (COEs) to implement enterprise-wide initiatives in talent development, compensation, benefits, and DEI. Analyze HR data and trends to identify opportunities for continuous improvement and operational impact. Ensure compliance with state and federal labor laws and company policies, serving as a subject matter expert on regional employment practices. Support change management efforts and lead initiatives that drive teammate engagement and retention. Oversee headcount management and partner with our Recruitment Process Outsourcing (RPO) team to ensure timely and effective staffing across the region. Minimum Qualifications: 8 years of related experience with a bachelor's degree or 6 years of related experience with a master's degree. Prior exposure to multi-unit/location retail environments. Strong working knowledge of State and Federal employment law and HR best practices. Exceptional communication, coaching, and problem-solving skills. Willingness to travel regionally up to 50% as needed to stores, region or division meetings, and company sponsored events. Who You are: A strategic thinker with a hands-on approach and a passion for people. A collaborative partner who builds trust and credibility across all levels of the organization. A self-starter who thrives in a dynamic, field-based environment. A skilled influencer who leads through partnership, using a consultative approach to guide decisions and drive alignment without direct authority. Nice to Have: Bilingual in Spanish is preferred to support diverse teammate populations across the region. HR certification (PHR, SPHR, SHRM-CP/SHRM-SCP). Experience with union environments and labor relations. "We are GTN - The Go To Network."

In Office Urbandale 4-5 days per week 1st shift (8-5 or 7-4) 40 hours a week This resource will help with the following items: • Supporting Managers within ISG by helping with employee situations, recruiting support, processing HR changes or requests, supporting project work, change management, supporting early talent programs with Interns and Students Education Preferred: Bachelor's degree (ideally in HR, management, organizational design Years of Experience Required: 1-2 years' experience in HR (ideally HR generalist work, recruiting, and/or employee relations) Top must have's -Involvement/Desire to work within HR processing activities -Strong customer service skills -Exceptional communication abilities -Strong HRIS experience (SAP preferred) and advanced Excel- Highly comfortable pulling data and making business decisions based off of data.

Are you an accomplished Human Resources Leader with experience driving strategy aligned to the business objectives and creating comprehensive leadership development initiatives? This may be the ideal role for you to work with owners and business leaders at C. S. McCrossan, a well-respected industry leader in the highway and heavy civil contracting business. At C. S. McCrossan, our values of Safety, Professionalism, Teamwork and Continuous Improvement are lived out every day and not corporate rhetoric. We are looking for a Human Resources Leader to lead the HR team and Enterprise strategy for the group of businesses which includes C. S. McCrossan Construction, PCiRoads, and Midwest Pipe Coating. C. S. McCrossan, Inc. is a family-owned enterprise with over 60 years of history and investment in our industry and communities. Our core business is diversified highway and heavy civil contracting - managing major highway projects like the I-94 rebuild between Maple Grove and Rogers, and the 494 expansion that is currently the largest road project in the Twin Cities. We have also managed or joint ventured many of the light rail transit projects in the Twin Cities. We have affiliated companies providing aggregate and asphalt materials, coating steel pipe and rebar, and real estate investments. With a main office in Maple Grove, our locations also include Indiana, Kansas, and Arizona. We are known for our ethics and respectful work culture and recognized by our customers as an organization that delivers what we promise. Why join us? Empowerment: Lead the human resources function across our enterprise, impacting decision-making at the highest level. Innovation: Be at the center of strategic planning and process improvements that foster growth and efficiency. Partnership: Work alongside senior leadership and a talented team to achieve shared goals. Development: Mentor and inspire a dedicated team of human resources professionals and guide leaders in developing their team members. Recognition: Your expertise will be highly valued as you help us navigate human resource issues, ensure compliance, direct performance management and continuity planning efforts that will contribute to our continued success. The rewards: Competitive salary, target range $130,000 - $170,000. Incentive eligible. A generous benefits package including medical, dental, Life/AD&D/LTD, Short-Term Disability, FSA, HSA, 401k, and incentive plan. A Responsible Time Off plan that gives our team the flexibility to take time off when they need it, including 6 recognized holidays and 2 scheduled floating holidays. The chance to work with an organization who lives their core values. Ready to make an impact? Join us and contribute to the future of C. S. McCrossan! Please follow these instructions carefully. Click Apply Now to start the application process. Please complete the application on our company careers page and answer all questions thoroughly and upload your resume and cover letter. Primary Responsibilities Supervision & Mentorship: Lead, coach and develop the HR teams, managers, and employees across the enterprise. Strategic direction: Develop and implement Enterprise-wide HR vision, policies, programs, and processes. Collaboration: Act as a business partner to the owners and leaders across the Enterprise. Analytics: Track performance metrics, trends, and results against programs such as Performance Management, Leadership & Employee Development, Continuity Planning and Employee Relations to grow organization capability and manage compliance requirements. Recruitment & Outreach: Develop comprehensive and creative approaches to hire and onboard team members. Reward & Recognition: Evaluate, recommend, and implement competitive Enterprise-wide compensation and benefit programs. Retention: Provide guidance on retention strategies by evaluating new hire and exit interviews with quarterly and annual turnover reports. Process Improvement & Automation: Promote HR best practices by deploying and updating systems and processes to support the Enterprise. Internal Client Service: Provide information and HR resources to promote employee success. Required Qualifications and Skills Bachelor's degree in business, human resources, a related field, or the equivalent in experience. Eight years of progressive Human Resources leadership supporting executives and senior leadership. Exceptional analytical and critical thinking skills. Strong managerial and leadership skills. Experience leading a team of professionals in multiple locations. Excellent verbal and written communications and interpersonal skills. Ability to deliver training and interact with large audiences to share information. Collaborative, collegial, cooperative team player who listens well and is responsive. Ability to act with integrity, professionalism, and confidentiality. Able to travel in the domestic U.S. for short periods of time on an infrequent basis - estimated at 15%. Preferred Experience, Knowledge, and Skills Construction industry experience and understanding of construction business operations Understanding of family-led business culture and priorities Experience in a similar-sized private company Current or recent experience in a lead HR role To apply for this position and accelerate your career change, please apply at mccrossan.com/careers, or send your resume and cover letter to ****************. This role is not eligible for relocation assistance. ADA Accessibility: If you need help accessing this page, please contact: Phone: ************ Email: **************** We are an equal opportunity employer. Qualified minorities, women, veterans and individuals with disabilities are encouraged to apply. If you want to view the Know Your Rights: Workplace Discrimination is Illegal poster, please choose your language: English - Spanish - Arabic - Chinese

Our Opportunity Chewy is seeking an Associate Director, Human Resources Systems and Solutions! In this role, you will serve as the enterprise leader for UKG Pro Workforce Management (WFM), responsible for both the strategic direction and operational excellence of the platform. You and your team will oversee the full suite of WFM modules - including Timekeeping, Advanced Scheduling, Absence/Leave, Attestation, Pay Rules & Accruals, Labor Forecasting, and Reporting/Analytics - ensuring accuracy, compliance, and a seamless experience for Chewy's 15,000+ Team Members. This position blends hands-on system expertise with workforce transformation leadership. We are looking for a leader who will develop the roadmap, lead optimization initiatives, guide multi-functional adoption, and ensure the platform evolves with Chewy's growth and workforce strategies. What You'll Do: Set the vision and strategy for UKG Pro WFM, aligning system design and functionality with business goals, compliance needs, and employee experience Oversee system administration and governance, including security, workflows, reporting, and upgrades across all WFM modules Lead technical configuration and ongoing advancement of Timekeeping, Scheduling, Attestation, Leave Management, Pay Rules, and Accruals to ensure accuracy, scalability, and compliance Support advanced capabilities such as labor forecasting, scheduling optimization, and analytics to drive efficiency and workforce planning Manage integrations and hardware (InTouch clocks, mobile apps, kiosks, desktop access), ensuring reliability and seamless user experience Act as functional liaison between UKG, IT, HR, Operations, and Finance, guiding resolution of issues, prioritizing enhancements, and steering vendor partnerships Champion transformation initiatives, using WFM capabilities to support growth, new business models, and employee-centered innovation Drive project delivery using Agile methods, JIRA, and Confluence, ensuring timely execution of system upgrades, improvements, and multi-functional initiatives Lead and develop the Labor Solutions team, fostering technical mastery, business insight, and change leadership skills Leadership and Coaching Coach, mentor, and develop Team Members to expand their technical, strategic, and leadership capabilities Foster a culture of accountability, continuous improvement, and high performance through clear expectations and constructive feedback Identify individual development needs and build growth pathways that align with organizational goals and employee career aspirations Empower Team Members through delegation, recognition, and opportunities to lead high-impact initiatives Model collaborative, transparent, and inclusive leadership to strengthen team engagement and performance across functions Encourage innovation and problem-solving by cultivating psychological safety and a mentality of ownership and excellence What You'll Need: Bachelor's Degree in HR systems, business, or related field; or equivalent work experience 8+ years of experience in workforce management/timekeeping system administration, including configuration and optimization 5+ years of leadership experience managing teams and large-scale system environments Proven success in project management and implementation of UKG Pro WFM (or similar platforms such as Dimensions), ideally in high-volume, multi-site environments Demonstrated ability to mentor and develop high-performing teams in a fast-paced, evolving environment Deep knowledge of Workforce Management modules: Timekeeping, Absence/Leave, Scheduling, Pay Rules, Accruals, Attestation, and Forecasting, ideally with expertise in predictive scheduling, labor analytics, or AI-enabled WFM tools Deep technical, analytical, and problem-solving skills, translating business needs into system solutions Effective collaboration and engagement skills, with the ability to influence at all levels of the organization Experience with Agile delivery tools (JIRA, Confluence) and practices Customer-service mentality with a passion for crafting positive user experiences Willingness to travel up to 10% #LI-SS4 #LI-Hybrid The specific salary offered to a candidate may be influenced by a variety of factors including but not limited to the candidate's relevant experience, education, and work location. In addition, this position is eligible for 401k and a new hire and annual equity grant. We offer different types of insurance and benefits, such as medical/Rx, vision, dental, life, disability, hospital indemnity, critical illness, and accident. We offer parental leave, family services benefits, backup dependent care, flexible spending accounts, telemedicine, pet adoption reimbursement, employee assistance program, and many discounts including 10% off pet insurance and 20% off at Chewy.com. Exempt salary team members have unlimited PTO, subject to manager approval. Team members will receive six paid holidays per year. Team members may be eligible for paid sick and family leave in compliance with applicable state and local regulations. Base Salary Range$145,000-$232,500 USD Chewy is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, ancestry, national origin, gender, citizenship, marital status, religion, age, disability, gender identity, results of genetic testing, veteran status, as well as any other legally-protected characteristic. If you have a disability under the Americans with Disabilities Act or similar law, and you need an accommodation during the application process or to perform these job requirements, or if you need a religious accommodation, please contact **************. To access Chewy's Customer Privacy Policy, please click here. To access Chewy's California CPRA Job Applicant Privacy Policy, please click here.

At AET, we believe that people are the heart of innovation. Were building a workplace where collaboration, curiosity, and continuous improvement thrive. Our Human Resources team plays a vital role in shaping that experienceand were looking for someone who shares our passion for connecting talent with opportunity. With our historic growth, it is an exciting time to join our team of employee owners. Ownership at AET isnt just about sharesits about shared purpose. Every employee has a stake in our success, and that sense of ownership drives accountability, pride, and a deeper commitment to safety, inclusion, and excellence. The HR Business Partner (HRBP) provides support and guidance to the business groups in all areas of Human Resources and may include talent management, employee relations, benefits, compensation, and HR data analytics and reporting. This position serves as the primary point of contact for the business unit leaders and employees, providing expertise in HR policies, procedures, and best practices to drive business performance. Essential Duties and Responsibilities Act as a primary HR partner to assigned business leaders to understand their needs and align HR strategies and solutions with their goals. Develops positive working relationships and business partnerships with designated groups and throughout the company. Supports talent management initiatives, including workforce planning, succession planning, and leadership development. Collaborates with business leaders to identify employee development and training needs, creating, and implementing a plan to address those needs. Guide leaders in building high-performing teams, navigating change, and creating a culture of engagement and accountability. Manages employee relations including investigation and developing solutions that result in fair and timely conflict resolution. Drive the successful execution of cyclical programs including performance reviews, workforce planning, engagement surveys, and compensation actions. Lead HR initiatives that align people practices with company strategy, including org changes, culture campaigns, or system rollouts. Partners with the business to routinely analyze compensation and provide guidance to maintain or support external competitiveness and internal equity. Analyzes HR data and metrics to identify trends and opportunities for improvement. Regularly evaluates data and provides analytics to assigned groups. Collaborate with cross-functional teams (e.g., Payroll, Benefits, Talent Acquisition) to ensure HR initiatives are implemented accurately and consistently. Partners with the HR centers of excellence to implement, administer, educate, and deliver on HR services, programs, training, and policies and/or practices that support the business units and HR objectives. Conducts exit interviews, analyzes turnover trends, and works with leadership to develop strategies to increase engagement and retention. Provides guidance and support to managers on performance management and coaching. Serve as an escalation point for sensitive employee matters and support conflict resolution or policy interpretation. Serve as a thought partner during reorganizations, leadership transitions, and cultural shiftsproviding change strategy, communications, and risk mitigation. Coach and mentor Associate HRBPs to build HR capability and shared standards. Drive leadership capability by coaching managers on performance development, feedback, and team dynamics. Supervisory Responsibility May indirectly supervise or mentor Associate HRBPs, Generalists, or project teams depending on assigned scope. Qualifications and Education Requirements Bachelor's degree in Human Resources, Business or relevant field and 3-5 years of relevant human resources experience. Equivalent work experience may be considered in lieu of a degree. Demonstrated success advising managers, resolving complex people issues, and building internal trust. Proficiency in HRIS platforms (e.g., ADP), including process configuration and reporting. Strong written and verbal communication skills, with the ability to influence, educate, and lead conversations with all levels of the organization. Strong analytical, organizational, and project management skills with attention to detail and outcomes. Preferred Skills Experience in consulting, engineering, or professional services environments. Previous ownership of HR programs such as performance management, benefits, leave administration, or engagement initiatives. Experience managing change initiatives across departments or regions. Exposure to compliance frameworks, audit cycles, or risk mitigation in an HR environment. Advanced Excel and reporting skills; ability to synthesize and present data to non-HR audiences. Pay Transparency Base compensation is expected to be in the range of $85,000- $100,000 annually based on skill set and experience. AET offers a comprehensive benefits package, including health benefits, insurance, Employee Stock Ownership Plan (ESOP), long term savings, paid time off, and professional development opportunities. The selected candidate must be authorized to work for any employer in the U.S. without requiring visa sponsorship now or in the future. Work Environment This job primarily operates in a professional office environment. This role routinely uses standard office equipment such as computers, phones, photocopiers, and filing cabinets. This position will occasionally be required to operate in a field environment. Physical Demands The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. While performing the duties of this job, the employee is regularly required to talk or hear. The employee frequently is required to stand; walk; use hands or fingers, handle or feel; and reach with hands and arms. The employee is occasionally required to sit; climb or balance, and stoop, kneel, crouch, or crawl. The employee must frequently lift and/or move up to 10 pounds and occasionally lift and/or move up to 25 pounds. Specific vision abilities required by this job include close vision, distance vision, color vision, peripheral vision, depth perception, and ability to adjust focus. Other Duties Please note this job description is not designed to cover or contain a comprehensive listing of activities, duties, or responsibilities that are required of the employee for this job. Duties, responsibilities, and activities may change at any time with or without notice. Notice to Third Party Agencies: AET does not accept unsolicited resumes from third party recruiting firms. Absent a signed Service Agreement by AETs Chief People Officer (CPO), AET reserves the right to pursue and hire these candidates without financial obligation to recruiters or agencies. Compensation details: 85000-100000 Yearly Salary PI1d09dbbd6a75-31181-38563347

At Minnesota Cannabis Services, we're not just building businesses - we're building the people who make them great. Our team partners with leading operators across cultivation, manufacturing, distribution, and retail to deliver world-class expertise in legal, finance, analytics, marketing, HR, and technology. We're looking for professionals who take pride in their work, move with purpose, and thrive in fast-changing environments. The kind of people who hold themselves to high standards, think creatively, and find satisfaction in solving hard problems. When you join our team, you'll work alongside some of the most experienced leaders in the industry - professionals who share their knowledge freely and lead by example. You'll be challenged, supported, and trusted to take ownership of meaningful work that shapes the future of one of the fastest-growing industries in America. Vice President of Human Resources Location: 100% On-Site | Corporate Headquarters in Edina, MN Compensation: $200,000-$300,000 base salary + comprehensive benefits and paid time off Reports to: Chief Executive Officer and Executive Leadership Team About the Company We are a high-growth corporate services firm providing workforce, HR, and operational consulting to over 50 cannabis retail locations and several manufacturing and transportation and delivery companies across multiple states. Our group manages complex organizational scale on behalf of our partners, offering best-in-class staffing solutions, compliance oversight, and performance systems that enable operational excellence at every level. About the Role The Vice President of Human Resources (VPHR) will lead the full spectrum of people strategy for the organization on behalf of our clients - encompassing Talent Acquisition, Human Resources, Workforce Planning, People Analytics, and Learning & Development. This role is designed for a strategic builder and data-driven operator who thrives in an extremely fast-paced, multi-entity environment. You will oversee the infrastructure that powers workforce scalability, cultural alignment, and leadership development across dozens of client organizations. You will work directly with the C-suite to ensure that people operations are tightly integrated with business performance, growth forecasting, and compliance frameworks. Key Responsibilities 1. Talent Acquisition & Workforce Planning Lead all recruiting, workforce forecasting, and staffing pipelines across corporate, retail, and field operations. Implement advanced analytics and systems integrations within Greenhouse ATS and Wurk HRIS platforms to enable real-time visibility into hiring metrics and capacity planning. Collaborate with Finance and Operations to forecast hiring needs based on store openings, client expansion, and seasonal trends. Build scalable recruiting playbooks, interview frameworks, and training for the internal TA team to drive quality and speed of hire. 2. Human Resources & Compliance Oversee all HR operations - including payroll, benefits, employee relations, and compliance - across multiple states and business units. Create standardized HR policies, procedures, and reporting to support organizational consistency and risk management. Lead employee engagement, performance calibration, and total rewards strategy to ensure alignment with company goals and financial health. Drive operational excellence through automation, accuracy, and policy adherence. 3. People Analytics & Systems Build a data-driven People Operations infrastructure that connects HRIS, ATS, and finance data into a unified reporting system. Design and maintain dashboards tracking metrics such as headcount growth, turnover trends, time-to-fill, cost per hire, and engagement indicators. Use predictive analytics to identify talent risks and inform decision-making across leadership teams. Introduce KPIs that measure workforce productivity, leadership effectiveness, and organizational health. 4. Learning, Development & Organizational Growth Develop a scalable, tiered learning system that supports employee onboarding, compliance training, leadership development, and cross-department skill growth. Partner with operational leaders to embed L&D initiatives into each function's strategic roadmap. Design programs that identify and develop high-potential talent for future leadership roles. Oversee implementation of company-wide training platforms and content libraries. 5. Leadership, Culture & Strategy Serve as a trusted advisor to the C-suite on organizational structure, succession planning, and workforce strategy. Champion a culture of accountability, growth, and excellence across all levels of the company. Facilitate communication and collaboration across divisions, ensuring transparency and alignment between field teams and headquarters. Build a People Operations team known for innovation, responsiveness, and reliability. Ideal Candidate Profile You are a sophisticated, systems-minded people leader who has scaled organizations through operational clarity and human capital excellence. You bring a strong command of analytics, structure, and executive influence. Qualifications: 10-15+ years of progressive HR and Talent leadership, with at least 5 years in a senior or executive capacity. Proven success leading TA, HR, and L&D under one cohesive strategy. Experience with multi-state or multi-entity operations (retail, consumer, hospitality or manufacturing industries preferred). Deep familiarity with ATS/HRIS platforms (Greenhouse, Wurk, Sage or comparable systems). Strong business acumen - able to tie people strategy directly to growth, profitability, and compliance outcomes. Exceptional communication and leadership presence. Performance Outcomes Accelerated hiring velocity with measurable improvement in quality of hire. Enhanced retention and engagement across client organizations. Real-time people analytics dashboard deployed within the first three months. Fully operational training and development framework within the first six months. Increased organizational efficiency and leadership readiness through scalable people systems. Why Join Us This is a defining executive opportunity to shape the people strategy for a national portfolio of emerging and mature companies. As Vice President of Human Resources, you will design the systems, culture, and leadership architecture that will define the next decade of growth - working alongside a high-performing executive team that values innovation, data, and operational excellence. At Minnesota Cannabis Services, we believe great teams are built on trust, initiative, and follow-through. We invest deeply in our people - providing mentorship, on-the-job training, and opportunities for advancement across multiple sectors of the cannabis industry. Here, you'll be part of a high-performing culture that values precision, reliability, and continuous improvement. Every project is a chance to grow your skills, strengthen your leadership, and contribute to something that matters. If you're driven, resourceful, and ready to make an impact, we want you on our team. Apply today and take the next step in your career with Minnesota Cannabis Services.

What Youll Be Doing The Human Resources Business Partner (HRBP) serves as a strategic advisor and collaborative partner to leaders and team members across Bank Iowa. This role is instrumental in aligning people strategies with business goals, fostering a people-centered culture, and driving engagement, performance, and compliance. The HRBP delivers high-quality service and guidance across key HR functions including employee relations, performance management, recruitment, onboarding, development, and change management. Partners with leaders to develop and execute people strategies aligned with Bank Iowa's goals and values. Provides day-to-day HR guidance and coaching to leaders on performance management, career development, and disciplinary actions. Assists Talent Management Specialist with recruitment process, including but not limited to requisition & candidate management in application tracking system, interviewing, preparing offer letters and communicating background check results. Identifies training and development needs and communicate them to the appropriate people leader and HR Director. Ensures compliance with employment laws, regulations, and internal policies. Leads and supports change initiatives with clear communication and optimism. The HR Business Partner is generally scheduled to work between the hours of 8:00 AM and 5:00 PM Monday through Friday, hours can be flexible depending on need. Requirements: Skills/Experience Youll Need Bachelors degree in Human Resources, Business Administration, or related field; or equivalent experience. At least 2 years of professional human resources experience, preferably in a business partner role. PHR/SPHR certification preferred. Experience with all Microsoft Office Suite products, especially strong Excel skills. Strong knowledge in State (IA) and Federal employment laws and HR best practices. Proven ability to influence, coach, and build credibility with leaders at all levels. Excellent communication skills, specifically small and large group presentation; problem-solving, and interpersonal skills. What youll love about us Our team members love working here, and the prevailing reason is this: our people. In addition to the great team you will be a part of, here are some of the other reasons why our team members love working here: A competitive financial package we want you to bring your best so in addition to your compensation, every team member receives a bonus opportunity, a generous 401k match, and discretionary profit sharing. Robust benefits and wellness - we are proud to offer health, dental and vision insurance as well as a wellness program designed to help drive down your premiums for benefits-eligible team members. Our wellness initiatives promote positive change and allow our team members to think big. Blending work and life As a people-centered organization, each team member is provided a generous PTO bank. Bank Iowa team members receive 11 paid observed holidays, 100% paid parental leave, an opportunity for sabbatical leave, generous bereavement, and an employee assistance program designed to support team members throughout various stages in their lives. Continued learning opportunities Bank Iowa enables great things and supports team member development at every stage of your career. Our development approach focuses on your innate talents and developing those into areas of strengths. Learning experiences are available in formal & informal training settings, as well as, on-the-job training. Development programs are available in-person and online. Our tuition reimbursement program is available to support formal education programs. Community Involvement Our team members are active members of their communities and people-centered. Bank Iowa aspires to be a center of influence in each of the 22 communities we are located in. In addition to company-sponsored volunteer opportunities, we offer paid volunteer time off (VTO), which allows team members to give their time to organizations they care about, without having to use PTO. Recognition Bank Iowa is proud of our team members who Live our Values. Our peer nominated recognition program presented annually, recognizes and celebrates team members who exemplified our values from the past year. Our People-Centered Culture At Bank Iowa our purpose is to Empower People, Inspire Success and Foster Growth. Bank Iowa is one of the leading independent Ag banks and the second-largest family-owned bank in the state of Iowa. Our bank family consists of team members and clients throughout Iowa who we serve in our 22 communities. At Bank Iowa, were proud to put people first, and we value our team members as much as our clients. We support team member development by focusing on their innate talents and developing those into areas of strength. We offer an environment where people care about each other like family. If youre looking for a career with colleagues who have the opportunity to bring their best, think big, and enable great things, Bank Iowa is the place for you. Bank Iowa is an equal opportunity employer with a passion for creating an inclusive environment where all people are truly welcomed, valued and respected for all of who they are regardless of differences. All applicants will be considered for employment without regard to age, race, color, sex, pregnancy, sexual orientation, gender identity, military service, national origin, religion, physical or mental disability, genetic information, or any other classifications protected by applicable federal, state or local laws. PI68aa82656b03-31181-39054299

Company Details Rated Best Places to Work 2020, 2022 and 2024 by Business Insurance, Continental Western Group is a regional property casualty insurance company offering commercial products and services through independent agents in the Midwest. CWG provides unique value through the service provided by our experienced group of employees and independent agents. Since 1886 - Strong, Local and Trusted. As a Berkley company, we enjoy operational flexibility that allows us to deliver quality coverage solutions. W. R. Berkley Corporation, and all member insurance companies, are rated A+ (Superior) by A.M. Best Company, and carry Standard & Poor's Financial Rating of A+ (Strong). The Company is an equal employment opportunity employer. Responsibilities The Vice President of Human Resources (VP HR) serves as a strategic partner to senior leadership, driving business outcomes through innovative people strategies. This role leads the design and execution of enterprise-wide HR initiatives that align talent management, workforce planning, and organizational development with evolving business priorities. The VP HR champions a culture of engagement, inclusivity, and adaptability while leveraging technology and data-driven insights to optimize workforce performance. Strategic Talent Leadership • Develop and execute forward-looking talent strategies, including workforce planning, succession management, and leadership development, to meet current and future business needs. • Drive retention initiatives that address evolving employee expectations, hybrid work models, and competitive labor markets. AI & Digital Transformation • Integrate AI and advanced analytics into HR processes for recruiting, performance management, and predictive workforce planning. • Promote digital HR solutions that enhance employee experience and operational efficiency. Change Management & Organizational Agility • Lead change management strategies to support business transformation, ensuring leaders and employees are equipped to adapt to new technologies and processes. • Serve as a trusted advisor to senior executives on organizational design and cultural evolution. Employee Experience & Engagement • Champion a culture of inclusion, engagement, and continuous learning. • Oversee programs for onboarding, performance management, recognition, and career development. Business Partnership • Collaborate with senior leaders to align HR initiatives with business goals, providing insights on talent risks and opportunities. • Contribute to annual business planning and budgeting processes with a focus on human capital priorities. • Manage HR-related budgets in collaboration with President and CFO, including compensation and benefit analysis. Governance & Compliance • Ensure adherence to employment laws and ethical standards. • Manage employee relations, investigations, and disciplinary actions with fairness and transparency. Qualifications • Proven experience in senior HR leadership roles with a track record of driving strategic initiatives. • Expertise in talent management, organizational development, and change leadership. • Familiarity with HR technology platforms, AI applications, and data analytics. • Strong business acumen and ability to influence at the executive level. • Excellent communication and presentation skills. Education Requirement • Bachelor's degree. • 10 years of experience in a leadership role and a minimum of seven years progressive HR experience. • One of the following preferred: PHR, SPHR, SHRM-CP, or SHRM-SCP

Vice President, Human Resources Job Type: Full -Time | Executive Leadership | On -site Job Overview A growth -focused, nationally recognized organization is seeking a seasoned Vice President of Human Resources to join its executive leadership team. This Omaha -based role is responsible for overseeing all HR functions enterprise -wide, driving human capital strategy, operational excellence, and a culture of engagement and performance. The ideal candidate will bring a balance of strategic vision, executive leadership, and practical execution across the HR lifecycle. Key Responsibilities Strategic Human Resources Leadership Partner with the CEO and senior executive team to align HR strategies with enterprise -wide business objectives. Develop and execute long -term strategic plans focused on talent optimization, workforce planning, and organizational growth. Serve as a senior advisor on executive coaching, organizational effectiveness, and leadership development. Organizational Development & Culture Design and lead organizational development initiatives, focusing on structure, scalability, and performance alignment. Promote a high -performance, inclusive, and innovation -driven culture. Champion change management efforts to support business transformation and workforce evolution. Human Resources Operations Lead all core HR functions including talent acquisition, employee relations, compensation & benefits, and compliance. Direct the daily operations of the HR department and develop high -performing teams. Establish frameworks for performance management, succession planning, and leadership training. Talent Acquisition & Employer Brand Design and implement advanced recruitment strategies to attract top talent across functional areas. Strengthen the employer brand through community partnerships, employee experience initiatives, and workforce engagement. Oversee onboarding processes that reflect organizational values and support long -term retention. Employee Engagement & Experience Lead the creation of comprehensive employee engagement strategies, including survey tools and action plans. Implement employee experience programs that support a diverse range of roles and departments. Develop internal communications strategies to enhance transparency and organizational alignment. Learning & Development Build and manage talent development programs aligned with strategic growth objectives. Identify, develop, and retain high -potential employees through structured learning initiatives. Collaborate with external training vendors to expand learning capabilities and leadership pipelines. Compliance, Compensation & Analytics Ensure compliance with all applicable federal, state, and local employment laws and labor regulations. Oversee competitive compensation, benefits, and employee recognition programs. Provide strategic insights to leadership based on HR data, workforce metrics, and trend analysis. Qualifications Bachelor's degree in Human Resources, Business Administration, Organizational Development, or related field required. Master's degree or professional certification (e.g., SHRM -SCP, SPHR) strongly preferred. Minimum of 12 years of progressive HR experience, including 5+ years in a senior or executive leadership role. Proven success in designing and executing enterprise -wide HR strategies. Demonstrated expertise in talent acquisition, organizational design, employee engagement, and regulatory compliance. Strong leadership, communication, and interpersonal skills. Experience using HRIS platforms and HR analytics tools. Industry experience in construction, engineering, or related fields is preferred but not required. Equal Opportunity Employer All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, or disability status.

CDM Service Group is a centralized office that provides our Construction, Distribution, and Manufacturing companies with various administrative functions, services, and support for their businesses. Our employees love the small yet strong team atmosphere. Because we value our employees, we strive to provide a competitive salary and benefits package, including medical; dental; 401k; voluntary benefits; disability; life insurance; paid vacation, holiday, volunteer & sick time; paid parental leave; student loan paydown program; and EAP. We are a growing, multi-state construction company built on craftmanship, integrity, and taking care of our people. As we continue to expand into new markets, we are looking for an HR Director who will champion our culture, model our values, and foster a positive, team-orientated environment across all our locations. Responsibilities of the position include: Collaborates with executive leadership to define the organizations' long-term Human Resources mission and goals. Responsible for the hiring, development, and performance management of the HR team members. Identifies key performance indicators for the organization's human resource and talent management functions; assesses the organization's success and market competitiveness based on these metrics. Researches, develops, and implements competitive compensation, benefits, performance appraisal, and employee incentive programs. Provides guidance and leadership to the human resource team; assists with resolution of human resource, compensation, and benefits questions, concerns, and issues. Ensures compliance with employment, benefits, insurance, safety, and other laws, regulations, and requirements. Maintains knowledge of laws, regulations, and best practices in employment law, human resources, and talent management. Required Skills/Abilities: Demonstrated effectiveness of people leadership and interpersonal and consensus building skills. Deep understanding and knowledge of employment-related federal and state laws and regulations. Strong leadership, excellent communication, strategic thinking and problem-solving, initiative to take action and follow-through. Education and Experience: Bachelor's degree in Business, Human Resources (or related field) is preferred. 10+ years of strategic Human Resources leadership experience. Experience in the construction industry is a plus. CDM is proud to be an Equal Opportunity, Affirmative Action, E-Verify, and Drug Free Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, gender, gender identity or expression, sexual orientation, national origin, physical or mental disability, age, or veteran status or any other basis protected by federal, state, or local law.

Human Resources Business Partner (HRBP) Reports To: Chief People Officer The Human Resources Business Partner (HRBP) serves as a trusted strategic partner to the leadership team of a private medical group. This role supports physicians, management, and both front office and clinical teams by aligning HR strategies with operational goals to drive engagement, development, regulatory compliance, and patient-centered performance. Key ResponsibilitiesStrategic Partnership Partner with practice managers, department leads, and physicians to align HR initiatives with the groups business objectives. Provide guidance on workforce planning, staffing levels, and talent retention strategies. Support leadership in fostering a positive, high-performing work culture across multiple locations and states. Employee Relations & Compliance Advise management on employee relations matters including corrective actions, investigations, grievances, and conflict resolution. Ensure compliance with employment laws and healthcare-specific regulations such as HIPAA, OSHA, and state labor laws. Maintain consistent application of HR policies and ensure they align with the organizations values and professional standards. Recruitment & Onboarding Partner with hiring managers to develop staffing plans Train and support hiring managers on talent acquisition activities to attract and hire qualified clinical and administrative staff, including physicians, nurses, and medical assistants. Oversee onboarding and orientation programs to ensure a smooth transition for new hires. Support credentialing coordination and employment documentation for licensed staff. Performance Management & Development Coach and train managers on performance evaluations, feedback conversations, and career development. Identify skill gaps and collaborate on professional development plans for both clinical and non-clinical employees. Support leadership training and succession planning for key roles within the practice. Operations & Metrics Work with leaders to ensure HR policies and procedures are adopted and accurately reported (e.g., turnover, headcount, engagement). Recommend data-driven improvements to strengthen organizational effectiveness. Support policy updates, employee communications, and annual HR activities and audits. Qualifications Education: Bachelors degree in Human Resources, Business Administration, or Healthcare Management. Experience: Minimum 5 years of progressive HR experience, including 2+ years in a healthcare or medical group setting. Certification: SHRM-CP, SHRM-SCP, PHR, or SPHR preferred. Knowledge: Understanding of medical practice operations and healthcare workforce challenges. Knowledge of HIPAA, FMLA, ADA, and other employment and healthcare compliance laws. Skills: Excellent communication and relationship-building abilities. Strategic mindset with problem-solving skills and strong bias for action. Ability to manage multiple complex priorities across multi-site and multi-state entities. Proficiency in HRIS, Microsoft Office Suite, and HR analytics tools. ADP Workforce Now experience is preferred. Core Competencies Confidentiality & Integrity Maintains trust and discretion in handling sensitive employee and patient-related information. Collaboration Builds strong partnerships with physicians, managers, and staff. Change Leadership Guides teams through organizational and cultural transitions. Results-Driven Delivers measurable outcomes aligned with business objectives. Human Advocacy Promotes fairness, respect, and engagement across all levels of the organization. CORE BENEFITS & WELLNESS Medical (including Virtual Care), Dental, and Vision Coverage Employee Assistance Program (EAP) FINANCIAL WELL-BEING Competitive pay, Bonus potential, and annual merit reviews 401(k) Plan w/Company Match Health Savings Account (HSA) with HDHP health plans LIFE INSURANCE Basic and Supplemental Life Insurance Spouse and Child Life Insurance TIME OFF, DISABILITY AND LEAVE OF ABSENCE Paid Vacation, Sick Time, and Holidays Short Term Disability Plan Long Term Disability Plan Monday - Friday PI35521a8ab6b3-31181-38788457

The City of Dubuque, Iowa (population 59,000) is seeking an experienced, forward-thinking, and community-centered leader to serve as its next Director of Human Rights. This is an exciting opportunity for a visionary and strategic leader to cultivate inclusive community partnerships and drive meaningful change that protects and promotes human and civil rights for all who call Dubuque home. The Human Rights Department mission is to build a community where every individual feels respected, included, and treated with fairness. Through education, civic engagement, and community partnerships, we uphold civil rights laws and promote belonging and shared humanity within our organization, within the community, and across City services. GENERAL SUMMARY OF DUTIES: Under the general supervision of the City Manager, this position is designed to administer and enforce the city's human rights ordinances, policies, and programs in accordance with state and federal civil rights laws. The Director will serve as a key advisor to city leadership, oversee complaint investigations, develop community education initiatives, and collaborate with stakeholders to eliminate unlawful discrimination in housing, employment, public accommodations, credit, and city services. The Director will lead the development of initiatives that create an organizational culture of respect and belonging. This valuable team member will be an integral part of supporting efforts to become a high-performance, data-driven, and outcome-focused organization with the ultimate goal of creating a community of belonging and organization of choice, through planning, partnerships, and people. The individual should have strong emotional intelligence and a continuous improvement mindset which will add value to our organization and community DISTINGUISHING FEATURES OF THE CLASS: Work in this class includes responsibility for executive leadership and administrative oversight in directing the activities of the Office of Human Rights. The employee in this class reports to the City Manager and serves as the staff liaison to the Human Rights Commission. Work in this class includes providing high level leadership, administrative, and financial direction. Extensive leeway is granted for the exercise of independent judgement, initiative, discretion, and collaboration.

Director of HR/Human Resources Sioux Falls, SD/ C & B Operations If you are a hands-on HR leader with expertise in employee relations, recruiting, benefits and performance management we want to talk to you! C & B Operations is searching for a proven HR Director who is dedicated, detail-oriented and highly-motivated to become an integral part of our team. Benefits: Qualified applicants must be able to successfully complete a pre-employment drug test and background check. C & B Operations is a drug-free workplace. Competitive pay based on your experience Excellent benefits including - Medical, Dental, Vision, and Accident Insurance, Short-Term Disability, Life Insurance, and 401K with generous company match Progressive Paid Time Off and Paid Holidays Opportunities to grow - We love to promote within and have excellent training programs available to prepare you on-the-job and for your future with us. Essential Duties: Perform positive and timely customer service functions by responding to employee requests, questions, and proactively finding solutions Efficiently and independently investigate complex employee relations issues Administer health and welfare plans including enrollments, changes and terminations Maintain HRIS (UKG) system records and compile reports from the database Identify areas of opportunity for leadership training and facilitate training programs accordingly Administer family medical leave and ensure state leave law compliance Identify talent, execute recruiting strategies and use best practices to locate qualified candidates Create effective sourcing pipelines for current and future openings. Maintain compliance with federal, state and local employment laws and regulations Other duties as needed Qualifications 8+ years of recent human resources experience Bachelor's degree in HR or related field preferred Ability to communicate effectively and build trust with all employees Travel to locations as needed (up to 25%) SHRM CP, PHR or SPHR preferred Maintain a high level of confidentiality and professionalism Our goal is to improve the quality of work life by using fair and consistent treatment and providing equal growth opportunities to all team members. We are an equal opportunity employer as defined by federal, state and local laws.

RD Industries is a leading manufacturer of innovative closed-loop chemical containment and dispensing solutions, proudly headquartered in Omaha, Nebraska. With decades of expertise and a portfolio of patented technologies, we serve customers across the globe with products designed to improve safety, efficiency, and sustainability. At RDI, we are committed to engineering excellence, continuous improvement, and delivering best-in-class solutions that protect people and the environment. Our team thrives on collaboration, accountability, and innovation - making RD Industries a place where every employee can make a meaningful impact. Summary The Human Resources Leader is responsible for developing, implementing, and executing HR strategies that support RD Industries' organizational goals, growth, and culture. This role oversees all core HR functions-including talent acquisition, employee relations, benefits, compliance, performance management, and development programs-while also identifying strategic opportunities to strengthen RDI's workforce and leadership capabilities. This position may be filled at either the Manager or Director level depending on experience, demonstrated leadership, and expertise. Regardless of title, the HR Leader is expected to operate with strategic insight, strong judgment, and a continuous-improvement mindset. Title and scope of responsibility will be adjusted based on experience and demonstrated leadership capability. Compensation: Commensurate with experience Essential Functions Leadership & People Strategy * Partner with executive leadership to design and implement HR strategies that support business growth, workforce planning, and organizational effectiveness. * Lead initiatives to strengthen talent pipelines, leadership capability, and succession planning across the organization. * Champion culture, employee engagement, and values alignment across all levels of the company. * Serve as a trusted advisor to managers and leaders on organizational design, coaching, conflict resolution, and employee development. * Identify and implement HR best practices to elevate the employee experience and RDI's competitive position in the labor market. * Develop HR metrics and reporting that provide insights into turnover, retention, hiring effectiveness, and workforce trends. Talent Acquisition & Onboarding * Lead full-cycle recruiting for exempt, non-exempt, and technical roles, ensuring high-quality talent and a positive candidate experience. * Develop new and creative recruiting channels, employer branding strategies, and community partnerships to attract strong talent. * Oversee and continuously improve onboarding programs to accelerate new-hire productivity and connection to RDI culture. Employee Relations & Development * Build and manage programs that support employee growth, performance, and retention. * Oversee the performance management process, including coaching, evaluations, and disciplinary actions. * Conduct and/or oversee employee relations investigations and ensure consistent, compliant outcomes. * Develop and facilitate training initiatives that strengthen supervisory capability, communication, and culture. Compensation, Benefits & HR Operations * Oversee 401(k) administration in partnership with Finance. * Manage benefit programs, including renewals, communication, and problem resolution * Monitor and ensure compliance with federal, state, and local employment laws (I-9, ERISA, FLSA, FCRA, COBRA). * Analyze HR metrics and present insights to leadership to guide decision-making. * Evaluate and enhance HR systems (including Paycor) for greater efficiency and usability. HR Governance & Compliance * Develop, update, and maintain HR policies, procedures, employee handbook, and company-wide communication related to HR programs. * Ensure compliance with OSHA, EEO, FMLA, ADA, and other applicable laws and regulations. * Manage workers' compensation processes and partner with Safety and Operations on return-to-work initiatives. Supervisory Responsibility This position may supervise one or more HR staff members depending on department structure and title level. At the Director level, this role is responsible for building and developing the HR team over time. Education & Experience * Bachelor's degree in Human Resources, Business, or related field required; advanced degree preferred. * 7+ years of progressive HR experience required; 10+ years preferred for Director-level candidates. * SHRM-CP/SHRM-SCP or PHR/SPHR preferred. * Experience in manufacturing, production, or similar environments strongly preferred. * Demonstrated success in recruiting, employee development, and building HR infrastructure. * Proven ability to balance strategic insight with hands-on execution. Work Environment This role operates in a professional office environment and routinely uses standard office equipment. Physical requirements include prolonged sitting, computer use, talking, hearing, and occasional standing or light lifting (up to 10 lbs). Benefits Package Includes: * Comprehensive Medical, Dental, and Vision Insurance * Short-Term and Long-Term Disability Coverage * 401(k) Retirement Plan with company contribution * Employee Assistance Program (EAP) * Paid Time Off: * 2+ weeks of paid time off in your first year * 8 paid holidays * Employee Referral Program * PayActiv Wallet - access your earned pay on demand Core Values Accountability • Commitment • Excellence • Teamwork • Humility • Integrity • Stewardship AAP/EEO Statement RD Industries is an Equal Opportunity / Affirmative Action employer and maintains a drug free workplace.

Director of Human Resources \- Healthcare Saint Paul, Minnesota St. Paul is the second city that forms Minnesota's Twin Cities. As a large business hub in the upper Midwest, the St. Paul area is home to headquarters of many healthcare giants including Mayo Clinic, Ecolab, Allina and Essentia Health. Whether you are looking to relocate or are a current resident, job opportunities in St. Paul are abundant On Time Talent Solutions is seeking a Director of Human Resources \- an essential part of the leadership team providing human resource, educational and performance improvement services and solutions. Director of Human Resources Responsibilities: Identify trends in compensation and benefits and make recommendations as appropriate to maintain orgnizational objectives and competitive position in the market Administer employee disciplinary policies and procedures; provide assistance to staff on disciplinary issues and action to be taken Monitor annual appraisal program including job descriptions, salary administration licensure and performance evaluations Administer organization\-wide programs to include: employee opinion surveys, total rewards, leader and employee development, employee and labor relations within areas of responsibility Create a streamlined Human Resource function that promotes sharing of resources, information and best practices within the organization Be the subject matter expert for HR compliance as it relates to accreditation\/licensure, state\/federal regulations and trends in HR management Director of Human Resources Qualifications: Bachelor's Degree or SPHR\/PHR Certification in Human Resources or related discipline preferred Ability to develop HR strategy and vision to support business strategies and goals Minimum of 4 years of experience in human resources Prior skilled nursing facility\/healthcare experience preferred Thorough understanding of federal and state respective employment laws Excellent computer and organizational skills required "}}],"is Mobile":false,"iframe":"true","job Type":"Contract","apply Name":"Apply Now","zsoid":"461622380","FontFamily":"PuviRegular","job OtherDetails":[{"field Label":"Industry","uitype":2,"value":"Medical"},{"field Label":"City","uitype":1,"value":"Saint Paul"},{"field Label":"State\/Province","uitype":1,"value":"Minnesota"},{"field Label":"Zip\/Postal Code","uitype":1,"value":"55101"}],"header Name":"Director of Human Resources \- Healthcare \- Saint Paul","widget Id":"3**********0072311","is JobBoard":"false","user Id":"3**********1132001","attach Arr":[],"custom Template":"3","is CandidateLoginEnabled":false,"job Id":"3**********8269340","FontSize":"15","location":"Saint Paul","embedsource":"CareerSite","indeed CallBackUrl":"https:\/\/recruit.zoho.com\/recruit\/JBApplyAuth.do"}

PURPOSE OF POSITIONAs the Director of Human Resources at Cemen Tech-a 100% employee‑owned leader in volumetric concrete technology-you'll serve as a strategic partner and cultural champion. You'll align human capital strategies with the company's mission of innovation, safety, quality, and empowerment in a manufacturing environment. This includes the ability to balance the day-to-day activities required in human resources for the approximate 160 person site while also thinking strategically about key opportunities that will further enhance the business as it relates to our talent initiatives. In this role, you will be the catalyst behind a human-centered, strategy-oriented HR function-one that ensures Cemen Tech continues to thrive as an employee-owned manufacturing leader. ESSENTIAL DUTIES AND RESPONSIBILITIES The following duties are normal for this position. These are not to be construed as exclusive or all inclusive. Other duties may be required and assigned. More specifically, the person will: Strategic HR Leadership - Partner closely with executive leadership to design and execute HR initiatives aligned with organizational goals. Lead cultural transformation, workforce planning, and employee engagement strategies. Leads team of four HR and EHS business partners; driving all areas of human capital strategy and utilizing EOS to drive momentum. Acts as a strategic advisor to site leadership on all HR-related matters. Coaches leadership to build leadership capabilities that address and resolve both human and technical aspects of the work environment while building a talent pipeline. HR Program Development & Execution - Develop, implement, and maintain HR policies, programs, and systems-covering recruitment, onboarding, total rewards, succession planning, and performance management-that support the business and comply with legal standards. Recruitment & Talent Management - Lead talent acquisition and retention strategy including recruitment pipelines, employee development programs, and succession planning to ensure a strong leadership bench. Develops HR team for the needs and future of the organization, along with personal growth goals to maintain a competent and thriving department, ensuring continuous growth. Utilizes data insights and metrics to provide recommendations to enable sound talent decisions and initiatives. Identifies ways to continuously improve the HR function, processes and procedures and shares best practices across the organization. Employee Relations & Engagement - Foster a workplace culture grounded in the company's Core Values-Positive Mindset, Ingenuity, Accountability, Do the Right Thing, Engagement, and Safety-empowering employees as owners and advocates of company success. Provides day-to-day performance management guidance for line management (e.g., coaching, counseling, career development, disciplinary actions) EHS & Compliance Oversight - Collaborate and oversight of EHS department regarding OSHA and safety initiatives to uphold a safe and compliant work environment across all manufacturing and operational areas. Oversee total rewards strategy and positioning the company to continue its success and be an employer or choice, including continual alignment of practices and policies and research to understand future needs. Change Management & Organizational Development - Lead transformative initiatives that support continuous improvement, adaptability, and long-term growth within the employee-owned framework and driving Cemen Tech as an employer of choice. QUALIFICATIONS To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodation may be made to enable individuals with disabilities to perform the essential functions. EDUCATION - EXPERIENCE - COMPUTER SKILLS Bachelor's degree in human resources or related field. Recommend 5+ years of applicable experience, preferably with 3+ years partnering with the senior leaders. Knowledge of the multiple HR disciplines including state and federal compliance, recruitment, hiring and onboarding, total rewards, HRIS system administration, training and development. Comfortable with complexity, ambiguity, and the ability to manage change while also leading others through change. Excellent written and verbal communications including presentation skills, preparation and delivery. Demonstrated experience building strong business acumen and capability to assess HR implications on the business. Must have a strong blend of analytical, decision-making & creative solving skills. Unquestionable personal and business integrity, and proven ability to deal with confidential information Strong, proven ability to build relationships within a business to influence change. ADDITIONAL POSITIVE QUALIFICATIONS SHRM-CP, PHR Certifications Passport and an ability to travel internationally Experience manufacturing concepts is a strong plus. Knowledge of EOS and leadership within its framework CORE VALUES - Listed in bold below are Cemen Tech's six Core Values including an example of each Core Value. Positive Mindset - We know our attitude affects our performance. Ingenuity - Better, Faster, Easier Accountable - We accept responsibility for our actions. Do the Right Thing - Do the right thing every time. Engaged - Listening to understand...acting to accomplish. Safety - We will reinforce safe habits by our own actions. COMPETENCIES To perform this position successfully, individual should demonstrate the following work competencies: Problem Solving - Identifies and resolves issues in a timely manner. Communication Skills - Speaks clearly, listens and receives clarification, respond to questions. Dependability - Follows instructions, responds to management direction, and takes responsibility. Quality Assurance - Demonstrates accuracy and thoroughness. Ethics/Professionalism - Treats people with respect; Works ethically and with integrity. Organizational Support - Follows policies and procedures. Judgment - Exhibits sound and accurate judgment. Safety and Security - Observes safety and security procedures; Uses equipment properly. PHYSICAL DEMANDS The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. While performing the duties of this position, the employee: Must be able to frequently stoop/bend. Must be able to regularly use hands and arms. Must be able to regularly stand and walk. Must be able to lift and/or move up to 15 pounds. Specific vision abilities required by this job include close, distance, color, and peripheral vision. ENVIRONMENTAL ADAPTABILITY The noise level in the work environment is usually moderate. Cemen Tech, Inc. is an Equal Opportunity Employer. In compliance with the Americans with Disabilities Act, The Employer will provide reasonable accommodations to qualified individuals with disabilities and encourages prospective employees and incumbents to discuss potential accommodations with Cemen Tech, Inc.

Five (5) years of experience in Human Resources with a Bachelor's degree in a related field and/or training; or equivalent combination of education and experience. Master's degree preferred. Must be able to obtain an FSST Key License. ESSENTIAL DUTIES AND RESPONSIBILITIES Regular and consistent attendance Responsible for the Casinos' compliance with Federal and State Laws and regulations affecting employees and guests. Ensures that records and reports are prepared as required. The Plan Administrator for the Casino's 401(k) Plan. Assists in completion of 401(k) paperwork for new participants, hardships, retirements, terminations and roll-overs from the Flandreau Santee Sioux Tribal plan. Determines employee positions and jobs in compliance with FLSA “Fair Labor Standards Act”. Responsible for Unemployment claims, information and appeals. Responsible for the Human Resources Department's budget, requisitions and purchases for the department, following casino policies and procedures. Directs the Human Resources department's staff in providing and directing procedures and systems necessary to maintain proper records and to afford adequate accounting controls and services. Reviews Departmental Manning Documents for proper compliance. Understands the State of South Dakota Gaming rules & regulations as well as the Flandreau Santee Sioux Tribal Gaming rules and regulations. Responsible for the Human Resources department's compliance with Tribal Gaming Regulations and Internal Controls. Responsible for ensuring that the Human Resources department's employees know, understand and will abide by the rules of the Casino. Conducts investigations of alleged, unfair and inequitable treatment, sexual harassment and/or violence in the workplace with the assistance of the Security and Surveillance departments. Overall supervision of the Human Resources Department in the daily operations of the casino. Will review and approve all recommendations and suggestions to hire, transfer, promote, reward, evaluate, discipline, suspend and discharge of employees in a fair and equitable manner. Review all employee related matters referred by the various department's management and/or supervisory staff, ensuring that employees are treated and dealt with in a fair and equitable manner. Regularly reviews and evaluates the department's performance, working with the General Manager and Senior Directors to take appropriate steps in resolving unsatisfactory results or conditions. Ensures a maximum level of customer service and satisfaction is achieved and maintained regarding our service to the Casino's employees and its guests. Promotes positive, open lines of communication with other departments that directly affect the Human Resources Department. Stays current with all Casino rules, regulations, policies/procedures and changes. Ensures that complaints or problems are acted upon without delay and that effective follow-up action takes place to avoid reoccurrences. Ensures the Department's Managers and/or Supervisors are conducting regular performance appraisals and are drawing up the appropriate action and developmental training plans using job descriptions as a guide. Administer employee benefits programs, dental, health, life, retirement, compensation and benefits administration, etc. also informing employees of the various company benefits and when they become eligible through one-on-one, memorandums and employee meetings. Responsible for recommending employee services and counseling. Abides by HIPAA laws, ensuring the employee medical files are properly updated and secure, maintaining confidentiality in all matters at all times. Maintains open communication with the retirement plan administrator and other benefits administrators to ensure employees are informed regarding their retirement plan contributions, matches and other benefits. Maintains the completion of Family Medical Leave form(s) ensuring the FMLA is followed, maintaining records, eligibility and approval. Communicates with department heads, employees and carriers to ensure compliance with FMLA, STD, retirement, and other benefits. Maintains FMLA, LWOP and STD files, active and inactive. Responsible for and monitors workers compensation claims and loss run reports. Coordinates work between employees, their doctor and insurance carrier. Leads the implementation of performance management systems, which includes employee performance development plans. Establishes and leads the recruiting and hiring practices of the Flandreau Santee Sioux Tribal preference. Formulates and recommends Human Resources policies and objectives for Royal River Casino & Hotel with regard to employee relations. Responsible for and monitor pre-employment and post-employment procedures for hiring, including; pre-employment drug testing, licensing, I-9 forms, insurance and any other requirements that pertain to becoming and remaining an employee. Monitors department's Variances and works with departments on completion of employee Payroll Deductions. Recommends and suggests updates and/or changes to policies and procedures of the Royal River Casino & Hotel's Employee Handbook. Monitors and advises department Directors, Managers or Supervisors in the progressive discipline process of the Royal River Casino & Hotel. Analyze employee and guest comment cards for appropriate action. At the request of the General Manager, establishes the wage and salary structure, pay policies and oversees the variable pay systems; including bonuses and raises. Leads a competitive market search to establish pay practices and pay scales that help to recruit and retain superior staff. Leads compliance with all existing governmental and labor legal reporting requirements including any related to the Equal Employment Opportunity (EEO), the Americans With Disabilities Act (ADA), the Family and Medical Leave Act (FMLA), Employee Retirement Income Security Act (ERISA), the Department of Labor, Worker Compensation, the Occupational Safety and Health Administration (OSHA). Maintains minimal company exposure to lawsuits. Prepares information requested or required for compliance with laws. Serves as a contact person for the Royal River Casino & Hotel with the Tribal Attorney for employment related legal issues. Protects the interests of employees and Royal River Casino & Hotel in accordance with established policies, procedures, and governmental laws or regulations. Identifies and monitors the organization's culture so that it supports the attainment of the company's goals and promotes employee satisfaction. Keeps the General Manager and Management team informed of significant problems that jeopardize the achievement of departmental goals, and those that are not being addressed adequately at the management level. Other duties as assigned.

Job DescriptionDescription: AMBA is seeking a talented Human Resources Director to join our growing HR team! We're looking for someone who is detail-oriented, proactive, and eager to grow and learn in a fast-paced environment. About AMBA Since 1981, AMBA has been a trusted provider of essential coverage for retired public servants nationwide. Our reach extends to diverse groups, including hardworking public employees, state retirees, educators, military personnel, trade professionals, firefighters, law enforcement, Unions, Alumni groups, Allied Healthcare, and other non-profit associations. As a full-service marketing and membership development company, we proudly offer outstanding insurance services to our vast network of 44 million members across 450+ associations in all 50 states. Benefits Comprehensive benefits package including medical, dental, and vision insurance, spending accounts, and other voluntary benefits. Annual Bonus Program. Corporate 401k Matching. Generous time off including vacation days, 10 paid company holidays, and paid parental leave. Sick time that can be used for both physical and mental wellness days. Community Involvement perks, including 1 paid day off each year to volunteer with a local charity of your choice and company volunteer events. Free, confidential counseling and support through our Employee Assistance Program (EAP). Support & development to cultivate your knowledge and continuing education to support your professional designations. Business casual dress code. Hybrid work arrangement. About the Role The HR Director is responsible for partnering with all business divisions to ensure needs are met with a balanced approach between employee and business needs. This position serves as part of the AMBA leadership team and is committed to building a close and trusted relationship with internal and external stakeholders as the key face of the people organization for AMBA. Day to Day Create and implement a strategic people engagement plan and help managers effectively lead and develop their teams, including providing feedback, supporting their development, conducting assessments, identifying and managing key talent, developing succession plans, or making decisions about promotions or compensation. Develop and maintain close and positive relationships with leaders and employees. Leverage information from various sources that can help implement specific actions that can enhance employee engagement and retention. Work with leaders and managers throughout the annual compensation cycle and help ensure adherence to corporate guidelines and the fairness and consistency of the decisions made. Develop, implement and support special recognition programs. Support leaders and managers in effectively dealing with specific people-related issues or challenges. Provide coaching and support across all areas of Employee Relations, including absence management, disciplinary, grievances, and performance management in accordance with Company values, policies, and procedures. Investigate employee relations cases and provide guidance on resolution, including consultation with leadership and legal as needed. Support the people engagement strategy plan in the form of informal communication, town halls, newsletters, SharePoint and ad hoc updates. Help identify training and development needs and provide input for budgeting and planning specific training programs. Maintain organizational structure and support changes. Supervise and mentor HR team. Other duties as assigned. Requirements: Relevant Bachelor's degree with at least 5 years of experience in HR. Knowledge of HRIS systems, Paylocity is preferred. SHRM/HRCI certification. Previous experience with human resources practices and disciplines including performance management, employee reward programs, pay systems, employee relations and benefits. Excellent interpersonal skills to develop relationships, establish trust and provide counsel in a thoughtful, sensitive and timely manner. In-depth knowledge of applicable legal/regulatory federal, state and local requirements to effectively reduce legal risks and ensure compliance. In-depth knowledge of applicable FMLA, ADA, state and federal pay, and FLSA expectations. Ability to manage competing demands, prioritize, work with a sense of urgency, meet deadlines, exceed expectations, and deliver on commitments. AMBA is an equal opportunity employer committed to providing a workplace free from harassment and discrimination. We celebrate the unique differences of our employees because that is what drives curiosity, innovation, and the success of our business. We do not discriminate based on race, religion, color, national origin, gender, sexual orientation, gender identity or expression, age, marital status, veteran status, disability status, pregnancy, parental status, genetic information, political affiliation, or any other status protected by the laws or regulations in the locations where we operate. We value diversity and the skills, knowledge, and experience that difference brings to our culture, attracting top talent with shared values and forming the foundation for a great place to work.