Human resources manager jobs in Wyoming, MI

Job Posting Start Date 10-24-2025 Job Posting End Date 12-24-2025Flex is the diversified manufacturing partner of choice that helps market-leading brands design, build and deliver innovative products that improve the world.A career at Flex offers the opportunity to make a difference and invest in your growth in a respectful, inclusive, and collaborative environment. If you are excited about a role but don't meet every bullet point, we encourage you to apply and join us to create the extraordinary.Job Summary The “Site HR Business Partner” will be based in either our Walker, MI or Coopersville, MI location. Reporting to the Senior Director, Regional HRBP, this role will partner with a General Manager and their team to develop and deploy strategic planning goals to build a dynamic organization that delivers significant and sustainable growth. Advise and coach on matters related to talent management, including skills requirements, workforce planning, business selection, executive coaching, performance management, retention, succession planning, etc. What a typical day looks like: Consult and assist business on strategic HR matters, including organizational design and restructuring, talent management, career development, etc. Plan, implement and facilitate HR initiatives (such as workforce planning, performance review, employee engagement initiatives, talent review, succession planning, compensation planning and review) for own business segment. Consult with business and HR colleagues to develop and deliver a HR strategy to meet the business needs. Assist with HR communications and training of managers on new programs, systems and processes as required. Manage and resolve complex employee relations issues. Conduct effective, thorough and investigations. Ensure the consistent treatment of employees and the consistent application of Flex policies and procedures. Research trends and metrics (such as exit interviews questionnaires) to develop solutions and or retention strategies. Advise and coach business teams on matters related to talent management, including skills requirements, workforce planning, business selection, coaching, performance management, retention, succession planning, career development, talent acquisition, compensation planning, organizational design, etc. Drive employee communications through various methods including email, newsletters, town halls, round tables and display monitors Partner with COEs and HR Service Center to develop and deliver integrated people and organization solutions Drive employee lifecycle activities including but not limited to; employee onboarding and new hire orientation, off-boarding and exit interviews, leaves of absences, unemployment hearings, EH&S activities, etc. Plan, implement and facilitate HR initiatives (such as annual performance reviews, employee engagement initiatives, open enrollment, sustainability activities etc.) Communication of key goals and priorities through written communications, presentation materials, and presenting to employees and business Manage and resolve complex employee relations issues, conduct effective, thorough and investigations Ensure the consistent treatment of employees and the consistent application of Flex policies and procedures Research trends and metrics to develop solutions and retention strategies Develop and manage HR projects, programs and initiatives Foster and maintain positive working relationships with all employee levels Develop, facilitate and deliver consistent employee and manager targeted training on HR related topics What we're looking to add to our team: Requires a Bachelor's degree or its equivalent in education and experience in a Human Resource related function Minimum 7 years of Human Resources or related experience in business with specific experience in HR, Consulting, Project Management and Change Management Demonstrated ability to build strong relationships with business leaders and collaborate as trusted advisors Experience developing strategies and proactive initiatives that support business goals Manufacturing environment experience strongly preferred SS26 SA63 EA42 CA47 What you'll receive for the great work you provide: Full range of medical, dental, and vision plans Life Insurance Short-term and Long-term Disability Matching 401(k) Contributions Vacation and Paid Sick Time Tuition Reimbursement Job CategoryHuman Resources Is Sponsorship Available? NoFlex is an Equal Opportunity Employer and employment selection decisions are based on merit, qualifications, and abilities. We do not discriminate based on: age, race, religion, color, sex, national origin, marital status, sexual orientation, gender identity, veteran status, disability, pregnancy status, or any other status protected by law. We're happy to provide reasonable accommodations to those with a disability for assistance in the application process. Please email accessibility@flex.com and we'll discuss your specific situation and next steps (NOTE: this email does not accept or consider resumes or applications. This is only for disability assistance. To be considered for a position at Flex, you must complete the application process first).

Job Title: Vice President of Human Resources As Vice President of Human Resources, you will be a key member of the Senior Leadership Team, reporting directly to the President. This role is critical in providing inspiration throughout the organization to promote and protect the Ridgeview culture. You will lead strategies around attracting and retaining talent, succession planning, training programs, and talent management that ensure Ridgeview maintains its core culture and has the right talent to drive continued success. About Us: Ridgeview Industries is a leading metal stamping and assembly supplier primarily serving the automotive market. Our privately held company, founded upon Christian principles, currently employs approximately 600 team members across 4 plant locations. Ridgeview is an organization committed to the principles of Teamwork, Integrity, Excellence, and Faith. Ridgeview is an Employee owned company which provides a unique opportunity for employees to help build long-term financial security while strengthening our shared commitment to Ridgeview's future. The ideal candidate for this role will have the following credentials Primary responsibilities: Partnering with Leadership: Collaborate with Senior Leadership to provide guidance on HR initiatives that enhance organizational performance, employee engagement, and retention as well as Ridgeview strategic planning / vision development. Talent and Organizational Development: Work closely with Senior Leadership and HR team, leading our efforts to attract outstanding talent, and retain talent by driving operational effectiveness through training, career development, and succession planning programs. Compensation and Benefits: Develop and manage compensation and benefit strategies that support the attraction and retention of top talent. Employee Relations: Handle and mentor HR Generalist(s), as necessary, through employee relations issues and aide in the resolution of conflicts, all while ensuring compliance with labor laws and regulations. HR Technology: Utilize and propose HR technology that aides with informed decision making and enhances HR processes and systems. Reporting: As a member of the Senior Leadership team, prepare regular reports on HR metrics and strategies to the President and Senior Leadership team, as well as the Board of Directors. Qualifications: Bachelor's degree in human resources, business or a related field. Professional certifications such as SHRM-SCP or SPHR are a plus. 5-10 years of senior level HR experience in employee relations, human resources or related field. Thorough knowledge of employment laws and regulations. Exceptional interpersonal and communication skills, including the ability to build strong relationships, influence key stakeholders, and manage difficult situations through conflict management. Strategic thinking and vision, with the ability to develop and execute HR strategies that align with overall business objectives. Developed and led a robust process of attracting and retaining talent through training programs, succession planning, and career development. Strong analytical and problem-solving skills, including the ability to use HR data for decision making. Why join Ridgeview Industries? It will begin during a visit when you feel the passion of the people and culture that permeates from every contact you make. Or, you may hear from some of our many 15-30+ year co-workers what they love about Ridgeview. Or, you may feel a deep connection with our Mission Statement that was developed by our employees. We are a business with a purpose that goes beyond parts and profits, and we endeavor to be different from other manufacturers in our industry and beyond. Do you believe in and align with our twelve guiding Principles? Teamwork Follow the Process Passion Data Driven Golden Rule Continuous Improvement Trust Personal Growth Communication Pray Hard - Work Hard - Trust God Accountability Excellence in All things Our family-like culture has been shaped for over 45 years of business. We believe in our values, vision and purpose, and seek to continue learning and growing to best serve our employees, customers, suppliers, and community. Is this the place and next chapter for you?

Wolverine Building Group is recognized nationally as a leader in the construction industry. We specialize in industrial, multi-unit residential, healthcare, office, retail, and restaurant construction. We provide quality building solutions through integrity, value and craftsmanship and are a growth company of nearly 200 employees headquartered in Grand Rapids, Michigan with locations in Brighton and Lansing, Michigan. We are seeking a Vice President of Human Resources who can serve as a strategic partner in helping us scale the business. As an organization, we exist to positively impact people and communities. We're proud to be nationally recognized as one of the "Best and Brightest Companies to Work For." Position Summary: The Vice President of Human Resources is a strategic and hands-on leader responsible for building and guiding all aspects of the Human Resources function - including talent attraction and acquisition, employee development, total rewards, employee engagement and relations, compliance, organizational effectiveness, HR operations, and team leadership. Reporting to the CFO, the VP of HR will serve as a trusted partner to the executive team and cross-functional leaders, ensuring HR strategies align with the company's business goals and growth trajectory. This role requires a balance of high-level strategic leadership and the ability to oversee and execute day-to-day HR work. In addition, the VP of HR will play a critical role in supporting mergers and acquisitions, including due diligence and integration activities, as the company expands. Essential Responsibilities: Strategic HR Leadership: * Develop and execute HR strategies that support company goals, growth, and culture. * Serve as a trusted advisor and thought partner to the CFO and senior leaders. * Aligns HR practices with the company's business priorities and evolving workforce needs. Talent Attraction & Acquisition: * Oversee recruitment strategies to attract, hire, and retain top talent. * Ensure effective onboarding and offboarding is in place to support fast and efficient assimilation and exits that protect dignity and employment brand. * Partner with the business on workforce planning to proactively identify short- and long-term headcount and talent needs. Employee Development: * Ensure performance management processes are in place to support employee feedback, accountability, and development. * Build and implement programs for career pathing and growth, leadership development, and succession planning. * Partner with business leaders to identify and address talent gaps. Total Rewards: * Lead the design, implementation, and administration of competitive compensation and benefits programs. * Ensure programs support employee engagement, retention, and compliance. * Oversee annual benefit renewals, open enrollment, and related vendor management. Employee Engagement & Relations: * Lead employee engagement initiatives, including pulse surveys, action planning, and feedback mechanisms. * Partner with leaders on communication and change management strategies that strengthen culture and alignment and promote a positive, inclusive, and high-performance workplace. * Provide guidance and resolution on employee relations matters to ensure fairness, consistency, and trust. Compliance: * Ensure compliance with all applicable federal, state, and local employment laws and regulations. * Oversee creation, maintenance, and communication of company policies and employee handbook. * Partner with internal stakeholders and outside counsel to mitigate compliance risks, monitor regulatory changes, and proactively adjust HR practices. Organizational Effectiveness: * Partner with senior leadership to assess organizational structure and roles to ensure alignment with company strategy and growth. * Lead initiatives to strengthen culture, engagement, and cross-functional collaboration, improving overall organizational performance. * Implement tools and practices that support change management and communication, enabling accountability and clarity across the business. HR Operations: * Manage HR systems to optimize efficiency and ensure accuracy and compliance. * Define and report on HR metrics to support business decision-making. * Drive continuous improvement in HR processes, tools, and systems. * Partner with Payroll, Finance, IT, Marketing, and Safety on cross-functional people matters, internal communication, leave management, workers comp, and safety related items. Team Leadership: * Lead, mentor, and develop a small team of HR professionals, building capabilities within the team to scale with the company's growth. * Create and foster a collaborative, service-oriented team that partners effectively with leaders and employees at all levels. * Model strong leadership, accountability, and a customer / people-first mindset. M&A Support: * Partner with executive leadership on M&A activities, including due diligence, HR assessments, and integration planning. * Develop and execute HR and people integration plans to ensure smooth transitions for acquired employees. Educations & Experience: * Bachelor's degree in Human Resources, Business Administration, or related field required; Master's degree or HR certification (e.g., SPHR, SHRM-SCP) preferred. * 10+ years of progressive HR experience, including leadership roles with both strategic and operational HR responsibilities. * Prior experience in construction, engineering/architecture, professional services, or related industry preferred. * Proven experience in talent management, organizational development, total rewards, and employee relations. * Experience with HR systems and technology, including HRIS, ATS, PMS, LMS and other systems or modules. * Experience supporting mergers and acquisitions, including due diligence and integration preferred. Other Knowledge, Skills, & Abilities: * Strong knowledge of employment law and compliance requirements. * Demonstrated success in leading and developing HR teams in growth-oriented environments. * Computer skills and knowledge to conduct daily work, facilitate communication, create and deliver presentations and utilize HR systems and technology. * Demonstrates the ability to work effectively with people of diverse backgrounds and promote a positive working environment. * Earns the respect and trust of others, from frontline employees to executives and with external partners and vendors. * Ability to travel and work remotely up to 10% to attend industry or functional events, support scaling business operations, and visit non-local work offices or project locations in the area, region, and nationally. Joining our collaborative work environment provides opportunities for advancement, competitive wages, and great benefits including: * Low-cost medical insurance options, including a HDHP with HSA match * Dental, vision, basic life, voluntary life, short- and long-term disability insurance * 401(k) retirement plan with 50% employer match * Company holidays, parental leave, and paid time off * Profit-sharing and performance-based bonuses * Personal growth opportunities through training and education; tuition Reimbursement * Opportunities to engage in community involvement Wolverine Building Group is an equal opportunity employer. All qualified applicants and employees will receive consideration for employment, or in terms or conditions of employment, without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, status as a protected veteran, or status as a qualified individual with disability. We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us.

OUR ORGANIZATION: HR Collaborative is a part of the Kinexus Group family of organizations. Kinexus Group, recognized as one of Nonprofit Times 2017, 2018, 2019, 2020, 2021 and 2022 Best Nonprofits to Work For, is a cutting-edge community development organization with growing initiatives to create an economically thriving Michigan. We are change agents who create solutions for business, workforce, and community challenges to promote economic vitality. THE TEAM: HR Collaborative is a West Michigan-based professional services firm that helps businesses grow their most valuable asset: their people. Providing organizations with high-impact HR consulting, staffing, and recruiting services, powered by an expanding community of fractional HR professionals. JOB SUMMARY: The HR Consultant serves as the primary point of contact and strategic human resources advisor for assigned clients. Leveraging deep HR expertise and HRC's proven practices, the consultant delivers both strategic and operational support across a diverse range of industries. In this role, the consultant collaborates with client organizations to assess their HR needs, design customized solutions, and implement best practices that align with and advance business objectives. This position also involves close collaboration with internal teams and key client stakeholders to strengthen HR effectiveness, ensure regulatory compliance, and drive overall organizational performance. RESPONSIBILITIES: Establishes the human resource strategy, work plan, and key deliverables for assigned clients. Review work plan quarterly with HR Collaborative team, and with the client to ensure that expectations are met. Establish regular meeting cadence with assigned clients to set client priorities and review on-going deliverables. Monitor cost of services to the client and ensure that job meets profitability expectations. When necessary, adjust pricing to reflect HR Collaborative's quality, service, and sustainability standards. Maintains positive relationships with client representative to ensure effective delivery of services and open, constructive dialogue. Provides mentorship to client services team, specifically HR Generalists & Associates. In partnership with leadership, assigns tasks and responsibilities to other HR collaborative team so that services are delivered efficiently and cost-effectively. Provides oversight and direction of assigned team. Provides human resource services and work deliverables as necessary for effective delivery of service to the client. Participates in community and industry organizations. Attends outside meetings regularly. Networks continuously. Serves as an ambassador for HR Collaborative. Identifies potential clients for the organization. When appropriate, markets HR Collaborative's services. Other duties as assigned Budget Adherence Takes responsibility for the successful and timely completion of assigned projects ensuring that all aspects of the scope of work are met. Client Satisfaction Takes responsibility for building effective relationships with clients, business partners and community contacts. Coordinates with internal partners for effective solution outcomes for the client. SUPERVISION RECEIVED: General Direction: Plans and arranges own work. Uses a wide range of procedures to accomplish assigned objectives. SUPERVISORY RESPONSIBILITIES: Basic supervision: Determines work assignments, priorities, and procedures for team members. Responsible for assigning, scheduling, and ensuring the quality and quantity of work. May or may not approve time off and schedule adjustments. Provides training and coaching. Contributes to interview process and makes hiring recommendations, contributes to providing performance feedback to team members. EDUCATION & EXPERIENCE: Bachelor's degree specializing in Business, Management or equivalent work experience. Ten (10) years of experience in Human Resources. Demonstrated experience and success at development of HR Strategy and planning. HR Certification which could include PHR, or SHRM-CP is highly desirable. KNOWLEDGE, SKILLS & ABILITIES: Demonstrated excellence with written and verbal communication. Strong relationship building skills Ability to work collaboratively in a strong customer service orientation. Ability to manage multiple assignments simultaneously. Excellent organization skills CORE COMPETENCIES: Customer Orientation: A desire to serve clients by focusing efforts on listening and responding effectively to customer questions, resolving customer problems to their satisfaction, and evaluating customer satisfaction. Strategic Planner: Ability to offer advice and create a plan based on analysis of issues and trends, develop a vision for the future, and create a culture in which the long range goals can be achieved. Leadership: Ability to motivate and guide others to ensure performance in accordance with clear expectations and goals. People Development: Ability to improve the performance of others by providing continuous teaching and feedback. Team Builder: Ability to ensure that team members are invested in team activities and decisions, to set a tone of cooperation within and across the work groups, and to cohesively achieve a goal. We have a unique culture that requires us to be BOLD, INSPIRATIONAL, ENTREPRENEURIAL and INCLUSIVE. We spend more waking hours with each other than we do with family or friends, so finding someone that adds to our culture is extremely important. It is our goal to inspire positive economic change one person, one business and one community at a time. Kinexus Group is an Equal Opportunity Employer/Program. Auxiliary aids, reasonable accommodations and or services are available upon request for individuals with disabilities. Michigan Relay Center: 711 Voice and TDD. Kinexus is a partner of American Job Centers.

Who We Are Cooper People Group is a woman-owned and fast-growing firm whose purpose is to enrich the world of work. We are a team of seasoned HR leaders that are passionate about helping organizations across the Great Lakes and beyond to develop their HR strategy, structure, people and processes. We exist to lead and support organizations who have no HR, HR in transition, and HR with too much on their plate. We are driven to enrich the work of work because we believe that everyone deserves to do their best work with the best people and are guided by our three core values: People first Make work fun Here's how we can We would love to have you join us as a part-time HR & Compensation Consultant! What You'll Do We are looking for an experienced HR and Compensation guru who loves all things compensation, human capital, employee experience, and who understands small business. This role would be 10-15 hours per week for candidates focused on senior compensation work, additional hours up to 32 hours per week for candidates able to perform consultive HR management work as well. You may be involved in projects that include the following: Revamping or creating a total rewards program Creating compensation plans, policies, philosophies and structures including pay bands/grades, career paths, administrative guidelines and more! Conducting market rate benchmarking assessments and pay equity audits Designing and implementing a sales incentive or employee bonus plan Coaching a client on navigating a sticky employee relations process Crafting culture guidebooks and employee handbooks Conducting HR effectiveness assessments Facilitating organizational design or succession planning workshops Supporting a client through a merger or acquisition Training leaders on effective performance management tactics What You'll Bring 5 or more years of experience as a total rewards or compensation director, manager or senior analyst, additional experience as an HR Manager or HR Business Partner in small to mid-sized companies in more than one industry is a plus. Knowledge of general employment laws, regulations, policies, procedures, etc. HRCI or SHRM certification with CCP designation strongly preferred. We are looking for experienced and forward-thinking leaders who know compensation, culture, compliance, and everything in between. Fluent in English (speaking & writing). Bilingual (Spanish/English) highly desired. Passion for pouring into our clients and helping them strengthen their people programs and outcomes. Your time management, communication and organization skills are top-notch, and you will be an amazing ambassador for the CPG brand. We are also looking for a consultant who resides within 30 minutes of downtown GR for the convenience of being onsite with our clients regularly and gathering for our quarterly team meetings. True passion for human resources and business strategy while bringing fun to your work. Even on trying days, you are adaptable, encouraging and find the silver lining. Our team is collaborative, engaged and won't tolerate uncool HR. What You'll Get A chance to collaborate with the best in the business at a growing company in an incredibly in-demand industry Super flexible and remote/hybrid environment Work with some of the coolest organizations in West Michigan with the most innovative leaders Competitive hourly pay with potential for variable compensation Home office & data stipend Paid time off & paid volunteer time Learning & development stipend Access to co-working spaces Paid parental and medical leave If this sounds like you, apply today! We would love to talk. We believe that diversity, equity, and inclusion are not only essential values but also powerful drivers of our innovation and success both internally and with our clients. We invite individuals from all backgrounds, regardless of race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, hairstyles, or any other characteristic to join us in our mission to enrich the world of work and create workplaces where diversity is not just acknowledged but celebrated. Together, we will build a company that reflects the rich diversity of the world around us, driving positive changes within our organization and our clients.

Senior HR Generalist, Talent Management & Development

Job Description About Us: At Paragon D&E, we're proud to be a family owned and operated leader in advanced manufacturing. We serve our customers through our high standards of ethical conduct, honesty, and integrity to create trust. Since 1942, we've grown and evolved by expanding into new industries and have expanded our facility to ensure the latest machining technology by continuing to invest in our team and equipment. While we have grown and evolved during the last 80 years, the cornerstone of our business remains the same: we believe that honesty, integrity, and trust are the foundations of everything we do. We recognize that our people are at the heart of this success. We know that our growth and reputation are built on the talent, skills, and expertise of our people and their ability to function as a tightly integrated team. Communication, respect, and community focus are the essential elements of our positive and productive workplace culture, and we'd love you to join us! Who You Are: We are searching for an experienced HR Pro that aligns with our caring, helpful, and community centric culture to join our organization as a member of our senior leadership team. The HR Director participates in the development of strategies and priorities for Paragon D&E as a whole and is responsible for executing HR strategies and priorities. This role will have a focus on ensuring the effectiveness of our recruiting, organizational development, compensation, benefits, employee relations, and safety programs. In this role, you will: First and foremost, align with our values as an organization Utilize your bachelor's degree in HR or related field (HRCI or SHRM certification a plus!) and 5-8+ years of experience in an HR Leadership role Collaborate with executive leadership to understand the organization's long-term mission and goals and identify ways to support this mission through the development and execution of the overall people and culture strategy, structure, systems, processes, and tools Provide leadership, development, and overall management of all HR activities and staff including compensation, payroll, HRIS, benefits, talent development, training, performance management, talent acquisition, employee health and safety, employee events and communications Apply the tactical skills necessary for the implementation of HR initiatives by acting as a trusted advisor to the executive team, a coach and mentor to lead the human resources team, and a collaborator to leaders across the organization to support their needs Bring contemporary approaches to finding and keeping skilled manufacturing talent beyond the traditional HR approach that includes new skills and strategies to navigate dynamic markets and challenging talent landscapes Establish credibility throughout the organization to be an effective listener and problem solver of people issues by taking time to get to know our employees on a personal level and serve as an internal consultant to other leaders within the organization to lead, advise and mediate employee relations situations to ensure fairness and consistency Partner with leaders at all levels to drive the learning and development, succession planning, career development and performance management process that helps staff develop in their careers and engages all managers in assessing gaps and developing key talent Research, develop, and implement competitive compensation and benefit programs and oversee the execution of all programs including medical, dental, life and disability insurance, supplemental medical, 401(k) plan, workers compensation, PTO, FMLA, and unemployment compensation What You'll Get: Besides working with a dedicated leadership team in a professional and flexible environment, you'll receive: Total rewards package with a competitive base salary Competitive benefits package including medical, dental, and vision insurance with access to an HSA and health concierge program Company sponsored life insurance 401(k) with a competitive company match Short-term and long-term disability insurance Employee assistance program Paid time off to rest and rejuvenate in order to show up at work as your best self Get healthy days off to use for personal needs 7 paid holidays plus 2 floating holidays each year Tuition reimbursement Paid parental leave Job Posted by ApplicantPro

HR Specialist (Payroll & Benefits) The HR Specialist is responsible for supporting the Human Resources department in various administrative tasks and ensuring smooth and efficient daily HR operations, with a strong focus on payroll and benefits administration. This role involves maintaining accurate employee records, processing payroll, administering benefits programs, and assisting employees with HR-related inquiries. Responsibilities: Payroll: Responsibilities include processing payroll accurately and on time, maintaining payroll records, preparing reports, and staying updated on relevant laws and regulations. The role also involves collaborating with the finance department, assisting with year-end processing, resolving inquiries, and understanding payroll systems. Benefits: Key duties include administering employee benefits programs, assisting with enrollment and claims, coordinating with providers, and managing the annual open enrollment process. Other tasks involve conducting new employee orientations, responding to inquiries, working with brokers, ensuring data accuracy in HRIS, and processing leaves of absence and COBRA. General HR Support: This involves providing day-to-day HR support, managing employee files, assisting with recruitment and onboarding, and maintaining accurate HR databases. The specialist may also help develop and implement HR policies and procedures, stay updated on industry trends, and ensure compliance with various regulations. Regular audits of payroll and benefits records are also part of this role. Qualifications: Typical qualifications include a bachelor's degree in a related field or equivalent experience (4 years' experience), proven experience in a similar role, and in-depth knowledge of payroll processing, tax regulations, and benefits administration. Strong understanding of HR and payroll systems, excellent attention to detail, confidentiality, organizational skills, and communication skills are also important. Proficiency in MS Office and relevant certifications are often beneficial. Bilingual in English and Spanish preferred but not required. Quincy Street Inc. is a growing successful pork processor in the Holland area. Our work environment demands a commitment to total customer satisfaction and quality through the application of teamwork, integrity, shared success, and growth. Our organization offers a competitive compensation and benefits package to those who are willing to engage, work diligently, and participate in personal, professional, and organizational growth. Quincy Street Inc. is an Equal Opportunity Employer (EOE) and values diversity. Our EOE policy not only prohibits discrimination on the basis of race, color, religion, sex, sexual orientation, gender identity, age, national origin, disability, veteran status, genetic information, or any protected category under state, local or federal law, but also reflects our commitment to making all employment decisions without regard to an individual's membership in a protected class. This policy relates to all phases of employment, including, but not limited to, recruiting, employment, placement, promotion, transfer, demotion, termination, rates of pay and other forms of compensation, selection for training, the use of all facilities, and participation in company-sponsored employee activities. As part of its equal opportunity policy, we also take affirmative action in accordance with applicable laws to ensure that women, minorities, protected veterans and individuals with disabilities have opportunities to join and progress within the Company.

JOIN TEAM TRILOGY At Trilogy, you'll experience a caring, supportive community that values each team member. We prioritize meaningful relationships, genuine teamwork, and continuous growth. With the stability of long-term care, competitive pay, and exceptional benefits, Trilogy offers a work environment where you're supported, appreciated, and empowered to thrive in your career. If you're ready to join a team committed to your success, Trilogy is where you belong and thrive! POSITION OVERVIEW The Entry Level HR Associate (Employee Experience Manager) is primarily responsible for creating "wow" experiences for employees and candidates from recruitment to retirement by providing each person with the information, education and assistance needed throughout their candidacy and employment lifecycle. Key Responsibilities * Oversee the execution of the new hire onboarding process to ensure a highly engaging and positive orientation experience, consistent with Trilogy's mission, vision, and values. Additionally coordinates all onboarding materials and communication. * Promote, manage, and track training programs for all campus employees to ensure required regulatory training, apprenticeships, and certification information are completed. * Serve as an ambassador of company recognition programs, events, and surveys. * In partnership with campus leadership, assist in employee counseling, performance concerns, and other employment matters. * Champion for our Benefits and Wellness Program, and DEIB initiatives at the campus, including communications, reporting, and activities. * Maintain all campus-related employee, medical, and benefit information/files including background screening, onboarding, employment as well as leave of absence, unemployment, and workers' compensation reporting. * Review and ensure that employee deductions and reports are accurate in the payroll system on a weekly basis. Process payroll weekly. * Manage time and attendance by verifying hours, missed punches, labor detail allocations and schedule discrepancies Qualifications * High School Diploma or GED/HS preferred * Associate degree preferred or equivalent combination of experience and knowledge * Two (2) years' experience in human resources and/or payroll. Healthcare, senior living industry, pharmacy or long-term care environment preferred * Flexible schedule to include 2nd/3rd shift availability and weekends * Proficient computer skills that include knowledge of Microsoft Office Suite products LOCATION US-MI-Byron Center The Oaks at Byron Center 2280 Byron View Dr. SW Byron Center MI BENEFITS Our comprehensive Thrive benefits program focuses on your well-being, offering support for personal wellness, financial stability, career growth, and meaningful connections. This list includes some of the key benefits, though additional options are available. * Medical, Dental, Vision Coverage - Includes free Virtual Doctor Visits, with coverage starting in your first 30 days. * Get Paid Weekly + Quarterly Increases - Enjoy weekly pay and regular quarterly wage increases. * Spending & Retirement Accounts - HSA with company match, Dependent Care, LSA, and 401(k) with company match. * PTO + Paid Parental Leave - Paid time off and fully paid parental leave for new parents. * Inclusive Care - No-cost LGBTQIA+ support and gender-affirming care coordination. * Tuition & Student Loan Assistance - Financial support for education, certifications, and student loan repayment. TEXT A RECRUITER Kristen ************** ABOUT TRILOGY HEALTH SERVICES Since our founding in 1997, Trilogy has been dedicated to making long-term care better for our residents and more rewarding for our team members. We're proud to be recognized as one of Fortune's Best Places to Work in Aging Services, a certified Great Place to Work, and one of Glassdoor's Top 100 Best Companies to Work. At Trilogy, we embrace who you are, help you achieve your full potential, and make working hard feel fulfilling. As an equal opportunity employer, we are committed to diversity and inclusion, and we prohibit discrimination and harassment based on race, color, sex, religion, sexual orientation, national origin, disability, genetic information, pregnancy, or any other protected characteristic as outlined by federal, state, or local laws. NOTICE TO ALL APPLICANTS (WI, IN, OH, MI & KY): for this type of employment, state law requires a criminal record check as a condition of employment. The Entry Level HR Associate (Employee Experience Manager) is primarily responsible for creating "wow" experiences for employees and candidates from recruitment to retirement by providing each person with the information, education and assistance needed throughout their candidacy and employment lifecycle. Key Responsibilities * Oversee the execution of the new hire onboarding process to ensure a highly engaging and positive orientation experience, consistent with Trilogy's mission, vision, and values. Additionally coordinates all onboarding materials and communication. * Promote, manage, and track training programs for all campus employees to ensure required regulatory training, apprenticeships, and certification information are completed. * Serve as an ambassador of company recognition programs, events, and surveys. * In partnership with campus leadership, assist in employee counseling, performance concerns, and other employment matters. * Champion for our Benefits and Wellness Program, and DEIB initiatives at the campus, including communications, reporting, and activities. * Maintain all campus-related employee, medical, and benefit information/files including background screening, onboarding, employment as well as leave of absence, unemployment, and workers' compensation reporting. * Review and ensure that employee deductions and reports are accurate in the payroll system on a weekly basis. Process payroll weekly. * Manage time and attendance by verifying hours, missed punches, labor detail allocations and schedule discrepancies Qualifications * High School Diploma or GED/HS preferred * Associate degree preferred or equivalent combination of experience and knowledge * Two (2) years' experience in human resources and/or payroll. Healthcare, senior living industry, pharmacy or long-term care environment preferred * Flexible schedule to include 2nd/3rd shift availability and weekends * Proficient computer skills that include knowledge of Microsoft Office Suite products At Trilogy, you'll experience a caring, supportive community that values each team member. We prioritize meaningful relationships, genuine teamwork, and continuous growth. With the stability of long-term care, competitive pay, and exceptional benefits, Trilogy offers a work environment where you're supported, appreciated, and empowered to thrive in your career. If you're ready to join a team committed to your success, Trilogy is where you belong and thrive!

Job DescriptionResponsibilitiesThe Human Resources Business Partner is a trusted advisor who drives people strategies aligned with business objectives. This role partners with leaders and employees to enhance engagement, build positive employee relations, and ensure compliance with policies and regulations. The HRBP facilitates performance management, talent reviews, and development plans while supporting conflict resolution and employee investigations. Through strong communication, relationship-building, and data-driven insights, the HRBP enables organizational effectiveness, supports workforce retention, and develops people-focused solutions that drive business success. Job Responsibilities Develop and implement tactics to execute HR strategies that achieve the overall business goals as part of the campus HR team. Positive employee relations - build and enhance an environment in which employees are actively and willingly engaged in helping improve the business Work with leaders and employees on performance management, individual development plans, coaching and counseling. Engage in HR compliance activities to ensure compliance with regulatory requirements and company policy. Assist in handling employee relations, investigations, and conflict resolution. Coordinates Talent Reviews, Development Plans, & Performance Improvement Plans with Management. Perform specific HR administrative tasks as necessary. Approach on regular basis all direct 0-90 days seniority employees with standard questions to gather key feedback data for correct new hire assimilation in the organization. Ice breaker to test retention & effectiveness of new hire orientation topics with new employees. Develop a tracking tool to capture all variety of help chain connections from new employees' interactions. Coordinates between all departments SPA's gathered items & follow up closure of items. Compile HR metric related data to present summarized reports & recommendations to Plant leadership on regular basis for all new hires follow up. Job Roles Business sense--understands operation and business goals; prioritizes business needs in decision-making; anticipates ramifications of actions; proactive Relationship and communication--interacts with a wide variety of stakeholders; builds trust through interactions; honest and direct; confidential when required; presents with confidence; balances toughness and compassion Talent advocate--coaches, mentors and creates experiences to select and develop talent internally and externally; prioritizes investment in people as the best means to achieving meaningful and measurable outcomes; grows pool of potential successors Learning and expertise--stays abreast of regulations, policies and marketplace trends; understands and interprets on behalf of the organization; serves as resident expert on a variety of matters and their respective applications; identifies areas for individual and collective improvement Organization and structure--detail and follow through oriented; maintains records; provides accurate information; coordinates all aspects of people strategy; executes against talent strategy, evaluating accordingly Balanced approach--responsive, future focused and proactive in turn; follows through and asks questions; takes ownership yet has good boundaries; educates while executing tasks; provides accountability with support Flexibility--manages time and energy well; makes decisions based on information available; handles a variety of situations in a day; switches between applications seamlessly; delivers according to varying key success measures; adapts well to changes in the business environment and spur of the moment needs Integrity--operates with utmost ethical standards; sets rules and enforces laws in an impartial manner Customized approach--understands inherent differences between people and situations; adapts communication and interaction according to audience needs; reads people well Influence--understands and communicates the value of processes, information, and relationships; makes relevant and realistic recommendations to plant leaders, easing their weight of decision-making and contributing to decisive people-oriented plans and goals Synthesis--makes sense of large amounts of quantitative and qualitative data, finding and presenting key insights to senior leaders and other stakeholders; understands the difference between urgent and important; differentiates between thematic issues and individual concerns Qualifications BASIC QUALIFICATIONS Bachelor's degree in human resources or similar field from an accredited institution. Minimum of 3 years of proven work experience as an HR Generalist or in a relevant HR role responsible for employee relations, performance management and other related HR activities. Employees must be legally authorized to work in the United States. Verification of employment eligibility will be required at the time of hire. Visa sponsorship is not available for this position. PREFERRED QUALIFICATIONS Solid communication skills (verbal and written) Ability to handle sensitive and confidential information

Human Resources Generalist - Plant Reports To: Human Resources Manager We have an exciting opportunity for a problem solver, a change agent who is excited about taking Motus to the NEXT level. Our Human Resources Generalist will be a employee engager, team motivator, and people developer! A successful candidate will have a high level of energy, integrity, be detail-oriented, and the ability to create change. Key Responsibilities: * Perform full-cycle hourly recruiting; screening, interviewing, hiring, onboarding, etc. * Manage HRIS employee changes, performance management and safety activities. * Administration of FMLA and processing of disability paperwork * Support management team * Assist with open enrollment, and assist team members with benefit-related issues and concerns * Assist with HR compliance items and administrative tasks * Assist in event planning and employee engagement activities * Assist with employee relations issues including disciplines and possible terminations Minimum Required Skills and Experience: * Bachelor's Degree - HR or business degree preferred * At least 1-2 years of HR experience preferred * Ability to learn HRIS system * Basic understanding of labor laws * Ability to work in teams and autonomously when required Who We Are Motus Integrated Technologies is a dynamic, half-billion-dollar global leader in manufacturing high-quality headliners, interior trim, and fiber solution products for the automotive industry. Headquartered in Holland, Michigan, Motus operates advanced manufacturing facilities across North America (U.S. and Mexico) and maintains a global presence with 12 locations. Motus is part of the Atlas Holdings portfolio, an industrial holding company based in Greenwich, Connecticut. Motus offers a vibrant working environment where innovation and forward-thinking are at the forefront of what we do. If you are eager to contribute to our legacy and drive meaningful change, we would love to hear from you. Motus is an Equal Opportunity Employer. Notice to Agency and Search Firm Representatives: Please note that Motus is not accepting unsolicited resumes from agencies/search firms for this role. Resumes submitted to a Motus Team Member by a third-party agency without a valid written & signed search agreement between Motus and said third-party agency, will become sole property of Motus. No fee will be paid if a candidate is hired as a result of an unsolicited agency or search firm referral.

Details Information Position Title Human Resources - Associate Director of Human Resources Classification Title Administrative Full Time (.75-1.0 FTE) Benefits Eligibility Benefits Eligibility Department Human Resources Job Description The Associate Director of Human Resources is a strategic thought partner and leader within the HR team at Hope College, aligning HR initiatives with the college's evolving strategic goals. This role requires a proactive individual comfortable with change, capable of evaluating and implementing improvements in HR practices. Key responsibilities include managing hiring and onboarding, supporting performance and employee relations, and ensuring compliance with regulations. The Associate Director will collaborate with campus stakeholders to enhance onboarding, orientation, and training programs. In the Director's absence, this role acts as the HR representative for decision-making and crisis management. This full-time position requires onsite presence, with potential for one remote workday per week after three months. Responsibilities include, but are not limited to: * Provide oversight for the employment hiring process, with supervisory responsibilities for the Employment Coordinator team and the HR Representative. * Collaborate with the Office of Culture and Inclusion around search committee training, while providing oversight of the HR search process policies, procedures, and training materials. * Along with the director, support managers in handling personnel issues, performance improvement plans and terminations. * Provide leadership for training and organizational initiatives. These will include, but are not limited to: leadership development; performance evaluation systems; orientation programs; onboarding; team building; manager training and development, and performance related interventions. * Provide attention to the employee experience through exit interviews (and other feedback opportunities as they arise) in order to inform the director of patterns, concerns or ideas that might help drive decision making around campus practices, policies and events. * Oversight of the service award process and vendor relationship, the learning management system and the assessment/team development software or program. * Support and provide back up for the HR Representative in managing the *********** email. * Maintain on-going education and awareness of core federal and state regulations regarding employment hiring and other core HR functions, such as Title IX, ADA, FLSA, and EEO reporting. * Other project, committee assignments, and representation within community or higher education organizations as needed. Qualifications * Bachelor's degree in Human Resources, Business Administration, or a related field required. HR Certification or related Master's Degree is preferred. * 3-5 years of human resources or relevant experience required; employee development and/or employee relations experience preferred. * Experience in a leadership or supervisory role is strongly preferred. * Proven experience in designing and implementing training programs and organizational development initiatives. * Demonstrated ability to handle sensitive and confidential information with discretion. * Familiarity with employment laws, including Title VII and Title IX. * Ability to work collaboratively with diverse groups and foster an inclusive work environment. * Proficient computer skills; understanding of online training and online applicant systems preferred. * Familiarity with adult learning theories preferred. * Ability to work under time pressures, the stress of deadlines, and remain calm in a crisis. Physical Demands This position requires remaining in a sitting or standing position for frequent periods of time; uses office machinery such as computers, printers, copy machines; Occasionally involves moving items over 10 pounds; frequently will move between different offices/workspaces/buildings; and requires effective communication abilities. In the case of temporary or permanent condition(s) that require(s) accommodation(s), reasonable accommodation(s) may be requested. Pre-employment Screenings All offers of employment are contingent upon a background check. Some positions may have position specific requirements, such as education/licensure/certification verification, a physical, drug screening, credit checks and/or transportation record review. Posting Detail Information Posting Number 2023-340SR Job Posting Open Date 11/21/2025 Job Posting Close Date 12/07/2025 Open Until Filled No Is this position available for sponsorship No Special Instructions to Applicants

About UFP MedTech: UFP Technologies is a designer and custom manufacturer of comprehensive solutions for medical devices, sterile packaging, and other highly engineered custom products. UFP is an important link in the medical device supply chain and a valued outsource partner to most of the top medical device manufacturers in the world. The Company's single-use and single-patient devices and components are used in a wide range of medical devices and packaging for minimally invasive surgery, infection prevention, wound care, wearables, orthopedic soft goods, and orthopedic implants. UFP Technologies, Inc. offers a competitive benefits package, including but not limited to: * Medical, Dental, Vision, Life, Disability Insurance * 401K with a matching contribution * Paid time off, Paid holidays, Employee discounts and much more! Location: This position will be on-site full-time in Grand Rapids, MI. Human Resources Generalist ( HR ) Summary: The site Human Resources (HR) Generalist will perform the HR functions to support our Grand Rapids, MI site. The incumbent will report directly to the Vice President & General Manager Advanced Components with a dotted line to the Corporate HR Vice President. They are responsible for disseminating all Corporate HR initiatives and programs. The HR Generalist will perform related duties at the site level and may carry out responsibilities in some or all of the following functional areas: time & attendance, employment and staffing, onboarding, training and development, employee relations, affirmative action, employee engagement / recognition, and compensation / incentive programs, as well as may play a role in safety. Human Resources Generalist ( HR ) Duties and Responsibilities: * Edits, processes, and approves hourly employees' timecards, as well as enters time-off requests in ADP WFN time and time and attendance system. * Researches and resolves timecard and paycheck discrepancies. * Assists Talent Acquisition Recruiter coordinating and conducting the full cycle recruiting process for their site (i.e., posting jobs internally and externally, attending job fairs, partnerships with local colleges, scheduling interviews, interviewing candidates, initiating background screens, setting up pre-employment drug screens, and generating and sending offer letters) as well as works with the hiring managers on onboarding new hires. * Conducts new employee orientations to ensure that employees gain an understanding of the company's policies, procedures, benefit plans, and enrollment provisions. * Partners with local staffing agencies to obtain the best rate for the site for purchased staffing needs. * Advises, counsels, and provides feedback to managers and employees on performance management and employee relations issues to constructively resolve problems. * Assists in ensuring company policies and practices are compliant with federal, state, and local employment laws and procedures, including record keeping, policy statements, non-discriminatory practices, regulation compliance, etc. * With the guidance of Corporate HR, monitors the day-to-day implementation of policies concerning wages, hours and working conditions. * Partners with Sr. HRBP of People and Organizational Development to create development plans and identify training resources to ensure employee training and development needs are met. * Implements and maintains employee engagement, recognition, and morale programs. Oversees the corporate service award program for the MI site. * Maintains the personnel files and other employment and training records. * Coordinates with Corporate HR on all involuntary terminations prior to termination. Ensures proper documentation and ensures processing of termination is completed in proper time frame. * Oversees attendance policy enforcement and tracking, i.e., generates attendance reports & guides supervisors with disciplinary actions, as needed. * Assists with benefit questions/issues and partners with corporate benefits department on health care and various leaves of absence to ensure accurate recordkeeping and compliance with applicable state, federal and local regulations. * Serves as an extension of the Corporate HR team during the annual open enrollment process by distributing materials and assisting with the effective communication of benefit plans and changes. * Maintains affirmative action program data for sites and collaborates with Corporate HR on AAP requirements and reporting. * Oversees workers compensation administration, i.e., management of claims and return to work. * Responds to employment verification requests. * Responds and represents the sites for unemployment claims. * Researches opportunities to promote the site with the local and state resources and associations (i.e., the local Chamber of Commerce, state grants, etc.). * Preforms all other duties as assigned. Human Resources Generalist ( HR ) Qualification Requirements: * Bachelor's Degree with 3 to 5 years HR Generalist experience. * Experience working in a manufacturing environment is strongly preferred. * Ability to read, write and speak in Spanish, a plus. * Time & attendance experience using ADP WFN preferred. * HR Professional Certification i.e., SHRM CP, preferred. * Knowledge of HRIS systems, ADP WFN preferred. * Proficiency in Microsoft Office skills (Teams, Outlook, Word, Excel, PowerPoint). UFP Technologies, Inc. is an Equal Opportunity/Affirmative Action employer Minorities/Women/Veterans/Disabled. #UFP #MEDTECH #MI #IND

Under the general direction of the Human Resources Director, a Human Resources Specialist administers the recruitment processes for classes of work with Muskegon County. This process includes the advertising of positions, screening of applications, testing and certifying qualified applicants. An employee in this class of work will also perform the pre-employment orientation process for selected candidates. In addition, the Human Resources Specialist will process employee forms and review department submitted performance evaluations in accordance with Muskegon County Personnel Rules. A Human Resources Specialist will also prepare standard reports, complete employment verifications and perform other duties as assigned.Possess an Associate's degree in a business program from an accredited university, college or business school; AND Have a minimum of one (1) year full-time paid personnel or human resources administration work experience.PHYSICAL ACTIVITIES An employee in this class performs generally sedentary work activities requiring occasional lifting of objects weighing thirty-five (35) pounds or less. ENVIRONMENTAL CONDITIONS This employee generally works in County offices though occasional local travel may be required. EVALUATION CONTENT The selected candidate must take a post-offer medical examination (including back screen and complete physical) and drug screening test given by a County appointed physician before the first day of employment. An offer of employment is contingent upon the results of the medical examination and drug screening test. Applicants for County employment may be subject to a post-offer criminal background check, depending on the nature and assignment of the position. When such check is conducted, an offer of employment is contingent upon the results of the criminal background check. Appointees must satisfactorily complete a probationary period before the appointment will be considered permanent. APPLICANT REVIEW PROCEDURE Any applicant is entitled to a review of any determination or action taken by the County regarding the applicant's employment application. Inquiries should be directed to the County Human Resources Department. PURPOSE The purpose of this recruitment is to establish an eligible list from which to fill present and future vacancies in this classification in the County system. For each opening, the Department Head has her/his choice of the candidates who meet the required minimum entrance qualifications. This list remains in effect for three months unless exhausted or extended. MUSKEGON COUNTY IS AN EQUAL OPPORTUNITY EMPLOYER MUSKEGON COUNTY HAS ADOPTED A VETERANS PREFERENCE POLICY THAT RECOGNIZES QUALIFYING MILITARY SERVICE

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The Human Resources Business Partner, Manager, at Grand Rapids Community College will perform all core duties of a Human Resources Business Partner, including, recruitment, employee and labor relations, policy implementation, and contract or employee handbook administration. In addition to these responsibilities, this role provides supervisory leadership to HR Business Partners and HR Generalist by assigning work, coaching staff, supporting performance, and ensuring high quality service delivery. This position also contributes to workforce planning, helps guide change management efforts, advises leadership on talent related risks, and supports a consistent and equitable employee experience throughout the employee lifecycle, in alignment with our mission, values, and strategic goals. Requisition ID: 1048 Position Number: 0001048 Department: Human Resources Employee Group: PMA Schedule: 40 hours/52 weeks, 8:00 am - 5:00 pm Compensation: OM2; $71,726 Annually Benefits: Full-Time Reports to: Executive Director of Human Resources and Talent Development Posting Opens: 11/18/2025 Posting Closes: 12/03/2025 ESSENTIAL FUNCTIONS Supervision and Leadership * Provide supervision to Human Resources Business Partners and Human Resources Generalist. * Oversee daily workflow, provide ongoing coaching and feedback, and ensure accountability to HR standards, policies, and service expectations. * Foster a positive and collaborative work environment with employees, supervisors, and college leadership that prioritizes accuracy, efficiency, and employee satisfaction. * Support HR leadership in aligning departmental work with institutional goals, employee development needs, and operational duties. * Assign and monitor work of team members to ensure effective and timely service delivery. * Works with HR leaders on talent risks and helps them lead through change and uncertainty. Recruitment and Staffing: * Serve as backup for full cycle recruitment process for the Talent Acquisition team * Collaborate with supervisors to identify staffing needs and ensure timely and effective hiring. * Facilitate screening committee training for interview and selection procedures. * Guide managers through the position authorization process, and work collaboratively with management to design job descriptions for effective recruitment. * Meet with new hires; following up during the first months of employment to help communicate our culture and improve employee retention. * Conduct exit interviews, assess employee feedback, and evaluate the data to make recommendations for improvements to management. Employee Relations: * Serve as a point of contact for employee inquiries and concerns. * Actively participate in employee relations and handbook updates or contract negotiations and administration; interpreting handbook and/or contract language for supervisors and employees. * Mediate and resolve employee relations issues, fostering a positive work environment. This may involve collaborating with the Office of General Counsel. * Conduct investigations and provide recommendations for resolution. * Coach, counsel, and guide managers through the execution of employee disciplinary action process * Create a proactive employee relations environment including effective communication and compliance with policies and laws, while ensuring fair treatment of employees. * Keep management advised of potential problem areas and recommend and/or implement solutions. * Interpret and apply applicable law and statute updates related to human resources management, as well as proactively maintaining compliance expectations. Payroll and Benefits Administration: * Facilitate & approve employee payroll setup, including additional compensation. * Lead new fiscal year setup for assigned employee groups. Responsible for coordinating all payroll changes for assigned employee groups * Implement and calculate employee pay out upon separation from the College. * Assist benefits staff with administering benefits programs, answering questions about retirement plans, medical benefits and leave policies. Organization and Department Development: * Encourages clear communication, listens to concerns, and supports employees during change. * Looks for ways to improve day-to-day processes and services within HR. Encourages the team to share ideas and help make work more efficient and effective. * Coordinate and facilitate employee training and development programs. * Manage performance review/evaluation programs. * Provide career counseling and share expertise with assigned employee groups and community members. Participate in student events focused on employment/career growth. * Leads cross college process-based management teams for continuous improvement of HR/LR processes. * Involved in the review and follow up to Staff Opinion surveys. * Watches workforce trends and shares ideas to improve employee life cycle. * Works with HR leaders to support changes in departments, processes, and technology. * Supports key employee life cycle stages such as hiring, retention, growth, and exit in a fair and consistent way. Policy Implementation: * Implement and communicate HR policies and procedures to ensure consistency and compliance. * Stay informed about changes in labor laws and regulations impacting HR practices. * Understanding of local, state and federal laws, regulations and standards pertaining to public sector labor relations. * Knowledge of human resources policies, procedures and management practices, involving recruitment, employment, terminations and contract administration. Data Management: * Maintain and track all employee disciplinary actions and investigations for assigned employee groups. * Work with the Employee Leave and Compliance Coordinator on the management of the leaves of absence process including FMLA for assigned employee groups. * Responsible for ensuring the accuracy of the monthly Board of Trustees report around new hires and separations. * Maintains up-to-date personnel records and performs credential audits to ensure compliance with accreditation standards. * Manages wage and salary programs in conformance with handbooks and/or labor agreement. * Provides information regarding unemployment claims for assigned employee groups. Other Job Functions: * Persons in this role are identified as a Campus Security Authority (CSA). CSA's will be trained and responsible for reporting Clery Reportable Crimes to Campus Police as required by the Clery Act. * Regular attendance during normal scheduled hours is required. Being present is essential for serving customers and performing the essential functions of this position. * Performs other related duties as assigned. JOB SPECIFICATIONS Qualifications * Bachelor's Degree and at least five years of experience. as a HR Generalist or Business Partner or HR Manager. * Deep Human Resources knowledge and broad experience across multiple HR areas. * Union experience preferred. * Supervisory experience preferred. Skills * Adaptability and Change Management: Demonstrates flexibility in managing priorities and leading through change with clarity and confidence. * Leadership and Supervision: Ability to provide mentorship, direction, and oversight to staff while fostering accountability and professional growth. Ability to guide team members and leaders through skill-building, goal setting, and continuous improvement. * Employee Relations and Conflict Resolution: Ability to handle employee relations matters, mediate conflicts, and resolve issues in a fair and constructive manner. * Labor Relations and Collective Bargaining: Proficiency in understanding and navigating labor relations, including experience in collective bargaining negotiations. * Recruitment and Staffing: Strong skills in full-cycle recruitment, including job posting, applicant screening, interviewing, and collaboration with hiring managers to meet staffing needs. * Knowledge of Employment Laws and Regulations: Thorough understanding of relevant employment laws, regulations, and compliance requirements, particularly those specific to the higher education sector. * Communications and Interpersonal Skills: Excellent verbal and written communication skills, with the ability to interact effectively with a diverse range of individuals, including faculty, staff, and external stakeholders. Builds relationships and trust at all levels of the organization. * Organization and Problem-Solving Abilities: Strong organizational skills to manage responsibilities and deadlines effectively, coupled with the ability to analyze problems and provide solutions. Physical Demands * The position requires long periods of sitting, reading and writing, listening and computer work. Mental Demands * Ability to read, analyze, and interpret general business periodicals, professional journals, technical procedures, or governmental regulations. Ability to write reports, business correspondence, and procedure manuals. Ability to effectively present information and respond to questions from groups of managers, clients, customers, and the general public. * Ability to apply concepts such as fractions, percentages, ratios, and proportions to practical situations. * Must be able to maintain confidentiality in carrying out all duties, including maintaining confidential record tracking systems. * Ability to manage multiple priorities and work under pressure while possessing mature judgment and flexibility in regards to interruptions and schedule changes. * Understand and appreciate our community college philosophy and diverse populations. * Must use good judgment in handling sensitive or difficult situations in a professional manner. * Must maintain high levels of confidentiality with appropriate discretion. Working Conditions * GRCC will comply with any mandated health and safety requirements. Compliance information is available on our policies website. * Must be able to work flexible hours (i.e. evenings and night) including occasional weekends. * Ability to work in a fast-paced environment that calls for flexibility/adaptability and the ability to handle multiple interruptions and make quick decisions. BENEFITS * Health Coverage: Six health insurance plan options, including one with no health insurance premiums. * Time off: Enjoy substantial vacation time. * Wellness Program: Access resources for physical and mental wellbeing, and an onsite gym membership * Continuous Learning: Career development and educational opportunities. * Retirement Plans: Secure your future with our retirement options, including the state retirement plan or a 401A with a 12% employer contribution. NEXT STEPS / APPLICATION PROCESS Please fill out an application at ************************** Submit a cover letter and resume. The opportunity to apply for this position will close at the end of the day on the close date referenced at the top of this job posting. NONDISCRIMINATION STATEMENT Grand Rapids Community College creates an inclusive learning and working environment that recognizes the value and dignity of each person. It is the policy and practice of GRCC to provide equal educational and employment opportunities regardless of age, race, color, religion, marital status, sex/gender, pregnancy, sexual orientation, gender identity, gender expression, height, weight, national origin, disability, political affiliation, familial status, veteran status or genetics in all programs, activities, services, employment and advancement including admissions to, access to, treatment in, or compensation in employment as required by state and federal law. GRCC is committed to reviewing all aspects of GRCC programs, activities, services and employment, including recruitment, selection, retention and promotion to identify and eliminate barriers in order to prevent discrimination on the basis of the listed protected characteristics. The college will not tolerate any form of retaliation against any person for bringing charges of discrimination or participating in an investigation. Further information may be obtained from the EEO Office or the Office of General Counsel, 143 Bostwick Avenue NE, Grand Rapids, MI 49503-3295.

Work with the best! Per Mar Security, an industry leader in providing integrated security solutions, is seeking hardworking motivated people. Established in 1953, Per Mar Security Services is the largest, family-owned, full-service security company in the Midwest with more than 2,600 team members, operating in 25 branch locations. The company provides full-service security solutions for homes and businesses including security officer services, smart home automation, burglar and fire alarms, access control, security cameras, alarm monitoring, investigative services and background checks. Job Skills / Requirements Per Mar Security Services is seeking Entry Level and Experienced Security Officers to join our expanding team! Are you looking to change careers? Need a foot in the door for a new start? Let us be your path to professional success! We are interested in you! $17.50 per hour. Saturday -10pm-6am (8 hours) Sunday - 10pm-6am (8 hours) Shifts often added over major holiday periods. Working extra shifts on holidays is a requirement. Employees are immediately eligible for 1.5x pay for hour worked on holiday dates. Why Work For Us? * Competitive Compensation * Employee Referral Bonus Program * Great full-time and part-time shifts available! * Medical, dental, and vision coverage! * Life insurance * 401K * Free uniforms! * We put you through all of the necessary training! Essential Duties & Responsibilities: * Monitor premises to prevent theft, violence, or infractions of rules * Thoroughly examine doors, windows, and gates to ensure proper function and security * Warn violators of premise rules and regulations * Address persons engaging in suspicious or criminal acts * Report any facility issues * Request emergency personnel for high-risk situations Qualifications: * 18 years of age or older * Familiarity with security equipment * Ability to handle physical workload * Strong attention to detail * Must possess the values important to Per Mar Security - Integrity, Communication, Excellent Service, and Accountability. * Must be willing to participate in the Company's pre-employment screening process, including drug screen and background investigation. Per Mar is an Affirmative Action/Equal Opportunity Employer/Women/Minorities/Veterans/Disabilities #STBD Additional Information / BenefitsScreening Requirements: Drug Screen, Criminal Background Check

Job Description Job Title: Vice President of Human Resources As Vice President of Human Resources, you will be a key member of the Senior Leadership Team, reporting directly to the President. This role is critical in providing inspiration throughout the organization to promote and protect the Ridgeview culture. You will lead strategies around attracting and retaining talent, succession planning, training programs, and talent management that ensure Ridgeview maintains its core culture and has the right talent to drive continued success. About Us: Ridgeview Industries is a leading metal stamping and assembly supplier primarily serving the automotive market. Our privately held company, founded upon Christian principles, currently employs approximately 600 team members across 4 plant locations. Ridgeview is an organization committed to the principles of Teamwork, Integrity, Excellence, and Faith. Ridgeview is an Employee owned company which provides a unique opportunity for employees to help build long-term financial security while strengthening our shared commitment to Ridgeview's future. The ideal candidate for this role will have the following credentials Primary responsibilities: Partnering with Leadership: Collaborate with Senior Leadership to provide guidance on HR initiatives that enhance organizational performance, employee engagement, and retention as well as Ridgeview strategic planning / vision development. Talent and Organizational Development: Work closely with Senior Leadership and HR team, leading our efforts to attract outstanding talent, and retain talent by driving operational effectiveness through training, career development, and succession planning programs. Compensation and Benefits: Develop and manage compensation and benefit strategies that support the attraction and retention of top talent. Employee Relations: Handle and mentor HR Generalist(s), as necessary, through employee relations issues and aide in the resolution of conflicts, all while ensuring compliance with labor laws and regulations. HR Technology: Utilize and propose HR technology that aides with informed decision making and enhances HR processes and systems. Reporting: As a member of the Senior Leadership team, prepare regular reports on HR metrics and strategies to the President and Senior Leadership team, as well as the Board of Directors. Qualifications: Bachelor's degree in human resources, business or a related field. Professional certifications such as SHRM-SCP or SPHR are a plus. 5-10 years of senior level HR experience in employee relations, human resources or related field. Thorough knowledge of employment laws and regulations. Exceptional interpersonal and communication skills, including the ability to build strong relationships, influence key stakeholders, and manage difficult situations through conflict management. Strategic thinking and vision, with the ability to develop and execute HR strategies that align with overall business objectives. Developed and led a robust process of attracting and retaining talent through training programs, succession planning, and career development. Strong analytical and problem-solving skills, including the ability to use HR data for decision making. Why join Ridgeview Industries? It will begin during a visit when you feel the passion of the people and culture that permeates from every contact you make. Or, you may hear from some of our many 15-30+ year co-workers what they love about Ridgeview. Or, you may feel a deep connection with our Mission Statement that was developed by our employees. We are a business with a purpose that goes beyond parts and profits, and we endeavor to be different from other manufacturers in our industry and beyond. Do you believe in and align with our twelve guiding Principles? Teamwork Follow the Process Passion Data Driven Golden Rule Continuous Improvement Trust Personal Growth Communication Pray Hard - Work Hard - Trust God Accountability Excellence in All things Our family-like culture has been shaped for over 45 years of business. We believe in our values, vision and purpose, and seek to continue learning and growing to best serve our employees, customers, suppliers, and community. Is this the place and next chapter for you?

Job DescriptionWolverine Building Group is recognized nationally as a leader in the construction industry. We specialize in industrial, multi-unit residential, healthcare, office, retail, and restaurant construction. We provide quality building solutions through integrity, value and craftsmanship and are a growth company of nearly 200 employees headquartered in Grand Rapids, Michigan with locations in Brighton and Lansing, Michigan. We are seeking a Vice President of Human Resources who can serve as a strategic partner in helping us scale the business. As an organization, we exist to positively impact people and communities. We're proud to be nationally recognized as one of the "Best and Brightest Companies to Work For." Position Summary:The Vice President of Human Resources is a strategic and hands-on leader responsible for building and guiding all aspects of the Human Resources function - including talent attraction and acquisition, employee development, total rewards, employee engagement and relations, compliance, organizational effectiveness, HR operations, and team leadership. Reporting to the CFO, the VP of HR will serve as a trusted partner to the executive team and cross-functional leaders, ensuring HR strategies align with the company's business goals and growth trajectory. This role requires a balance of high-level strategic leadership and the ability to oversee and execute day-to-day HR work. In addition, the VP of HR will play a critical role in supporting mergers and acquisitions, including due diligence and integration activities, as the company expands. Essential Responsibilities: Strategic HR Leadership:•Develop and execute HR strategies that support company goals, growth, and culture.•Serve as a trusted advisor and thought partner to the CFO and senior leaders.•Aligns HR practices with the company's business priorities and evolving workforce needs. Talent Attraction & Acquisition:•Oversee recruitment strategies to attract, hire, and retain top talent.•Ensure effective onboarding and offboarding is in place to support fast and efficient assimilation and exits that protect dignity and employment brand.•Partner with the business on workforce planning to proactively identify short- and long-term headcount and talent needs. Employee Development:•Ensure performance management processes are in place to support employee feedback, accountability, and development.•Build and implement programs for career pathing and growth, leadership development, and succession planning.•Partner with business leaders to identify and address talent gaps. Total Rewards:•Lead the design, implementation, and administration of competitive compensation and benefits programs.•Ensure programs support employee engagement, retention, and compliance.•Oversee annual benefit renewals, open enrollment, and related vendor management. Employee Engagement & Relations:•Lead employee engagement initiatives, including pulse surveys, action planning, and feedback mechanisms.•Partner with leaders on communication and change management strategies that strengthen culture and alignment and promote a positive, inclusive, and high-performance workplace.•Provide guidance and resolution on employee relations matters to ensure fairness, consistency, and trust. Compliance:•Ensure compliance with all applicable federal, state, and local employment laws and regulations.•Oversee creation, maintenance, and communication of company policies and employee handbook.•Partner with internal stakeholders and outside counsel to mitigate compliance risks, monitor regulatory changes, and proactively adjust HR practices. Organizational Effectiveness:•Partner with senior leadership to assess organizational structure and roles to ensure alignment with company strategy and growth.•Lead initiatives to strengthen culture, engagement, and cross-functional collaboration, improving overall organizational performance.•Implement tools and practices that support change management and communication, enabling accountability and clarity across the business. HR Operations:•Manage HR systems to optimize efficiency and ensure accuracy and compliance.•Define and report on HR metrics to support business decision-making.•Drive continuous improvement in HR processes, tools, and systems.•Partner with Payroll, Finance, IT, Marketing, and Safety on cross-functional people matters, internal communication, leave management, workers comp, and safety related items. Team Leadership:•Lead, mentor, and develop a small team of HR professionals, building capabilities within the team to scale with the company's growth.•Create and foster a collaborative, service-oriented team that partners effectively with leaders and employees at all levels.•Model strong leadership, accountability, and a customer / people-first mindset. M&A Support:•Partner with executive leadership on M&A activities, including due diligence, HR assessments, and integration planning.•Develop and execute HR and people integration plans to ensure smooth transitions for acquired employees. Educations & Experience:•Bachelor's degree in Human Resources, Business Administration, or related field required; Master's degree or HR certification (e.g., SPHR, SHRM-SCP) preferred.•10+ years of progressive HR experience, including leadership roles with both strategic and operational HR responsibilities.•Prior experience in construction, engineering/architecture, professional services, or related industry preferred.•Proven experience in talent management, organizational development, total rewards, and employee relations.•Experience with HR systems and technology, including HRIS, ATS, PMS, LMS and other systems or modules. •Experience supporting mergers and acquisitions, including due diligence and integration preferred. Other Knowledge, Skills, & Abilities:•Strong knowledge of employment law and compliance requirements.•Demonstrated success in leading and developing HR teams in growth-oriented environments.•Computer skills and knowledge to conduct daily work, facilitate communication, create and deliver presentations and utilize HR systems and technology.•Demonstrates the ability to work effectively with people of diverse backgrounds and promote a positive working environment.•Earns the respect and trust of others, from frontline employees to executives and with external partners and vendors.•Ability to travel and work remotely up to 10% to attend industry or functional events, support scaling business operations, and visit non-local work offices or project locations in the area, region, and nationally.Joining our collaborative work environment provides opportunities for advancement, competitive wages, and great benefits including:•Low-cost medical insurance options, including a HDHP with HSA match•Dental, vision, basic life, voluntary life, short- and long-term disability insurance• 401(k) retirement plan with 50% employer match•Company holidays, parental leave, and paid time off•Profit-sharing and performance-based bonuses •Personal growth opportunities through training and education; tuition Reimbursement•Opportunities to engage in community involvement Wolverine Building Group is an equal opportunity employer. All qualified applicants and employees will receive consideration for employment, or in terms or conditions of employment, without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, status as a protected veteran, or status as a qualified individual with disability. We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us.