Human Resources Business Partner jobs at International Paper

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 (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 2025. 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 Interntional 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 wih 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 -Higly motivated with a proactive approach -Can take ownership of specific tasks and responsibilites -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!

A growing multi-location organization is seeking a Human Resources Business Partner to provide comprehensive HR support across a defined regional footprint. This role plays a key part in driving associate relations, compliance, talent development, staffing, and organizational effectiveness. Key Responsibilities Serve as a trusted advisor to regional leadership, providing guidance on HR policies, processes, and associate lifecycle management. Support and advise leaders through associate relations matters, including investigations, recommendations, and risk mitigation. Monitor HR scorecard metrics and partner with leaders to improve performance and engagement results. Stay current on employment law updates and ensure consistent policy application across assigned locations. Oversee compliance with federal and state employment regulations, including documentation, labor requirements, and workplace standards. Conduct HR and operational audits, communicate findings, and partner with leadership to implement corrective actions. Collaborate with safety and risk teams to promote training compliance and a safe working environment. Support execution of companywide programs, associate engagement initiatives, and retention strategies. Partner with cross-functional teams to address staffing needs, build strong talent pipelines, and support internal development and succession planning. Handle sensitive information with discretion, exercising sound judgment and professionalism. Participate in ongoing training and development to remain current with HR best practices and organizational initiatives. Qualifications Minimum of 2 years of human resources experience, or an equivalent combination of education and HR-related experience. HR certification (PHR/SPHR or equivalent), or the ability to obtain certification within one year. Working knowledge of employment laws and compliance standards. Proficiency in Microsoft Word, Excel, and PowerPoint. Strong ability to review, assess, and interpret information to ensure compliance and accuracy. Effective communicator with the ability to adjust tone and style across diverse audiences and leadership levels. Demonstrated professionalism in decision-making, problem-solving, and managing confidential matters. Strong time management skills with the ability to manage shifting priorities and multiple demands. High attention to detail with proven analytical capabilities.

As a Manager, HR Business Partner, you will be responsible for executing on human resources strategies to support the needs of the business. The Manager will lead and facilitate HR programs and strategies in support of Tech client groups through collaboration with the clients, HR partners, and other cross-functional business partners. You will serve as a consultant to business leaders on talent matters, including organizational effectiveness, leader effectiveness, organizational design, learning needs/opportunities and conflict resolution. Lead transformative and agile workforce initiatives, aligning with the organization's long-term goals, while swiftly embracing change and adapting to complex evolving priorities. This role requires a thoughtful and strategic Manager, HR Business Partner who can bring structure to ambiguity, anticipate needs and drive forward looking people plans that align with business priorities. Responsibilities Partner with multiple VPs and oversee the full scope of their business units, providing end to end HR support across all levels of the organization. Leverage partnerships and business acumen to enable the creation and implementation of strategies in alignment with business priorities and goals. Proactively assesses business and organizational performance to recommend and drive action through a consultative, “influence without authority” approach. Coach business leaders on HR policies, processes and management issues, including talent planning, learning and development, employee inclusion and engagement, and performance management to promote a culture of continuous growth. Build relationships with internal stakeholders and clients at all levels. Implement employee engagement strategies to foster an environment based on respect and values. Develop and execute a lifecycle approach to talent management by assessing organizational performance systemically, defining talent gaps and proposing solutions in support of business objectives. Challenge the status quo; pursue different approaches to our work by demonstrating flexibility, nimbleness, transparency, agility and global thinking. Provide insights and recommendations using data and organizational context to inform decisions around team structure, engagement and performance. Coach and consult on organizational design and management issues, as well as challenging and/or influencing decision-making processes. Lead large-scale change management efforts around culture and process evolution. Develop thoughtful, integrated approaches to promote diversity and inclusion in talent attraction, development and retention. Manage day-to-day employee relations issues, including escalation to Employee Relations partners. Assess talent capabilities and development needs based on business strategy. Partner with Learning functional partners to create and deliver development experiences to help close gaps between current and future skill sets. Partner with Finance to align on headcount planning, workforce structure, and budget forecasting, ensuring people strategies are financially sound and support business goals. Basic Qualifications Minimum of 5+ years of progressive experience in dedicated HRBP roles Previous experience managing multiple client groups and prioritizing associated projects in a fast-paced and high volume, complex industry Strong planning and organizational skills, with the ability to anticipate business needs and proactively design people solutions aligned to strategy Strong consultative and communication skills coupled with the ability to influence Ability to think strategically and navigate complex matrix environments Credible, proactive and trusted thought-partner who has built relationships and delivered results Ability to thrive within ambiguity and drive complex projects Excellent analytical skills and the ability to quickly interpret data, identify trends, and recommend solutions Preferred Qualifications: Experience working in a large, corporate, matrixed environment Personal interest in advanced technology a plus Experience with Airtable, Smartsheets and PowerBI The hiring range for this position in Burbank, CA is $139,200 to $170,000 per year. The base pay actually offered will take into account internal equity and also may vary depending on the candidate's geographic region, job-related knowledge, skills, and experience among other factors. A bonus and/or long-term incentive units may be provided as part of the compensation package, in addition to the full range of medical, financial, and/or other benefits, dependent on the level and position offered. Job Posting Segment: HR, Intl, Corp, & DTC HRBPs Job Posting Primary Business: HR, Intl, Corp, & DTC HRBPs Primary Job Posting Category: HRBP/Generalist Employment Type: Full time Primary City, State, Region, Postal Code: Burbank, CA, USA Alternate City, State, Region, Postal Code: Date Posted: 2025-12-10

The Human Resources Business Partner is responsible for helping to foster an environment of employee/management satisfaction within the Company by implementing policies, procedures and other administrative items in the assigned region. The Human Resources Business Partner administers policies relating to all aspects of Human Resources activity. Essential Duties and Responsibilities: Responsible for the hiring process through assisting with recruitment efforts, including, but not limited to, staffing requisition approvals, posting job openings, conducting initial phone and face-to-face interviews, scheduling interviews with hiring managers and following up with hiring managers for interview feedback Ensures consistent interpretation and application of policies and procedures throughout the Company Actively engages in employee retention and recognition activities Partners with management staff to provide coaching and counseling on employee relations matters Conducts terminations of employment, as needed Initiates background checks and other required screenings Administers various human resources plans and procedures for all company personnel Assists in the development of human resources solutions by collecting and analyzing information and recommending courses of action Conducts new hire orientations Performs benefits administration to include, but not limited to, supporting claims resolution, open enrollment, change reporting and communicating benefit information to employees Effectively manages expectations with internal and external stakeholders through communication and status updates Assists in maintaining OSHA compliance through promptly reporting workers comp claims and following up to ensure the resolution of corrective actions Updates, maintains, and audits employee files, I-9 s and HRIS database, as needed Compiles reports for management and regulatory bodies, as needed Assists in evaluation of reports, decisions, and results of the department in relation to established goals. Recommends new approaches, policies, and procedures to effect continual improvements in efficiency of department and services performed Supports employee training and organizational development programs Responds to employment verification requests and wage garnishments/child support orders Accurately assists with the processing of payroll Conducts exit interviews, as needed Participates in and completes all mandatory trainings Checks work e-mail at least twice per shift Maintains high-level of product and service knowledge Other duties as assigned Minimum Qualifications: Bachelor s Degree from an accredited college or university. At least three (3) years of Human Resources experience. Must have knowledge of Internet and Microsoft Office software (MS Word, MS Excel, MS PowerPoint, MS Outlook). Must have excellent written and oral communication skills, including exceptional customer service and phone etiquette. Must be able to work individually as well as within a team. Must be able to respond with patience and understanding during stressful conditions related to patient health and emergent situations. Must be able to multi-task and prioritize. Must demonstrate extreme attention to detail. Must possess strong organization skills. Must be able to perform basic calculations, problem solve and use reasoning. Must be able to meet predefined production and quality standards. Must have a working knowledge of the healthcare field. All staff are expected to have a strong desire to provide excellent customer service; to comply with the rules and regulations of those organizations to which we are accountable; to have high ethical and professional standards of conduct; and to have an attitude of wanting to continuously improve their own professional performance. Preferred Qualifications: Five (5) years of related experience in Human Resources. PHR, SHRM-CP, SPHR or SHRM-SCP. Driving/Travel: The employee must have reliable transportation. Travel for this position will be required up to 75%. While the primary workplace may be closest to the employee s home, work assignments could be in any of the Company s locations.

The HR Business Partner (HRBP) - Corporate, will align business objectives with employees and management in designated business units. The HRBP will act as a consultant to management on HR related issues. The successful HRBP will act as employee champion and change agent, assess and anticipate HR-related needs, communicate needs proactively within the HR department and with business management - seeking to develop integrated solutions. The HRBP works with other areas in HR to deliver value added service to the business that reflect the objectives of the organization. The HRBP maintains an effective level of business literacy - long- and short-term goals, culture and competition. For over 90 years Global Partners LP has been delivering the energy our communities need to grow, move, and thrive. From Alltown Fresh, with its innovative chef-led creations and guest-focused retail experience, to our vast network of over 50 liquid energy terminals across the eastern seaboard and beyond, Global Partner's integrated network of businesses delivers value day-in and day-out to our guests and customers across the US. At Global Partners we embrace the future, investing in energy transition with initiatives like GlobalGLO and supporting the communities in which we operate with our charitable work. We're excited for the next 90 years at Global Partners and what innovative new ideas we can bring to our guests and customers in the future. We're looking for passionate people with great ideas to contribute to our company's future. If you're motivated by what's next, Global Partners can provide you with the opportunities to push your career to the next level. The Types of “Energy” You Bring Excellent written and verbal communication skills. You are self-motivated and like to take initiative. You are a team player with a positive attitude. You have strong time management skills. “Gauges” of Responsibility Consult with line management providing HR guidance when appropriate/needed Manage and resolve complex employee relations issues Maintain in depth knowledge of legal requirements related to day to day management of employees, reducing legal risks and ensuring regulatory compliance Provide day to day performance management guidance to line management(coaching, counseling, career development, disciplinary actions etc) Work closely with managers and employees to improve work relationships, build morale, increase productivity and retention Provide HR policy guidance and interpretation Provide guidance and support on business unit organizational issues, restructures, workforce planning and succession planning Identify training needs/opportunities for business units and individual training/coaching needs Participate in evaluation and monitoring of success of training programs Working with other members of the HR team, conduct new employee orientation program and onboarding practices Manage exit interview process and analysis “Fuel” for You Coins! We offer competitive salaries and opportunities for growth. We mean it! We have an amazing Talent Development Team who create trainings for growth and job development. Health + Wellness - Medical, Dental, Visions and Life Insurance. Along with additional wellness support. The Road Ahead - We offer 401k and a match component! Professional Development - We provide tuition reimbursement; this benefit is offered after 6 months of service. Give Back! We believe in community support. We know everyone gives in their own way, that's why we offer paid volunteer time-off to you to help an organization of your choice. The GPS of our Interview Process First thing first, if you're interested in the role, please apply. A talent acquisition team member will review your resume in partnership with the hiring manager. If your experience would lend to this opportunity a recruiter will contact you. We conduct in-person and virtual interviews. Qualifications: Bachelors Degree preferred Working knowledge of multiple human resource disciplines including compensation practices, organizational diagnosis, employee relations, performance management, recruitment Excellent consulting skills and leadership skills Excellent client management and business literacy skills Strong conflict management skills Effectively envision, develop and implement new strategies to address competitive, complex business issues Manage multiple business units across multiple geographical locations Ability to foster teamwork along with the ability to drive strategic direction Proven problem-solving skills combined with clear communication - both verbal and written while building strong collaborative relationships. Pay Range: $103,000.00 - $154,600.00 The pay range for this position is outlined above. The final amount offered at the start of employment is determined based on factors including, but not limited to, experience level, knowledge, skills, abilities and geographic location, and the Company reserves the right to modify base salary at any time, including for reasons related to individual performance, Company or individual department/team performance and market factors. We value passion and potential. If you are enthusiastic about a position and think you can make a meaningful impact, we encourage you to apply even if you don't check every box. We embrace different perspectives, backgrounds and experiences. Global Partners LP is an equal opportunity employer. We foster a company culture where ideas from all people help us grow, move and thrive. We embrace the diversity of all applicants and do not discriminate against race, color, religion, sex, age, national origin, sexual orientation, gender identity, disability, protected veteran status or any other basis prohibited by federal, state or local law. If you have a disability and need an accommodation to apply, please contact our recruiting department at ************. *Disclaimer: At Global Partners, we don't use lie detector tests for any employment decisions. We follow all the rules and regulations, so we need to let you know: In Massachusetts, it's illegal to require or administer a lie detector test as a condition of employment of continued employment. An employer who violates this law shall be subject to criminal penalties and civil liability.

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

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.

**About the Role & Team** At Disney, we are storytellers. We make the impossible, possible. We can do this through using and developing groundbreaking technology and opening up the boundaries to bring stories to life through our movies, products, interactive games, parks and resorts, and media networks. Now is your chance to join our team in delivering unparalleled creative content to audiences around the world! When we grow and develop our people, we're investing in our future. As forward-looking Human Resources professionals, we are the champions of this investment. The Human Resources team does so much more than just support our employees...we engage our people, inspire change, and help our businesses achieve results. How do we do this? By crafting the employee experience on all levels. By collaborating with our clients to build and implement innovative business strategies. By being a true thought partner and proactively anticipating business cycles. By fostering leadership success and being leaders in change management. By enabling thoughtful decisions, using business data, metrics, and external market insights. Technology is at the heart of Disney's past, present, and future. Disney Entertainment and ESPN Product & Technology (DEEP&T) is a global organization of engineers, product developers, designers, technologists, data scientists, and more - all working to build and advance the technological backbone for Disney's media business globally. Disney Entertainment & ESPN Product & Technology is looking for an HR Business Partner to join our dynamic HR Team in Glendale, CA! The HR Business Partner sits at the intersection of HR and the business and will be focused on supporting the Content Platforms & Operations organization within DEEP&T. The Human Resource Business Partner contributes to defining and implementing a Human Resource strategy that aligns and integrates the client strategy and objectives. This role serves as a strategic partner and serves as an expert consultant to business leaders within the DEEP&T team by developing and delivering integrated and inclusive HR services, including organizational and leader effectiveness, change management, organizational design, and learning opportunities. If you're ready for an opportunity of a lifetime with DEEP&T, we'd love to hear from you! **What You Will Do** + Lead day-to-day HR issues for assigned client groups as a strategic business partner, ensuring that HR solutions make valuable contributions to the client's organization and frequently soliciting feedback to that end + Deliver HR services to clients resulting in a seamless point of contact to the broader HR organization and ensure successful integration of functional partner initiatives and expertise + Understand the business and play a meaningful role in driving the people initiatives aligned to the business strategy + Project manage assigned HR initiatives and special projects across the client groups. Initiatives may include performance management, talent planning, compensation planning, career development and organization design + Serve as a credible partner and "one stop shop" for employees to voice concerns, ask questions and request assistance + Intake employee relations issues for assigned client groups, resolving minor issues independently and partnering with Employee Relations team for investigations + Guide business leaders on HR policies and processes, including talent planning, learning, and performance management to promote engagement and a culture of continuous growth and development + Collaborate with functional HR teams, maximizing their expertise to implement human resources strategies and enable business objectives and drive business growth + Analyze trends and metrics, collaborating with HR functional experts to develop solutions, make recommendations and develop programs to successfully support the people needs of client groups + Maintain an effective level of business literacy to provide a consultative approach to deliver HR services. Leverage HR / business skills and knowledge to challenge or influence leadership in decision-making processes + Identify issues that require escalation + Use understanding of individual and organizational dynamics to facilitate onboarding, talent management, internal mobility, and overall team development + Support organization design projects to streamline and implement new structures, roles and/or processes that build speed and efficiency and support rapidly shifting business demands + Collaborate with other HR Business Partners, encouraging a positive work relationship, and partnering on projects and initiatives across multiple groups within Disney Entertainment and ESPN Product & Technology **Required Qualifications & Skills** + Minimum 3 years of progressively responsible experience as an HR Business Partner in a dynamic environment or equivalent role, preferably within a tech organization + Experience working with senior executives in an "influence without authority" role + Strong consulting and conflict management skills + Excellent interpersonal skills and written and verbal communication + Ability to perform with a "roll-up your sleeves" attitude, equally adept at thinking strategically and operationally + Demonstrated ability to work independently and manage ambiguity - dealing with issues that do not always have a process or a system in place, and potentially with conflicting priorities and/or perspectives + Strong business sense with a keen ability to quickly digest new information + Demonstrated ability to influence and partner within a diverse organization to help drive business results + Resourceful; finds ways to help clients navigate complex situations where answers are not clear cut; learns from client inquiries to figure where additional training or communications may be needed + Excellent analytical skills and the ability to quickly interpret data, identify trends, and recommend solutions + Strong Excel skills, including experience using formulas, pivot tables and graphs to organize, assess and present data + Solid attention to detail, with the ability to dig into the details to identify and solve problems + Independent work style, balancing the need for collaboration with minimal direction + Exceptional collaboration skills and ability to effectively work across functions and organization. + Independent work style, balancing the need for collaboration with minimal supervision. + Demonstrated experience and ability to balance business-partnering skills with employee advocacy. + Demonstrated ability to think strategically related to HR business plan implementation. + Basic knowledge of employment and labor law **Preferred Qualifications** + TWDC HR experience or experience working in a large, corporate, matrixed environment + Experience and exposure to a variety of HR facets including organization development, employee relations, talent acquisition, learning & development, and compensation **Education** Bachelor's Degree or equivalent in Business, Human Resources Management or related discipline or equivalent work experience The hiring range for this position in Glendale, CA is $115,300 to $140,900 per year. The base pay actually offered will take into account internal equity and also may vary depending on the candidate's geographic region, job-related knowledge, skills, and experience among other factors. A bonus and/or long-term incentive units may be provided as part of the compensation package, in addition to the full range of medical, financial, and/or other benefits, dependent on the level and position offered. **Job ID:** 10135336 **Location:** Glendale,California **Job Posting Company:** ESPN ESPN Productions, Inc. is an equal opportunity employer. Applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, sexual orientation, gender identity, disability or protected veteran status.

Who We Are At Pawnee Mental Health, we take a great deal of pride in the services we offer, and the progress made by those we serve. All employees, regardless of their role, are an important part of our success! To help us achieve our mission, we're looking for bright and talented people with great ideas. We believe individuals and families with mental health and/or substance use challenges should have the opportunity to lead normal, productive lives at home and in their communities. If you feel the same, we invite you to explore the opportunity below to see how you can make a difference! We look forward to reviewing your application! What We Offer At Pawnee Mental Health, we believe in supporting our employees' well-being with a comprehensive benefits package, including: Medical & Vision Insurance: Accessible plans to support your health needs offered through BCBS or Aetna. Dental Insurance: 100% covered by Pawnee for employees. Kansas Public Employee Retirement System (KPERS): Secure your future with KPERS retirement benefits - a lifetime pension program. Other insurances: Life insurance coverage up to 150% of your annual income and long term disability insurance at NO COST. Paid Holidays: Enjoy 8 paid holidays throughout the year. Generous PTO: Start earning 10 hours of PTO per month (15 days/year), jumps to 24 days/year on your first anniversary. Paid Medical Leave: Receive a 40-hour bank of paid medical leave. Employee Assistance Program (EAP): Access support resources for your personal and professional life. Supplemental benefits: Additional life insurance coverage, ambulance transportation, short term disability, critical illness, hospital indemnity, and more! The Role You Play The new HR Director at Pawnee will play a vital role in shaping company culture and organization for our large, growing healthcare operation. You will be responsible for directing our HR operations across Pawnee's 10 county range, including remote employees in 6 states. * Oversee the employment process and give administrative approval to hire. Directly assist in clinician, physician and management team recruitment initiatives. * Develop, maintain and interpret HR policy. Authors the Employee Handbook. * Provide coaching and support to management and supervisors on performance management and other related issues. * Maintain in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. * Develop and administer agency wage and salary plan including Fair Labor Standards Act (FLSA) compliance. Analyze and recommend changes as necessary or upon request. * Coordinate agency job description development and maintenance. * Respond to and manage worker compensation, unemployment and FMLA claims. * Evaluate and recommend changes to the employee benefits plan. Oversee day to day administration of benefits. Ensure compliance with applicable laws and regulations. * Coordinate and conduct objective investigations regarding claims of harassment, discrimination, grievances and related issues. * Oversee employee payroll processing. * Manage the business insurance portfolio including but not limited to: property and casualty insurance for Pawnee and the Pawnee Endowment, Directors and Officers, automobile, and malpractice. * Develop and perform training on HR and related issues. * Hire, supervise and evaluate a qualified staff and ensure they are trained to meet the needs of HR Services. Perform corrective action as necessary. * Provides leadership and serves as a member of committees and work groups as assigned. * Advises, consults and serves as a member of the management team in the development and execution of short term and long-range plans based on agency goals, strategic planning and growth objectives. * Work cooperatively with program directors and their staff to ensure the efficient and effective provision of services. * Report to the Pawnee Board of Directors on HR related issues upon request. Requirements Required: * A Bachelor's Degree in human resource management, business administration, public administration, industrial psychology or related field. Experience and professional licensure may be substituted. * 3+ years of experience in an HR leadership role. * Considerable knowledge of federal and state employment law as well as recognized HR professional practices. * HR certification (PHR, SHRM-CP). * Experience performing HR duties in a large organization (250+ employees). * Strong communication and presentation skills using the English language. * Basic personal computer skills. Preferred: * Advanced HR certification (SPHR, SHRM-SCP) or ability to obtain within first year of employment. * Leadership development experience. All employees will be required to submit to and pass a background check and drug screening. Pawnee Mental Health is an Equal Opportunity Employer and all applicants will receive equal and equitable consideration without regard to race, religion, color, gender, sexual orientation, age, national origin, disability, or any other status or condition protected by law. Any applicant who feels they have experienced discrimination via the PMHS hiring process may file a written complaint at ************************************************* Salary Description $96,500-$105,000

Apply Now 6680715003 Director, HR Business Partnering 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. What We Offer: Benefits: All U.S. GLGers also have access to benefits such as: * Comprehensive medical, dental and vision coverage effective on your first day of employment * Flexible paid time off. No pre-determined limits on vacation time, plus 10 company holidays * 401(k) and Roth 401(k) plans with an employer match (subject to annual limits & vesting) * Tuition reimbursement program for eligible courses including language skills courses * Paid parental leave, adoption and surrogacy reimbursement * Free wellbeing support with the Calm app, Maven and EAP, and free long-term therapy & counselling assistance through Pathways * Other work perks and benefits available based on final job location Compensation: GLG is committed to fair and equitable compensation practices. Actual compensation is based on several factors that are unique to each candidate, including but not limited to skill set, depth of experience, certifications, and specific work location. Certain roles may also be eligible for incentive compensation. The anticipated hiring base salary range for this role is: $122,700-$200,000 USD About GLG / Gerson Lehrman Group GLG is the world's insight network. Our clients rely on GLG's global team to connect with powerful insight across fields from our network of approximately 1 million experts (and the hundreds of new experts we recruit every day). We serve thousands of the world's best businesses, from Fortune 500 corporations to leading technology companies to professional services firms and financial institutions. We connect our clients to the world's largest and most varied source of first-hand expertise, including executives, scientists, academics, former public-sector leaders, and the foremost subject matter specialists. GLG's industry-leading compliance framework allows clients to learn in a structured, auditable, and transparent way, consistent with their own internal compliance obligations and the highest professional ethical standards. Our compliance standards are a major competitive differentiator and key component of the company's culture. To learn more, visit ******************** Gerson Lehrman Group, Inc. ("GLG") is an equal opportunity employer and will not discriminate against any employee or applicant on the basis of age, race, religion, color, marital status, disability, gender, national origin, sexual orientation, veteran status, or any classification protected by federal, state, or local law. Apply Now Job Title: Director, HR Business Partnering Location: New York Also Hiring Client Solutions Segment Leader, Client Solutions (Professional Services Firm) Shanghai GLG is seeking a Segment lead of Professional Services Firm to oversee Client Solutions teams in Shanghai in exceeding its commercial, development, compliance and people target. This position reports directly to the Head of Greater China. This is an ... View Details Service Associate, Service - Corporate, Life Sciences London GLG is seeking Life Sciences Associates who are excited to learn and excel at best-in-class client service in a strong performance-driven, merit-based, and team-oriented environment. Associates are the engine driving GLG's I... View Details Intern, English Speaking Seoul GLG's English Speaking Intern role is an exciting opportunity for university students looking to pursue a career in research, consulting, or the financial services sector. The internship is structured to develop your communication and teamwork skills... View Details Associate, Content Gurugram Content Associate (Capital Markets) Gurugram, India About the role GLG Events delivers market-moving insights by leveraging the perspectives of senior industry professionals across global markets. Through thousands of live and virtual conversat... View Details Service Associate, Service - Growth FS (English) London GLG is seeking Associates who are excited to learn and excel at best-in-class client service in a strong performance-driven, merit-based, and team-oriented environment. Associates are the engine driving GLG's Insight Network - the world&... View Details Service Associate, Service - Growth FS (French Speaker) London GLG is seeking French speaking Associates who are excited to learn and excel at best-in-class client service in a strong performance-driven, merit-based, and team-oriented environment. Associates are the engine driving GLG's Insight Netw... View Details Manager, Client Solutions - Korean Speaker Dublin GLG is looking for an experienced professional to join our Asia Global Servicing Client Solutions team based in Dublin, Ireland as a Manager. Managers work directly to support and manage project inquiries coming from our client firms based in Asia-Pa... View Details Associate, Council Development Tokyo About the Team Recruiting Associates are enthusiastic professionals who develop and grow the GLG Councils. This role is an exciting position with opportunities to work closely with business and investment leaders that are driving industry throu... View Details Associate, Service - Global PSF Gurugram Location - Gurugram About the role GLG is seeking Associate who are excited to learn and excel at best-in-class client service in a strong performance-driven, merit-based, and team-oriented environment. Associates are the engine driving G... View Details Service Intern, English Speaking Seoul GLG's English Speaking Intern role is an exciting opportunity for university students looking to pursue a career in research, consulting, or the financial services sector. The internship is structured to develop your communication and teamwork skills... View Details Corporate Functions Senior Associate, Tax New York Senior Associate, Tax GLG is seeking an ambitious, highly skilled and motivated Senior Associate, Corporate Tax to join our dynamic and fast-paced tax team. As a key member of our tax department... View Details Client Solutions Associate, Service - Portuguese Speaker (Q1 2026 Start) New York GLG is seeking Associates who are excited to learn and excel at best-in-class client service in a strong performance-driven, merit-based, and team-oriented environment. You will have the opportunity to showcase your language skills by focusing on our... View Details View All Openings EEO Policy Statement Gerson Lehrman Group, Inc. ("GLG") is an equal opportunity employer and will not discriminate against any employee or applicant on the basis of age, race, religion, color, marital status, disability, gender, national origin, sexual orientation, veteran status, or any classification protected by federal, state, or local law.

Benefits:* Fuel Your Growth with Love's - company funded tuition assistance program * Paid Time Off * 401(k) - 100% Match up to 5% * Medical/Dental/Vision Insurance after 30 days * Career Development* Hiring Immediately Welcome to Love's: The HR Business Partner (HRBP) serves as a strategic partner to management teams, aligning business objectives with employees and leadership. This role provides consultation on human resource-related issues, supports organizational goals, and ensures compliance with employment laws and company policies. The HRBP will be aligned with a client group and also manage special projects. Essential Functions: Act as a consultant to senior leaders on HR-related issues and business strategy Serve as an employee champion and change agent, anticipating HR needs Handle complex employee relations matters, including investigations, terminations, counseling, coaching, and documentation Support performance management processes: annual evaluations, goal setting, performance improvement plans, and disciplinary actions Interpret and explain HR policies, procedures, labor laws, and regulations Ensure compliance with FMLA, ADA, EEO, and other federal/state employment laws Advise on organizational policy matters such as equal employment opportunity, harassment allegations, and work-related complaints Provide expertise on employment claims (e.g., unemployment, EEOC) and related investigations Partner with leaders on workforce planning, succession planning, and organizational restructuring Collect and analyze HR metrics (turnover, exit interviews, employee relations data) and develop action plans for improvement Collaborate with HR Centers of Excellence on talent acquisition, development, total rewards, and engagement initiatives Manage progressive disciplinary processes and approvals Recommend policy changes and monitor compliance with labor laws and company standards Actively participate in HR and HRIS projects Qualifications: Education: HS Diploma or equivalent required; Bachelor's in HR or related field strongly preferred Experience: 4-5 years of progressive HR experience in employee relations or HRBP capacity Technical Skills: Proficiency in Microsoft Office and HR-specific software Soft Skills: Strong communication and presentation skills, organizational ability, time management, adaptability, and a proactive mindset Job Location: Love's Corporate Office - Oklahoma City, OK 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

The French's Food Company, a subsidiary of McCormick & Company, Inc. and a global leader in flavor is seeking a full-time HR Business Partner for the plant located in Springfield, MO. This person will report to the Site HR Director. With more than $500 million in annual sales, our company has been crafting trusted foods using simple ingredients of the highest quality. From French's Classic Yellow Mustard, long America's top-selling mustard, to its most recent innovations, such as French's Ketchup, the company has a history rich with delicious creations made from what today would be considered “clean, simple ingredients.” To learn more please visit us at **************** Position Overview Under the direction of the Director of Human Relations this position acts as a strategic business partner to internal customers and their respective leadership teams in developing and implementing programs and initiatives that support and enable the organization's short and long range goals and objectives. Develops a consistent approach and process to implement HR programs and practices across Corporate Functions and/or Global Shared Services. Develops and uses both qualitative and quantitative analysis of data to assess business partner needs and external trends and develops recommendations and solutions. Position may manage or provide mentorship to team members. Key Responsibilities: · Provides consultation and direction through partnership with client groups to establish relevant functional goals and objectives; recruit, train, coach and mentor employees; support consistent adoption and adherence of programs, policies and procedures across partnership areas; identify and define employee engagement opportunities; and provide input into departmental structure & design. · Acts as the horizontal process owner to develop, implement and administer HR programs, policies, procedures and practices consistently across client groups in support of McCormick's philosophy and core values (i.e., High Performance, Workforce Planning, Performance Management, VOE, OGSMs, Talent Management, Development Planning, Compensation programs, etc.). Ensure consistent adoption and adherence of programs, policies and procedures across partnership areas. · Drives HR process improvement, special projects and effective change management programs/initiatives from idea through implementation. Applies sound judgment, and considers global impact, when developing solutions. Required Qualifications: Level of Education and Discipline: Bachelor's Degree in Business, Human Resources, Psychology or related field. Experience - functional/industry/commercial knowledge, business acumen 6-8 years of professional experience in HR or closely related field. 2-3 years of leadership responsibility. Must understand and appreciate cross-functional, global support services in order to be a successful business partner. Possesses sound knowledge of key State and Federal laws relevant to employment practices, and the ability to apply this knowledge when formulating recommendations and solutions. Interpersonal Skills - leadership, interactions, communication, influence Very strong interpersonal and relationship building skills. Developed, polished communication skills (written and oral). Conveys credibility in order to influence and appropriately challenge business decisions; escalates concerns as necessary. Ability to present complex information and represent HR function in a variety of meetings, both internally and externally. Varied from employees, managers, leadership team, customers, vendors, etc. Position requires very high level of interaction across all functions and employees within business. Other Skills and HPO Competencies Strong verbal, written, analytical and interpersonal skills. Ability to manage projects and people, and organize and prioritize work to meet deadlines. Strong personal/team leadership and business sense. Strong customer focus. Strong ethical behavior and professional maturity. Preferred Qualifications: Certification and/or Licenses: PHR/SPHR/GPHR Dimension: Provides HR support and leadership to 130-150 employees directly and indirectly up to 500 employees within a global, matrixed organization. High degree of independent problem solving required to accurately make a variety of decisions that arise from day to day issues. Utilizing analytical ability, translates business strategies and issues into appropriate HR actions in accordance with High Performance.Requires consistent interpretation of policies and procedures. Problems range from simple to complex. Requires the ability to make decisions or recommendations - often with ambiguous or incomplete information - based on judgment and prior experience. High touch position with all levels in the organization.Position impacts business by demonstrated HR expertise to influence client group decisions.Effective, timely support ensures smooth business operations. Impact affects whole organization, team and HR function as support is across all business functions. French's is an equal opportunity/affirmative action employer. All qualified applicants will receive consideration for employment without regard to sex, gender identity, sexual orientation, race, color, religion, national origin, disability, protected veteran status, age, or any other characteristic protected by law. French's does not offer employment visa sponsorships upon hire or in the future. You must be lawfully authorized to commence work upon being offered employment.

Description: Who We Are At Pawnee Mental Health, we take a great deal of pride in the services we offer, and the progress made by those we serve. All employees, regardless of their role, are an important part of our success! To help us achieve our mission, we're looking for bright and talented people with great ideas. We believe individuals and families with mental health and/or substance use challenges should have the opportunity to lead normal, productive lives at home and in their communities. If you feel the same, we invite you to explore the opportunity below to see how you can make a difference! We look forward to reviewing your application! What We Offer At Pawnee Mental Health, we believe in supporting our employees' well-being with a comprehensive benefits package, including: Medical & Vision Insurance: Accessible plans to support your health needs offered through BCBS or Aetna. Dental Insurance: 100% covered by Pawnee for employees. Kansas Public Employee Retirement System (KPERS): Secure your future with KPERS retirement benefits - a lifetime pension program. Other insurances: Life insurance coverage up to 150% of your annual income and long term disability insurance at NO COST. Paid Holidays: Enjoy 8 paid holidays throughout the year. Generous PTO: Start earning 10 hours of PTO per month (15 days/year), jumps to 24 days/year on your first anniversary. Paid Medical Leave: Receive a 40-hour bank of paid medical leave. Employee Assistance Program (EAP): Access support resources for your personal and professional life. Supplemental benefits: Additional life insurance coverage, ambulance transportation, short term disability, critical illness, hospital indemnity, and more! The Role You Play The new HR Director at Pawnee will play a vital role in shaping company culture and organization for our large, growing healthcare operation. You will be responsible for directing our HR operations across Pawnee's 10 county range, including remote employees in 6 states. Oversee the employment process and give administrative approval to hire. Directly assist in clinician, physician and management team recruitment initiatives. Develop, maintain and interpret HR policy. Authors the Employee Handbook. Provide coaching and support to management and supervisors on performance management and other related issues. Maintain in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Develop and administer agency wage and salary plan including Fair Labor Standards Act (FLSA) compliance. Analyze and recommend changes as necessary or upon request. Coordinate agency job description development and maintenance. Respond to and manage worker compensation, unemployment and FMLA claims. Evaluate and recommend changes to the employee benefits plan. Oversee day to day administration of benefits. Ensure compliance with applicable laws and regulations. Coordinate and conduct objective investigations regarding claims of harassment, discrimination, grievances and related issues. Oversee employee payroll processing. Manage the business insurance portfolio including but not limited to: property and casualty insurance for Pawnee and the Pawnee Endowment, Directors and Officers, automobile, and malpractice. Develop and perform training on HR and related issues. Hire, supervise and evaluate a qualified staff and ensure they are trained to meet the needs of HR Services. Perform corrective action as necessary. Provides leadership and serves as a member of committees and work groups as assigned. Advises, consults and serves as a member of the management team in the development and execution of short term and long-range plans based on agency goals, strategic planning and growth objectives. Work cooperatively with program directors and their staff to ensure the efficient and effective provision of services. Report to the Pawnee Board of Directors on HR related issues upon request. Requirements: Required: A Bachelor's Degree in human resource management, business administration, public administration, industrial psychology or related field. Experience and professional licensure may be substituted. 3+ years of experience in an HR leadership role. Considerable knowledge of federal and state employment law as well as recognized HR professional practices. HR certification (PHR, SHRM-CP). Experience performing HR duties in a large organization (250+ employees). Strong communication and presentation skills using the English language. Basic personal computer skills. Preferred: Advanced HR certification (SPHR, SHRM-SCP) or ability to obtain within first year of employment. Leadership development experience. All employees will be required to submit to and pass a background check and drug screening. Pawnee Mental Health is an Equal Opportunity Employer and all applicants will receive equal and equitable consideration without regard to race, religion, color, gender, sexual orientation, age, national origin, disability, or any other status or condition protected by law. Any applicant who feels they have experienced discrimination via the PMHS hiring process may file a written complaint at *************************************************

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

Full-time Description Are you the kind of HR professional who lights up when you're helping leaders grow, supporting team members through challenges, and making workplaces feel inspiring and human? Do you love the idea of blending creativity with problem-solving to create exceptional experiences for both patients and team members? If you're nodding “yes,” you may be the HR Business Partner we've been looking for. Who We Are We're a multi-location, multi-state eyecare organization dedicated to delivering exceptional patient care-and we know we can only do that with thriving, empowered teams. That's where you come in. What You'll Do As an HR Business Partner, you'll be both a strategic thinker and a hands-on problem solver, helping our leaders and teams perform at their best in a fast-paced environment. Your work will directly impact how our teams feel, grow, and deliver care every day. As part of our People & Culture team, you'll help shape the heart of the organization by building strong partnerships, elevating culture, and creating people practices that make a real difference. This is not a traditional “paperwork HR” role. You'll be: Partnering with leaders to build strong, fully staffed, high-performing teams Coaching and guiding managers to create positive, patient-focused team cultures Supporting personal and professional growth through feedback, development plans, and performance conversations Driving engagement efforts that make people feel valued, heard, and connected Solving people challenges with creativity, empathy, and a calm, thoughtful approach Making sense of workforce trends and turning data into practical improvements Ensuring consistency and fairness by guiding leaders through policies, employment laws, and best practices Helping shape our future as we grow, integrate, and evolve as an organization Every day will look a little different-because people are at the center of everything we do. Who You Are You'll thrive in this role if you are: People-first - You build trust easily and genuinely enjoy connecting with others. Creative - You love finding fresh ways to engage, communicate, and develop people. A problem-solver - Ambiguity doesn't scare you; it excites you. Driven - You're motivated by seeing the impact of your coaching and leadership. A strong communicator - Great listener, clear explainer, and confident coach. A true partner - You collaborate deeply, influence thoughtfully, and act with integrity. Why You'll Love Be a Part of This Team You'll play a visible, meaningful role in shaping team experience across the organization You'll work with leaders who value HR as a strategic partner You'll be part of a caring, mission-driven team that takes pride in high-quality patient care You'll have space to be creative, try new ideas, build programs, and grow professionally You'll join a culture where people matter-and where the work you do truly makes a difference Plus - we are hard charging P&C Team who plays as hard as we work! Ready to Make an Impact? If you're excited about being the go-to partner for leaders, elevating team member experience, and helping shape a people-centered culture in a growing eyecare organization, we'd love to meet you. Apply today-and help us bring clarity, care, and connection to our teams and our patients. Requirements You'll Need to Bring Bachelor's degree in HR, Business, Communications, or a related field 3+ years of HR Generalist or Business Partner experience Preferably you invested in yourself with an HR certification (ex. PHR/SHRM-CP) A passion for supporting people and building healthy, thriving teams

Job DescriptionDescription: Are you the kind of HR professional who lights up when you're helping leaders grow, supporting team members through challenges, and making workplaces feel inspiring and human? Do you love the idea of blending creativity with problem-solving to create exceptional experiences for both patients and team members? If you're nodding “yes,” you may be the HR Business Partner we've been looking for. Who We Are We're a multi-location, multi-state eyecare organization dedicated to delivering exceptional patient care-and we know we can only do that with thriving, empowered teams. That's where you come in. What You'll Do As an HR Business Partner, you'll be both a strategic thinker and a hands-on problem solver, helping our leaders and teams perform at their best in a fast-paced environment. Your work will directly impact how our teams feel, grow, and deliver care every day. As part of our People & Culture team, you'll help shape the heart of the organization by building strong partnerships, elevating culture, and creating people practices that make a real difference. This is not a traditional “paperwork HR” role. You'll be: Partnering with leaders to build strong, fully staffed, high-performing teams Coaching and guiding managers to create positive, patient-focused team cultures Supporting personal and professional growth through feedback, development plans, and performance conversations Driving engagement efforts that make people feel valued, heard, and connected Solving people challenges with creativity, empathy, and a calm, thoughtful approach Making sense of workforce trends and turning data into practical improvements Ensuring consistency and fairness by guiding leaders through policies, employment laws, and best practices Helping shape our future as we grow, integrate, and evolve as an organization Every day will look a little different-because people are at the center of everything we do. Who You Are You'll thrive in this role if you are: People-first - You build trust easily and genuinely enjoy connecting with others. Creative - You love finding fresh ways to engage, communicate, and develop people. A problem-solver - Ambiguity doesn't scare you; it excites you. Driven - You're motivated by seeing the impact of your coaching and leadership. A strong communicator - Great listener, clear explainer, and confident coach. A true partner - You collaborate deeply, influence thoughtfully, and act with integrity. Why You'll Love Be a Part of This Team You'll play a visible, meaningful role in shaping team experience across the organization You'll work with leaders who value HR as a strategic partner You'll be part of a caring, mission-driven team that takes pride in high-quality patient care You'll have space to be creative, try new ideas, build programs, and grow professionally You'll join a culture where people matter-and where the work you do truly makes a difference Plus - we are hard charging P&C Team who plays as hard as we work! Ready to Make an Impact? If you're excited about being the go-to partner for leaders, elevating team member experience, and helping shape a people-centered culture in a growing eyecare organization, we'd love to meet you. Apply today-and help us bring clarity, care, and connection to our teams and our patients. Requirements: You'll Need to Bring Bachelor's degree in HR, Business, Communications, or a related field 3+ years of HR Generalist or Business Partner experience Preferably you invested in yourself with an HR certification (ex. PHR/SHRM-CP) A passion for supporting people and building healthy, thriving teams

SUMMARY OF POSITION: The Director of Human Resources (HR) is responsible for the human resource function for the Washington City Mission, a Christ centered, nonprofit organization dedicated to serving individuals and families experiencing homelessness. This role ensures the organization attracts, develops, and retains a highly qualified, mission-driven workforce while maintaining compliance with all employment laws and fostering a safe, inclusive, and supportive environment. DUTIES AND RESPONSIBILITIES: Leadership and Strategy Serve as a member of the senior leadership team, contributing to organizational strategy, workforce planning and culture development. Align HR policies and practices with the organization's mission, values, and strategic goals. Promote a culture of diversity, equity, inclusion, and respect throughout the organization. Recruitment & Staffing Oversee recruitment, selection, and onboarding processes to ensure the shelter attracts and retains qualified and mission-driven employees. Partner with managers to forecast staffing needs and develop creative recruitment strategies. Employee Relations and Development Provide leadership in resolving employee relations issues, ensuring fair and consistent application of policies. Oversee performance management processes, including evaluations, coaching, and progressive discipline. Develop and implement professional development and training programs to support staff growth and retention. Administer compensation, benefit, and leave programs, ensure competitive offerings appropriate to the nonprofit sector. Collaborate with finance to develop and monitor HR budgets Manage relationships with benefits brokers and vendors Compliance & Risk Management Ensure compliance with federal, state, and local employment laws and nonprofit best practices. Maintain personnel records in accordance with applicable laws and organizational policies. Develop and enforce workplace safety and wellness initiatives, ensuring compliance with OSHA and other regulations. HR Operations Lead the development and implementation of HR policies, procedures, and employee handbook updates. Manage HR technology systems, ensuring accuracy and efficiency in payroll, timekeeping, and employee records. Provide HR metrics and reports to leadership and the board as needed. SKILLS AND QUALIFICATIONS: Mature Christian, committed to and passionate about sharing the gospel and building disciples of Jesus Christ with the needy, homeless, addicted, and mentally ill. Strong knowledge of employment law. HR best practices, and nonprofit HR management. Demonstrate ability to build trusting relationships and resolve conflicts with fairness Excellent leadership, communication and organizational skills. Commitment to the mission of serving individuals and families experiencing homelessness Ability to manage sensitive information with confidentiality and integrity EDUCATION/EXPERIENCE: Bachelor's degree in human resources, Business Administration, or related field required; master's degree preferred At least 7-10 years of progressive HR experience, with 3-5 years in a leadership role. Nonprofit and/or social services sector experience strongly preferred. Ability to manage sensitive information with confidence and integrity.

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

Keystone Management is a growing facilities management partner serving multi-site operations across the U.S. Our teams support complex environments- including aviation and large commercial properties-where uptime, safety, and clear communication matter every single day. We're builders and problem-solvers who roll up our sleeves, stand up strong processes, and deliver consistent, high-quality service for clients who expect operational excellence. We're seeking a strategic HR leader to join Keystone Management as Director of Human Resources. In this role, you'll serve as a key strategic partner and trusted advisor to our business leaders, helping shape our organization's future while ensuring excellence in HR service delivery. The HR Director reports to the President & Chief Integration Officer and serves as the primary point of contact for all people-related initiatives, personally managing key HR deliverables while supporting Keystone's strategic objectives. Location: In Office, Atlanta, GA (Midtown) Travel: Up to 25% travel to client locations What You'll Do Provide high-level HR consulting and develop innovative solutions that support business goals Partner with senior leadership to execute strategic business and HR initiatives Coach leaders through complex people challenges and sensitive situations Lead organizational design efforts to support company strategy Oversee core HR functions including: Talent acquisition and workforce planning Performance management Compensation and benefits Training and development Employee relations Drive change management and transformation initiatives Lead key HR projects and strategic initiatives What You'll Bring 10+ years of progressive HR experience with at least 4 years in a hands-on leadership role Bachelor's degree in Human Resources, Business, or related field Proven experience leading teams and delivering results through others Strong business acumen, including understanding of financial drivers and labor costs Expert-level relationship building and stakeholder management skills Advanced problem-solving abilities with an analytical mindset Demonstrated ability to manage multiple priorities in a fast-paced environment Track record of selecting and developing top talent Comprehensive knowledge of HR laws and regulations Preferred Qualifications SPHR or SHRM-SCP certification MBA or JD Experience with Collective Bargaining Agreements Facilities management industry experience HR Center of Excellence experience Success in This Role Means You Build lasting, trusting relationships Provide expert consultation Think innovatively about challenges Demonstrate excellent listening and diagnostic skills Communicate effectively across all levels Commit to continuous improvement Other Requirements Must pass drug test, background checks (company and FAA), and driving history check Valid driver's license required Physical requirements include ability to: Stand and sit for extended periods , Perform various physical movements (reach, twist, bend, etc.), Operate standard office equipment, Function in high-pressure situations EOE Statement: Keystone Management, LLC is an Equal Opportunity/Affirmative Action employer. It is our policy to employ qualified applicants for all positions without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, veteran status, disability, genetic information, or other protected status