Human resources manager jobs in Wisconsin - 347 jobs

The Company Great Northern Cabinetry is a manufacturer of high-quality custom cabinetry sold through a network of dealers. The company, which started as a small business in 1972 still operates in its original location in Rib Lake, WI. Ownership has experience working for larger, world-class companies, and they desire to build a company that has the capabilities of a large company and the atmosphere of a small company. Great Northern Cabinetry manufactures and sells two lines of cabinetry (face framed and frameless), which are marketed to kitchen and bath dealers, home builders and remodeling contractors. Cabinetry is an $18B segment within the $160B kitchen and bath building products industry. Most of the company's sales are used in single family residential new construction and existing home remodeling projects. With an improving environment for housing related building products, company ownership believes that over the next five years it can develop a sales presence in the entire continental U.S., where today the company reaches about half the country. Ownership is committed to creating a culture of trust, respect, integrity, and accountability. Culturally, ownership is looking to build a team that buys into three critical operating principles: People and their safety come first; our business is centered around the dealer; and we seek improvement every day. Great Northern Cabinetry is a small company today with ambitions to grow. The Position The HR Generalist is a critical role at Great Northern Cabinetry, reporting directly to the Finance Manager. Expectations are that this person: Conducts day-to-day HR functions, including employee relations and engagement. Oversees bi-weekly payroll administration and benefits management, while building relationships with the employees. Assists employees with 401(k) enrollment, contributions and general understanding of the program. Creates and implements new hire orientation for employees of all levels. Engages with employees throughout the manufacturing floor, and makes him/herself accessible as needed. Reviews, tracks, and documents compliance with mandatory and non-mandatory training, including safety training, anti-harassment training and more. Performs routine tasks required to administer and execute human resource programs including but not limited to compensation, benefits, and leave; disciplinary matters; disputes and investigations; performance and talent management; productivity, recognition, and morale; occupational health and safety; and training and development. Handles employment-related inquiries from applicants, employees, and supervisors, referring complex and/or sensitive matters to the appropriate management. Recruits, interviews, and facilitates the hiring of qualified job applicants for open positions; collaborates with department supervisors to understand skills and competencies required for openings. Conducts or acquires background checks and employee eligibility verifications. The Candidate Ideally, the selected candidate will have experience in a manufacturing environment. The successful candidate will be a self-starter who can work independently and has strong analytical and communication skills, and capable of building relationships across the constituencies noted above. A four-year degree from an accredited college or university is strongly desired. Other skills/experiences include: Excellent interpersonal and conflict resolution skills. Knowledge of Paylocity payroll and HR system. Knowledge of basic HR practices and benefits administration. Willingness to engage with people at all levels of the company and learn the business. Integrity and trustworthiness. This position is not eligible for remote work. Compensation will be commensurate with experience.

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

Help Lead Our Future: Human Resources Director Opportunity Are you a highly experienced strategic leader in municipal government human resources, ready for a pivotal role? Due to a planned retirement, Grand Chute, Wisconsin's largest township, is seeking a collaborative, strategic Human Resources Director to help shape the future of our growing organization. If you have a genuine passion for cultivating a fair, equitable, and supportive workplace for a dedicated team of approximately 165 FTE, we encourage you to apply! This is your opportunity to provide the overall strategic direction, management, and compliance for all our human resources functions. As the HR Director, you will oversee a comprehensive range of Human Resources functions, serving as an expert resource in the following: 📈 Strategic HR Leadership: Serve as a trusted expert, providing coaching to department heads on complex human resources issues. Develop, implement, and lead short- and long-term human resources goals and town-wide change management initiatives. 👥 Talent Management & Acquisition: Oversee the full employee lifecycle, from strategic recruitment, interviewing, and onboarding to designing and implementing career development, training, performance improvement, and staff mentoring programs. 💰 Compensation and Benefits: Manage our market-competitive non-represented classification and compensation plan. Oversee all employee benefits administration, including COBRA, and analyze and recommend competitive fringe benefits. 🤝 Labor and Employee Relations: Engage in labor relations activities, including collective bargaining, grievance procedures, mediation, and arbitration. Address staff concerns and utilize exit interview data to recommend impactful improvements. ⚖️ Policy and Compliance: Serve as the primary link between management and employees. Develop, update, and administer human resources policies and union contracts, ensuring Town-wide compliance with all state and federal employment laws (EEOA, WFEA, ADA, FLSA, FMLA, etc.). ✅ Supervision and Programs: Lead, coach, mentor, and supervise human resources staff and oversee essential Town-wide programs, including wellness initiatives, employee recognition events, and the critical safety program (Workers' Compensation and Drug & Alcohol programs). 💼 Administrative Oversight: Prepare and manage the annual human resources department budget and present compensation, benefits, and policy recommendations at Town Board meetings. Why Grand Chute? Grand Chute is a dynamic and growing community-the largest township in the state of Wisconsin! You will have the opportunity to make a direct, tangible impact on the lives of our dedicated public servants and contribute to the successful operations of our local government. Are you ready to bring your expertise to Grand Chute and join an exceptional team? Full Position Description: A detailed position description and application are available on Grand Chute's website, *********************************************************************** Requirements: Bachelor's Degree with an emphasis in Human Resources or Business Administration; 8-9 years of progressive municipal human resources experience, including collective bargaining, employee relations, policy development, and at least 3-5 years of supervision/management experience; Professional in Human Resources or Society for Human Resources credential preferred. 2026 Salary: The full salary range is $116,272 - $149,510, with an expected hiring range of $116,272 - $132,891, depending on qualifications. Anticipated Start Date: March 2026 Deadline: Application materials received by January 5, 2026 will receive first consideration. However, application materials will continue to be accepted until the position is filled. How to apply: Please submit a cover letter, resume, and town application to [email protected]. The Town of Grand Chute is an Equal Opportunity Employer and encourages all qualified individuals to apply. Our Community: With a population of 24,294, Grand Chute residents enjoy big city amenities in a quiet and safe community. Many of these attractions are located in the Town itself, including a major regional shopping mall, the Fox River Mall. The Wisconsin Timber Rattlers, a minor league baseball affiliate of the Milwaukee Brewers, play at Neuroscience Field baseball stadium. Grand Chute is home to the main campus of Fox Valley Technical College and the Gordon Bubolz Nature Preserve. The Town hosts an amazing network of trails and biking paths. In total, the Town has 24 miles of off-road trails, 21 miles of sidewalk, and 11 miles of bicycle lanes. Located in Wisconsin's third-largest metro area, Grand Chute is the region's commercial and retail center. It is the largest town in Wisconsin, in terms of both population and equalized value, and also one of the fastest-growing communities in the state. Grand Chute is just minutes away from major Appleton destinations, including museums, a performing arts center, and an international airport. The community features a strong and diverse employment base. Among our major employers are: Pierce Manufacturing, Presto Products, McCain Foods USA, Dixon Ticonderoga, and Werner Electric. Check out the Fox Cities Visitors Destination Guide for things to do in and around Grand Chute: ************************************************************

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

About Kerry Kerry is the world's leading taste and nutrition company for the food, beverage and pharmaceutical industries. Every day we partner with customers to create healthier, tastier and more sustainable products that are consumed by billions of people across the world. Our vision is to be our customers' most valued partner, creating a world of sustainable nutrition. A career with Kerry offers you an opportunity to shape the future of food while providing you opportunities to explore and grow in a truly global environment. About the role An integral member of the North America Executive Leadership team responsible for leading profitable and sustainable growth, the VR HR has specific accountability for shaping and executing plans to ensure the Region has the requisite leadership, talent pipeline, capabilities and culture required for successful execution of its ambitious and exciting growth strategy. The incumbent is responsible for building and leading a high-performing HR function that partners with leaders across the business for delivery of the above. As a member of the Global HRLT, the NA HR VP ensures North America priorities and requirements are addressed in the ongoing shaping and delivery of Groupwide HR priorities and actively leverages Global COEs and GBS for delivery of North America priorities. Key responsibilities Key Responsibilities & Deliverables * As an active member of the regional team, contribute to the ongoing development of the North America business growth plans, and delivery of articulated business priorities. * Bring expertise and insight into leadership, talent, organizational and reward priorities, and serve as a trusted business partner to the Regional CEO NA and executive leadership team within a large growth-focused organization that is mid-way through a significant transformation. * Achieve significant progress in addressing key talent pipeline management priorities; with a particular focus on ELT development, ELT succession and succession to prioritized leadership roles across the Region. * Accelerate development of key commercial and operations capabilities across the organization, achieving the right balance of build and buy strategies, to ensure the business is sustainably equipped with the requisite leadership and expert skills to unlock future growth potential * Continue the focus on culture change through a strong focus on change leadership and on the required leadership capabilities across the Region, with Kerry Senior Leadership Competencies embedded into habitual and visible leadership behavior; support this by ensuring these leadership competencies form the "red thread" that binds together all key people processes and integrates them with the business strategy and plans. * Ensure the North America organizational design builds and embeds required capabilities effectively and efficiently, is simple and transparent, and effectively leverages GBS and Global COEs for effective and efficient delivery. * Play a key role in enabling leaders to embed Kerry's Vision, Mission, Values and Purpose within the Region, ensuring leaders continue to take ownership of ensuring employees are fully engaged and retained. * Play a proactive role in current and future M&A activity, ensuring HR capability applied up-front in target selection, effective due diligence and seamless integration * Build, lead, coach and develop a highly engaged NA HR Leadership team for ongoing momentum in delivery of articulated priorities, script the next chapter of the business requirements of the team and ensure they are up for the journey - as a collective and as individuals. Maintain momentum on the existing focus on upgrading the quality of HR business partnering, ensuring GBS and COEs are fully leveraged for effective and efficient HR delivery. * As a member of the Global HRLT, ensure North America priorities and requirements are addressed in the ongoing shaping and delivery of Groupwide HR priorities, actively leverage Global COEs and GBS for delivery of North America priorities * Ensure North America compliance to the Group's Global Social Sustainability Standards, ensuring any gaps are transparent and documented, with plans are in place to address. Qualifications and skills * A minimum of 15 years' business leadership with a milti-site global organization known for the quality and business impact of its human resource practices * Possesses a highly developed mix of business leadership skills and human resource expertise. The ideal candidate will have led the regional human resource function in a complex, global business with diverse activities, and will be very familiar with HR practices in the US and ideally also Canada * A proven record of working as a highly commercial business partner with executive leadership and line managers * Demonstrated track record of achievement and results in a global matrix organization, through ability to engage and influence without necessarily having direct control, and ability to collaborate and build strong and meaningful cross-geography and cross-functional partnerships * Track record of effective leadership through significant organizational transformation - has played a leading role in business transformation in sizeable complex businesses * Has demonstrated ability to drive culture change in alignment with strategic direction, and alignment of leadership and talent agendas to chosen strategic direction * Previous experience working with a CEO/P&L leader and cross-functional leadership team in facilitating the development of a high-performing enterprise * Has championed an organization-wide talent agenda, and successfully led senior-level succession and development programs * Has played a lead role in shaping and embedding effective organization design to build required organizational capabilities * Experience of working with remuneration as a strategic enabler to drive change and transformation * Has ideally played a key role in successfully integrating acquired businesses * Previous experience and success in a general management or other P&L accountable role with a strong commercial focus would be advantageous. * A university degree is required; an advanced degree in business or a related field would be highly desirable * Proven familiarity working in a similarly sized, diverse business with a global footprint. * Blend of previous experience as both an HR business partner and within a centre of expertise (talent, organizational effectiveness, leadership development, learning, compensation/benefits) across the broader enterprise * 10 years + team leadership experience, and development of future HR talent The pay range for this position is $301,500 - $530,300 in Annual Salary. Kerry typically does not hire an individual at the top or near the top of the range, as we are a pay-for-performance company, and this range is set to continue to reward performance annually while in role. Compensation decisions are dependent on the facts and circumstances of each case. The specific compensation offered to a candidate within the above range may be influenced by a variety of factors including skills, qualifications, experience, and internal equity. In addition, this position is also eligible to earn a performance-based incentive compensation. Kerry offers a competitive benefits package, including medical, dental, vision, paid time off, a 401(k) plan with employee and company contribution opportunities, Employee Share Plan, Life, disability, and accident insurance, and tuition reimbursement. This job posting is anticipated to expire on 02/01/2026. Equal Opportunity Kerry is an equal opportunity employer. Employment decisions are made without regard to race, color, religion, national or ethnic origin, sex, sexual orientation, gender identity or expression, age disability, protected veteran status or other characteristics protected by law. Kerry will only employ those who are legally authorized to work in the United States for this opening. Any offer of employment is conditional upon the successful completion of a background investigation and drug screen. Additional information can be found at Know Your Rights Workplace Discrimination is Illegal (dol.gov). Beware of scams online or from individuals claiming to represent us. A Kerry employee will not solicit candidates through a non-Kerry email address or phone number. In addition, Kerry does not currently utilise video chat rooms (e.g., Google Hangouts) to conduct interviews. Refuse any request that asks you to provide payment to participate in the hiring process (e.g., purchasing a "starter kit," investing in training, or something similar). Kerry will not ask you to pay any money at any point in the hiring process with the exception of reimbursable travel expenses. In addition, any payments made by Kerry will be from official firm accounts bearing the Kerry name.

Tamarack Health is seeking a dynamic Vice President of Human Resources to lead and elevate our people strategy across all sites. This executive role partners closely with the Chief Executive Officer and the Sr. Leader team, to drive organizational effectiveness, foster a high-performance culture, and ensure compliance with employment laws and regulations. The ideal candidate brings broad expertise beyond traditional HR, including Employee Health, Organizational Development & Learning, Clinical Education, and Pastoral Care. We're looking for a hands-on, influential leader with strong executive presence-someone who can quickly build credibility, inspire trust, and shape the future of our workforce. This is a highly visible position with significant impact across our teams and the communities we serve. As an independent medical center with multiple locations, we live our mission to improve the health and wellbeing of the people of our region, including our most important resource-employees. Not far from Duluth, MN, our main campuses in Hayward and Ashland, Wisconsin, reside in the beautiful north woods of Wisconsin where you can balance work and home life by on our beautiful lakes and trails by partaking in personal interests such as biking, cross-country skiing, hiking, fishing, water sports, ATVing, snowmobiling, and much more. Primary Responsibilities * Participate in the strategic and operational planning processes as a member of the senior leadership team * Plan, staff and budget all operational areas of responsibility to ensure appropriate execution on business strategy while achieving business objectives in an efficient and effective manner * Understand the changing external marketplace, how the organization competes, and the diverse expectations of the various generations in the workforce, to develop and implement innovative organizational and talent strategies. * Serve as a strategic thought partner and advisor to leaders in all areas of HR including employee relations, development, and risk management to create a healthy and safe workplace. * Oversee compensation and benefits programs. * Drive innovative talent assessment, performance management, succession planning, mentoring learning and development programs to best suit leader and employee needs. * Ensure teams reporting to this role collaborate across sites to enhance programs in all departments of responsibility * Direct experience working with labor relations and maintaining strong relationships between the organization and Unions. * Leverage technology to improve mission critical functions and expand data analytics in tracking and reporting HR metrics to better anticipate future trends and make informed decisions. * Identify and implement team building and employee development activities that promote highly functioning teams. * Drive innovative employee health and wellness programs to promote an all-around safe and healthy workforce. Qualifications * Bachelor's Degree required; master's degree in business or human resources preferred. * 10+ years of Human Resources leadership experience preferred * Healthcare operational background preferred * Ability to work productively and effectively within a complex environment * Analytical ability necessary to evaluate staff, address and improve in areas of responsibility, and devise solutions to complex problems. Create an environment of open dialogue, inquiry and continuous development by asking for feedback and improving practice. * Strong knowledge of employment law, compliance and HR best practices. * Maintain regulatory requirements

Now Hiring: Human Resources Director Monroe Manor - Where Care and Community Come Together At Monroe Manor, we believe in building more than a workplace - we build a community of care, compassion, and excellence. As our facility continues to grow and evolve, we're seeking a dedicated Human Resources Director to join our leadership team and help shape the heart of our organization: our people. About the Role: The HR Director will lead all aspects of human resources, including recruitment, onboarding, training, compliance, employee relations, and workforce development. This position plays a pivotal role in fostering a positive culture built on respect, accountability, and teamwork within our senior care community. Key Responsibilities: • Lead recruitment and hiring efforts for both clinical and non-clinical roles. • Manage employee relations with professionalism, discretion, and empathy. • Oversee payroll, benefits administration, and compliance with state and federal regulations. • Develop and implement policies that promote employee engagement and retention. • Collaborate closely with administration to ensure staff alignment with Monroe Manor's mission and values. • Support ongoing education, training, and professional development initiatives. Qualifications: • Bachelor's degree in Human Resources, Business Administration, or related field (required). • Minimum of 3 years of HR management experience, preferably in healthcare or senior care. • Strong understanding of employment law, HR best practices, and compliance standards. • Exceptional communication, leadership, and problem-solving skills. • Compassionate and people-focused approach to leadership. Why Join Monroe Manor? • Be part of a mission-driven community dedicated to dignity and care. • Supportive leadership and a collaborative team culture. • Competitive salary and benefits package. • Opportunity to make a genuine impact in the lives of others every day.

Job Definition "The City of Superior is looking for it's next Human Resources Director" The salary range for the position is $109,990 - $137,508, depending on the qualifications and experience of the candidate. The City of Superior offers a comprehensive benefit package. See BENEFITS tab for more information! All candidates are required to submit a resume along with their application. Purpose and Overview The Human Resources Director directs the overall operation of the Human Resources Department in areas of compliance, recruitment, classification, compensation, benefits, employee relations, negotiations, training, safety, policy development, and employee services. The Human Resources Department has 3 full time employees. There are 350+ full-time/part-time/temporary employees. Employment Standards General Responsibilities * Administer all Human Resources responsibilities for the City of Superior. * Serve as liaison to the Human Resources Committee. * Represent the City in negotiating collective bargaining agreements and at personnel related hearings, arbitrations, and investigations. * Gather information necessary for union contract negotiations, grievance hearings, and arbitration. * Administer the city's collective bargaining agreements. * Act as liaison between employees and management on issues. * Provide for the appointment and promotion of persons to employment with the city. * Remove or take other disciplinary action against employees for just cause. * Advise department managers on City policy. * Oversee the generation of Human Resources Committee agendas. Produce and provide information to the committee as necessary. * Stay current on employment laws and keep City departments informed of possible impact to them. * Conduct classification reviews of positions as needed. Make recommendation on appropriate wage. * Analyze internal and external wage data to determine competitive compensation plans for City employees. * Develop and revise job descriptions as necessary. * Assist City administration with succession planning strategies. * Prepare and administer the budget for the Human Resources Department. * Review employment examinations to determine pertinence to position requirements. * Develop human resources policies and oversee their implementation. Consult legal counsel to ensure that policies comply with law. * Serve as the City's Equal Employment Opportunity/Affirmative Action Officer, Americans with Disabilities Act - Title I Compliance Officer, and Discrimination/Harassment Officer. * Direct risk management programs including workers' compensation, unemployment insurance, and employee liability. * Investigate employee discrimination and harassment complaints and prepare a written finding. * Mange the reasonable suspicion drug and alcohol testing for all City employees. * Advise the Police and Fire Commission on police and fire testing and recruitment. * Review and provide for the lay-off of employees, and the elimination of positions. * Oversee maintenance of the on-line Human Resources Information System. * Interpret and explain City policies and contract language when necessary. * Compile information for bids for services provided to the City through the Human Resources Department. * Manage the administration of the Employee Assistance Program. * Authorize payroll changes. * Determine training needs and coordinate training sessions for City employees on policies, procedures, and various mutually beneficial topics. * Create system reports to provide information about City employees or benefits. * Oversee the analysis, maintenance, and communication of personnel records as required by law. * Approve unpaid leave of absences per policy. * Annually calculate paid time off adjustments and no pay hours. * Maintain memberships in organizations of benefit to the Human Resources Department and the City of Superior. * Attend meetings as needed, including meetings outside of the regular workday. * Perform other related duties as may be required. Knowledge * Thorough knowledge of principles and practices of human resources related functions. * Thorough knowledge of laws and regulations related to human resources functions. * Thorough knowledge of union contract negotiation procedures. * Thorough knowledge of office practices and record keeping. Skills * Perform mathematical and statistical calculations and interpret data. * Demonstrate emotional intelligence. * Act as a coach to guide employees and managers in their development. * Communicate clearly and concisely verbally and in writing. Ability * Write reports, business correspondence, and policies. * Develop and maintain effective relationships with co-workers and the public. * Actively listen to understand various perspectives, needs, and concerns. * Use good judgment, initiative, and resourcefulness in carrying out responsibilities. * Prioritize departmental needs. Requirements/Special Requirements Education & Experience Requirements * Equivalent to a bachelor's degree in business administration or closely related field. * Eight years of of progressively responsible human resources related experience; government experience preferred. Three years of experience with supervision of employees and responsibilities for employee relations/negotiations. Requires Must obtain and maintain one certification related to human resources professional work (SHRM, IPMA-HR, HRCI, etc.) within one year of hire. Must possess valid driver's license or be able to provide suitable transportation as approved by the supervisor. Must pass post-offer medical examination for the occupational group and drug screen prior to hire. Must pass a 12-month probationary period to demonstrate the skills and abilities to perform the requirements of the position. No residency requirements. Supplemental Information Position Characteristics Reporting Lines The Human Resources Director reports directly to the Mayor, and takes direction from the Human Resources Committee per Ordinance. The Director works closely with all of the department heads and most supervisors in the city. Direct Reports Human Resources Specialist, Human Resources Administrative Assistant Position Conditions The work is nearly always conducted during regular city business hours but will also require attendance at after-hours meetings with the City Council, Human Resources Committee, and other city commissions and committees. Most administrative work is conducted indoors in an office in the Superior/Douglas County Government Center. The City of Superior Offers Full-Time employees are eligible for Wisconsin Retirement System (WRS), Health/Dental/Life Insurance, and Paid Time off. Exempt, not eligible for comp time or overtime. ************************************************* **********************************************

WHO WE ARE WE TRANSLATE YOUR BRAND TO THE PHYSICAL WORLD THROUGH PRINT. Serigraph has over 70 years of experience in printing, advanced decorating technologies and graphic solutions for the Automotive, Appliance, Consumer, Medical, Power Sports and Point-of-Purchase markets. Our core business is decorating plastics. We print, form, mold, finish and fulfill in-house to maximize cost-savings and speed-to-market. Our pre-press, pro-type, research & development, engineering services and web ordering platform provide out customers with complete support from start to finish. MISSION FOR THE POSTIONHire, Develop, and Retain Great Employees. The Director of Human Resources exists to strengthen Serigraph's culture by developing leaders, engaging and supporting employees, and aligning people, and practices to our values and business goals-so every individual has the clarity, capability, and support to succeed. JOB SUMMARYThe Director of Human Resources is a hands-on, working leader responsible for aligning people strategies with Serigraph's Business Goals while strengthening leadership capability and employee engagement. This role leads and develops a small HR team and oversees core functions including recruiting and onboarding, employee relations, performance management, training and development, benefits, and payroll. By building strong hiring and development practices, delivering practical guidance, and ensuring consistent, compliant processes, the Director of Human Resources helps ensure employees are well-matched to their roles and supported in a positive, values-driven employee experience.Director of Human Resources Responsibilities - Strategic HR Leadership Partner with executive and functional leaders to develop and execute people strategies that align with business objectives and long-term organizational needs. Advise leadership on workforce planning, organizational design, talent needs, and succession planning. Provide data-informed HR insights and metrics to support decision-making and continuous improvement. Talent Acquisition, Performance & Development Oversee recruiting, hiring, and onboarding to ensure a consistent, high-quality candidate and new hire experience and strong role alignment. Partner with leaders to ensure employees are well-matched to their roles, have clear performance expectations, and defined development paths. Lead the performance management process, ensuring alignment with business goals, accountability, and employee growth. Coordinate training and leadership development initiatives that support individual capability, team effectiveness, and future talent needs. Employee Relations & Culture Serve as a trusted resource to employees and leaders, addressing questions, concerns, and workplace issues with professionalism and confidentiality. Manage employee relations matters, including conflict resolution, investigations, and disciplinary actions, ensuring consistency and fairness. Educate employees and leaders on company policies and practices, ensuring consistent application across the organization. Support and reinforce a positive, values-driven culture grounded in accountability, respect, and continuous improvement. HR Operations, Compliance & Systems Oversee benefits administration and analyze plan utilization and spend to improve employee experience and population health. Manage employee leave administration in compliance with ERISA, FMLA, and applicable labor regulations. Oversee payroll processing and related audits to ensure accuracy, compliance, and timeliness. Leverage HR systems to maintain accurate data, reporting, and process efficiency. What we are looking for in a Director of Human Resources - Bachelor's degree in human resources or business administration preferred or equivalent experience. Eight or more years of experience in senior human resources role in a manufacturing environment. Knowledge of employment law, both federal and state, and HR best practices, including experience with employee relations and investigations. Experience in leading leadership development and training initiatives. Professionalism and confidentiality. Excellent communication, organization, and accuracy. Experience in Microsoft Office products with advanced Excel skills. Team player with a customer service mindset for employees and leaders. Knowledge of good departmental and company safety/housekeeping/PPE practices. Understand departmental procedures and policies. Preferred Qualifications and Experience - Certifications such as PHR or SHRM-CP. Experience in UKG ideal, specifically UKG Pro and UKG WFM (Dimensions). Experience working in ISO, IATF, or other quality management systems. Valid driver's license for travel between facilities or to other HR related events. If you're ready to lead with purpose, drive meaningful change, and help build an exceptional employee experience, we invite you to apply today. Join Serigraph and be part of a team that values collaboration, continuous improvement, and doing work that matters.Apply now to shape the future of HR at Serigraph. Who is Serigraph? Serigraph has over 70 years of experience in printing, advanced decorating technologies and graphic solutions for the automotive, appliance, consumer, medical, power sports, and point-of-purchase markets. Our core business is decorating plastic. We print, form, mold, finish and fulfill in-house. Serigraph specializes in transforming our customer's brands to the physical world through print. Come help us build a team of creative problem solvers who know they can make a difference-because that's the kind of community we want. Life at Serigraph The average Serigraph employee has more than 16 years of service! The tenure of our coworkers speaks volumes for life at Serigraph. Serigraph employees enjoy: Competitive wages Access to earned wages before the scheduled payday Paid time off, 10 paid holidays, and a vacation buy/sell program Free onsite healthcare and telemedicine including COVID testing Full benefits package including health, dental, vision, disability, and life insurance 401(k) eligibility on day one Free onsite fitness facility and walking trails Cross training, growth, and promotion from within What are you waiting for? Apply to join the Serigraph team today! *Serigraph is an Equal Opportunity Employer*

Full-time Description WHY JOIN THE GOMACRO TEAM? We are a company that is driven by a unique core ideology we call The GoMacro Way, which is based upon authenticity, generosity, and compassion for people and the planet. We operate with integrity, we create with passion, and we conduct ourselves with humility. We seek growth-minded people who are inspired by challenges, encouraged by camaraderie, and excited about being leaders at every level. Become part of a team where everyone is heard, valued, and empowered to influence positive change in their local and global community. HOW GOMACRO'S HISTORY SHAPES WHO WE ARE TODAY? During her 2003 battle with cancer, co-founder Amelia Kirchoff created the first MacroBar recipe in her kitchen on the Wisconsin family farm. In the years following, Amelia and her daughter and co-founder Jola began spreading awareness for the power of a balanced, plant-based lifestyle through GoMacro's healthy and delicious MacroBars, which are now available in stores nationwide. Today, our work is still guided by the values upon which Jola and Amelia built GoMacro: Live Long, Eat Positive, Give Back, Tread Lightly, and Be Well. It is our goal to inspire people to have a healthy body, sharp mind, and bold spirit-and we believe doing fun, and meaningful work is part of that. JOIN US AS WE MAKE THE WORLD BETTER, ONE BITE AT A TIME! POSITION DESCRIPTION: The Director of Human Resources is a purpose-driven, people-centered leader responsible for shaping and stewarding the GoMacro employee experience. This role ensures that The GoMacro Way is brought to life across every aspect of how we recruit, engage, develop, and support our people. This role serves as the senior-most HR Operations leader at GoMacro, providing functional expertise and department leadership under the guidance of the Chief Culture Officer. This person partners closely with the Chief Culture Officer to bridge culture, communication, and HR excellence-helping translate cultural vision into people-centered systems and practices. This is a hands-on leadership role that balances strategic vision with day-to-day partnership, supporting both leaders and team members to help everyone do their best work. PRIMARY RESPONSIBILITIES: HR Leadership and Strategy: Serve as the primary subject-matter authority for HR strategy, ensuring alignment between GoMacro's business priorities and People & Culture goals in collaboration with the Chief Culture Officer. Foster Employee Engagement & Belonging: Champion initiatives that enhance morale, connection, and purpose-creating an inclusive, compassionate culture where every person feels valued and empowered to contribute. Partner with the Chief Culture Officer to translate GoMacro's values into tangible employee experiences and frontline engagement initiatives. Cross-functional Partnership: Serve as a trusted advisor and thought partner to the Chief Culture Officer, guiding the integration of HR practices into GoMacro's evolving Culture function. Collaborate with cross-functional executives to ensure cohesive alignment between Culture, Operations, and Organizational Development. Support and Develop Leaders: Serve as a trusted partner and coach to managers and supervisors, equipping them with tools, training, and confidence to lead with empathy and effectiveness. Drive Communication & Transparency: Strengthen company-wide communication by promoting clarity, accessibility, and consistency of information-ensuring people are informed, aligned, and heard. HR Operations Management: Manage and mentor the HR team while maintaining strong connections with both our remote professional workforce and onsite manufacturing team. Serve as a visible, trusted HR presence at our Viola, WI manufacturing headquarters and beyond, ensuring every team member - including people leaders and individual contributors - receives consistent and compassionate HR support. Talent & Workforce Planning: Lead the strategy and execution of talent acquisition, workforce planning, and retention programs that position our company as an employer of choice. Partner with leaders to design career paths, benchmark roles, and develop training and succession plans that build organizational strength and prepare us for future growth. Foster a culture of learning, engagement, and opportunity-where people are proud to work, motivated to grow, and inspired to stay. Culture, Recognition, and Well-Being: Collaborate closely with the Chief Culture Officer to integrate HR programs with company-wide culture and engagement initiatives, ensuring consistency between cultural aspirations and operational HR execution. Collaborate on programs that celebrate success, support well-being, and reinforce our shared values, fostering a culture of gratitude, respect, and high performance. Compliance & Policy Stewardship: Ensure legal compliance and ethical best practices in all areas of employment, while maintaining policies that are fair, human-centered, and easy to understand. Continuous Improvement: Leverage data, feedback, and workforce analytics to drive ongoing improvements to the employee experience and HR service model. OTHER DUTIES: Other duties as assigned by supervisor. Requirements SKILLS & EXPERIENCE REQUIRED: Bachelor's degree in Human Resources, Business Administration, or related field (Master's degree preferred). 10+ years of progressive HR experience, including leadership of HR teams in manufacturing, food, or CPG environments. Demonstrated success building and sustaining high-morale, values-driven cultures. Deep understanding of employee relations, engagement, and leadership development. Excellent communication, listening, and relationship-building skills. Strategic thinker with the ability to translate ideas into actionable plans. Proven ability to manage change with empathy, integrity, and discretion. Strong knowledge of employment law, HRIS systems, and benefits administration in a multi-state environment with both remote and onsite staff. Demonstrated ability to advise and support non-HR senior leaders on People & Culture matters. Exceptional ability to balance strategic HR leadership with hands-on operational management and employee engagement. WORK ENVIRONMENT: This position operates within a collaborative, values-based environment that combines both office and on-the-floor engagement with our teams. Occasional travel may be required between GoMacro facilities and community events. TRAVEL REQUIRED: Up to 10% travel per year, when applicable. #admin

Please, review and apply for this position through the QCI system following the link below (Copy and Paste): http://jobs.qcitech.com/jobseeker/Director_of_Human_Resources_J02117426.aspx *You can apply through Indeed using mobile devices with this link. Additional Information

This opportunity is with a multibillion $ Global giant based in United States, Canada & Mexico, with 16 different delivery centers and Regional offices in North America & more than 300,000 people working worldwide.This job gives you an opportunity to work with an organization which has been consistently in the top 5 best employers in US & Europe.We are sure that you wouldn't let this opportunity go by! Sounds interesting? Read on further to understand the role. Job Description Point of Contact for HR/Payroll Customer Field HR/Payroll questions and Config support HR/Payroll testing Reports JDE Issues to Oracle via Portal Respond to special HR/Payroll Audit Requests Advanced HR/Payroll Report Requests Tax Updates and Upgrade coordination Monitor and respond to ServiceNow Manage Oracle Portal and open SRs JDE Functional Spec documentation Coordinate testing environments & refreshes Requirements gathering Coordinate UAT Project Support Qualifications Bachelors Degree Additional Information Advanced HR/Payroll Report Requests

Are you ready to mold yourself into something great? If you love hands-on work, enjoy a challenge, and want to be part of an energetic, forward-thinking team, then Redline is the place for you! We're not your typical workplace - we promise you'll never be bored, and your ideas will always matter. Why You'll Love Working Here: Amazing Teammates: Our employees are the best, and we think you'll love working with them! Work = Fun: We make sure every day is full of energy and excitement. Flexible & Understanding: Life happens, and we get that-so we're flexible to help you balance it all. Bonuses? Yes Please!: Crush your goals like a ninja and get rewarded! Awesome Benefits: Vacation your 1st year - You can buy extra vacation days!!! / Onsite Nurse / Medical Insurance (with HSA) / Dental / Vision / Life Insurance / Company paid Short & Long Term Disability / 401k / Paid Holidays / Critical Illness / Accident Insurance / EAP / Gym Membership Reimbursement The Director of Human Resources is the strategic and hands-on people leader responsible for building a scalable, high-performance people system for a growing manufacturing company. This role owns talent, culture, employee relations, and HR operations for the main facility, and supports additional locations, as the company continues to grow. The Director of Human Resources is responsible for building and translating business strategy into practical HR programs that attract, develop, and retain great people. ESSENTIAL DUTIES and RESPONSIBILITIES: HR Strategy & Org Design Build and execute a people strategy that supports growth (new capabilities, acquisitions, and additional facilities). Assess current and future org needs; recommends structure, staffing, and succession planning. Standardize HR processes so they can be rolled out and sustained at multiple locations. Multi-Site Support (up to 20% Travel) Travel to other facilities to support HR functions, coaching, investigations, and staffing. Ensure policies, “How We Redline” cultural behaviors, and performance standards are applied consistently across locations. Develop local leaders/HR contacts so day-to-day issues are handled at the site level. Talent Acquisition & Workforce Planning Own the overall talent acquisition strategy for hourly, skilled, and professional roles. Partner with Operations to forecast headcount by shift and by site as needs continually change in accordance with business cycle. Build and maintain local labor pipelines in multiple markets (schools, chambers, workforce partners). Culture, Engagement & “How We Redline” Champion and promote our 14 core cultural behaviors across all facilities. Design engagement, communication, recognition, and sustainment programs that are simple and repeatable. Identify culture drag, negativity, or retention risks and address them with site leadership. Leadership Development & Performance Implement a consistent performance management process and coach leaders on how to use it. Develop HR Manager(s) and HR Generalist - set priorities, review cases, and provide ongoing coaching. Build development paths for high-potential employees and future supervisors. Employee Relations, Compliance & Risk Oversee investigations, employee complaints, and corrective action to ensure fairness and legal compliance. Keep the handbook, attendance, and HR policies current - and make sure each facility is actually following them. Advise the President/Owner on sensitive people issues and exit risks. Compensation, Benefits & Reporting Benchmark and administer compensation and benefits to stay competitive in manufacturing. Maintain accurate HRIS and employee records across locations. Prepare and present HR metrics for leadership/board (headcount, turnover, time-to-fill, safety/claims, engagement activity). Performs other duties as assigned. An individual in this position must be able to successfully perform the essential duties and responsibilities listed above. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions of this position. The list reflects the general details necessary to describe the principle and essential functions of the position and shall not be construed as the only duties that may be assigned for the position. COMPETENCIES: Outstanding verbal and written communication skills, with the ability to communicate at all levels of the organization. Excellent interpersonal and customer service skills. Proven multi-tasker that can function in a fast-paced manufacturing environment that is rapidly growing. Demonstrates a positive, proactive attitude paired with a strong work ethic. Must have a strong focus on accuracy and attention to detail. Maintains high standards of integrity; must be able to keep information confidential, as necessary. Self-starter who can work with minimal supervision and make appropriate independent decisions when necessary. Proficient in Microsoft Office products (Outlook, Word, Excel, etc.). PREFERRED QUALIFICATIONS: Education: Bachelor's Degree in Human Resources or Business is required. Master's Degree is preferred. Certifications: SHRM-SCP or SPHR is preferred, but not required Experience and/or Training: 7 to 10 years of progressive Human Resources experience, including a minimum of 3 years leading HR or an HR team required. Experience in growth and acquisition environments preferred. Manufacturing / industrial / multi-shift experience Strong employee relations and investigations background Experience supporting multiple locations Ability and willingness to travel, approximately 20% of the time PHYSICAL AND MENTAL DEMANDS: This is an office-based position, however will need to be willing to be on the manufacturing floor to support employees 25 lbs. occasional lifting Manual dexterity is required to perform normal day to day functions Required to sit and frequently stand and walk Occasionally required to reach above shoulders, climb or balance, stoop, kneel or crouch Must demonstrate patience in order to successfully work through frustrating challenges and always present oneself in a calm professional manner Strategic and hands-on: Can design programs and go walk the floor. People developer: Grows HR Manager(s), HR Generalist, and overall organization into stronger business partners. Influential: Can coach strong personalities Organized: Can manage multiple facilities, priorities, and cases at once. Ability to wear appropriate personal protective equipment The mental and physical requirements described here are representative of those that must be met by an individual to successfully perform the essential functions of this position. WORKING ENVIRONMENT: While this is largely an office-based position, exposure to plant conditions will be frequent. The plant environment is climate controlled and may include on occasion, exposure to heat, cold, noise and odors. Personal protective equipment is required in appropriate areas. Work is primarily on-site in Manitowoc, Wisconsin, with occasional off-hours availability for operations or employee issues. Some travel to other sites will be required, approximately 20% of time; as well as for continuing education, community partnerships, and job fairs. The work environment characteristics described here are representative of those an individual would encounter while performing the essential functions of this position.

Job DescriptionBuild a Career that Makes a Difference - and Grow with Us! Are you organized, detail-oriented, and passionate about helping others? We Care Senior Care , the largest Home Instead franchise group, is seeking a Human Resources Associate who's ready to grow their career with a mission-driven organization. As an HR Associate, you'll play a key role in supporting the daily operations of our Corporate Human Resources department at our office in Green Bay, WI. From maintaining employee files and assisting with benefits administration to coordinating onboarding and compliance, you'll help create a seamless, supportive experience for our team. You'll work closely with our HR team to support 15 franchise locations across four states, gaining exposure and experience that will help you build a lasting career in Human Resources. This position is ideal for someone with 2-5 years of HR experience who is eager to learn, grow, and make an impact over the long term. As a valued member of the We Care Senior Care Corporate Team, you'll embody our Core Purpose - to Teach Others About Love (v) - love as a verb, demonstrated daily through patience, kindness, humility, selflessness, respect, forgiveness, honesty, and commitment. What You'll Do Maintain accurate and up-to-date HR files, records, and documentation. Respond to employee and applicant inquiries regarding policies, benefits, and HR processes. Handle confidential information with professionalism and discretion. Assist with reports, compliance audits, benefits coordination, and OSHA documentation. Support HR activities such as onboarding, training, events, and recognition programs. Administer FMLA and assist with workers' compensation and unemployment documentation. Collaborate with the HR team to enhance processes and support a positive employee experience. What We're Looking For Associate's degree in Human Resources or 2-3 years of HR experience required. Strong communication, organization, and attention to detail. Proficiency with Microsoft Office and HRIS or payroll systems. (UKG experience preferred) Ability to manage confidential information with integrity. SHRM-CP or aPHR certification preferred (not required). Must have a valid driver's license, reliable vehicle, and auto insurance. Why Join Home Instead? A mission-driven culture centered on compassion and respect. Supportive leadership and a collaborative environment. Opportunities to learn, grow, and make a meaningful impact. Work that truly helps others - and feels good at the end of the day. Apply today and help us continue putting love into action - one employee, one caregiver, and one senior at a time. #CORP

Department: 10618 Advocate Aurora Health Corporate - HRIS Status: Full time Benefits Eligible: Yes Hours Per Week: 40 Schedule Details/Additional Information: M-F Remote Pay Range $73.90 - $118.25Major Responsibilities Leads a team to consistently deliver and drive results that achieve and promote greater Enterprise outcomes. Results are achieved through effective allocation and delegation to cultivate the teams' ability to grow, develop, and produce best-in-class products and solutions, configuration and support solutions, and reporting and analytics solutions, with a customer obsession mindset. Recommending best-in-class innovative solutions to align with roadmap outcomes. Acts as a collaborative and unifying partner within digital insights and capabilities teams, IT, technical and analytics teams, business stakeholders, and internal Operations & Transformation (OT) to foster togetherness, optimize solution value, and drive continuous process improvement. Provides end to end support, collaboration across dashboards and portfolio ownership based on area of expertise Consistently inspires innovative out-of-the box process thinking. Navigates change effectively to achieve successful adoption for team Proven results in driving engagement and retention at team level Promoting growth program at all levels to support effective succession planning. Develops human-centered solutions and recommendations to drive decisions, leveraging data insights to drive how solutions are delivered. Minimum Job Requirements Education Bachelors degree required. Certification / License Work Experience Typically requires 7 years in area of expertise, which includes 3 years of management level experience Knowledge / Skills / Abilities Develop strategies, technology, and planning to translate complex data into actionable insights and compelling narratives that optimize Enterprise, P&C, and OT results. Recommends digital roadmap items and roadmap placement to optimize digital and advanced insight capabilities in alignment with Enterprise and People & Culture Strategy Positively motivate and inspire team toward individual and team goals that are aligned with OT and P&C strategy ,and drive engagement to retain top talent. Ability to lead team of Product Owner's consultative and technical approaches to maintain work and flex as required, meeting technical demands and requirements Build and foster trust with stakeholders and communicate, interact, and influence effectively based on the customer audience. Builds strong, collaborative relationships with stakeholders across all levels, to consistently collaborate, consult, and partner business functions alignment, achieving best-in-class outcomes. Actively experiencing learning and open to AI and transformation, with the willingness and ability to champion and actively educate self on cutting-edge technology and themes. Technical and analytics skills to make effective business decisions aligned to roadmap strategies. Ability to consult and translate user needs to prioritize and expeditiously drive results to achieve optimum value and impact. Effective Team Management: Builds the team with the right resource allocation to tell the story and focus on product delivery Physical Requirements and Working Conditions DISCLAIMER All responsibilities and requirements are subject to possible modification to reasonably accommodate individuals with disabilities. This job description in no way states or implies that these are the only responsibilities to be performed by an employee occupying this job or position. Employees must follow any other job-related instructions and perform any other job-related duties requested by their leaders. Our Commitment to You: Advocate Health offers a comprehensive suite of Total Rewards: benefits and well-being programs, competitive compensation, generous retirement offerings, programs that invest in your career development and so much more - so you can live fully at and away from work, including: Compensation Base compensation listed within the listed pay range based on factors such as qualifications, skills, relevant experience, and/or training Premium pay such as shift, on call, and more based on a teammate's job Incentive pay for select positions Opportunity for annual increases based on performance Benefits and more Paid Time Off programs Health and welfare benefits such as medical, dental, vision, life, and Short- and Long-Term Disability Flexible Spending Accounts for eligible health care and dependent care expenses Family benefits such as adoption assistance and paid parental leave Defined contribution retirement plans with employer match and other financial wellness programs Educational Assistance Program About Advocate Health Advocate Health is the third-largest nonprofit, integrated health system in the United States, created from the combination of Advocate Aurora Health and Atrium Health. Providing care under the names Advocate Health Care in Illinois; Atrium Health in the Carolinas, Georgia and Alabama; and Aurora Health Care in Wisconsin, Advocate Health is a national leader in clinical innovation, health outcomes, consumer experience and value-based care. Headquartered in Charlotte, North Carolina, Advocate Health services nearly 6 million patients and is engaged in hundreds of clinical trials and research studies, with Wake Forest University School of Medicine serving as the academic core of the enterprise. It is nationally recognized for its expertise in cardiology, neurosciences, oncology, pediatrics and rehabilitation, as well as organ transplants, burn treatments and specialized musculoskeletal programs. Advocate Health employs 155,000 teammates across 69 hospitals and over 1,000 care locations, and offers one of the nation's largest graduate medical education programs with over 2,000 residents and fellows across more than 200 programs. Committed to providing equitable care for all, Advocate Health provides more than $6 billion in annual community benefits.

Work Mode: Onsite Opportunity The Director-Human Resources, KBA is responsible for partnering with multiple Executive leaders and directing a team of HRBPs to provide solutions, thought partnership and business talent strategies for the Marketing, Customer Experience and Category teams. The Director-Human Resources, KBA will develop and deliver key HR programs, best practices, and people solutions to the business. The Director-Human Resources will provide strategic consultation and coaching to Executive leaders on organizational issues that contribute to the growth of the business and the team. Key Responsibilities Create and execute world-class talent strategies which produce desired results * Develops HR plan to identify competency, knowledge and talent gaps and develop specific programs to fill the identified gaps. Ensures the organization has suitable access to talent to ensure future business growth and success. * Use data and other evidence to recognize talent opportunities, think strategically to create plans to address those opportunities, achieve buy-in from Executive leaders, and execute those plans to deliver measurable results. * Deliver effective succession planning: Develop HR plans to identify competency, knowledge and talent gaps and develop specific programs to fill the identified gaps. Ensure the organization has suitable access to talent to ensure future business growth and success. * Support, develop, engage, and retain talent by creating, implementing, and maintaining talent management solutions (engagement, succession planning, learning and development, assessment, planning). * Create an experience-based talent culture in aspects of talent attraction, development, improving organizational health, and driving high performance culture. * Drive diversity, equity, and inclusion strategies to embrace applicants and associates of all backgrounds and to support the full development and high performance of all associates in an inclusive environment. Deliver world-class executive coaching and communication * Practice radical candor, crucial conversations, and other coaching techniques to engage leadership, manage change, and drive results. * Advance talent and culture initiatives through consultation and relationship building while ensuring alignment to enterprise strategies. * Analyze results, prepare communication and associate engagement plans, and drive improvement. * Develop strategies to address organizational change and related change management issues. * Establish and maintain strong relationships of trust to foster transparency, open and honest two-way communication, and collaboration. Grow and develop a world-class HRBP team * Lead a team of 2-3 HR Business Partners, developing their skills, and growing each professionally. * Effectively partner with other HR Business Partners and HR Generalists across the region to form a world-class HRBP team. * Expertly collaborate with Centers of Excellence and Enterprise HR to form a world-class HR team. Skills/Requirements * Bachelor's degree required. MBA preferred. * 10 or more years of progressive HR experience, including proven abilities in leading best in class people strategies. * 2-3 years of people leadership experience preferred. * Experience leading, inspiring and developing a team of individual contributors * HR change agent who thrives in ambiguity, is flexible, and adaptable to change in a fast-paced environment. * Demonstrated ability to coach leaders, lead with radical candor, and manage crucial conversations. * Demonstrated ability to use data, reporting and anecdotal evidence to recognize talent opportunities, think strategically to create plans to address those opportunities, and execute those plans to deliver measurable results. * Demonstrated ability to partner and collaborate across a global matrixed organization to optimize outcomes. * Strong executive communication and presentation skills to communicate across all levels of the organization globally. * Able and willing to travel across the US and Canada. Applicants must be authorized to work in the US without requiring sponsorship now or in the future. We believe in supporting you from the moment you join us, which is why Kohler offers day 1 benefits. This means you'll have access to your applicable benefit programs from your first day on the job, with no waiting period. The salary range for this position is $159,900 - $254,000. The specific salary offered to a candidate may be influenced by a variety of factors including the candidate's experience, their education, and the work location. In addition, this position is eligible for a performance bonus/variable incentive compensation. Why Choose Kohler? We empower each associate to #BecomeMoreAtKohler with a competitive total rewards package to support your health and wellbeing, access to career growth and development opportunities, a diverse and inclusive workplace, and a strong culture of innovation. With more than 30,000 bold leaders across the globe, we're driving meaningful change in our mission to help people live gracious, healthy, and sustainable lives. About Us It is Kohler's policy to recruit, hire, and promote qualified applicants without regard to race, creed, religion, age, sex, sexual orientation, gender identity or expression, marital status, national origin, disability or status as a protected veteran. If, as an individual with a disability, you need reasonable accommodation during the recruitment process, please contact *********************. Kohler Co. is an equal opportunity/affirmative action employer.

A key influencer of Regal Rexnord's short and long-term success depends on the ability to have the right talent, in the right roles at the right time to drive the enterprise strategy. Reporting to the Chief Digital and Information Officer (CDIO) and functionally to the Corporate VP of Human Resources will serve as a key business partner to the CDIO and senior leadership team. Serve as an important member of the CDIO's leadership team, contributing to the function's strategy, direction and overall effectiveness. This is a hands-on role that is responsible for leading the function's global human resources function and defining, developing and implementing strategic HR initiatives to influence the function's impact on the Regal enterprise. Responsible for leveraging their experience to manage and execute the IT function's full scope of talent acquisition, workforce planning, leadership development, building a high-quality diverse leadership pipeline, succession planning, performance management, associate engagement, workforce diversity and inclusion. The IT function consists of 600 associates and spans across the globe. The primary regional sites include: Grafton, WI, Hyderabad, India, Manila, Philippines, Shanghai, China and Juarez, Mexico. Will partner will local country HR leaders to achieve outcomes. This HR Director also serves as a key partner to the Corporate VP of HR. Responsible for providing insights, guidance and expertise that aids in the development of corporate and enterprise HR initiatives and priorities; and provides leadership in the effective implementation and desired outcomes/KPIs for their IT function. Acts as a liaison on HR matters between the IT function and Corporate HR function. Responsibilities Workforce Planning Conducts workforce planning based on the IT function's strategy, leverages data and analytics to identify priorities. Develops talent acquisition plans that encompasses the global IT organization. Specifically leads all US recruitment, selection and onboarding activities. Collaborates with local country HR and IT leaders on their local recruitment and onboarding activities. Manages the immigration and work authorization needs of the IT function. Assesses needs and draws connections across the IT function; identifies implications from a talent, structure and skills requirements. Develops and maintains a competency inventory of the skills, technology and experiences of the global IT function. Anticipates future skills and technology needs for the IT function. Contributes to the organizational design and restructuring plans to optimize global IT resource allocation. Talent Management/Leadership Development/Diversity & Inclusion Develops and leads the IT talent management initiatives to establish career ladders that lead to a pipeline of diverse IT leadership talent. Leverages talent across the global function (facilitator) to identify opportunities for developing future IT leadership talent. Key partner in facilitating the development and execution of experience-based development plans for high potentials; ensures meaningful exposure to the CDIO and IT leadership team. Manages the talent review and succession planning process; provides expertise and guidance to the CDIO and IT leadership team. Implements actions to create a highly engaged, high performing, and inclusive work environment across the function. Demonstrates the use of 80/20, continuous improvement to deliver results aligned with the IT function and Regal Rexnord's enterprise HR strategy, including KPIs. Functional Expertise Based on previous HR Business Partner experience, is able to provide hands-on coaching to a “C-suite” executive (CDIO) and IT leaders on all talent matters. Ensures strong leadership capabilities are present within the IT leadership team in the selection, development and evaluation of IT talent. Experienced to resolve daily or complex employee relations investigations and resolution of major issues. Key advisor and coach to the function's IT leaders on appropriate HR practices and policies; insures implementation and compliance. Identifies opportunities to simplify processes and enhance value of HR to the IT function. Professional Experience/Qualifications The successful candidate will have proven experience as a HR business partner and in developing collaborative relationships across all levels of a function. This leader must have the passion, energy and intellectual curiosity necessary for a fast-paced, growth-driven environment. Be able to employ forward thinking and have the ability to expeditiously execute global projects and programs. Bachelor's degree required in Human Resources, Organizational Effectiveness or related field. Master's degree highly preferred. 10+ years HR business partner experience; preferably within a global environment. Experience managing and developing other HR professionals. Demonstrated track record of partnering with a senior leader to develop and implement talent strategies that produce measurable outcomes and drive business results. Excellent interpersonal and influencing skills to establish trust, credibility and rapport at all levels of the organization; seen as humble, direct, and authentic while possessing executive presence. Proven ability to be hands on, roll up sleeves and demonstrate resourcefulness, initiative, results-orientation. Has a mindset of continuous improvement and can embrace Regal Rexnord's 80/20 principles. Demonstrated ability to develop strong partnerships and influence resources outside one's direct responsibility. Ability to travel up to 20% domestically and globally. Candidates must be eligible to work in the United States without requiring company sponsorship to obtain or keep U.S. work authorization. Benefits Medical, Dental, Vision and Prescription Drug Coverage Spending accounts (HSA, Health Care FSA and Dependent Care FSA) Paid Time Off and Holidays 401k Retirement Plan with Matching Employer Contributions Life and Accidental Death & Dismemberment (AD&D) Insurance Paid Leaves Tuition Assistance About Regal Rexnord Regal Rexnord is a publicly held global industrial manufacturer with 30,000 associates around the world who help create a better tomorrow by providing sustainable solutions that power, transmit and control motion. The Company's electric motors and air moving subsystems provide the power to create motion. A portfolio of highly engineered power transmission components and subsystems efficiently transmits motion to power industrial applications. The Company's automation offering, comprised of controls, actuators, drives, and precision motors, controls motion in applications ranging from factory automation to precision control in surgical tools. The Company's end markets benefit from meaningful secular demand tailwinds, and include factory automation, food & beverage, aerospace, medical, data center, warehouse, alternative energy, residential and commercial buildings, general industrial, construction, metals and mining, and agriculture. Regal Rexnord is comprised of three operating segments: Industrial Powertrain Solutions, Power Efficiency Solutions, and Automation & Motion Control. Regal Rexnord has offices and manufacturing, sales and service facilities worldwide. For more information, including a copy of our Sustainability Report, visit RegalRexnord.com. Equal Employment Opportunity Statement Regal Rexnord is an Equal Opportunity and Affirmative Action Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex/gender, sexual orientation, gender identity, pregnancy, age, ancestry, national origin, genetic information, marital status, citizenship status (unless required by the applicable law or government contract), disability or protected veteran status or any other status or characteristic protected by law. Regal Rexnord is committed to a diverse and inclusive workforce. We are committed to building a team that represents diverse and inclusive backgrounds, perspectives, and skills. If you'd like to view a copy of the company's affirmative action plan for protected veterans/individuals with disabilities or policy statement, please email ***************************. If you have a disability and you believe you need a reasonable accommodation in order to search for a job opening or to submit an online application, please e-mail ***************************. Equal Employment Opportunity Posters Notification to Agencies: Please note that Regal Rexnord Corporation and its affiliates and subsidiaries ("Regal Rexnord") do not accept unsolicited resumes or calls from third-party recruiters or employment agencies. In the absence of a signed Master Service Agreement or similar contract and approval from HR to submit resumes for a specific requisition, Regal Rexnord will not consider or approve payment to any third-parties for hires made.

Tamarack Health is seeking a dynamic Vice President of Human Resources to lead and elevate our people strategy across all sites. This executive role partners closely with the Chief Executive Officer and the Sr. Leader team, to drive organizational effectiveness, foster a high-performance culture, and ensure compliance with employment laws and regulations. The ideal candidate brings broad expertise beyond traditional HR, including Employee Health, Organizational Development & Learning, Clinical Education, and Pastoral Care. We're looking for a hands-on, influential leader with strong executive presence-someone who can quickly build credibility, inspire trust, and shape the future of our workforce. This is a highly visible position with significant impact across our teams and the communities we serve. As an independent medical center with multiple locations, we live our mission to improve the health and wellbeing of the people of our region, including our most important resource-employees. Not far from Duluth, MN, our main campuses in Hayward and Ashland, Wisconsin, reside in the beautiful north woods of Wisconsin where you can balance work and home life by on our beautiful lakes and trails by partaking in personal interests such as biking, cross-country skiing, hiking, fishing, water sports, ATVing, snowmobiling, and much more. Primary Responsibilities * Participate in the strategic and operational planning processes as a member of the senior leadership team * Plan, staff and budget all operational areas of responsibility to ensure appropriate execution on business strategy while achieving business objectives in an efficient and effective manner * Understand the changing external marketplace, how the organization competes, and the diverse expectations of the various generations in the workforce, to develop and implement innovative organizational and talent strategies. * Serve as a strategic thought partner and advisor to leaders in all areas of HR including employee relations, development, and risk management to create a healthy and safe workplace. * Oversee compensation and benefits programs. * Drive innovative talent assessment, performance management, succession planning, mentoring learning and development programs to best suit leader and employee needs. * Ensure teams reporting to this role collaborate across sites to enhance programs in all departments of responsibility * Direct experience working with labor relations and maintaining strong relationships between the organization and Unions. * Leverage technology to improve mission critical functions and expand data analytics in tracking and reporting HR metrics to better anticipate future trends and make informed decisions. * Identify and implement team building and employee development activities that promote highly functioning teams. * Drive innovative employee health and wellness programs to promote an all-around safe and healthy workforce. Qualifications * Bachelor's Degree required; master's degree in business or human resources preferred. * 10+ years of Human Resources leadership experience preferred * Healthcare operational background preferred * Ability to work productively and effectively within a complex environment * Analytical ability necessary to evaluate staff, address and improve in areas of responsibility, and devise solutions to complex problems. Create an environment of open dialogue, inquiry and continuous development by asking for feedback and improving practice. * Strong knowledge of employment law, compliance and HR best practices. * Maintain regulatory requirements

_Work Mode: Onsite_ **Opportunity** The Director-Human Resources, KBA is responsible for partnering with multiple Executive leaders and directing a team of HRBPs to provide solutions, thought partnership and business talent strategies for the Marketing, Customer Experience and Category teams. The Director-Human Resources, KBA will develop and deliver key HR programs, best practices, and people solutions to the business. The Director-Human Resources will provide strategic consultation and coaching to Executive leaders on organizational issues that contribute to the growth of the business and the team. **Key Responsibilities** _Create and execute world-class talent strategies which produce desired results_ + Develops HR plan to identify competency, knowledge and talent gaps and develop specific programs to fill the identified gaps. Ensures the organization has suitable access to talent to ensure future business growth and success. + Use data and other evidence to recognize talent opportunities, think strategically to create plans to address those opportunities, achieve buy-in from Executive leaders, and execute those plans to deliver measurable results. + Deliver effective succession planning: Develop HR plans to identify competency, knowledge and talent gaps and develop specific programs to fill the identified gaps. Ensure the organization has suitable access to talent to ensure future business growth and success. + Support, develop, engage, and retain talent by creating, implementing, and maintaining talent management solutions (engagement, succession planning, learning and development, assessment, planning). + Create an experience-based talent culture in aspects of talent attraction, development, improving organizational health, and driving high performance culture. + Drive diversity, equity, and inclusion strategies to embrace applicants and associates of all backgrounds and to support the full development and high performance of all associates in an inclusive environment. _Deliver world-class executive coaching and communication_ + Practice radical candor, crucial conversations, and other coaching techniques to engage leadership, manage change, and drive results. + Advance talent and culture initiatives through consultation and relationship building while ensuring alignment to enterprise strategies. + Analyze results, prepare communication and associate engagement plans, and drive improvement. + Developstrategies to address organizational change and related change management issues. + Establish and maintain strong relationships of trust to foster transparency, open and honest two-way communication, and collaboration. _Grow and develop a world-class HRBP team_ + Lead a team of 2-3 HR Business Partners, developing their skills, and growing each professionally. + Effectively partner with other HR Business Partners and HR Generalists across the region to form a world-class HRBP team. + Expertly collaborate with Centers of Excellence and Enterprise HR to form a world-class HR team. **Skills/Requirements** + Bachelor's degree required. MBA preferred. + 10 or more years of progressive HR experience, including proven abilities in leading best in class people strategies. + 2-3 years of people leadership experience preferred. + Experience leading, inspiring and developing a team of individual contributors + HR change agent who thrives in ambiguity, is flexible, and adaptable to change in a fast-paced environment. + Demonstrated ability to coach leaders, lead with radical candor, and manage crucial conversations. + Demonstrated ability to use data, reporting and anecdotal evidence to recognize talent opportunities, think strategically to create plans to address those opportunities, and execute those plans to deliver measurable results. + Demonstrated ability to partner and collaborate across a global matrixed organization to optimize outcomes. + Strong executive communication and presentation skills to communicate across all levels of the organization globally. + Able and willing to travel across the US and Canada. **_Applicants must be authorized to work in the US without requiring sponsorship now or in the future._** _We believe in supporting you from the moment you join us, which is why Kohler offers day 1 benefits. This means you'll have access to your applicable benefit programs from your first day on the job, with no waiting period. The salary range for this position is $159,900 - $254,000. The specific salary offered to a candidate may be influenced by a variety of factors including the candidate's experience, their education, and the work location. In addition, this position is eligible for a performance bonus/variable incentive compensation._ **Why Choose Kohler?** We empower each associate to #BecomeMoreAtKohler with a competitive total rewards package to support your health and wellbeing, access to career growth and development opportunities, a diverse and inclusive workplace, and a strong culture of innovation. With more than 30,000 bold leaders across the globe, we're driving meaningful change in our mission to help people live gracious, healthy, and sustainable lives. **About Us** It is Kohler's policy to recruit, hire, and promote qualified applicants without regard to race, creed, religion, age, sex, sexual orientation, gender identity or expression, marital status, national origin, disability or status as a protected veteran. If, as an individual with a disability, you need reasonable accommodation during the recruitment process, please contact ********************* . Kohler Co. is an equal opportunity/affirmative action employer.