Human Resources Business Partner jobs at International Paper - 183 jobs

Chief Human Resources Officer
National Association of Counties Inc. 4.3
Portland, OR jobs
The Opportunity Multnomah County is looking for our next Chief Human Resources Officer (CHRO) who is a seasoned trauma‑informed strategic leader with proven experience navigating complex organizational change and cultivating a culture of safety, trust, and belonging. As an advisor to executive leadership, elected officials, and a member of the leadership team, the CHRO leads a team of HR professionals serving more than 6,500 Multnomah County employees. The CHRO develops and implements strategies to drive retention within HR. The CHRO also partners, builds relationships, and negotiates contracts with 13 labor unions - collaborating with them in problem‑solving. The CHRO oversees a budget of $180 million and is responsible for developing metrics, reporting on HR programs, and advocating for the necessary resources and staffing levels to support the sustainability of quality and timely HR services. This is an opportunity to lead a critical role in optimizing HR practices across Multnomah County. The County is transitioning from a decentralized to a shared services HR model. The CHRO will lead the organization through this significant structural change, provide clear countywide policy direction, and support department HR teams. The CHRO will set the vision and strategic direction for HR operations. They will develop and implement innovative practices to bolster HR programs, ensure compliance with laws, and establish the County as an employer of choice. This includes implementing the County's comprehensive Workforce Equity Strategic Plan (WESP), which will further promote equitable opportunities and foster a countywide culture of safety, trust, and belonging. Responsibilities in this role will include Strategic Leadership & Vision Developing, implementing, and setting priorities for a comprehensive human resources strategy and vision. Advocating confidently to the Board and Department Directors regarding the value of HR, the realities of HR workload, and the necessity of resource allocation. Proven business savvy, cultural competence, political understanding, and sensitivity with the ability to think ahead, anticipate issues, and proactively develop response plans are essential. Demonstrate strong business acumen. Innovative strategic thinking and problem solving. Problems you encounter in this role require you to apply advanced management principles in a diverse and complex County government organization. Organizational Culture, Equity & Belonging Deep commitment to intersectionality‑centered equity and an ability to engage with diverse staff and leadership to promote collaboration and partnership across departments and levels of leadership. Unwavering commitment to cultivating a work culture of safety, trust and belonging. Embraces the Workforce Equity Strategic Plan. Set the tone for supervision by leading with humanity, dignity, and respect, ensuring that all employees feel valued and heard. Ability to develop and monitor indicators of organizational culture and engage employees and senior leadership to create organizational change. Operations, Shared Services & Change Management Overseeing and administering all Countywide HR programs, including Labor Relations, HRIS, Classification and Compensation, Benefits, Wellness, Organizational Learning, Organizational Change, and Talent Acquisition. Establishing and communicating clear expectations and standardized policies to ensure consistency across all departments. Championing the Centralization/Shared Services implementation by clarifying roles, streamlining complex processes, and reducing administrative burdens on HR staff. Demonstrating expertise in Change Management to address high‑priority shifts in operations, ensuring staff are supported through the transition of the Shared Services. Communication, Partnership & Customer Service Commitment to keeping people informed by using compassionate, clear, trauma‑informed language to communicate with staff and foster open communication, trust, and transparency. The CHRO should be highly visible within the County organization, proactively communicating with departments. Create genuine feedback loops (e.g., surveys, collaboration) to listen to staff concerns and take accountability for results. Serve as a collaborative partner with departments, ERG's, Unions, working seamlessly to support County operations and the achievement of the County's goals. Possess the organizational understanding to view County departments as internal customers, deeply grasping their unique work environments. Customer focused approach. The CHRO must bring a commitment to customer service and expectations of efficiency and responsiveness. Labor Relations, Compliance & Staff Development Providing strong leadership to mentor staff and help teams grow. Possessing deep subject matter depth in labor relations to act as a definitive decision‑maker on the most complex issues. Responding to and resolving confidential and sensitive inquiries, investigating complaints, and ensuring compliance with federal, state, and local laws and regulations. Championing fair, equitable workplace policies that strengthen employee trust and support a collaborative environment. To Qualify We will consider any combination of relevant work experience, volunteering, education, and transferable skills as qualifying unless an item or section is labeled required. Please be clear and specific about how your background is relevant. Minimum Qualifications/Transferable Skills A Bachelor's degree or equivalent related work experience AND Minimum of 6 years of increasingly responsible professional experience in government, community, or educational programs related to Human Resources Experience managing and working in a Union (represented) environment. Demonstrated experience communicating complex human capital strategies and organizational data clearly and persuasively to diverse audiences, ranging from frontline employees and union representatives to executive leadership and the Board of Commissioners Substantial experience in budget planning, financial management, and resource optimization. Examples include managing multi‑million dollar departmental budgets, forecasting personnel costs, and overseeing capital expenditures for HR initiatives. Demonstrated ability to guide the organization through complex changes with care and clarity, transforming HR goals into meaningful outcomes that inspire genuine collaboration and actively support the success of our diverse teams. Advanced HR Certification (SPHR, SHRM‑SCP, etc) Preferred Qualifications/Transferable Skills You do not need to have the following preferred qualifications/transferable skills to qualify. However, keep in mind we may consider some or all of the following when identifying the most qualified candidates. Please clearly explain on your application how you meet any of the following preferred qualifications/transferable skills. Master's Degree Minimum of 8 years of experience in a Senior Level role focused on Human Resources with direct supervisory experience including managers. Public Sector/Governmental Experience: Direct, substantial experience in a large county, state, or municipal government or other comparable complex public‑sector entity. *Transferable skills: Your transferable skills are any skills you have gained through education, work experience (including the military) or life experience that are relevant for this position. Be sure to describe any transferable skills on your application and clearly explain how they apply to this position. Screening and Evaluation Your completed application must include the following items: Required: A completed online application. Required: A resume covering relevant experience and education. Please be sure your resume includes the following for each employer: name of employer, location, dates of employment, your title, a brief summary of your responsibilities, the number of employees under your supervision. Required: A cover letter that expands on your resume, addresses why you are interested in this position and demonstrates how your experience and skill set align with the minimum and preferred qualifications listed. If you have centralized HR experience please highlight in the cover letter. Note: The application, resume and cover letter should demonstrate your work experience/skills and how it is related to those shown in the Overview and To Qualify sections of the job announcement. Please be thorough, as these materials may be scored and determine your eligibility for an interview. #J-18808-Ljbffr
$71k-101k yearly est. 5d ago

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HR Regional People Partner - East Coast
Mango 3.4
New York, NY jobs
MANGO is a multinational fashion company that designs, manufactures and markets clothing and accessories. At MANGO, we inspire and unite through our passion for style and culture. We are in 120 countries and our online presence extends to more than 85 countries. Our team is made up of people of 115 nationalities. In our team, we are proactive and dynamic, with communication skills and we are always open to new challenges. We are a young and multicultural team, we love the good vibes we have and we work together to achieve results. We are informed of trends and current events in the retail world. We are looking to a hire a Regional People Partner in the New York City area to oversee the East Coast region consisting of 34 stores (Including: MA, GA, PA, NJ, NY, FL, D.C., MD, VA, LA, IL, MN, CT, OH). The East Coast region will consist of 37 stores by the end of 2026. KEY RESPONSIBILITIES You will implement and adapt People processes, policies and actions in accordance with company standards, image and local needs to maximize the effectiveness of the retail business. You will also provide expert insight to support retail structure to attract, develop, motivate and retain our workforce. You are traveling to stores as needed per business needs to support the districts. You will support not only HR Functions but also Recruitment. You will be reporting to the International People Partner of North America. TALENT ACQUISITION Implement the hiring strategy to ensure all key roles are filled in the short and mid-term with high caliber of candidates. Effectively conducting full recruiting cycle for candidates/hires, generating a pool of prospective candidates. Follow up of onboarding correct implementation in stores, collecting feedback of the onboarding program and ensuring an amazing candidate experience. TRAINING & PERFORMANCE Make sure appropriate trainings are in place and collect constant feedback to be able to adapt quickly to the always changing reality of the stores. Carry out specific training according to the market needs. Provide support and guidance to Store Managers and District Managers on the follow up, evaluation and development of their teams and have a robust succession plan for key positions. EMPLOYEE RELATIONS Provide support to Store Managers, District Managers and Regional Managers with employee relations, conflict resolution and mediation when needed. Spread the MANGO culture and values in store ensuring high levels of engagement from all retail team members. Visit stores on a regular basis to evaluate the atmosphere and understand skill gaps/challenges in our teams and collaboratively offer solutions. Conduct the exit interviews to leavers to understand the employee experience, as well as identifying improvement proposals. HEALTH AND SAFETY Follow up all stores have the company H&S protocols in place during weekly visits, making sure our employees are safe in their workplace. LABOR Collaborate with Labor department to support retail on updates about changes in the legislation, align company behaviors, and help to find new solutions to reach out store needs. ORGANIZATION & PROJECTS Participate in strategic People projects together with Internal Communication, Labor & Payroll, Health & Safety, Talent & Organization and Development and Compensation & Benefits. Analyzation of People KPIs and implement action plans with retail team. REQUIREMENTS -5+ years of experience in HR management in a retail setting and/or in store retail management role (must have in store retail experience and/or have worked in Human Resources for a retail brand) -Experience with recruitment, talent management, and performance management -Excellent communication and interpersonal skills, with the ability to handle difficult conversations with professionalism -Ability to work in a fast-paced, dynamic environment -Flexible working hours -Strong organizational skills -Reliable while consisting following up on commitments -Can manage time effectively to ensure timely follow up with stores -Highly motivated with a proactive approach -Can take ownership of specific tasks and responsibilities -Strong analytical and problem-solving skills -Ability to maintain confidentiality and handle sensitive information -Ability to travel regularly to visit stores within area (up to 75% travel, 4 days a week) -Knowledge of employment laws and regulations is a plus What makes us special? • As a member of the Mango team, you'll get a 40% discount on all our lines, so that you'll always be wearing the latest! • Insurance Benefit: You only pay a % of the value! • 401(K) Pension Plan • Holidays + Wellness Days • Vacation Days • Commuter Benefits • Bonus Incentive • Pet Insurance • Car Allowance At Mango, we invest in your personal and professional development. Access a wide range of training courses, personalized mentoring, continuous development programs and internal promotion opportunities that will drive you toward success. Think big! Mango offers you international opportunities in over 120 markets for you to broaden your horizons and grow with us globally. If you are passionate about fashion, have great communication skills and the ability to work well both as part of a team and alone this is the perfect opportunity for you! This role will allow you to develop both professionally in a dynamic fashion environment. Apply now and begin a successful career within MANGO. You got it? We like you!
$93k-145k yearly est. 5d ago
Human Resources Director
Royal River Casino & Hotel 4.0
Flandreau, SD jobs
Five (5) years of experience in Human Resources with a Bachelor's degree in a related field and/or training; or equivalent combination of education and experience. Master's degree preferred. Must be able to obtain an FSST Key License. ESSENTIAL DUTIES AND RESPONSIBILITIES Regular and consistent attendance Responsible for the Casinos' compliance with Federal and State Laws and regulations affecting employees and guests. Ensures that records and reports are prepared as required. The Plan Administrator for the Casino's 401(k) Plan. Assists in completion of 401(k) paperwork for new participants, hardships, retirements, terminations and roll-overs from the Flandreau Santee Sioux Tribal plan. Determines employee positions and jobs in compliance with FLSA “Fair Labor Standards Act”. Responsible for Unemployment claims, information and appeals. Responsible for the Human Resources Department's budget, requisitions and purchases for the department, following casino policies and procedures. Directs the Human Resources department's staff in providing and directing procedures and systems necessary to maintain proper records and to afford adequate accounting controls and services. Reviews Departmental Manning Documents for proper compliance. Understands the State of South Dakota Gaming rules & regulations as well as the Flandreau Santee Sioux Tribal Gaming rules and regulations. Responsible for the Human Resources department's compliance with Tribal Gaming Regulations and Internal Controls. Responsible for ensuring that the Human Resources department's employees know, understand and will abide by the rules of the Casino. Conducts investigations of alleged, unfair and inequitable treatment, sexual harassment and/or violence in the workplace with the assistance of the Security and Surveillance departments. Overall supervision of the Human Resources Department in the daily operations of the casino. Will review and approve all recommendations and suggestions to hire, transfer, promote, reward, evaluate, discipline, suspend and discharge of employees in a fair and equitable manner. Review all employee related matters referred by the various department's management and/or supervisory staff, ensuring that employees are treated and dealt with in a fair and equitable manner. Regularly reviews and evaluates the department's performance, working with the General Manager and Senior Directors to take appropriate steps in resolving unsatisfactory results or conditions. Ensures a maximum level of customer service and satisfaction is achieved and maintained regarding our service to the Casino's employees and its guests. Promotes positive, open lines of communication with other departments that directly affect the Human Resources Department. Stays current with all Casino rules, regulations, policies/procedures and changes. Ensures that complaints or problems are acted upon without delay and that effective follow-up action takes place to avoid reoccurrences. Ensures the Department's Managers and/or Supervisors are conducting regular performance appraisals and are drawing up the appropriate action and developmental training plans using job descriptions as a guide. Administer employee benefits programs, dental, health, life, retirement, compensation and benefits administration, etc. also informing employees of the various company benefits and when they become eligible through one-on-one, memorandums and employee meetings. Responsible for recommending employee services and counseling. Abides by HIPAA laws, ensuring the employee medical files are properly updated and secure, maintaining confidentiality in all matters at all times. Maintains open communication with the retirement plan administrator and other benefits administrators to ensure employees are informed regarding their retirement plan contributions, matches and other benefits. Maintains the completion of Family Medical Leave form(s) ensuring the FMLA is followed, maintaining records, eligibility and approval. Communicates with department heads, employees and carriers to ensure compliance with FMLA, STD, retirement, and other benefits. Maintains FMLA, LWOP and STD files, active and inactive. Responsible for and monitors workers compensation claims and loss run reports. Coordinates work between employees, their doctor and insurance carrier. Leads the implementation of performance management systems, which includes employee performance development plans. Establishes and leads the recruiting and hiring practices of the Flandreau Santee Sioux Tribal preference. Formulates and recommends Human Resources policies and objectives for Royal River Casino & Hotel with regard to employee relations. Responsible for and monitor pre-employment and post-employment procedures for hiring, including; pre-employment drug testing, licensing, I-9 forms, insurance and any other requirements that pertain to becoming and remaining an employee. Monitors department's Variances and works with departments on completion of employee Payroll Deductions. Recommends and suggests updates and/or changes to policies and procedures of the Royal River Casino & Hotel's Employee Handbook. Monitors and advises department Directors, Managers or Supervisors in the progressive discipline process of the Royal River Casino & Hotel. Analyze employee and guest comment cards for appropriate action. At the request of the General Manager, establishes the wage and salary structure, pay policies and oversees the variable pay systems; including bonuses and raises. Leads a competitive market search to establish pay practices and pay scales that help to recruit and retain superior staff. Leads compliance with all existing governmental and labor legal reporting requirements including any related to the Equal Employment Opportunity (EEO), the Americans With Disabilities Act (ADA), the Family and Medical Leave Act (FMLA), Employee Retirement Income Security Act (ERISA), the Department of Labor, Worker Compensation, the Occupational Safety and Health Administration (OSHA). Maintains minimal company exposure to lawsuits. Prepares information requested or required for compliance with laws. Serves as a contact person for the Royal River Casino & Hotel with the Tribal Attorney for employment related legal issues. Protects the interests of employees and Royal River Casino & Hotel in accordance with established policies, procedures, and governmental laws or regulations. Identifies and monitors the organization's culture so that it supports the attainment of the company's goals and promotes employee satisfaction. Keeps the General Manager and Management team informed of significant problems that jeopardize the achievement of departmental goals, and those that are not being addressed adequately at the management level. Other duties as assigned. #hc187471
$69k-93k yearly est. 29d ago
Human Resources Director
Royal River Casino & Hotel 4.0
Flandreau, SD jobs
Five (5) years of experience in Human Resources with a Bachelor's degree in a related field and/or training; or equivalent combination of education and experience. Master's degree preferred. Must be able to obtain an FSST Key License. ESSENTIAL DUTIES AND RESPONSIBILITIES Regular and consistent attendance Responsible for the Casinos' compliance with Federal and State Laws and regulations affecting employees and guests. Ensures that records and reports are prepared as required. The Plan Administrator for the Casino's 401(k) Plan. Assists in completion of 401(k) paperwork for new participants, hardships, retirements, terminations and roll-overs from the Flandreau Santee Sioux Tribal plan. Determines employee positions and jobs in compliance with FLSA “Fair Labor Standards Act”. Responsible for Unemployment claims, information and appeals. Responsible for the Human Resources Department's budget, requisitions and purchases for the department, following casino policies and procedures. Directs the Human Resources department's staff in providing and directing procedures and systems necessary to maintain proper records and to afford adequate accounting controls and services. Reviews Departmental Manning Documents for proper compliance. Understands the State of South Dakota Gaming rules & regulations as well as the Flandreau Santee Sioux Tribal Gaming rules and regulations. Responsible for the Human Resources department's compliance with Tribal Gaming Regulations and Internal Controls. Responsible for ensuring that the Human Resources department's employees know, understand and will abide by the rules of the Casino. Conducts investigations of alleged, unfair and inequitable treatment, sexual harassment and/or violence in the workplace with the assistance of the Security and Surveillance departments. Overall supervision of the Human Resources Department in the daily operations of the casino. Will review and approve all recommendations and suggestions to hire, transfer, promote, reward, evaluate, discipline, suspend and discharge of employees in a fair and equitable manner. Review all employee related matters referred by the various department's management and/or supervisory staff, ensuring that employees are treated and dealt with in a fair and equitable manner. Regularly reviews and evaluates the department's performance, working with the General Manager and Senior Directors to take appropriate steps in resolving unsatisfactory results or conditions. Ensures a maximum level of customer service and satisfaction is achieved and maintained regarding our service to the Casino's employees and its guests. Promotes positive, open lines of communication with other departments that directly affect the Human Resources Department. Stays current with all Casino rules, regulations, policies/procedures and changes. Ensures that complaints or problems are acted upon without delay and that effective follow-up action takes place to avoid reoccurrences. Ensures the Department's Managers and/or Supervisors are conducting regular performance appraisals and are drawing up the appropriate action and developmental training plans using job descriptions as a guide. Administer employee benefits programs, dental, health, life, retirement, compensation and benefits administration, etc. also informing employees of the various company benefits and when they become eligible through one-on-one, memorandums and employee meetings. Responsible for recommending employee services and counseling. Abides by HIPAA laws, ensuring the employee medical files are properly updated and secure, maintaining confidentiality in all matters at all times. Maintains open communication with the retirement plan administrator and other benefits administrators to ensure employees are informed regarding their retirement plan contributions, matches and other benefits. Maintains the completion of Family Medical Leave form(s) ensuring the FMLA is followed, maintaining records, eligibility and approval. Communicates with department heads, employees and carriers to ensure compliance with FMLA, STD, retirement, and other benefits. Maintains FMLA, LWOP and STD files, active and inactive. Responsible for and monitors workers compensation claims and loss run reports. Coordinates work between employees, their doctor and insurance carrier. Leads the implementation of performance management systems, which includes employee performance development plans. Establishes and leads the recruiting and hiring practices of the Flandreau Santee Sioux Tribal preference. Formulates and recommends Human Resources policies and objectives for Royal River Casino & Hotel with regard to employee relations. Responsible for and monitor pre-employment and post-employment procedures for hiring, including; pre-employment drug testing, licensing, I-9 forms, insurance and any other requirements that pertain to becoming and remaining an employee. Monitors department's Variances and works with departments on completion of employee Payroll Deductions. Recommends and suggests updates and/or changes to policies and procedures of the Royal River Casino & Hotel's Employee Handbook. Monitors and advises department Directors, Managers or Supervisors in the progressive discipline process of the Royal River Casino & Hotel. Analyze employee and guest comment cards for appropriate action. At the request of the General Manager, establishes the wage and salary structure, pay policies and oversees the variable pay systems; including bonuses and raises. Leads a competitive market search to establish pay practices and pay scales that help to recruit and retain superior staff. Leads compliance with all existing governmental and labor legal reporting requirements including any related to the Equal Employment Opportunity (EEO), the Americans With Disabilities Act (ADA), the Family and Medical Leave Act (FMLA), Employee Retirement Income Security Act (ERISA), the Department of Labor, Worker Compensation, the Occupational Safety and Health Administration (OSHA). Maintains minimal company exposure to lawsuits. Prepares information requested or required for compliance with laws. Serves as a contact person for the Royal River Casino & Hotel with the Tribal Attorney for employment related legal issues. Protects the interests of employees and Royal River Casino & Hotel in accordance with established policies, procedures, and governmental laws or regulations. Identifies and monitors the organization's culture so that it supports the attainment of the company's goals and promotes employee satisfaction. Keeps the General Manager and Management team informed of significant problems that jeopardize the achievement of departmental goals, and those that are not being addressed adequately at the management level. Other duties as assigned.
$69k-93k yearly est. 60d+ ago
Director, Human Resources
Diversified Communications 4.4
Portland, ME jobs
HR Director We're seeking an experienced HR Director to join our team! This role will have broad day-to-day generalist responsibilities and will partner closely with the HR team and business leaders to champion a positive work culture by designing, developing, and implementing strategic human resources initiatives, policies and programs. What You'll Do * Lead Talent Acquisition: Oversee our recruiting team while also handling hands-on, full-cycle recruiting. You'll develop and nurture programs including community outreach and networking strategies to attract and retain top talent. * Champion Employee Relations: Collaborate with management and senior HR leadership to resolve employee matters, disciplinary actions, investigations, and complaints and conflicts to foster an inclusive, positive work environment. * Drive Performance & Development: Oversee our Performance Management/Career Development Program (PMCD), guiding managers in developing their teams and creating meaningful career growth opportunities. * Provide Strategic Partnership: Serve as a trusted advisor to senior leadership on HR issues, workforce analytics, and organizational needs. * Ensure Compliance: Maintain expertise in employment law and ensure all practices align with federal and state regulations. * Leverage Data & Technology: Use HCM systems to generate insights, track metrics, and inform strategic decisions. Familiarity with AI tools and emerging HR technologies is a plus. What You Bring * BA/BS degree in a related field; advanced HR certification (PHR/SPHR) preferred * 7+ years of progressive HR experience with management responsibilities * Deep expertise in employee relations, full-cycle recruiting, and performance management * Experience with Human Capital Management systems (UKG, Workday, or similar) * Excellent communication, problem-solving, and collaboration skills * Ability to mentor junior team members and lead cross-functional initiatives What We Offer * Hybrid work environment with flexibility between home and our Portland office * Opportunity to serve on internal committees (DEI, Employee Activity, Director Group) * Collaborative culture and team where your expertise will be valued by employees and leadership alike Some domestic travel may be required.
$89k-140k yearly est. 45d ago
Senior HR Business Partner
Verve Group Se 4.1
New York, NY jobs
Who We Are Verve has created a more efficient and privacy-focused way to buy and monetize advertising. Verve is an ecosystem of demand and supply technologies fusing data, media, and technology together to deliver results and growth to both advertisers and publishers-no matter the screen or location, no matter who, what, or where a customer is. With 30 offices across the globe and with an eye on servicing forward-thinking advertising customers, Verve's solutions are trusted by more than 90 of the United States' top 100 advertisers, 4,000 publishers globally, and the world's top demand-side platforms. Learn more at ************** Who You Are We are seeking a dynamic and experienced Senior HR Business Partner to join our team and play a critical role in driving strategic initiatives that seamlessly align people strategies with Verve's business objectives. This senior-level position is designed for a proactive, solutions-driven leader who thrives in navigating the complexities of a fast-paced, high-growth environment. The ideal candidate will bring a blend of strategic vision and operational excellence, leveraging their expertise to build high-performing teams, cultivate a positive and inclusive workplace culture, and enable the organization to achieve its ambitious goals. With a passion for enhancing the employee experience and a proven ability to influence at all levels, you will be a trusted advisor, a transformational leader, and a champion of Verve's values and vision. What You Will Do * Serve as a trusted advisor and strategic partner to senior leaders across departments, aligning HR strategies with business goals to drive organisational success. * Lead initiatives to identify, attract, develop, and retain top talent across the organisation. * Foster a positive and inclusive workplace by addressing employee concerns, mediating conflicts, and guiding leaders on effective team management. * Drive change management initiatives to support business transformations, mergers, or growth strategies. * Oversee workforce planning, compensation reviews, and succession performance management to ensure alignment with Verve's pay-for-performance philosophy. * Participate in and track succession planning activities, ensuring our best talent has access to growth opportunities identified. * Identify, evaluate and drive forward key training and development initiatives to foster growth and development among our teams. * Proactively analyze people metrics and trends to provide insights for decision-making and continuous improvement. * Champion diversity and inclusion tied to business results to promote a stronger, better organization. * Proactively lead integration, transformation and change in ways which are both collaborative and effective. * Bring innovation, change and challenge that evolve the way we connect, and engage with our customers. What We Need * 8+ years of progressive HR experience, with at least 4 years in a strategic HRBP role or equivalent, ideally within the media or tech industry * Strategic leadership with experience in influencing change and driving a high-performance culture. * Proven success partnering with senior leaders in a fast-paced, high-growth, or global organization. * Strong expertise in talent management, organizational development, and employee relations. * Highly developed business acumen with solid commercial and analytical skills. * Exceptional interpersonal and communication skills, with the ability to influence and build trust at all levels of the organization. * Deep understanding of employment laws and HR best practices across multiple regions. * A strategic thinker with a solutions-oriented approach who thrives in ambiguity and is comfortable managing complexity. * A proactive leader who demonstrates a passion for people and a commitment to fostering an exceptional employee experience. What We Offer * Stay healthy and covered with our comprehensive Medical, Dental, Vision, Disability, Life, and other Insurances * Support your long-term financial security with our 401(k) Retirement plan with company match * Save on everyday expenses with pre-tax FSA plans for Healthcare, Dependent care, and Commuting * Pick what matters most to you in our Fringe Personalized Benefits Platform, with a budget of $100/month: lifestyle, fitness, hobbies, travel, and more * Recharge with 13 paid holidays, unlimited PTO, and 3 Wellness Days throughout the year * Enjoy peace of mind with paid Parental Leave for life's important milestones … and even more reasons to join us! The OTE salary range for this position is USD 150,000-200,000 OTE per annum. Pay is based on a number of factors including market location and may vary depending on job-related knowledge, skills, and experience. Verve provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state or local laws.
$85k-123k yearly est. 22d ago
Director, HR Business Partnering
GLG 4.1
New York jobs
A fast-paced, innovative and dynamic organization is seeking a highly strategic, driven, and progressive HR Business Partner (HRBP) to join the team, based out of New York. Reporting to the Head of Global Business Partnering, this role will be the lead partner for key business groups as part of a 12 person strong global team. This is both a strategic and hands-on role, expected to collaborate and influence at all levels of the organization. With a large focus on business transformation and change management. The HRBP will partner closely with the other Centers of Excellence such as Employee Relations, Talent Acquisition, Talent Development, People Operations, Finance and Legal. In partnership with the business, this role is empowered to drive and execute proactively and innovatively on the people strategy and to have a real impact on leaders and individual contributors across the organization. Specific Responsibilities Include: · Partnering with your business leaders to design and drive innovative, strategic and targeted solutions for your client group. In conjunction with the business, you will be responsible for curating and executing a well-designed talent strategy throughout the year in a transforming business. · Leading the transformation of your business groups, including organizational design, workforce planning, change management and talent management. · Building strong relationships with your business leaders as well as other supporting functions across the organization to collaborate effectively on the talent strategy. Consult, coach and challenge your business leaders to cultivate effective solutions to people issues. · Partner with the business on technology advancements and talent management in a rapidly changing environment. · Leverage talent acquisition to develop hiring plans to proactively support business objectives and meet skill needs for the future. · Collaborate with the business and respective HR partners, in particular Employee Relations, to drive high performing teams and a culture of feedback and coaching. · Work closely with the business and Talent Development partners on training needs and upskilling at all employee levels and engage with appropriate COEs in the execution and monitoring of programs. Focus on retaining top talent through succession planning and clear career pathing for your business groups. · Work with the Compensation team to foster the creation and application of effective compensation programs that drive business priorities, retain, and motivate talent. Run annual compensation, performance review, talent review, promotion, and job re-leveling processes for assigned client groups. · A key contributor to the Global HR Business Partner Strategy, leading and collaborating on global and regional initiatives. · Focus on advancing diversity and inclusion efforts across the business, in particular around hiring, development and retention. · With data driven decision making being front of mind, leverage data to analyze trends in the business and inform where to focus the people strategy. Leverage insights proactively to optimize performance and mitigate risks. · Use a strong commercial mindset, a deep understanding of your business groups and insight from the external industry to effectively support your business. An ideal candidate will have the following: · Eight+ years of progressive HR Business Partner experience with strong business acumen. · Must be experienced working in a fast-paced, highly collaborative matrixed organization. · Highly strategic, influential and a positive challenger to the business in order to deliver the best results whilst equally enjoying a hands-on approach within a truly collaborative team environment. · Ability to adapt and be agile, navigate through ambiguity and prioritize multiple work streams without sacrificing quality. · Proven experience executing on organizational changes, organizational design and continuous change management. · Demonstrated strong internal stakeholder management, both with senior management, frontline employees, and internal support functions. · Superior communication, problem-solving, judgement and critical thinking skills. High integrity with the ability to build trusted relationships. · Consulting, coaching and facilitation skills. · Adept in technical HR knowledge across the various HR functions such as compensation, change management, talent acquisition, employee relations, HR analytics, etc. · Results oriented, with a sense of urgency and a focus on service delivery and willingness to be hands-on. · Ability to multi-task and prioritize effectively, while ensuring a high degree of accuracy and organization and attention to detail.
$139k-179k yearly est. Auto-Apply 60d+ ago
HR Business Partner, Augusta
Georgia-Pacific 4.5
Augusta, GA jobs
Your Job We are seeking an HR Business Partner to work in partnership with managers and employees for our Augusta, GA facility. Georgia Pacific is one of the nation's leading corrugated box manufacturers and the Augusta team is poised to lead the industry. This position will partner with operations to advance continuous improvement of HR processes and drive business results. Location: This is an onsite role at the Augusta, GA facility. Our Team Georgia-Pacific employees have the opportunity to influence the long-term success of the plant, both in improving the efficiency of production and in helping to build a culture of Principle-Based Management. This is a role with potential for advancement both within the plant and across the company. Come join our team! Georgia-Pacific LLC is one of the world's leading makers of tissue, pulp, packaging, building products and related chemicals. You may recognize our household brands, such as Brawny paper towels, Quilted Northern bath tissue and Dixie cups and tableware. If you're in the construction business, you're probably familiar with our gypsum panels and other quality building materials. If you have ordered from Amazon recently, you could have received your package in one of our recyclable padded Mailers. Even if you work in aerospace, mining or facilities management, Georgia-Pacific products may be part of your day. Georgia-Pacific is a subsidiary of Koch Industries, Inc. - the largest privately held company in the United States. We are always interested in talented individuals, who want to create long term value, who are not afraid to challenge the status quo, and who seek to find fulfillment in what they do. What You Will Do Quickly build effective working relationships centered on trust by way of practical and strategic guidance across functions and on-site teams both salaried and hourly Provide guidance and serve as the subject matter expert at the site level for all HR related matters Align HR goals to site business goals, track & monitor the progress Partner with operations and maintenance leaders to ensure optimal staffing is achieved Support supervisors, managers & leaders in implementing our compensation philosophy Provide input and tools to support succession planning, key employee retention, and high potential employee development Partner with leaders to grow the sites knowledge and application of Principle Based Management Headcount reporting, timekeeping support, HR systems support, and knowledge of/utilization of HR capabilities Regular engagement with hourly staff through spending time in the plant Ownership of HR projects and transformation initiatives with focus on change management and leadership Manage an effective non-union strategy including employee handbook maintenance, compensation strategies, and frequent training for leaders Who You Are (Basic Qualifications) Minimum of 3 or more years in an HRBP, HR Generalist or HR Manager role Experience partnering with plant leadership to drive initiatives Experience developing and partnering with front line supervisors Experience analyzing, interpreting, and presenting data to leaders Knowledge of employment laws and practices What Will Put You Ahead Bachelor's degree Experience working in a manufacturing/industrial environment Advanced degree in Human Resources, SHRM-CP or SCP certification Experience supporting a non-union facility Experience with project management At Koch companies, we are entrepreneurs. This means we openly challenge the status quo, find new ways to create value and get rewarded for our individual contributions. Any compensation range provided for a role is an estimate determined by available market data. The actual amount may be higher or lower than the range provided considering each candidate's knowledge, skills, abilities, and geographic location. If you have questions, please speak to your recruiter about the flexibility and detail of our compensation philosophy. Hiring Philosophy All Koch companies value diversity of thought, perspectives, aptitudes, experiences, and backgrounds. We are Military Ready and Second Chance employers. Learn more about our hiring philosophy here . Who We Are As a Koch company and a leading manufacturer of bath tissue, paper towels, paper-based packaging, cellulose, specialty fibers, building products and much more, Georgia-Pacific works to meet evolving needs of customers worldwide with quality products. In addition to the products we make, we operate one of the largest recycling businesses. Our more than 30,000 employees in over 150 locations are empowered to innovate every day -to make everyday products even better. At Koch, employees are empowered to do what they do best to make life better. Learn how our business philosophy helps employees unleash their potential while creating value for themselves and the company. Our Benefits Our goal is for each employee, and their families, to live fulfilling and healthy lives. We provide essential resources and support to build and maintain physical, financial, and emotional strength - focusing on overall wellbeing so you can focus on what matters most. Our benefits plan includes - medical, dental, vision, flexible spending and health savings accounts, life insurance, ADD, disability, retirement, paid vacation/time off, educational assistance, and may also include infertility assistance, paid parental leave and adoption assistance. Specific eligibility criteria is set by the applicable Summary Plan Description, policy or guideline and benefits may vary by geographic region. If you have questions on what benefits apply to you, please speak to your recruiter. Additionally, everyone has individual work and personal needs. We seek to enable the best work environment that helps you and the business work together to produce superior results. Equal Opportunities Equal Opportunity Employer, including disability and protected veteran status. Except where prohibited by state law, some offers of employment are conditioned upon successfully passing a drug test. This employer uses E-Verify. Please click here for additional information. (For Illinois E-Verify information click here , aquí , or tu ). #LI-SR2
$75k-108k yearly est. 5d ago
Regional HR Business Partner (Northeast Region)
Love's 3.5
Pittsburgh, PA jobs
*Must reside within 50 miles of Pittsburgh area or be willing to relocate here. Benefits: * Fuel Your Growth with Love's - company funded tuition assistance * Paid Time Off * 401(k) - 100% Match up to 5% * Medical/Dental/Vision Insurance after 30 days * Competitive Pay * Career Development * Welcome to Love's: The Regional HR Business Partner (HRBP) position is responsible for aligning business objectives with employees and management in designated business units. The position is business-facing and serves as a strategic partner to leadership on human resources-related issues for their multi-state area/division. Job Functions: Acts as a consultant to the aligned Regional Vice President on human resource-related issues Proactively lead, influence, and communicate the business strategy Acts as an employee champion and a change agent Anticipates HR-related needs in the Love's locations within the assigned region/division Champions and executes COE programs across region/division Handles complex employee relations matters to include terminations, counseling, coaching and documentation Interprets and explains human resources policies, procedures, labor laws, standards, and regulations Serves as a link between management and employees by handling questions, interpreting and helping resolve work-related problems Addresses employees and advises managers on organizational policy matters such as; equal employment opportunity, work complaints, harassment allegations and other employee concerns Primary HR partner for all HR investigations within the division Actively participate on a variety of HR or HRIS projects serving operations Advises leadership on progressive disciplinary process Review exit interviews, analyze data and report on trends for division Manages the process for employee evaluations and supports talent review processes Monitors and evaluates headcount, turnover and other relevant HR metrics Works with recruiters to determine staffing needs and back up all recruiting functions as necessary Other duties assigned as needed Experience and Qualifications: Bachelor's Degree in HR or HR related field is preferred 2+ years HR experience 5+ years of multi-unit experience, retail industry, or restaurant industry experience is preferred Skills: knowledge of Microsoft Office, including word processing, spreadsheet and database applications, HR specific software, strong presentation skills, willingness and ability to learn from other departments, innovator, good verbal and written communication skills, strong time management skills, strong organization skills, can-do attitude, sense of urgency, ability to take constructive criticism and strong work ethic Must have a valid driver license Weekly travel required Travel is required and overnight travel will be involved; this position will be on the road visiting Love's locations at least 80-90 days per year. The preferred candidate will reside near Pittsburgh, PA as that is the most central point within the region. Our Culture: Fueling customers' journeys since 1964, innovation leads the way for this family-owned and operated business headquartered in Oklahoma City. With nearly 40,000 team members, travel stops are the core business along with products and services that provide value for professional drivers, fleets, traveling public, RVers, alternative energy and wholesale fuel customers. Giving back to communities and an inclusive workplace are hallmarks of the award-winning culture. Love's is an Equal Opportunity Employer. Veterans encouraged to apply. Job Category: Corporate
$60k-103k yearly est. 22d ago
Regional HR Business Partner
Love's 3.5
Kansas City, KS jobs
Benefits: * Fuel Your Growth with Love's - company funded tuition assistance * Paid Time Off * 401(k) - 100% Match up to 5% * Medical/Dental/Vision Insurance after 30 days * Competitive Pay * Career Development * Welcome to Love's: The Regional HR Business Partner (HRBP) position is responsible for aligning business objectives with employees and management in designated business units. The position is business-facing and serves as a strategic partner to leadership on human resources-related issues for their multi-state area/division. Job Functions: Acts as a consultant to the aligned Regional Vice President on human resource-related issues Proactively lead, influence, and communicate the business strategy Acts as an employee champion and a change agent Anticipates HR-related needs in the Love's locations within the assigned region/division Champions and executes COE programs across region/division Handles complex employee relations matters to include terminations, counseling, coaching and documentation Interprets and explains human resources policies, procedures, labor laws, standards, and regulations Serves as a link between management and employees by handling questions, interpreting and helping resolve work-related problems Addresses employees and advises managers on organizational policy matters such as; equal employment opportunity, work complaints, harassment allegations and other employee concerns Primary HR partner for all HR investigations within the division Actively participate on a variety of HR or HRIS projects serving operations Advises leadership on progressive disciplinary process Review exit interviews, analyze data and report on trends for division Manages the process for employee evaluations and supports talent review processes Monitors and evaluates headcount, turnover and other relevant HR metrics Works with recruiters to determine staffing needs and back up all recruiting functions as necessary Other duties assigned as needed Experience and Qualifications: Bachelor's Degree in HR or HR related field is preferred 2+ years HR experience 5+ years of multi-unit experience, retail industry, or restaurant industry experience is preferred Skills: knowledge of Microsoft Office, including word processing, spreadsheet and database applications, HR specific software, strong presentation skills, willingness and ability to learn from other departments, innovator, good verbal and written communication skills, strong time management skills, strong organization skills, can-do attitude, sense of urgency, ability to take constructive criticism and strong work ethic Must have a valid driver license Weekly travel required Travel is required and overnight travel will be involved; this position will be on the road visiting Love's locations at least 80-90 days per year. Our Culture: Fueling customers' journeys since 1964, innovation leads the way for this family-owned and operated business headquartered in Oklahoma City. With nearly 40,000 team members, travel stops are the core business along with products and services that provide value for professional drivers, fleets, traveling public, RVers, alternative energy and wholesale fuel customers. Giving back to communities and an inclusive workplace are hallmarks of the award-winning culture. Love's is an Equal Opportunity Employer. Veterans encouraged to apply. Job Category: Corporate
$40k-70k yearly est. 23d ago
Director of Human Resources
Cincinnati Opera 3.3
Dayton, OH jobs
Career Opportunity: Director of Human Resources with Life Connection of Ohio in Kettering, OH Are you a hands-on, well-rounded HR Director who thrives on leading the overall culture, value, and performance of an organization? Do you enjoy working in all areas of HR? If yes, we want to speak with you! The Director of Human Resources will provide strategic leadership in designing and implementing innovative HR strategies, programs, and services that support Life Connection of Ohio's mission and operational goals. This role partners with leaders and employees at all levels, drives organizational development initiatives, and leads change efforts to maximize the organization's human capital. The HR Director will ensure coordinated, efficient HR services across the system by reducing waste, lowering costs, and improving outcomes through continuous improvement. The role also oversees all administrative services, leadership development, and Diversity, Equity, and Inclusion (DEI) initiatives. Responsibilities: Builds an inclusive, engaging culture that supports employee success. Leads total rewards strategy, including compensation, benefits, performance management, recognition, leadership development, and DEI. Reviews and updates salary structures to ensure market competitiveness and internal equity. Manages compensation actions: merit, adjustments, bonuses, promotions, and ensures accurate payroll execution. Develops and monitors FTE and salary budgets. Selects and administers competitive, compliant employee benefit plans; oversees open enrollment and vendor relationships. Ensures compliance with ACA and all benefit-related regulations. Oversees talent management, recruiting, onboarding, and performance appraisal processes. Leads employee engagement surveys and follow‑up actions. Collaborates with leaders to optimize staffing models and operational practices. Ensures compliance with federal, state, and local employment laws. Guides employee relations, corrective actions, investigations, and terminations; manages unemployment claims. Oversees annual policy reviews, required regulatory filings, and HRIS/payroll integrity. Maintains HR metrics, personnel records, and confidentiality standards. Leads administrative support services and related policies, procedures, and budgets. Recruits, develops, and evaluates staff; sets expectations and models organizational values. Identifies training needs and supports employee and leadership development. Manages budgets, monitors variances, strengthens internal controls, and recommends cost‑saving opportunities. Advances organization‑wide DEI initiatives in partnership with leadership. Qualifications: Bachelor's degree in human resources, business, healthcare management, or related field required; master's degree preferred. 5-10 years of professional HR experience required; PHR or SHRM‑CP preferred. Strong knowledge of HR management practices and federal/state employment laws. Skilled in motivating, developing, and retaining talent. Able to build effective relationships with employees, leaders, board members, and regulatory bodies. Proven ability to manage multiple complex issues simultaneously and make sound decisions. Excellent written communication skills, including preparing presentations, reports, and correspondence. Professional demeanor and ability to represent the organization effectively. Ability to interpret technical documents and financial reports. Strong customer‑service orientation; able to respond effectively to inquiries and concerns. Effective team collaborator with strong communication and presentation skills. Demonstrated ability to work independently and exercise sound judgment. Ability to recognize unconscious bias and champion inclusion within a diverse workforce. If you are passionate about helping others and are ready to join a diverse and inclusive team; apply online today. Be a part of our future! EEO/M/F/D/V. No third-party applications please. #ZR
$83k-95k yearly est. Auto-Apply 5d ago
Regional HR Business Partner
Love's 3.5
Nashville, TN jobs
Benefits: * Fuel Your Growth with Love's - company funded tuition assistance * Paid Time Off * 401(k) - 100% Match up to 5% * Medical/Dental/Vision Insurance after 30 days * Competitive Pay * Career Development * Welcome to Love's: The Regional HR Business Partner (HRBP) position is responsible for aligning business objectives with employees and management in designated business units. The position is business-facing and serves as a strategic partner to leadership on human resources-related issues for their multi-state area/division. Job Functions: Acts as a consultant to the aligned Regional Vice President on human resource-related issues Proactively lead, influence, and communicate the business strategy Acts as an employee champion and a change agent Anticipates HR-related needs in the Love's locations within the assigned region/division Champions and executes COE programs across region/division Handles complex employee relations matters to include terminations, counseling, coaching and documentation Interprets and explains human resources policies, procedures, labor laws, standards, and regulations Serves as a link between management and employees by handling questions, interpreting and helping resolve work-related problems Addresses employees and advises managers on organizational policy matters such as; equal employment opportunity, work complaints, harassment allegations and other employee concerns Primary HR partner for all HR investigations within the division Actively participate on a variety of HR or HRIS projects serving operations Advises leadership on progressive disciplinary process Review exit interviews, analyze data and report on trends for division Manages the process for employee evaluations and supports talent review processes Monitors and evaluates headcount, turnover and other relevant HR metrics Works with recruiters to determine staffing needs and back up all recruiting functions as necessary Other duties assigned as needed Experience and Qualifications: Bachelor's Degree in HR or HR related field is preferred 2+ years HR experience 5+ years of multi-unit experience, retail industry, or restaurant industry experience is preferred Skills: knowledge of Microsoft Office, including word processing, spreadsheet and database applications, HR specific software, strong presentation skills, willingness and ability to learn from other departments, innovator, good verbal and written communication skills, strong time management skills, strong organization skills, can-do attitude, sense of urgency, ability to take constructive criticism and strong work ethic Must have a valid driver license Weekly travel required Travel is required and overnight travel will be involved; this position will be on the road visiting Love's locations at least 80-90 days per year. Our Culture: Fueling customers' journeys since 1964, innovation leads the way for this family-owned and operated business headquartered in Oklahoma City. With nearly 40,000 team members, travel stops are the core business along with products and services that provide value for professional drivers, fleets, traveling public, RVers, alternative energy and wholesale fuel customers. Giving back to communities and an inclusive workplace are hallmarks of the award-winning culture. Love's is an Equal Opportunity Employer. Veterans encouraged to apply. Job Category: Corporate
$48k-83k yearly est. 60d+ ago
Regional HR Business Partner
Love's 3.5
Omaha, NE jobs
Benefits: * Fuel Your Growth with Love's - company funded tuition assistance * Paid Time Off * 401(k) - 100% Match up to 5% * Medical/Dental/Vision Insurance after 30 days * Competitive Pay * Career Development * Welcome to Love's: The Regional HR Business Partner (HRBP) position is responsible for aligning business objectives with employees and management in designated business units. The position is business-facing and serves as a strategic partner to leadership on human resources-related issues for their multi-state area/division. Job Functions: Acts as a consultant to the aligned Regional Vice President on human resource-related issues Proactively lead, influence, and communicate the business strategy Acts as an employee champion and a change agent Anticipates HR-related needs in the Love's locations within the assigned region/division Champions and executes COE programs across region/division Handles complex employee relations matters to include terminations, counseling, coaching and documentation Interprets and explains human resources policies, procedures, labor laws, standards, and regulations Serves as a link between management and employees by handling questions, interpreting and helping resolve work-related problems Addresses employees and advises managers on organizational policy matters such as; equal employment opportunity, work complaints, harassment allegations and other employee concerns Primary HR partner for all HR investigations within the division Actively participate on a variety of HR or HRIS projects serving operations Advises leadership on progressive disciplinary process Review exit interviews, analyze data and report on trends for division Manages the process for employee evaluations and supports talent review processes Monitors and evaluates headcount, turnover and other relevant HR metrics Works with recruiters to determine staffing needs and back up all recruiting functions as necessary Other duties assigned as needed Experience and Qualifications: Bachelor's Degree in HR or HR related field is preferred 2+ years HR experience 5+ years of multi-unit experience, retail industry, or restaurant industry experience is preferred Skills: knowledge of Microsoft Office, including word processing, spreadsheet and database applications, HR specific software, strong presentation skills, willingness and ability to learn from other departments, innovator, good verbal and written communication skills, strong time management skills, strong organization skills, can-do attitude, sense of urgency, ability to take constructive criticism and strong work ethic Must have a valid driver license Weekly travel required Travel is required and overnight travel will be involved; this position will be on the road visiting Love's locations at least 80-90 days per year. Our Culture: Fueling customers' journeys since 1964, innovation leads the way for this family-owned and operated business headquartered in Oklahoma City. With nearly 40,000 team members, travel stops are the core business along with products and services that provide value for professional drivers, fleets, traveling public, RVers, alternative energy and wholesale fuel customers. Giving back to communities and an inclusive workplace are hallmarks of the award-winning culture. Love's is an Equal Opportunity Employer. Veterans encouraged to apply. Job Category: Corporate
$37k-65k yearly est. 22d ago
Vice President, Human Resources
Direct Marketing Solutions, Inc. 4.1
Freedom, PA jobs
Human Resources are an Architect of an environment where talent can flow. We don't manage people; we build the culture that makes them thrive! AT DMS, the Vice President, Human Resources (VPHR), leads the company's HR strategy, supporting business goals through effective talent management, employee relations, and organizational development while ensuring a complaint and engaged workforce. Essential Function * Oversees the development and implementation of DMS policies and programs, including those related to recruitment; staffing; compensation; benefits; organizational and employee development; performance management; employee relations; employee engagement and environmental health and safety. * Provides oversight and direction to recruitment and staffing programs and initiatives to attract and retain exemplary talent; ensures the DMS workforce is positioned as a sustainable source of competitive advantage toward current and emerging business opportunities. * Maintains a keen understanding of changing workforce demographics and expectations. * Predicts, presents and resolves employee issues that could create significant legal, regulatory, operational, and financial exposure for DMS. * Oversees the development, implementation, and administration of a performance management system that links organizational, team and individual goals with DMS business objectives. * Identifies and analyzes current organizational issues and develops mitigation models that measure, improve, and augment employee and team performance. * Oversees the design and implementation of results-driven training and development strategies that support both DMS and employee needs. * Works in collaboration with the Finance and Accounting teams to develop and administer fair, consistent and competitive compensation and reward systems. * Oversees the development and implementation of DMS benefits programs and services, implementing cost-containment strategies as appropriate. * Oversees the development and administration of environmental health and safety programs that mitigate risk, meet regulatory requirements, and achieve DMS health and safety goals. * Oversees the workers compensation program; works closely with leaders to improve workplace safety to positively affect workers' compensation coverage and modification rates. Additional Responsibilities * Completes additional assignments and special projects from the Chief Executive Officer as needed. * Demonstrates behavior consistent with DMS Values and the Code of Conduct. * Learns and adheres to all information technology and data security policies, standards, guidelines, and procedures. * Learns and adheres to DMS rules and established policies for workplace health and safety. * Adheres to all other DMS policies and procedures. * Completes all required compliance training on time and in good faith. Qualifications * Master's degree in business management, Human Resources or equivalent experience * 15+ years of progressive HR leadership experience, to include strategic planning; employee relations, leadership and organizational development, safety and labor law compliance, talent management and compensation and benefits * 5-7 years of experience at an executive or senior director level * Experience working in a manufacturing or production environment preferred * Excellent presentation and project management skills * Superior coaching, leadership, and interpersonal skills * Ability to build consensus and understanding between team members and leaders * Results-oriented with proven success in driving process improvements and change initiatives * Exceptional analytical, decision-making, problem-solving and communication skills * High level of integrity and emotional intelligence with proven skills in employee relations, conflict negotiation and resolution * Self-motivator with high levels of resourcefulness, creativity, positivity, and proactivity
$138k-211k yearly est. 13d ago
Vice President, Human Resources
Direct Marketing Solutions, Inc. 4.1
Freedom, PA jobs
Job Description Human Resources are an Architect of an environment where talent can flow. We don't manage people; we build the culture that makes them thrive! AT DMS, the Vice President, Human Resources (VPHR), leads the company's HR strategy, supporting business goals through effective talent management, employee relations, and organizational development while ensuring a complaint and engaged workforce. Essential Function Oversees the development and implementation of DMS policies and programs, including those related to recruitment; staffing; compensation; benefits; organizational and employee development; performance management; employee relations; employee engagement and environmental health and safety. Provides oversight and direction to recruitment and staffing programs and initiatives to attract and retain exemplary talent; ensures the DMS workforce is positioned as a sustainable source of competitive advantage toward current and emerging business opportunities. Maintains a keen understanding of changing workforce demographics and expectations. Predicts, presents and resolves employee issues that could create significant legal, regulatory, operational, and financial exposure for DMS. Oversees the development, implementation, and administration of a performance management system that links organizational, team and individual goals with DMS business objectives. Identifies and analyzes current organizational issues and develops mitigation models that measure, improve, and augment employee and team performance. Oversees the design and implementation of results-driven training and development strategies that support both DMS and employee needs. Works in collaboration with the Finance and Accounting teams to develop and administer fair, consistent and competitive compensation and reward systems. Oversees the development and implementation of DMS benefits programs and services, implementing cost-containment strategies as appropriate. Oversees the development and administration of environmental health and safety programs that mitigate risk, meet regulatory requirements, and achieve DMS health and safety goals. Oversees the workers compensation program; works closely with leaders to improve workplace safety to positively affect workers' compensation coverage and modification rates. Additional Responsibilities Completes additional assignments and special projects from the Chief Executive Officer as needed. Demonstrates behavior consistent with DMS Values and the Code of Conduct. Learns and adheres to all information technology and data security policies, standards, guidelines, and procedures. Learns and adheres to DMS rules and established policies for workplace health and safety. Adheres to all other DMS policies and procedures. Completes all required compliance training on time and in good faith. Qualifications Master's degree in business management, Human Resources or equivalent experience 15+ years of progressive HR leadership experience, to include strategic planning; employee relations, leadership and organizational development, safety and labor law compliance, talent management and compensation and benefits 5-7 years of experience at an executive or senior director level Experience working in a manufacturing or production environment preferred Excellent presentation and project management skills Superior coaching, leadership, and interpersonal skills Ability to build consensus and understanding between team members and leaders Results-oriented with proven success in driving process improvements and change initiatives Exceptional analytical, decision-making, problem-solving and communication skills High level of integrity and emotional intelligence with proven skills in employee relations, conflict negotiation and resolution Self-motivator with high levels of resourcefulness, creativity, positivity, and proactivity Job Posted by ApplicantPro
$138k-211k yearly est. 12d ago
Vice President, Human Resources
Direct Marketing Solutions 4.1
Freedom, PA jobs
Human Resources are an Architect of an environment where talent can flow. We don't manage people; we build the culture that makes them thrive! AT DMS, the Vice President, Human Resources (VPHR), leads the company's HR strategy, supporting business goals through effective talent management, employee relations, and organizational development while ensuring a complaint and engaged workforce. Essential Function Oversees the development and implementation of DMS policies and programs, including those related to recruitment; staffing; compensation; benefits; organizational and employee development; performance management; employee relations; employee engagement and environmental health and safety. Provides oversight and direction to recruitment and staffing programs and initiatives to attract and retain exemplary talent; ensures the DMS workforce is positioned as a sustainable source of competitive advantage toward current and emerging business opportunities. Maintains a keen understanding of changing workforce demographics and expectations. Predicts, presents and resolves employee issues that could create significant legal, regulatory, operational, and financial exposure for DMS. Oversees the development, implementation, and administration of a performance management system that links organizational, team and individual goals with DMS business objectives. Identifies and analyzes current organizational issues and develops mitigation models that measure, improve, and augment employee and team performance. Oversees the design and implementation of results-driven training and development strategies that support both DMS and employee needs. Works in collaboration with the Finance and Accounting teams to develop and administer fair, consistent and competitive compensation and reward systems. Oversees the development and implementation of DMS benefits programs and services, implementing cost-containment strategies as appropriate. Oversees the development and administration of environmental health and safety programs that mitigate risk, meet regulatory requirements, and achieve DMS health and safety goals. Oversees the workers compensation program; works closely with leaders to improve workplace safety to positively affect workers' compensation coverage and modification rates. Additional Responsibilities Completes additional assignments and special projects from the Chief Executive Officer as needed. Demonstrates behavior consistent with DMS Values and the Code of Conduct. Learns and adheres to all information technology and data security policies, standards, guidelines, and procedures. Learns and adheres to DMS rules and established policies for workplace health and safety. Adheres to all other DMS policies and procedures. Completes all required compliance training on time and in good faith. Qualifications Master's degree in business management, Human Resources or equivalent experience 15+ years of progressive HR leadership experience, to include strategic planning; employee relations, leadership and organizational development, safety and labor law compliance, talent management and compensation and benefits 5-7 years of experience at an executive or senior director level Experience working in a manufacturing or production environment preferred Excellent presentation and project management skills Superior coaching, leadership, and interpersonal skills Ability to build consensus and understanding between team members and leaders Results-oriented with proven success in driving process improvements and change initiatives Exceptional analytical, decision-making, problem-solving and communication skills High level of integrity and emotional intelligence with proven skills in employee relations, conflict negotiation and resolution Self-motivator with high levels of resourcefulness, creativity, positivity, and proactivity
$138k-211k yearly est. 13d ago
Associate Director of Human Resources & Payroll
Los Angeles County Fair Association 3.2
Pomona, CA jobs
LA County Fair Association located in Pomona, CA is looking for a dynamic HR leader with deep payroll expertise to join their team as the Associate Director of HR Operations & Payroll. Reporting to the Director of Human Resources and Risk, this role is pivotal in ensuring accurate payroll administration, compliance with complex regulations, and fostering a positive, service-driven culture that supports retention and engagement. In this position, you will oversee all aspects of payroll processing for two distinct business entities with a large, diverse workforce - including union employees - ensuring accuracy and timeliness while navigating labor laws and collective bargaining agreements. You will lead compliance efforts across wage and hour, leaves, benefits, and retirement plans, including 401K audits, and maintain strong relationships with benefit brokers. This role also involves supervising a high-performing team, planning workloads, forecasting staffing needs, and coaching for success. Additionally, you will partner with leadership to sustain an inclusive, positive culture and deliver strategic HR solutions that align with organizational goals. To be successful in this role, you will hold a bachelor's degree in Human Resources or a related field and bring at least eight years of progressive HR experience, including three years in management. Expertise in payroll, union relations, and retirement plan compliance is essential, along with strong knowledge of HR laws and accounting principles. Proficiency in Paycom and MS Office is required. This role demands exceptional attention to detail, organizational and time management skills, emotional intelligence, and a positive, collaborative attitude. If you are looking for a leadership role where you can make a difference, this is the opportunity for you! Qualifications QUALIFICATIONS AND SKILLS • Education: Bachelor's degree in Human Resources, Accounting, Leadership, Business Administration, or a related field required; a Master's degree is a plus. • Experience: Minimum of 8 years of progressive experience in HR, with at least 3 years in a managerial role that includes managing payroll functions, Legal proceedings, and 401K audits. • Experience working in a multi-company structure. • Experience with systems implementation, integration, and migration. • Certification: Professional certification in HR (e.g., SHRM-SCP, PHR) is highly desirable. • Knowledge: Deep understanding of HR laws, regulations, payroll tax compliance, and employee retirement plan compliance. Skills: o Strong leadership and managerial skills with the ability to effectively coach and mentor a team. o Exceptional interpersonal and communication skills, both written and verbal. o Proven ability to build and maintain strong relationships with employees, managers, and stakeholders. o Budgeting & Forecasting for staff compensation and benefits o Payroll to General Ledger reconciliation o Exceptional problem-solving, analytical, and decision-making abilities. o Proficiency in HRIS and payroll software (e.g., Paycom, Kronos, Paychex, ADP and strong Microsoft Excel skills. o Ability to maintain a high level of confidentiality and discretion. o Strong organizational skills and attention to detail.
$73k-101k yearly est. 5d ago
Human Resources Director
Wecare Centers 4.1
Antrim, PA jobs
Department HR Employment Type Full Time Location Wellsboro, PA Workplace type Onsite Responsibilities include but not limited to Qualifications Benefits About WeCare Centers At WeCare Centers, we believe in not only providing exceptional care for our residents but also ensuring a supportive and enriching environment for our team. Our Voluntary Benefits Programs are designed to provide additional supportive services to our employees that can help them achieve their personal, financial, and health goals.
$76k-120k yearly est. 3d ago
Director of Human Resources
Live Action 4.0
Orange, CA jobs
Job Description JOB TITLE: DIRECTOR OF HUMAN RESOURCES REPORTS TO: CHIEF OF OPERATIONS The Director of Human Resources (DHR) is a strategic leader responsible for developing and maintaining a high-performance and engaging workplace. This role oversees all aspects of human resources, including talent acquisition, employee engagement, manager development, compensation, benefits, organizational structure, onboarding, training, and maintaining the company's operating system. Additionally, this role helps to facilitate internal communication across all levels of the organization to ensure alignment and collaboration. This position is located in Orange County, CA. The Director of Human Resources' responsibilities include, but are not limited to: Organizational Development: Facilitate necessary change management initiatives. Help to optimize the company's organizational structure to support scalability and efficiency. Implement and maintain the organization's operating system to improve communication, ensure alignment, and increase accountability. Talent Acquisition, Onboarding, & Workforce Planning Oversee recruitment strategies to attract mission-driven experts. Enhance and oversee onboarding programs to integrate new employees effectively and set them up for success. Training & Employee Development Develop and implement training programs that support employee growth and leadership development. Establish proper career development pathways for employees. Employee Engagement, Culture & Communication Develop programs to enhance employee satisfaction, well-being, and retention. Facilitate vertical and cross-departmental internal communication to ensure transparency, collaboration, and alignment. Implement tools and processes that improve communication and knowledge-sharing across the organization. HR Operations, Compliance & Systems Ensure compliance with employment laws and regulations. Oversee HR policies, benefits, and compensation programs. Qualifications & Skills: Bachelor's degree in Human Resources, Business Administration, or a related field 6+ years of HR leadership experience, including at the executive level. Proven experience in scaling HR functions and optimizing organizational structure. Strong leadership, communication, and interpersonal skills. Proven ability to facilitate effective internal communication and collaboration. LIVE ACTION: Live Action is dedicated to ending abortion and building a culture of life in America and beyond. We believe that every human life has intrinsic value and rights. We expose the truth about abortion and counter the misinformation campaign of the multi-billion dollar abortion industry and lobby. Today, we host the largest online presence for the pro-life movement, with millions of supporters throughout the United States. APPLICATION SUBMISSION PROCESS: No phone calls please. All staff members are required to sign Live Action's Non-Disclosure and Confidentiality Agreement. BENEFITS: Live Action offers high-value benefits to our full-time employees! Live Action provides competitive and ethical health benefits for full-time employees and their families. We also have unlimited PTO for our employees as we are a work/life balance, family-oriented culture. LIVE ACTION: Live Action is a media and news nonprofit dedicated to ending abortion and inspiring a culture that respects all human life. Live Action's groundbreaking news coverage and compelling videos reach several million people weekly across Facebook, YouTube, Twitter, and Instagram. (see more here: *************************** and ******************** Powered by JazzHR FiBbjVqCFW
$99k-134k yearly est. 27d ago
Director of Human Resources
Prelude Systems 3.8
Mechanicsburg, PA jobs
Full-time Description Prelude Services is a Managed Service Provider that has delivered innovative and secure IT services for over 25 years. Prelude offers the following IT services: Outsourcing Cloud Computing 24x7 Service Desk Network Management Hardware and Software Support HIPAA IT Risk Assessment and Security Management Services Enterprise Reporting and Dashboards Position Summary: The Director of Human Resources is responsible for developing and executing human resource strategy in support of the overall business plan and strategic direction of the Prelude, specifically in the areas of succession planning, talent management, change management, organizational and performance management, training and development, and compensation. Essential Functions: Collaborates with senior leadership to advance the organization's goals and strategy through to staffing, recruiting, and retention. Plans, leads, develops, coordinates, and implements policies, processes, training, initiatives, and surveys to support the organization's human resource compliance and strategy needs. Administers or oversees the administration of 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. Identifies staffing and recruiting needs; develops and executes best practices for hiring and talent management. Conducts research and analysis of organizational trends including review of reports and metrics from the organization's human resource information system (HRIS) or talent management system. Monitors and ensures the organization's compliance with federal, state, and local employment laws and regulations, and recommended best practices; reviews and modifies policies and practices to maintain compliance. Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law; applies this knowledge to communicate changes in policy, practice, and resources to upper management. Develops and implements departmental budget. Facilitates professional development, training, and certification activities for HR staff. Performs other duties as required. Other Duties and Responsibilities Maintains a safe work environment and exhibits safe work practices Accountable for information contained in Employee Handbook including adhering to the E-mail and Internet policies Conforms to Prelude licensing compliance policies Performs all duties in compliance with all applicable federal and state rules and regulations, policies, and procedures Understands and practices Prelude Services core values: Our core values are not just words on paper; they shape our culture and define who we are as a team. At Prelude Services, we are committed to upholding the following core values: Innovation, Customer Focus, Integrity, and Collaboration. Focuses on customer needs: anticipates customer needs; continually searches for ways to increase customer satisfaction Thinks strategically: when solving problems, considers a broad range of factors; recognizes strategic opportunities for success; and adjusts actions and decisions for focus on critical issues Works efficiently: allocates one's time efficiently; handles multiple demands and competing priorities; efficiently processes paperwork; manages meetings effectively Demonstrates dependability: follows through with commitments Accepts assigned duties in a cooperative manner and performs other duties as assigned by appropriate personnel Analyzes issues accurately: gathers relevant information systematically; uses logic in analyses Adhere to all IT Management, Security, Availability, and Confidentiality controls in IT Compliance Audits and HIPAA policies. Note: In order to meet required deadlines, it may be necessary for the person(s) in this position to work extended hours as needed and/or schedule time off accordingly. Requirements Excellent verbal and written communication skills. Excellent interpersonal and negotiation skills. Excellent organizational skills and attention to detail. Excellent time management skills with a proven ability to meet deadlines. Strong analytical and problem-solving skills. Strong supervisory and leadership skills. Ability to adapt to the needs of the organization and employees. Ability to prioritize tasks and to delegate them when appropriate. Thorough knowledge of employment-related laws and regulations. Proficiency with the organization's HRIS and talent management systems. Bachelor's degree in Human Resources, Business Administration, or related field required. At least 5 years of Human resource management experience required. SHRM-CP or similar Human Resource Management certification preferred. This job may require the use of a cell phone for business purposes. Our Benefits Ranked a "Best Place to Work in PA" (2017, 2020, 2022, 2023, 2024, 2025), we offer a wide range of competitive benefits to our employees, all of which you are eligible for the first of the month after your date of hire: - Medical (and HSA with match) - Dental - Vision - 401k (with match) - Company paid LTD, STD and Life Other great perks Prelude offers include (in no particular order): - Casual dress - 6 paid holidays - Unsick Day - Technology stipend - Cell phone stipend for applicable positions - Company-provided laptop and dock - Quarterly company meetings - Pet insurance - Supplemental voluntary life insurance - Access to a robust Employee Assistance Program - Fun remote and in person events - Two PTO Cash Out days annually - Generous PTO. Accrue 20 days of PTO your first year! Prelude's great company culture is guided by our core values: Innovation, Integrity, Collaboration, and Customer Focus. Prelude Services is committed to creating a diverse environment and is proud to be an equal opportunity employer.
$86k-131k yearly est. 5d ago