Senior Human Resources Manager jobs at Johnson & Johnson

Life changing therapies. Global impact. Bridge to thousands of biopharma companies and their patients. **We are PCI.** Our investment is in People who make an impact, drive progress and create a better tomorrow. Our strategy includes building teams across our global network to pioneer and shape the future of PCI. The Sr. Manager, Global HR Compliance will play a critical role in building, enhancing, and governing PCI Pharma Services' global HR compliance framework. Reporting to the Executive Director of Global HR Operations, this role ensures that PCI's employment practices, including regulatory adherence, work authorization, policy management, government reporting, and pre-employment screening, are consistent, audit-ready, scalable, and aligned with global risk mitigation objectives. This position blends operational excellence with strategic compliance leadership. The ideal candidate possesses strong knowledge of global employment regulations, experience in managing cross-regional compliance programs, and the ability to operationalize HR policies and regulatory requirements across various systems, processes, and teams. **Responsibilities:** **Global Regulatory & Employment Compliance Management** + Oversee global employment compliance requirements across North America, EMEA, and APAC, ensuring adherence to federal, state, and local regulations. + Manage ongoing monitoring of regulatory changes impacting HR (e.g., wage/hour laws, employment documentation, mandatory reporting, works council requirements). + Serve as a primary point of contact for regulators and government agencies for HR-related audits, inspections, and inquiries. + Lead the creation, maintenance, and governance of global HR compliance calendars, controls, and audit frameworks. + Ensure compliance with key employment legislation across the U.S. (FLSA, FMLA, EEOC laws, state labor codes), Canada (Employment Standards, provincial labor laws), UK (Employment Rights Act, Equality Act), Ireland (Employment Equality Acts, Organisation of Working Time Act), Australia (Fair Work Act, NES), Spain (Workers' Statute), and Germany (BetrVG, Arbeitszeitgesetz). **Work Authorization, Right-to-Work, & Visa Sponsorship** + Lead global work authorization processes, ensuring compliant hiring and continued employment documentation across all countries. + Oversee immigration and sponsorship programs, partnering with legal counsel and mobility vendors to ensure timely and compliant visa processing. + Maintain global immigration vendor partnerships and ensure sponsorship programs align with local law, including Skilled Worker / Global Talent visas (UK), EAD/H-1B (U.S.), TSS 482 (Australia), etc. + Implement standardized right-to-work verification procedures and monitor global adherence. + Develop dashboards and reporting mechanisms to track expirations, renewals, and risk indicators. **Background Check Program & Adjudication** + Own PCI's global background check program, including vendor management, adjudication guidelines, and compliance with local legislation (e.g., Fair Chance laws, GDPR). + Implement consistent global screening standards while adapting to regional regulatory requirements. + Partner with Talent Acquisition, Legal, and regional HR teams to resolve escalations and ensure timely candidate clearance. **Policy Governance & Systems Implementation** + Lead the development, harmonization, and governance of global HR policies, handbooks, and mandatory guidelines. + Partner with HRIS to configure country-specific validations, workflows, time-off rules, holiday calendars, and document retention requirements. + Ensure HR systems (e.g., Workday) support compliance requirements such as document retention, right-to-work tracking, training assignments, attestations, and required reporting. **IPO Readiness & HR Risk Controls** + Support HR's compliance readiness for IPO activities, including documentation standards, SOX-like controls, data governance, and audit preparation. + Create scalable compliance processes aligned with public-company expectations for accuracy, transparency, and documentation. + Prepare global evidence packs for audits that include region-specific documentation standards. + Collaborate with Legal, Finance, and Internal Audit to maintain comprehensive risk registers and remediation plans. **Government Reporting & Mandatory Filings** + Lead the preparation and submission of required HR reports and filings globally (e.g., EEO-1, VETS-4212, gender pay reporting, modern slavery reporting, GDPR documentation for HR, statutory workforce data exports). + Ensure data accuracy and timely submission of all government-mandated reports. + Maintain documentation and controls for audit readiness and regulatory reviews. **Compliance Analytics, Reporting & Insights** + Develop compliance dashboards, metrics, and risk indicators to provide visibility to HR and executive leadership. + Analyze global compliance gaps, trends, and root causes; recommend process and policy improvements. + Benchmark PCI's compliance programs against best practices in the life sciences and manufacturing industries. **Project Management & Change Delivery** + Lead HR compliance projects including new regulatory implementations, system enhancements, M&A integration, new market entry, and policy rollouts. + Drive organizational adoption through communications, training, and change management. + Document and standardize compliance processes to ensure global scalability and audit readiness. + Evaluate HR compliance risks during M&A due diligence and manage post-acquisition onboarding, system configuration, policy harmonization, and regulatory readiness for newly acquired sites. **Qualifications:** **Required** + Bachelor's degree in human resources, Business Administration, Legal Studies, or related field. + 8-10 years of experience in HR compliance, global employment law support, HR operations, or related functions within a multinational environment. + Strong knowledge of global employment regulations, work authorization, and HR policy governance. + Experience managing visa sponsorship and immigration programs. + Demonstrated experience implementing HR compliance requirements in systems such as Workday. + Strong analytical and reporting skills with the ability to interpret regulatory data and create actionable insights. + Excellent communication, organizational, and project management capabilities. + Proven ability to work cross-functionally and manage complex, multi-regional requirements in a fast-paced, high-growth environment. **Preferred** + Experience in highly regulated industries such as pharmaceuticals, biotech, or manufacturing. + Familiarity with IPO readiness activities or public-company HR compliance standards. + Certification such as PHR/SPHR, SHRM-CP/SCP, or immigration-related credentials. + Experience working with background screening vendors and adjudication guidelines. + Knowledge of global data protection regulations (e.g., GDPR, APEC frameworks). **Work Model & Travel Requirements** + Remote/hybrid depending on location. + Occasional international travel (up to 10%) to support compliance initiatives, audits, or site readiness activities. \#LI-EK1 Join us and be part of building the bridge between life changing therapies and patients. Let's talk future (***************** **Equal Employment Opportunity (EEO) Statement:** _PCI Pharma Services is an Equal Opportunity/Affirmative Action Employer. We do not unlawfully discriminate on the basis of race, color, religion, age, sex, creed, national origin, ancestry, citizenship status, marital or domestic or civil union status, familial status, affectional or sexual orientation, gender identity or expression, genetics, disability, military eligibility or veteran status, or any other protected status._ _At PCI, Equity and Inclusion are at the core of our company's purpose: Together, delivering life-changing therapies. We are committed to cultivating an inclusive workplace by holding ourselves accountable to the highest standards of understanding, fairness, respect, and equal opportunity - at every level. We envision a PCI community where everyone can belong and grow, and we strive to bring this vision to reality by continuously and intentionally assessing our people practices, policies and programs, marketing approach, and workplace culture._ Why work for PCI Pharma Services? At PCI, we have an uncompromising focus on providing quality and operational excellence and providing the industry leading customer experience. Our people make all of this happen, so providing an industry leading experience for our people is equally as important. By creating an authentic culture of purposeful work, we aspire to be an interesting and fulfilling place for talented individuals to grow careers. We live a philosophy of intentional learning combined with real-life experience supported by a fair and competitive rewards program. We are individuals, teams and a company that believes in our purpose and our approach is simple, the people who work at PCI fuel our business; we don't say no, we figure out how. PCI Pharma Services is an Equal Opportunity Employer/Vet/Disabled

**Who is USP?** The U.S. Pharmacopeial Convention (USP) is an independent scientific organization that collaborates with the world's top authorities in health and science to develop quality standards for medicines, dietary supplements, and food ingredients. USP's fundamental belief that Equity = Excellence manifests in our core value of Passion for Quality through our more than 1,300 hard-working professionals across twenty global locations to deliver the mission to strengthen the supply of safe, quality medicines and supplements worldwide. At USP, we value inclusivity for all. We recognize the importance of building an organizational culture with meaningful opportunities for mentorship and professional growth. From the standards we create, the partnerships we build, and the conversations we foster, we affirm the value of Diversity, Equity, Inclusion, and Belonging in building a world where everyone can be confident of quality in health and healthcare. USP is proud to be an equal employment opportunity employer (EEOE) and affirmative action employer. We are committed to creating an inclusive environment in all aspects of our work-an environment where every employee feels fully empowered and valued irrespective of, but not limited to, race, ethnicity, physical and mental abilities, education, religion, gender identity, and expression, life experience, sexual orientation, country of origin, regional differences, work experience, and family status. We are committed to working with and providing reasonable accommodation to individuals with disabilities. **Brief Job Overview** [This role will be Remote with 50% onsite requirement] The Senior Human Resources Business Partner provides HR support to assigned client groups, ensuring effective and impactful implementation of human resources practices, processes and programs that support organizational effectiveness and development. The incumbent will perform a wide range of HR activities closely engaging as a strategic business collaborator translating business strategies into HR priorities and providing advice/coaching to staff and leadership. They will also partner with key Executive Team members to ensure USP's workforce and talent programs align to USP's strategic plans. The Senior Human Resources Manager will drive cross-functional initiatives within the organization and is expected to play a key role in benchmarking best practices and leveraging relationships. **How will YOU create impact here at USP?** + Provides strategic HR business partnership and coaching to people managers to impact the engagement, development, and retention of talent. + In partnership with the Equity Office, serves as an advocate for building diverse and inclusive teams. + Acts as a trusted advisor of client leaders. Builds the business partner relationship with management and staff. Understands the business, goals, and challenges and identifies and/or helps to address systemic issues. Provides continuous coaching and guidance to client group regarding organizational issues that are impacting its overall effectiveness. Conduct appropriate diagnosis and potential interventions. + Leads complex and multi-year projects and initiatives that enable USP's global HR strategy to fully support the current and future strategic plans of the organization. Leverages relationships with members of the HR Leadership Team, ET members and their staff to understand USP's strategic requirements with regards to talent and workforce planning, identify initiatives and project manage the work necessary to achieve the desired results. + Manages internal project resources as well as consultants to ensure successful outcomes for projects + Manages challenging and complex employee relations matters. Recognizes issues and problems that are interfering with the effectiveness of the individual's or the organization's performance. Develops recommendations and provides guidance to clients for resolutions. In conjunction with managers, analyzes trends and root causes and looks for opportunities to improve work environment and client group satisfaction when appropriate. + Assists managers with all aspects of the annual performance management and development process including coaching client groups on effective documentation practices for good and poor performance. Ensures legal compliance and provides constructive feedback to evaluator to improve quality of evaluation where necessary. + Identifies talent gaps and development needs of the client groups, its managers, and staff in key positions. Plays a role in implementing succession planning, career management, performance management and recruiting strategies. + Partners with leaders to develop effective organization design strategies. Develops effective communication plans and change management strategies to optimize change adoption and acceptance. + Evaluate employee survey data and other employee feedback to assess issues with employee engagement and team culture. Partner with leaders in developing action plans to address areas of concern and assists in determining progress for successful outcomes. + Partners with HR Centers of Excellence (e.g., Talent Acquisition, Total Rewards and Learning Strategy & Organizational -Effectiveness) to address related issues and problems and to ensure client groups receive the necessary services, support and communications from these centralized HR functions. + Analyzes employee exit interview feedback, consults with supervisors for areas of continuous improvement where needed. **Who is USP Looking For?** + Bachelor's degree in Human Resource Management, Social Sciences, Business or related field required. + A minimum of 8 years of experience in HR with a minimum of 6 years in a role which included a focus on identifying areas to increase organizational effectiveness through assessing and diagnosing situations and determining most appropriate intervention. Skills Sought + Experience in most areas of human resources but specifically in employee relations, organizational effectiveness, people development and compensation. + Experience in successfully launching and managing HR/OD projects and initiatives. + Highly developed listening skills coupled with the consistent utilization of a consultative approach. **Additional Desired Preferences** + Advanced degree in Organization Development, HR Management, Industrial Relations, or related field a plus. + Effectively communicate and partner with C-level Executives to achieve results + Excellent analytical and critical thinking skills leading to effective problem resolution, but also understands importance of intuition and instinct in the decision making process. + Knowledge of OD concepts and models such as team effectiveness, change management, facilitation and leadership development. + Conveys a positive and professional demeanor to employees at all times and possesses a high level of integrity. + Ability to objectively coach employees and management through complex, difficult, and emotional issues. + Must possess well-developed interpersonal communications, negotiation, writing, speaking, and strong listening skills. + Ability to exercise sound judgment with minimal direction/guidance but also knows when to escalate issues. + Adept at functioning effectively within a team environment, present ideas and opinions in a respective and collegial manner + Exceptional written and verbal communication skills with the proven ability to positively communicate, motivate, and influence at all levels in the organization. + Exceptional customer service disposition- enabling ability to effectively coach and provide value-add consultative services + Strong coaching, conflict resolution, relationship and team building skills + Core knowledge of HR principles, theories and concepts and all related local and federal laws and regulations. + Ability to scope, gain approval for and manage multiple projects simultaneously with strong results/goal orientation. + Strong proficiency/experience with Microsoft Office programs including Word, Excel, PowerPoint. **Supervisory Responsibilities** N/A **Benefits** USP provides you with the benefits you need to protect yourself and your family today and tomorrow. From company-paid time off, comprehensive healthcare options to retirement savings, you can have peace of mind that your personal and financial wellbeing are protected. **Compensation** Base Salary Range: $124,000 - 157,000 Target Annual Bonus: % Varies based on level of role Individual compensation packages are based on various factors unique to each candidate's skill set, experience, qualifications, equity, and other job-related reasons. Note: USP does not accept unsolicited resumes from 3rd party recruitment agencies and is not responsible for fees from recruiters or other agencies except under specific written agreement with USP. Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities This employer is required to notify all applicants of their rights pursuant to federal employment laws. For further information, please review the Know Your Rights (**************************** notice from the Department of Labor. **Job Category** Human Resources **Job Type** Full-Time

The McGregor Foundation is a recognized leader of innovation and high-value services in meeting the changing needs of Cleveland's seniors throughout Northeast Ohio. As a leading care provider for elders through our residential care services and community-based PACE program that keeps people connected in the community, and our grant-making foundation that supports affordable housing with services, workforce development and quality of life. The Role The Vice President of Human Resources will be an integral member of the executive leadership team responsible for overseeing all HR functions across multiple facilities, ensuring alignment with the organization's mission and values, and providing strategic guidance on workforce planning, talent acquisition and development, employee engagement, employee relations, compliance, compensation and benefits administration, labor contract administration, HR policy development, workers compensation, and performance management, while also fostering a positive and inclusive work culture that supports both the residents, participants and employees. Your leadership will help to drive key organizational outcomes, including talent acquisition, retention, performance optimization, and organization health, contributing directly to the overall success and growth of the organization. You will have the opportunity to shape the future of HR across our locations and work closely with senior executives to create a culture of respect, collaboration, and innovation. In addition to your leadership responsibilities, you will also be expected to provide hands-on support for day-to-day HR operations during times when our HR staff are unavailable to ensure continuity in HR services. The ideal candidate will bring deep HR leadership experience within healthcare or long-term care, exceptional communication skills, and a passion for fostering an engaged, high-performing workforce. Reporting to the President and CEO, this position requires the incumbent to promote the McGregor values of Respect, Community, Trust, and Impact in all duties, responsibilities, and interactions. What You Will Do • Lead and develop long-term HR strategies aligned with organizational goals • Partner with senior leadership to ensure HR practices support overall business objectives. • Step into day-to-day HR operations as needed in the absence of HR staff, ensuring continuity in HR services • Oversee talent acquisition, employee engagement, employee relations, performance management, leadership development, succession planning, labor contract administration and other essential HR functions. • Ensure compliance with federal, state, and local employment laws and work closely with leadership to ensure compliance with healthcare-specific regulations. • Champion equity and inclusion initiatives across the organization. • Maintain a positive organizational culture through effective communication and leadership. Qualifications • Bachelor's degree in human resources, Business Administration, or related field (Master's degree preferred) • PHR/SPHR, SHRM-CP, or SHRM-SCP, certification strongly preferred. • Minimum of 5-7 years of progressive HR leadership experience, with at least 3 years preferred in a healthcare or long-term care setting. • Proven ability to lead organization change and support multi-site operations. • Strong knowledge of employment law, regulatory compliance, and HR best practices • Exceptional interpersonal, communication, leadership, and strategic thinking skills. Benefits **Health/HSA, Dental, Vision, 403b Matching Retirement plan, Employer paid Life Insurance, optional Voluntary Life coverage, STD, LTD, Critical Illness and Accident coverage. Paid Time Off, Sick Time and Paid Holidays. McGregor is an Equal Opportunity Employer that recruits and hires qualified candidates without regard to race, religion, sex, sexual orientation, gender identity, age, national origin, ancestry, citizenship, disability, or veteran status.

Job title - Director, HR Indonesia The Country Lead HR Regions is responsible to create a consistent "One DSM-Firmenich" employee experience at every moment that matters, by bringing to live Country BU strategies, Group HR plans and processes, DSM Firmenich Values & Behaviours and integrated HR solutions to the local levels, to build business growth and engaged teams. At dsm-firmenich, people are at the heart of the company. We are committed to equal employment opportunities and value diversity in the workplace. Your key responsibilities * Act as a key driver of the One dsm-firmenich initiative, deploying global and regional HR priorities consistently across Indonesia * Provide efficient, aligned, and lean HR solutions that balance business needs with employee experience * Foster a culture of growth, collaboration, and performance within a matrix environment * Drive talent development strategies, including strategic staffing, succession planning, and building strong talent pipelines for both plant operations and commercial functions * Build and maintain strong HR partnerships across all levels, promoting a high-performance and employee-oriented culture that emphasizes empowerment, quality, productivity, and workforce development * Accountable for managing labor relations and unions across all sites, fostering constructive dialogue while safeguarding business continuity We offer * Unique career paths across health, nutrition and beauty - explore what drives you and get the support to make it happen * A chance to impact millions of consumers every day - sustainability embedded in all we do * A science led company, cutting edge research and creativity everywhere - from biotech breakthroughs to sustainability game-changers, you'll work on what's next * Growth that keeps up with you - you join an industry leader that will develop your expertise and leadership * A culture that lifts you up - with collaborative teams, shared wins, and people who cheer each other on * A community where your voice matters - it is essential to serve our customers well You bring * Bachelor's or Master's degree in Human Resources, Business Administration, or related field * 12+ years of progressive HR leadership experience, including experience in a manufacturing/plant environment with both blue- and white-collar employees * Proven track record in leading HR at country or multi-site level, preferably in a multinational organization * Strong exposure to labor relations and union management in Indonesia * Experience driving talent management, succession planning, and organizational development initiatives * Demonstrated success in balancing strategic HR leadership with hands-on operational delivery About dsm-firmenich At dsm-firmenich, we don't just meet expectations - we go beyond them. Join our global team powered by science, creativity, and a shared purpose: to bring progress to life. From elevating health to making fortified food and sustainable skincare, the impact of your work here will be felt by millions - every single day. Whether it's fragrance that helps you focus, alternative meat that's better for the planet, or reducing sugar without losing flavor, this is where you help shape the future of nutrition, health, and beauty for everyone, everywhere. And while you're making a difference, we'll make sure you're growing too. With learning that never stops, a culture that lifts you up and the freedom to move across businesses, teams, and borders. Your voice matters here. And your ideas? They're essential to our future. Because real progress only happens when we go beyond, together. Our application process Interested in this position? Please apply on-line by uploading your resume in English via our career portal (www. dsm-firmenich.com/careers). Inclusion, belonging and equal opportunity At dsm-firmenich, we believe being a force for good starts with the way we treat each other. When people feel supported, included, and free to be themselves, they do their best work - and that's exactly the kind of culture we're building. A place where opportunity is truly equal, authenticity is celebrated, and everyone has the chance to grow, contribute, and feel they belong. We're proud to be an equal opportunity employer, and we're serious about making our hiring process as fair and inclusive as possible. From inclusive language and diverse interview panels to thoughtful sourcing, we're committed to reflecting the world we serve. We welcome candidates from all backgrounds - no matter your gender, ethnicity, sexual orientation, or anything else that makes you, you. And if you have a disability or need any support through the application process, we're here to help - just let us know what you need, and we'll do everything we can to make it work. Agency statement We're managing this search directly at dsm-firmenich. If you're applying as an individual, we'd love to hear from you. We're not accepting agency submissions or proposals involving fees or commissions for this role.

For over 40 years, HemaCare, a Charles River company, has worked to making a positive impact on the world by providing the highest quality cellular material and services to biotech and pharmaceutical companies and research organizations that are performing innovative research and developing novel cell-based therapies. We recognize that our success depends on the vision and passion of our employees; that is why we are devoted to making HemaCare a rewarding and valuable place to work. We believe in making a difference, and at HemaCare, you will make a difference every day. Job Description Provide guidance and support in areas such as organizational development, performance management, recruitment and retention and compensation administration. Maintain two-way communication with global Research Model & Services (RMS) HR management and ensure RMS leaders are aware of all issues affecting global HR. Consult with line management and provide daily HR guidance Analyze trends and metrics with the HR department Resolve complex employee relations issues and address grievances Work closely with management and employees to improve work relationships, build morale and increase productivity and retention Provide HR policy guidance Monitor and report on workforce and succession planning Qualifications Proven work experience as an HR business partner Excellent people management skills Analytical and goal oriented Demonstrable experience with HR metrics Thorough knowledge of California labor markets Full understanding of all HR functions and best practices BS degree in Human Resources or related field High preference for someone with previous M&A experience High preference for someone with previous national high-growth workforce development planning Additional Information EEO-Compliant

If you believe healthcare is a right, that everyone deserves high quality care so they can enjoy their highest level of health and wellbeing, and you value each person's individual story - consider joining us at Neighborhood! As the director of HR you'll implement strategies and play a key role in building a positive and productive work environment for everyone who works at Neighborhood. About the Role: In this role, you'll report to the VP of Human Resources and lead a team of HR specialists. You'll use your skills and experience to identify, encourage and develop the skills and talents of your team. You'll build relationships with staff throughout the organization, and be a critical thinker and problem solver as you coach and develop managers. You'll manage projects in developing, documenting, training and supporting teams in the implementation of new workflows. Responsibilities include: Provides leadership to departmental staff Manages and implements HR strategies Advises management to resolve employee issues Develops and manages the performance evaluation process and leave of absence. You will be primarily based at our Northwest location, 155 Lawn Ave, Buffalo, but will regularly work scheduled time at other sites. What it's Like to Work at Neighborhood: The top three words employees say describe the work environment are: teamwork, supportive, kind. These are from an anonymous survey of Neighborhood employees for the Buffalo Business First Best Places to Work competition. Neighborhood has earned “finalist” distinction in the competition the last four years. We are a group of flexible and kind individuals who are open to each other's ideas, and see opportunities to innovate and find solutions when challenges arise. Education and Skills to be a Human Resources Manager: Bachelor's degree in Human Resources or related field 3+ years experience in Human Resources management Healthcare experience preferred Thorough knowledge of employment related laws and regulations Kindness; you treat each person with respect and compassion, valuing each person's story Resiliency; you see opportunities to innovate and find solutions when challenges arise Teamwork; you are open to others' unique perspectives, and will collaborate to meet shared goals What We Offer: Compensation: $101,000 - 108,000 annual salary (based on a full time, 40 hour work week) Individual compensation is based on various factors unique to each candidate, including skill set, experience, qualifications, and other position related components. Benefits: You'll have options for medical, dental, life, and supplemental insurance. We also offer a 403b match, health savings accounts with employer contribution, wellbeing programs, continuing education opportunities, generous paid time off, holidays. About Neighborhood: Neighborhood Health Center is the largest and longest serving Federally Qualified Health Center in Western New York, and is the highest ranked health center for quality in the region. We provide primary and integrated healthcare services all under one roof, regardless of a person's ability to pay. Services include internal/family medicine, pediatrics, OB-GYN, dentistry, podiatry, psychiatry, vision care, nutrition and behavioral health counseling, and pharmacy services. We're working toward a Western New York where all enjoy their highest level of health and wellbeing. Neighborhood Health Center is an equal opportunity employer.

Join us to create change and have an impact in homes around the world. At Electrolux, a leading global appliance company, we strive every day to shape living for the better for our consumers, our people, and our planet. We share ideas and collaborate so that together, we can develop solutions that deliver enjoyable and sustainable living. Come join us as you are. We believe diverse perspectives make us stronger and more innovative. In our global community of people from 100+ countries, we listen to each other, actively contribute, and grow together. Where you'll be: This position will be based in the Charlotte, NC HQ; hybrid work policy model. Key Responsibilities: Provide people insights and perspectives on business decisions. Supports business leaders in deployment of the People Plan. Works with more complex People First topics. People Plan: Deploy the midterm aspects of the People Plan, as aligned with HR Strategy Workforce Planning: Per people plan requirements. Organization Development: Per people plan requirements. Capability Deployment: Per people plan requirements. Leadership and Team Development: Based on identified needs, advise Leadership Team to drive Employee Engagement, Team ship and Business/People Leadership. Pipeline for leaders. Partner with the business leader to ensure Leadership team development - ensuring leadership teamwork efficiently. Compensation strategy: Accountable for executing the compensation strategy for area of scope. Responsible for bringing knowledge and current/future business needs back to CoE to secure the right strategy. Coach and advise leaders on how to set and work with compensation, aligned with talent needs, ensuring internal attention to equity. Use dashboards and other data reports to advise the business on prioritization of critical talent/performance. Ethics and Discipline: Proactively address employee relations issues, conducting investigations and provide resolutions in collaboration with leaders. Monitor employee morale and engagement, implementing initiatives to enhance the overall employee experience. People Advisory: Advise employees and people leaders on complex and/or out-of-the-box topics under various HR function areas requiring local knowledge and expertise. Act as a subject matter expert on region- or country-specific matters related to the various HR function areas overseen by People Relations. Represent the People area in local task forces and other relevant forums. Program Design & Delivery: Design and implement people programs specific to the needs of the area under scope. Implement global programs locally (e.g. D&I, wellbeing) and contextualize to local realities where needed. Create and execute local EoC programs within the factory. Accountable for local onboarding sessions. Labor Law and Compliance: Support processes and provides guidance related to inquiries relating to labor law and compliance, local legislative, regulatory, and labor relations advice for organizational changes. Talent & Performance Management: Guide people leaders on developing performance improvement plans compliant with legal guidelines. People Analytics: Leverage data and analytics to understand people needs and inform the design and delivery of people programs. Minimum Qualifications Bachelor's degree in business or related field 3-5 years of progressive HR experience with focus on manufacturing or industrial environments Generalist experience covering a wide array of HR function areas. Benefits highlights: Discounts on our award-winning Electrolux products and services Family-friendly benefits Insurance policy plan Extensive learning opportunities and flexible career path Please be advised that we are unable to offer visa sponsorship for this position at this time. Find more on: Electrolux Group North America: ************************************************************** Electrolux Group Careers: ******************************************** Electrolux Home Products, Inc. is an Equal Opportunity Employer (EOE). Qualified applicants are considered for employment without regard to age, race, color, religion, sex, national origin, sexual orientation, disability, or veteran status. If you need assistance or an accommodation during the application process because of a disability, it is available upon request through ******************************. The company is pleased to provide such assistance, and no applicant will be penalized as a result of such a request.

Job Description The Human Resources Business Partner (HRBP) will collaborate with leadership and employees to develop and implement HR strategies and initiatives that align with organizational goals. This role involves providing strategic guidance, supporting talent development, employee relations, performance management, and ensuring compliance with policies and regulations. The HRBP maintains an effective level of business literacy about the business unit's culture and delivers value-added service to management and employees that reflects the business objectives of the organization. The HRBP will work closely with management to foster a positive workplace culture, develop workforce plans, and support employee development and retention efforts. Benefits: Free Medical, Dental & Vision 13 Paid Holidays + PTO 403 (B) retirement match Life Insurance, EAP Tuition Reimbursement Flexible Spending Account Continued workforce development & training Succession plans & growth within Qualifications/Licensure: To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Education & Experience Bachelor's degree in Human Resources, Business, or related field. A minimum of 8 years of experience in resolving complex employee relations issues, preferably in a business partner capacity. Strong knowledge of California labor laws, and HR best practices. Working knowledge of multiple human resources disciplines, including compensation and benefits practices, leaves management, workers compensation, training and development, employee and union relations, DEIA, performance management, and federal and state employment law. Demonstrated analytical thinking, problem solving, and decision-making skills; A critical thinker with success in developing innovative solutions to business issues using higher order thinking. Excellent interpersonal and communication skills both orally and in writing. Proven ability to build relationships and influence decision-making at all levels of the organization. Prior experience provisioning Human Resources in a healthcare setting, preferred, and within a non-profit or Federally Qualified Heath Center (FQHC), a plus. Experience working in a labor environment, a plus. Ability to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, ordinances, and policies. Ability to acquire a thorough understanding of the organization's hierarchy, jobs, qualifications, compensation practices, and administrative practices and how they are interconnected. Collaborative, team-oriented, flexible, and able to work in a fast-paced, ever changing work environment. Strong organizational, prioritization, and time management skills. Advanced knowledge of Microsoft Office Suite (Outlook, Word, Excel, PowerPoint) and HRIS systems, ADP WorkforceNow, preferred. Human Resources certification, a plus. Establish, maintain, and foster positive and harmonious working relationships with those contacted in the course of work. Responsibilities: Performs a combination, but not necessarily all, of the following duties: Acts as a consultant to leadership on employment matters, including workforce development, compliance with employment policies, project management, and coaching and counseling management partners. Ensures smooth employee and labor relations, managing conflict resolution, and handling sensitive employment issues with confidentiality and professionalism. Leads change management initiatives and championing projects that support organizational growth and transformation. Works collaboratively at all levels of the organization, within the Human Resources, Legal & Compliance team and as a support to people managers to ensure successful resolution of employment issues in a timely and professional manner and in accordance with organizational values and policies. Manages employee leave requests, ensuring compliance with relevant laws like FMLA, CFRA, ADA, and PDL and provides expert guidance to both employees and managers acting as a key point of contact for leave-related inquiries and managing the leave of absence process from start to finish. Manages employee changes by communicating with managers, addressing concerns, and providing support to employees and ensuring the system of record is updated and appropriate documents filed. Collaborates with the Human Resources, Legal & Compliance team to develop and improve policies, systems and processes, while ensuring compliance with labor laws and company policies. Analyzes HR metrics and provides insights to drive decisions on employee engagement, retention, and organizational effectiveness. Conducts regular meetings within the respective business unit, offering HR advice when needed. Conducts effective, thorough and objective investigations. Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Provides day-to-day performance management guidance to line management, including, but not limited to coaching, counseling, career development, and disciplinary actions. Supports managers with the identification of training needs and individual management coaching needs. St. John's Community Health is an Equal Employment Opportunity Employer

For over 40 years, HemaCare, a Charles River company, has worked to making a positive impact on the world by providing the highest quality cellular material and services to biotech and pharmaceutical companies and research organizations that are performing innovative research and developing novel cell-based therapies. We recognize that our success depends on the vision and passion of our employees; that is why we are devoted to making HemaCare a rewarding and valuable place to work. We believe in making a difference, and at HemaCare, you will make a difference every day. Job Description Provide guidance and support in areas such as organizational development, performance management, recruitment and retention and compensation administration. Maintain two-way communication with global Research Model & Services (RMS) HR management and ensure RMS leaders are aware of all issues affecting global HR. Consult with line management and provide daily HR guidance Analyze trends and metrics with the HR department Resolve complex employee relations issues and address grievances Work closely with management and employees to improve work relationships, build morale and increase productivity and retention Provide HR policy guidance Monitor and report on workforce and succession planning Qualifications Proven work experience as an HR business partner Excellent people management skills Analytical and goal oriented Demonstrable experience with HR metrics Thorough knowledge of California labor markets Full understanding of all HR functions and best practices BS degree in Human Resources or related field High preference for someone with previous M&A experience High preference for someone with previous national high-growth workforce development planning Additional Information EEO-Compliant

7,000 Diseases - 500 Treatments - 1 Rare Pharmacy PANTHERx is the nation's largest rare disease pharmacy, and we put the patient experience at the top of everything that we do. If you are looking for a career in the healthcare field that embraces authentic dedication to patient care, you don't need to look beyond PANTHERx. In every line of service, in every position and area of expertise, PANTHERx associates are driven to provide the highest quality outcomes for our patients. We are seeking team members who: Are inspired and compassionate problem solvers; Produce high quality work; Thrive in the excitement of the ever-challenging environment of modern medicine; and Are committed to achieving superior health outcomes for people living with rare and devastating diseases. At PANTHERx, we know our employees are the driving force in what we do. We cultivate talent and encourage growth within PANTHERx so that our associates can continue to explore their interests and expand their careers. Guided by our mission to provide uncompromising quality every day, we continue our strategic growth to further reach those affected by rare diseases. Join the PANTHERx team, and define your own RxARE future in healthcare! Location: Pittsburgh, PA (Hybrid) Classification: Exempt Status: Full-time Reports to: CHRO Purpose Reporting to the Chief Human Resources Officer, the Human Resources Business Partner is an experienced, hands-on business advisor, responsible for the oversight and administration of HR processes and functions including talent management, position design, employee relations, performance management, policy design and training needs and design. Guided by best practices and legal compliance, this role guides management or employees in diverse HR areas, in support of the company's mission and values, directly or through direct reports. The Human Resources Business Partner also collaborates closely with other HR team members and internal stakeholders as needed to action solutions and enhancements to processes, communications and documentation. Responsibilities Partner with leaders to understand business objectives and design HR strategies that enable growth efficiency and culture alignment Provide thought leadership on organization design, change management and workforce planning Influence and coach leaders on leadership effectiveness, team dynamics and talent development Partner with L & D team to strengthen leadership pipelines and enhance employee development programs Drive performance management processes to ensure clear expectations, accountability and continuous feedback Guide manager stakeholders on the development and planning of talent needs, and the design of meaningful jobs descriptions and reporting lines to support effective talent acquisition and operational needs Ensure policy design and review occurs regularly and as needed in response to operational changes or legal and regulatory developments Afford proactive and hands-on employee relations support, effectively addressing concerns and promoting a positive and inclusive work environment Use HR analytics to provide insights, guide decisions and measure impact of HR initiatives Ensure compliance with all employment laws and regulations in a multi-state environment Respond to escalated employee relations matters to provide support for our employees and HRBP, including investigations, risk assessment and conflict resolution In partnership with HR leadership, works on HR-related projects to enhance HR functions and strengthen business partnerships, ensuring alignment with organizational goals Qualifications: Bachelor's degree in Human Resources, Business Administration, or related field; advanced degree is a plus Minimum of seven (7) years of progressive HR experience with experience in strategic HRBP, experience with partnering with IT departments, a plus Demonstrated success in HR within a fast paced, high growth and evolving environment Strategic mindset with the ability to translate business goals into people strategies Demonstrated strengths in critical thinking, emotional intelligence, and the ability to communicate clearly and influence with attention to details Data-driven decision-making skills and proficiency in HRIS analytics tools Superior relationship management skills, including active listening, coaching, and counseling. Strong consultative skills, including relationship building, process mapping, facilitation, and advocacy Creative problem solver with a strong work ethic Current and comprehensive knowledge of employment law, compliance, and HR best practices Work Environment This position operates in a home or professional office environment. This role routinely uses standard office equipment such as computers, phones, photocopiers and fax machines. Physical Demands While performing the duties of this job, the employee is regularly required to see, talk, or hear. The employee frequently is required to sit; stand; walk; use hands and fingers, handle or feel; and reach with hands and arms. Visual acuity is necessary for tasks such as reading, observing surroundings, or working with various forms of data. Reasonable accommodation may be made to enable individuals with disabilities to perform the essential functions of the job. Benefits Hybrid, remote and flexible on-site work schedules are available, based on the position. PANTHERx Rare Pharmacy also affords an excellent benefit package, including but not limited to medical, dental, vision, health savings and flexible spending accounts, 401K with employer matching, employer-paid life insurance and short/long term disability coverage, and an Employee Assistance Program! Generous paid time off is also available to all full-time employees, as well as limited paid time off for part-time employees. Of course we offer paid holidays too! Equal Opportunity PANTHERx Rare Pharmacy is an equal opportunity employer, and does not discriminate in recruiting, hiring, promotions or any term or condition of employment based on race, age, religion, gender, ethnicity, sexual orientation, gender identity, disability, protected veteran's status, or any other characteristic protected by federal, state or local laws.

Job Description Qualifications Purpose & Scope: The HR Business Partner (HRBP) is responsible for aligning business objectives with employees and management in designated business unit(s). This position formulates partnerships across the HR function to deliver value-added service to management and employees that reflects the business objectives of VHC Health. The HRBP maintains an effective level of literacy about HR best practices, VHC Health policies, and the strategy of the assigned business unit(s). Education: Bachelor's degree is preferred. Experience: Minimum of 2 years of experience resolving employee relations issues. Working knowledge of multiple human resource disciplines, including compensation practices, organizational diagnosis, employee relations, diversity, performance management, and federal and state respective employment laws. Certification/Licensure: None required Required Skills/Abilities Excellent verbal and written communication skills. Excellent interpersonal and customer service skills. Excellent organizational skills and attention to detail. Ability to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, ordinances, and policies. Ability to acquire a thorough understanding of the organization's hierarchy, jobs, qualifications, compensation practices, and the administrative practices related to those factors. Excellent time management skills with a proven ability to meet deadlines. Strong analytical and problem-solving skills. Proficient with Microsoft Office Suite or related software.

Do you want to join a team where the mission is meaningful, the challenges are complex, and you can directly see the results of your hard work? Lundbeck is a global biopharmaceutical company focusing exclusively on brain health. With more than 70 years of experience in neuroscience, we are committed to improving the lives of people with neurological and psychiatric diseases. Lundbeck employees are inspired and driven by our purpose to advance brain health and transform lives. Join us on our journey of growth! **Summary:** Directs the organization's compensation, benefits and HR operations functions.Responsible for overall design, implementation, communication, administration, and ongoing evaluation of the organization's compensation and benefits programs for the United States. Directs HR operations to ensure data accuracy, analytics and reporting support business decisions. Ensures that compensation and benefit programs support the organization's strategic objectives and meet all legal requirements. **Essential Functions:** + Develops and maintains total rewards philosophy and supporting programs that enable the organization in meeting its business objectives. These programs include base pay, short- and long-term incentive pay, health and welfare benefits, and retirement plans. + Directs team processes including compensation planning, survey participation and market pricing, open enrollment, LTI grant processes, employee surveys, and related processes. Manages approval process with VP Human Resources. + Directs HRIS activities, ensuring dashboards, data analytics, and special projects have sufficient staffing and support from Headquarters, Global Business Services, and the U.S. Analytics Team (ACE). + Collaborates with global total rewards leadership in Copenhagen to ensure alignment of U.S. programs with global strategies; contributes to global total rewards team. + Collaborates with Human Resource Business Partners and Talent Acquisition to ensure that programs address current and future business needs; aligns with Talent Management on major processes and communications campaigns. + Leads communications strategy for total rewards for the U.S.; ensures regular, employee-focused education on total rewards programs are delivered in an appropriate manner at the appropriate time. Develops and leads manager training on compensation topics including pay transparency and compensation decisions. + Evaluates market data, industry trends, and best practices, proactively seeks opportunities to enhance the competitiveness of compensation and benefits programs. + Collaborates with the Incentive Compensation team and Finance to provide a complete analysis and snapshot of total rewards costs and budget requests. + Recommends and presents plan design and annual total rewards budget to senior leadership. Manages the budget approval process with the VP Human Resources. + Directs process documentation and process improvements. Ensures that appropriate processes are moved to and completed by the Global Business Services team. + Contributes to due diligence for potential acquisitions, identifying costs and rewards risks. Leads integration of HR systems, compensation and benefits programs of acquired organizations into Lundbeck systems and programs. + Manages vendors including selection of data vendors, consultants, brokers, and advisors; negotiates contracts, seeking to balance competitiveness and appropriate service levels with cost control. + Ensures total rewards compliance with relevant regulatory standards and statutes. Identifies new compliance issues and manages compliance risk for both state and federal regulations. + Manages and directs the work of 3 team members; provides coaching and performance feedback; makes and communicates compensation decisions. + Other duties as assigned. **Required Education, Experience, and Skills:** + Accredited Bachelor's Degree + 10+ years of experience in benefits and compensation programs (Total Rewards Programs) + 5+ yearsdemonstrated experience in developing and administering complex compensation strategies and ability to balance strategic thinking with detailed focus on execution + 5+ years managing a team of direct reports to include hiring, training, coaching performance and professional development + Demonstrated knowledge of pertinent federal and state regulations, filing and compliance requirements (i.e., ERISA, ACA, HIPAA, COBRA, FMLA, IRS, ADA, Pay Equity and Pay Transparency, Section 125 regulations, 5500, Health Care Reform, Workers Compensation, Medicare, Social Security, DOL, FLSA) + Clear, precise and effective verbal and written communication and presentation skills + Results driven with ability to operate independently and proactively + Proven ability to establish rapport and work across all levels of organization and cultivate relationships to include executive leadership, HR Business Partners, Talent Acquisition, Talent Management, Procurement, Legal and Finance + Strong working knowledge of Microsoft Office Suite + Ability to drive multiple projects simultaneously with regularly adjusting priorities **Preferred Education, Experience, and Skills:** + Accredited Bachelor's Degree in Human Resources or related field with an emphasis in business or finance + Demonstrated experience with overseeing or managing HR operations, systems and tools. + Experience working with and benchmarking Life Sciences/Specialty Pharmaceutical Organizations + Knowledge in financial/business analysis techniques highly desirable + Industry certifications (CCP, CEBS, SPHR, PHR, etc.) + Experience with HRIS systems such as Success Factors, BenefitFocus and/or Ceridian Payroll **Travel:** + Willingness/Ability to travel up to 10% domestically. International travel may be required The range displayed is specifically for those potential hires who will work or reside in the state of Illinois, if selected for this role, and may vary based on various factors such as the candidate's qualifications, skills, competencies, and proficiency for the role. Salary Pay Range: $170,000 - $240,000 and eligibility for a 25% bonus target based on company and individual performance, and eligibility to participate in the company's long-term incentive plan. Benefits for this position include flexible paid time off (PTO), health benefits to include Medical, Dental and Vision and company match 401k. Additional benefits information can be found on our career site (***************************************************************************************************************** . Applications accepted on an ongoing basis. **Why Lundbeck** Lundbeck offers a robust and comprehensive benefits package to help employees live well and protect their health, family, and everyday life. Information regarding our benefit offering can be found on theU.S. career site (***************************************************************************************************************** . _Lundbeck is committed to working with and providing reasonable accommodations to disabled veterans and other individuals with disabilities during our employment application process. If, because of a disability, you need a reasonable accommodation for any part of the application process, please visit theU.S. career site (*********************************************************************** ._ _Lundbeck is proud to be an equal opportunity workplace. We are committed to equal employment opportunity regardless of race, color, religion, sex, sexual orientation, gender identity, age, national origin, disability, protected veteran status, and any other characteristic protected by law, rule, or regulation. Lundbeck participates inE-Verify (****************************************************************************************************************************** ._ **About Lundbeck** At Lundbeck, our most important contribution is easing the burden of the millions of people living with brain disorders. Whether it is migraine, depression, or other brain disorders, patients, their carers, and society as a whole depend on us. Through cutting edge science and strong partnerships, we develop and market some of the world's leading treatments, expanding into neuro-specialty and neuro-rare from our strong legacy within psychiatry and neurology. The brain health challenge is real. Our commitment is real. Our impact is real. **About Lundbeck** At Lundbeck, our most important contribution is easing the burden of the millions of people living with brain disorders. Whether it is migraine, depression, or other brain disorders, patients, their carers, and society as a whole depend on us. Through cutting edge science and strong partnerships, we develop and market some of the world's leading treatments, expanding into neuro-specialty and neuro-rare from our strong legacy within psychiatry and neurology. The brain health challenge is real. Our commitment is real. Our impact is real.

Do you want to join a team where the mission is meaningful, the challenges are complex, and you can directly see the results of your hard work? Lundbeck is a global biopharmaceutical company focusing exclusively on brain health. With more than 70 years of experience in neuroscience, we are committed to improving the lives of people with neurological and psychiatric diseases. Lundbeck employees are inspired and driven by our purpose to advance brain health and transform lives. Join us on our journey of growth! Summary: Directs the organization's compensation, benefits and HR operations functions. Responsible for overall design, implementation, communication, administration, and ongoing evaluation of the organization's compensation and benefits programs for the United States. Directs HR operations to ensure data accuracy, analytics and reporting support business decisions. Ensures that compensation and benefit programs support the organization's strategic objectives and meet all legal requirements. Essential Functions: * Develops and maintains total rewards philosophy and supporting programs that enable the organization in meeting its business objectives. These programs include base pay, short- and long-term incentive pay, health and welfare benefits, and retirement plans. * Directs team processes including compensation planning, survey participation and market pricing, open enrollment, LTI grant processes, employee surveys, and related processes. Manages approval process with VP Human Resources. * Directs HRIS activities, ensuring dashboards, data analytics, and special projects have sufficient staffing and support from Headquarters, Global Business Services, and the U.S. Analytics Team (ACE). * Collaborates with global total rewards leadership in Copenhagen to ensure alignment of U.S. programs with global strategies; contributes to global total rewards team. * Collaborates with Human Resource Business Partners and Talent Acquisition to ensure that programs address current and future business needs; aligns with Talent Management on major processes and communications campaigns. * Leads communications strategy for total rewards for the U.S.; ensures regular, employee-focused education on total rewards programs are delivered in an appropriate manner at the appropriate time. Develops and leads manager training on compensation topics including pay transparency and compensation decisions. * Evaluates market data, industry trends, and best practices, proactively seeks opportunities to enhance the competitiveness of compensation and benefits programs. * Collaborates with the Incentive Compensation team and Finance to provide a complete analysis and snapshot of total rewards costs and budget requests. * Recommends and presents plan design and annual total rewards budget to senior leadership. Manages the budget approval process with the VP Human Resources. * Directs process documentation and process improvements. Ensures that appropriate processes are moved to and completed by the Global Business Services team. * Contributes to due diligence for potential acquisitions, identifying costs and rewards risks. Leads integration of HR systems, compensation and benefits programs of acquired organizations into Lundbeck systems and programs. * Manages vendors including selection of data vendors, consultants, brokers, and advisors; negotiates contracts, seeking to balance competitiveness and appropriate service levels with cost control. * Ensures total rewards compliance with relevant regulatory standards and statutes. Identifies new compliance issues and manages compliance risk for both state and federal regulations. * Manages and directs the work of 3 team members; provides coaching and performance feedback; makes and communicates compensation decisions. * Other duties as assigned. Required Education, Experience, and Skills: * Accredited Bachelor's Degree * 10+ years of experience in benefits and compensation programs (Total Rewards Programs) * 5+ years demonstrated experience in developing and administering complex compensation strategies and ability to balance strategic thinking with detailed focus on execution * 5+ years managing a team of direct reports to include hiring, training, coaching performance and professional development * Demonstrated knowledge of pertinent federal and state regulations, filing and compliance requirements (i.e., ERISA, ACA, HIPAA, COBRA, FMLA, IRS, ADA, Pay Equity and Pay Transparency, Section 125 regulations, 5500, Health Care Reform, Workers Compensation, Medicare, Social Security, DOL, FLSA) * Clear, precise and effective verbal and written communication and presentation skills * Results driven with ability to operate independently and proactively * Proven ability to establish rapport and work across all levels of organization and cultivate relationships to include executive leadership, HR Business Partners, Talent Acquisition, Talent Management, Procurement, Legal and Finance * Strong working knowledge of Microsoft Office Suite * Ability to drive multiple projects simultaneously with regularly adjusting priorities Preferred Education, Experience, and Skills: * Accredited Bachelor's Degree in Human Resources or related field with an emphasis in business or finance * Demonstrated experience with overseeing or managing HR operations, systems and tools. * Experience working with and benchmarking Life Sciences/Specialty Pharmaceutical Organizations * Knowledge in financial/business analysis techniques highly desirable * Industry certifications (CCP, CEBS, SPHR, PHR, etc.) * Experience with HRIS systems such as Success Factors, BenefitFocus and/or Ceridian Payroll Travel: * Willingness/Ability to travel up to 10% domestically. International travel may be required The range displayed is specifically for those potential hires who will work or reside in the state of Illinois, if selected for this role, and may vary based on various factors such as the candidate's qualifications, skills, competencies, and proficiency for the role. Salary Pay Range: $170,000 - $240,000 and eligibility for a 25% bonus target based on company and individual performance, and eligibility to participate in the company's long-term incentive plan. Benefits for this position include flexible paid time off (PTO), health benefits to include Medical, Dental and Vision and company match 401k. Additional benefits information can be found on our career site. Applications accepted on an ongoing basis. Why Lundbeck Lundbeck offers a robust and comprehensive benefits package to help employees live well and protect their health, family, and everyday life. Information regarding our benefit offering can be found on the U.S. career site. Lundbeck is committed to working with and providing reasonable accommodations to disabled veterans and other individuals with disabilities during our employment application process. If, because of a disability, you need a reasonable accommodation for any part of the application process, please visit the U.S. career site. Lundbeck is proud to be an equal opportunity workplace. We are committed to equal employment opportunity regardless of race, color, religion, sex, sexual orientation, gender identity, age, national origin, disability, protected veteran status, and any other characteristic protected by law, rule, or regulation. Lundbeck participates in E-Verify. About Lundbeck At Lundbeck, our most important contribution is easing the burden of the millions of people living with brain disorders. Whether it is migraine, depression, or other brain disorders, patients, their carers, and society as a whole depend on us. Through cutting edge science and strong partnerships, we develop and market some of the world's leading treatments, expanding into neuro-specialty and neuro-rare from our strong legacy within psychiatry and neurology. The brain health challenge is real. Our commitment is real. Our impact is real. About Lundbeck At Lundbeck, our most important contribution is easing the burden of the millions of people living with brain disorders. Whether it is migraine, depression, or other brain disorders, patients, their carers, and society as a whole depend on us. Through cutting edge science and strong partnerships, we develop and market some of the world's leading treatments, expanding into neuro-specialty and neuro-rare from our strong legacy within psychiatry and neurology. The brain health challenge is real. Our commitment is real. Our impact is real.

SOUTHERN TIER ENVIRONMENTS FOR LIVING, INC. Employment Opportunity STEL, Inc. is the leading provider of mental health residential rehabilitation and support in the Chautauqua-Allegheny region. We seek caring, empathetic, and energetic individuals to join our team of professionals in supporting our mission to help people recover from mental illness. APPLY TODAY! Job Title: Human Resource Director Department: Administration Reports to: Executive Director / Chief Executive Officer Location: Dunkirk, NY FLSA Status: Exempt Employment Type: Full-time Organization Overview: Southern Tier Environments for Living, Inc. (STEL, Inc.) is a non-profit organization dedicated to providing safe, supportive housing and mental health services to individuals with psychiatric disabilities and other challenges. Our mission is to empower individuals to achieve stability, wellness, and independence within a community of dignity and respect. Position Summary: The Human Resource Director provides strategic leadership and operational management of the agency's human resource functions. This includes recruitment, onboarding, compliance, employee relations, performance management, compensation and benefits, staff development, DEI initiatives, and organizational culture. The HR Director ensures that all HR practices support the mission, values, and goals of a trauma-informed, recovery-oriented, and person-centered organization. Key Responsibilities: Strategic Leadership & Compliance: Develop and implement HR strategies aligned with organizational goals and mission. Ensure compliance with federal, state, and local employment laws, including FMLA, ADA, EEOC, OSHA, and labor regulations. Serve as a key advisor to leadership on organizational structure, workforce planning, and policy development. Recruitment & Talent Management: Oversee recruitment, hiring, and onboarding processes to attract and retain qualified staff. Promote inclusive and equitable hiring practices. Collaborate with program managers to assess staffing needs and talent pipelines. Employee Relations & Engagement: Foster a culture of collaboration, respect, accountability, and inclusion. Provide coaching and support to supervisors and staff to address workplace issues, performance concerns, and conflict resolution. Lead internal investigations and manage disciplinary actions when necessary. Compensation & Benefits Administration: Manage compensation systems and ensure internal equity and external competitiveness. Oversee benefits administration, including health insurance, leave policies, and wellness programs. Evaluate benefits offerings and negotiate with vendors as needed. Training & Staff Development: Identify training needs and collaborate with other Directors to develop programs, including DEI and trauma-informed care training. Support professional growth, retention, and succession planning across departments. HR Operations & Systems: Maintain and oversee personnel records in accordance with confidentiality and data protection standards. Ensure accurate payroll processing in coordination with the Finance department. Generate HR metrics and reports for executive leadership and the board as requested. Qualifications: Required: Bachelor's degree in Human Resources, Business Administration, or related field. Minimum of 7 years of progressive HR experience, including 3+ years in a leadership role. Demonstrated knowledge of employment law and HR best practices. Commitment to equity, diversity, and trauma-informed practices. Preferred: Master's degree in Human Resources, Public Administration, or related field. HR Certification (e.g., SHRM-SCP, SPHR). Familiarity with mental health services, supportive housing, or similar fields. Key Competencies: Strong interpersonal and communication skills. Strategic thinker with hands-on implementation skills. Ability to work collaboratively across departments and levels. Sensitivity to the needs of a diverse, multicultural workforce. Conflict resolution, negotiation, and coaching skills. Salary & Benefits: Salary commensurate with experience and excellent full-time benefits package including medical, dental, vision, Sec. 125 plan, retirement plan, employee assistance plan, and more. We are a Public Service Loan Forgiveness Program (PSLF) Employer. To Apply: Please submit a resume and cover letter to Thomas J. Whitney, Executive Director. All applications will be accepted on a rolling basis until the position is filled. APPLY TO: Thomas J. Whitney Executive Director STEL, Inc. 715 Central Avenue Dunkirk, NY 14048 ************** *****************

**Why Us?** We want the best and brightest people to help us achieve our mission to develop and deliver life-enhancing products through focused execution. Our nearly 3,000 global team members understand the important role we play in delivering healthcare and are dedicated to supporting each other as we work to bring the best treatments forward. Our shared values of Integrity & Quality, Innovation, Drive, Collaboration and Empathy guide our team and enable us to deliver upon our vision of helping everyone we serve live their best life. ** Summary** The Director, HRIS and HR Operations role supports critical activities and initiatives within the Human Resources function to ensure alignment with business needs, efficient workflows and accurate data. This position is a strategic leadership role and a crucial link between HR and IT and other business units, using data and technology to drive operational effectiveness to support organizational goals. This role will report to the Chief Administration Officer (CAO) and is expected to both initiate and support operational and strategic initiatives in close partnership with the HR Leadership Team, key stakeholders across the HR department and internal business partners, as well as engagement with external consultants as required. **Job Description** **Essential Functions** + Develop and execute the overall HR Operations and HRIS strategy, ensuring alignment with the organization's goals and objectives. + Ensures data management for accuracy and integrity of employee data within HRIS. + Ensure the security, integrity, privacy, and accuracy of all employee data through regular audits and robust governance protocols. + Leads the HRIS team and HR Operations team in day-to-day administrative tasks. + Drive continuous improvement initiatives to streamline administrative processes, eliminate redundancies, and enhance the overall employee experience. + Generate and analyze HR metrics and reports to support strategic decision-making. Use data analytics to identify trends and opportunities for improvement. + Enforce and maintain HR policies and procedures to ensure compliance with labor laws and data protection regulations. + Develop and document efficient HR workflows and business processes to improve HR operations. + Partner closely with HRBPs, Talent, Payroll, and IT to ensure seamless operational execution and an integrated HR technology environment + Manage relationships with HR Technology vendors; oversee contract, renewals, SLA's and performance. + Identify cross-functional stakeholders of projects and processes and proactively identify implications on their processes, policies, and work as a result of these projects + Partner closely with HR leadership to ensure HR systems and operations evolve in support of business and people strategies. + The above is intended to describe the general nature and level of work being performed by employees assigned to this role. They are not intended to be construed as an exhaustive list of all responsibilities, duties and skills required of employees assigned to this position. **Minimum Requirements** **Education / Experience / Skills:** Education: + Bachelor's degree in HR or Information Systems Technology or related discipline required. + Master's Preferred + 10 years experience working with HRIS systems and 3 managing an HRIS team + 3 years leadership experience in Human Resources Operations preferred + 5 years experience in Human Resources Business Partnering role in the pharmaceutical industry preferred + Experience with Workday HCM, Advanced Compensation, Benefits Security and Reporting modules + Able to effectively partner with IT and non-technical customers to understand user needs and translate needs into technical process and configuration requirements. + Strong leadership, management and team building skills to effectively lead cross functional project teams. + Thorough understanding of and experience with the system development life cycle. + Knowledge of both theoretical and practical aspects of project management. + Strong problem solving/analytical skills with attention to detail and a high level of accuracy. + Able to work in a dynamic organization by balancing multiple priorities. + Able to work both independently and with cross-functional teams using good judgment. + Proficient in Excel and managing data. + Good verbal and written communication skills. + Effective presentation skills for communicating the strategic story behind HR data. + Expert at influencing without authority and navigating complex stakeholder environment and driving for results **Organizational Relationship/Scope:** This position works with and has visibility to business functional leaders and as well as collaborating with other HR members within the organization. **Working Conditions:** Normal office environment working conditions and the ability to travel about 10%. **EEO Statement:** We comply with all applicable federal, state, and local laws prohibiting discrimination and harassment, and provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, gender, sexual orientation, gender identity, national origin, age, disability, veteran status, or genetic information, or any other classification protected by federal, state or local law. This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation and training. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or status as a protected veteran.

Why Us? We want the best and brightest people to help us achieve our mission to develop and deliver life-enhancing products through focused execution. Our nearly 3,000 global team members understand the important role we play in delivering healthcare and are dedicated to supporting each other as we work to bring the best treatments forward. Our shared values of Integrity & Quality, Innovation, Drive, Collaboration and Empathy guide our team and enable us to deliver upon our vision of helping everyone we serve live their best life. Summary The Director, HRIS and HR Operations role supports critical activities and initiatives within the Human Resources function to ensure alignment with business needs, efficient workflows and accurate data. This position is a strategic leadership role and a crucial link between HR and IT and other business units, using data and technology to drive operational effectiveness to support organizational goals. This role will report to the Chief Administration Officer (CAO) and is expected to both initiate and support operational and strategic initiatives in close partnership with the HR Leadership Team, key stakeholders across the HR department and internal business partners, as well as engagement with external consultants as required. Job Description Essential Functions Develop and execute the overall HR Operations and HRIS strategy, ensuring alignment with the organization's goals and objectives. Ensures data management for accuracy and integrity of employee data within HRIS. Ensure the security, integrity, privacy, and accuracy of all employee data through regular audits and robust governance protocols. Leads the HRIS team and HR Operations team in day-to-day administrative tasks. Drive continuous improvement initiatives to streamline administrative processes, eliminate redundancies, and enhance the overall employee experience. Generate and analyze HR metrics and reports to support strategic decision-making. Use data analytics to identify trends and opportunities for improvement. Enforce and maintain HR policies and procedures to ensure compliance with labor laws and data protection regulations. Develop and document efficient HR workflows and business processes to improve HR operations. Partner closely with HRBPs, Talent, Payroll, and IT to ensure seamless operational execution and an integrated HR technology environment Manage relationships with HR Technology vendors; oversee contract, renewals, SLA's and performance. Identify cross-functional stakeholders of projects and processes and proactively identify implications on their processes, policies, and work as a result of these projects Partner closely with HR leadership to ensure HR systems and operations evolve in support of business and people strategies. The above is intended to describe the general nature and level of work being performed by employees assigned to this role. They are not intended to be construed as an exhaustive list of all responsibilities, duties and skills required of employees assigned to this position. Minimum Requirements Education / Experience / Skills: Education: Bachelor's degree in HR or Information Systems Technology or related discipline required. Master's Preferred 10 years experience working with HRIS systems and 3 managing an HRIS team 3 years leadership experience in Human Resources Operations preferred 5 years experience in Human Resources Business Partnering role in the pharmaceutical industry preferred Experience with Workday HCM, Advanced Compensation, Benefits Security and Reporting modules Able to effectively partner with IT and non-technical customers to understand user needs and translate needs into technical process and configuration requirements. Strong leadership, management and team building skills to effectively lead cross functional project teams. Thorough understanding of and experience with the system development life cycle. Knowledge of both theoretical and practical aspects of project management. Strong problem solving/analytical skills with attention to detail and a high level of accuracy. Able to work in a dynamic organization by balancing multiple priorities. Able to work both independently and with cross-functional teams using good judgment. Proficient in Excel and managing data. Good verbal and written communication skills. Effective presentation skills for communicating the strategic story behind HR data. Expert at influencing without authority and navigating complex stakeholder environment and driving for results Organizational Relationship/Scope: This position works with and has visibility to business functional leaders and as well as collaborating with other HR members within the organization. Working Conditions: Normal office environment working conditions and the ability to travel about 10%. EEO Statement: We comply with all applicable federal, state, and local laws prohibiting discrimination and harassment, and provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, gender, sexual orientation, gender identity, national origin, age, disability, veteran status, or genetic information, or any other classification protected by federal, state or local law. This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation and training.

As a member of the Zoetis HR team, the Senior Manager, HR Business Partner serves as the main HR strategic advisor to the business and works directly with senior leadership, managers, and colleagues to deploy HR solutions. Specifically, the HRBP provides HR consultancy and coaching to leaders, managers and colleagues within an assigned client group. Specifically, this role will support the start-up and operations of the Atlanta manufacturing facility within the Biologicals/Biopharmaceuticals platform of Global Manufacturing & Supply. In this onsite client-facing role, the HR Business Partner leverages business group knowledge to identify and implement HR related improvement opportunities across the business. Additionally, s/he will partner with the HR Centers of Excellence (CoE) and Zoetis Colleague Services team (ZCS) to assess the delivery of HR programs and services to ensure the needs of the organization and the business are being met. Through onsite presence, the HRBP will partner with the business in the areas of employee relations, talent acquisition, colleague engagement, talent management, leadership development, change management, DEI, performance management, workforce planning and compensation planning/implementation. Will also partner with other members of the U.S. HR team to ensure successful delivery of HR programs and initiatives across multiple U.S. locations. (Near-term) Responsibilities in a Startup Environment: As an HRBP in our startup manufacturing facility, incumbent will play a pivotal role in building and shaping our organizational culture from the ground up. S/he will be expected to adapt swiftly to evolving priorities, proactively lead the implementation of HR policies and processes, and champion colleague engagement initiatives. This position requires close collaboration with diverse teams-including shop floor colleagues, managers, supervisors, executives, vendors, and community stakeholders-to ensure seamless communication and alignment across all levels. HR will support production scale-up and play a critical role in workforce planning and colleague recruiting and retention. Flexibility is essential, as incumbent may be called upon to assist with tasks outside traditional HR requirements to help other departments meet operational needs during rapid growth. The ideal candidate will demonstrate maturity, professionalism, and the presence to tailor their approach to a wide range of audiences, ensuring the sustainability and scalability of our processes as we expand. Responsibilities: * Collaborate with business leadership, managers, and colleagues as the primary HR strategic advisor for the GMS business. * Develop a trusted advisor relationship with leadership and proactively provide advice and the people context for business decisions. * Manage and build a strategic talent pipeline and workforce plan across the organization. * Oversee end-to-end workforce planning and recruitment for all site roles, often at high volume and pace. * Develop staffing models, shift schedules, and support resource allocation as production ramps up. * Implement foundational HR policies, procedures, and workflows tailored to a new manufacturing operation. * Support the onboarding programs specific to HR, compliance, and company culture. * Represent and educate managers and colleagues on principles of Engagement and Inclusion. Act as a culture champion, setting the tone for workplace norms, values, and employee engagement in a brand-new facility. * Promote the strategic relationship between HR and management to define business challenges, identify opportunities to deliver value-added HR services and programs, and translate them into focused HR initiatives. * Guide employees and leaders through frequent changes, process updates, and organizational pivots inherent to startups. * Resolve conflicts, coach managers, and provide support to employees from the shop floor to the executive suite. * Respond quickly to unexpected challenges, such as equipment failures, staffing shortages, or regulatory issues. * Network and collaborate with other HR Business Partners, CoEs and ZCS to agree on a common people agenda throughout the organization, leverage experiences / practices across geographies, and evaluate effectiveness of HR solutions * Partner with the CoE and ZCS to ensure that HR programs are feasible for the business and can be implemented. * Interpret and administer HR policies policy within delegated authority. * Partner with managers, the Benefits CoE, and the Leaves of Absence experts to interpret and manage individual Short-Term Disability, FMLA, and ADA claims. * Actively listen and seek to understand various points of view to arrive at best solution. * Embrace and drive change for HR programs. * Support colleague engagement and cultural programs and initiatives. * Confidently manage upwards and downwards throughout the organization. * Monitor HR data and trends and leverage business intelligence to provide new insights using Artificial Intelligence (AI) and Data and People Analytics. * Monitor results of the delivered HR programs, and work with the CoE and ZCS to facilitate changes and improvements as needed * Actively promote and reinforce the Zoetis Core Beliefs. Qualifications: * Bachelor's degree required; Master's degree or JD preferred * Minimum of 8 years of relevant HR experience is required, preferably in a manufacturing environment. * Strong business acumen with demonstrated understanding of business strategy * Ability to build deep and influential business partnerships throughout the organization by demonstrating an understanding of business fundamentals and decision-making processes * Strong analytical abilities to illustrate HR's impact on the organization * Embraces change and views challenges as business opportunities * Demonstrated success in championing change * Ability to confidently facilitate conversations between people with differing views and backgrounds * Ability to modify own behaviors and approaches to address diverse needs and audiences * Ability to breakdown complex situations into individual components and understand the interrelationship between these components * Demonstrated success working in a global, complex organization across functions, cultures, and levels * Adept and flexible and creative problem-solving * Experience with people management and development * Able to appropriately push back and challenge the status quo * Strong verbal and written communication skills to interact with senior level managers and executives * HR Information Systems experience preferred, Workday a plus * Highly proficient in Microsoft Office software Physical Requirements: * Ability to travel to U.S. locations as needed (5-10%). * Position is onsite in Atlanta, GA (Lithia Springs) * General work hours are from 8:00 am to 5:00 pm in an office setting. * Ability to access manufacturing plant and to use necessary personal protective equipment. Full time Regular Colleague Any unsolicited resumes sent to Zoetis from a third party, such as an Agency recruiter, including unsolicited resumes sent to a Zoetis mailing address, fax machine or email address, directly to Zoetis employees, or to Zoetis resume database will be considered Zoetis property. Zoetis will NOT pay a fee for any placement resulting from the receipt of an unsolicited resume. Zoetis will consider any candidate for whom an Agency has submitted an unsolicited resume to have been referred by the Agency free of any charges or fees. This includes any Agency that is an approved/engaged vendor but does not have the appropriate approvals to be engaged on a search. Zoetis is committed to equal opportunity in the terms and conditions of employment for all employees and job applicants without regard to race, color, religion, sex, sexual orientation, age, gender identity or gender expression, national origin, disability or veteran status or any other protected classification. Disabled individuals are given an equal opportunity to use our online application system. We offer reasonable accommodations as an alternative if requested by an individual with a disability. Please contact Zoetis Colleague Services at ********************************** to request an accommodation. Zoetis also complies with all applicable national, state and local laws governing nondiscrimination in employment as well as employment eligibility verification requirements of the Immigration and Nationality Act. All applicants must possess or obtain authorization to work in the US for Zoetis. Zoetis retains sole and exclusive discretion to pursue sponsorship for the acquisition or maintenance of nonimmigrant status and employment eligibility, considering factors such as availability of qualified US workers. Individuals requiring sponsorship must disclose this fact. Please note that Zoetis seeks information related to job applications from candidates for jobs in the U.S. solely via the following: (1) our company website at ********************** site, or (2) via email to/from addresses using only the Zoetis domain of "@zoetis.com". In addition, Zoetis does not use Google Hangout for any recruitment related activities. Any solicitation or request for information related to job applications with Zoetis via any other means and/or utilizing email addresses with any other domain should be disregarded. In addition, Zoetis will never ask candidates to make any type of personal financial investment related to gaining employment with Zoetis.

As a member of the Zoetis HR team, the Senior Manager, HR Business Partner serves as the main HR strategic advisor to the business and works directly with senior leadership, managers, and colleagues to deploy HR solutions. Specifically, the HRBP provides HR consultancy and coaching to leaders, managers and colleagues within an assigned client group. Specifically, this role will support the start-up and operations of the Atlanta manufacturing facility within the Biologicals/Biopharmaceuticals platform of Global Manufacturing & Supply. In this onsite client-facing role, the HR Business Partner leverages business group knowledge to identify and implement HR related improvement opportunities across the business. Additionally, s/he will partner with the HR Centers of Excellence (CoE) and Zoetis Colleague Services team (ZCS) to assess the delivery of HR programs and services to ensure the needs of the organization and the business are being met. Through onsite presence, the HRBP will partner with the business in the areas of employee relations, talent acquisition, colleague engagement, talent management, leadership development, change management, DEI, performance management, workforce planning and compensation planning/implementation. Will also partner with other members of the U.S. HR team to ensure successful delivery of HR programs and initiatives across multiple U.S. locations. (Near-term) Responsibilities in a Startup Environment: As an HRBP in our startup manufacturing facility, incumbent will play a pivotal role in building and shaping our organizational culture from the ground up. S/he will be expected to adapt swiftly to evolving priorities, proactively lead the implementation of HR policies and processes, and champion colleague engagement initiatives. This position requires close collaboration with diverse teams-including shop floor colleagues, managers, supervisors, executives, vendors, and community stakeholders-to ensure seamless communication and alignment across all levels. HR will support production scale-up and play a critical role in workforce planning and colleague recruiting and retention. Flexibility is essential, as incumbent may be called upon to assist with tasks outside traditional HR requirements to help other departments meet operational needs during rapid growth. The ideal candidate will demonstrate maturity, professionalism, and the presence to tailor their approach to a wide range of audiences, ensuring the sustainability and scalability of our processes as we expand. Responsibilities: Collaborate with business leadership, managers, and colleagues as the primary HR strategic advisor for the GMS business. Develop a trusted advisor relationship with leadership and proactively provide advice and the people context for business decisions. Manage and build a strategic talent pipeline and workforce plan across the organization. Oversee end-to-end workforce planning and recruitment for all site roles, often at high volume and pace. Develop staffing models, shift schedules, and support resource allocation as production ramps up. Implement foundational HR policies, procedures, and workflows tailored to a new manufacturing operation. Support the onboarding programs specific to HR, compliance, and company culture. Represent and educate managers and colleagues on principles of Engagement and Inclusion. Act as a culture champion, setting the tone for workplace norms, values, and employee engagement in a brand-new facility. Promote the strategic relationship between HR and management to define business challenges, identify opportunities to deliver value-added HR services and programs, and translate them into focused HR initiatives. Guide employees and leaders through frequent changes, process updates, and organizational pivots inherent to startups. Resolve conflicts, coach managers, and provide support to employees from the shop floor to the executive suite. Respond quickly to unexpected challenges, such as equipment failures, staffing shortages, or regulatory issues. Network and collaborate with other HR Business Partners, CoEs and ZCS to agree on a common people agenda throughout the organization, leverage experiences / practices across geographies, and evaluate effectiveness of HR solutions Partner with the CoE and ZCS to ensure that HR programs are feasible for the business and can be implemented. Interpret and administer HR policies policy within delegated authority. Partner with managers, the Benefits CoE, and the Leaves of Absence experts to interpret and manage individual Short-Term Disability, FMLA, and ADA claims. Actively listen and seek to understand various points of view to arrive at best solution. Embrace and drive change for HR programs. Support colleague engagement and cultural programs and initiatives. Confidently manage upwards and downwards throughout the organization. Monitor HR data and trends and leverage business intelligence to provide new insights using Artificial Intelligence (AI) and Data and People Analytics. Monitor results of the delivered HR programs, and work with the CoE and ZCS to facilitate changes and improvements as needed Actively promote and reinforce the Zoetis Core Beliefs. Qualifications: Bachelor's degree required; Master's degree or JD preferred Minimum of 8 years of relevant HR experience is required, preferably in a manufacturing environment. Strong business acumen with demonstrated understanding of business strategy Ability to build deep and influential business partnerships throughout the organization by demonstrating an understanding of business fundamentals and decision-making processes Strong analytical abilities to illustrate HR's impact on the organization Embraces change and views challenges as business opportunities Demonstrated success in championing change Ability to confidently facilitate conversations between people with differing views and backgrounds Ability to modify own behaviors and approaches to address diverse needs and audiences Ability to breakdown complex situations into individual components and understand the interrelationship between these components Demonstrated success working in a global, complex organization across functions, cultures, and levels Adept and flexible and creative problem-solving Experience with people management and development Able to appropriately push back and challenge the status quo Strong verbal and written communication skills to interact with senior level managers and executives HR Information Systems experience preferred, Workday a plus Highly proficient in Microsoft Office software Physical Requirements: Ability to travel to U.S. locations as needed (5-10%). Position is onsite in Atlanta, GA (Lithia Springs) General work hours are from 8:00 am to 5:00 pm in an office setting. Ability to access manufacturing plant and to use necessary personal protective equipment. Full time RegularColleague Any unsolicited resumes sent to Zoetis from a third party, such as an Agency recruiter, including unsolicited resumes sent to a Zoetis mailing address, fax machine or email address, directly to Zoetis employees, or to Zoetis resume database will be considered Zoetis property. Zoetis will NOT pay a fee for any placement resulting from the receipt of an unsolicited resume. Zoetis will consider any candidate for whom an Agency has submitted an unsolicited resume to have been referred by the Agency free of any charges or fees. This includes any Agency that is an approved/engaged vendor but does not have the appropriate approvals to be engaged on a search. Zoetis is committed to equal opportunity in the terms and conditions of employment for all employees and job applicants without regard to race, color, religion, sex, sexual orientation, age, gender identity or gender expression, national origin, disability or veteran status or any other protected classification. Disabled individuals are given an equal opportunity to use our online application system. We offer reasonable accommodations as an alternative if requested by an individual with a disability. Please contact Zoetis Colleague Services at ********************************** to request an accommodation. Zoetis also complies with all applicable national, state and local laws governing nondiscrimination in employment as well as employment eligibility verification requirements of the Immigration and Nationality Act. All applicants must possess or obtain authorization to work in the US for Zoetis. Zoetis retains sole and exclusive discretion to pursue sponsorship for the acquisition or maintenance of nonimmigrant status and employment eligibility, considering factors such as availability of qualified US workers. Individuals requiring sponsorship must disclose this fact. Please note that Zoetis seeks information related to job applications from candidates for jobs in the U.S. solely via the following: (1) our company website at ********************** site, or (2) via email to/from addresses using only the Zoetis domain of “@zoetis.com”. In addition, Zoetis does not use Google Hangout for any recruitment related activities. Any solicitation or request for information related to job applications with Zoetis via any other means and/or utilizing email addresses with any other domain should be disregarded. In addition, Zoetis will never ask candidates to make any type of personal financial investment related to gaining employment with Zoetis.

As the HR Director, you will lead managers in coaching and monitoring employee performance and development. You will oversee employee disciplinary meetings, ensure proper documentation is completed by supporting employee separations. Provide support and supervision to the HR Team. Assist and oversee all accommodation requests. Ensure proper compliance is followed, consults with legal counsel and ARIS HR Director as appropriate and/or as directed by the Executive Director. Analyze retention and turnover and develop strategies to identify and solve problems. Provide training and development for all supervisors and staff. Serve as a positive role model for all of Upper Valley Services (UVS) in a professional manner. Maintain knowledge of trends and best practices, regulatory changes, and new technologies in Human Resources, talent management and employee law. You will be required to attend and participate in trainings and maintain knowledge of and adhere to UVS policies and procedures. Participate and oversee all disciplinary meetings, terminations and investigations. Analyze trends in compensation and benefits. Research and propose compensation packages to ensure hiring and retaining of talented staff. Maintain accurate and lawful employment records within the HRIS system. Must be available at various hours for business related tasks during regular business hours both in person and virtual to include off hours. We are offering a generous sign on bonus!! $500 after successfully completing six months and another $500 upon successfully completing one year at Upper Valley Services. Knowledge, Skills and Abilities Required: Bachelors degree in Human Resources, Business Administration, or equivalent 5 years minimum experience working in the field of human resources Excellent writing and organizational skills Excellent interpersonal, negotiation, and conflict resolution skills Strong analytical and problem solving skills Ability to prioritize tasks and delegate when appropriate Developmental Services experience preferred Benefits Include: Delta Dental CBA Blue Health savings account Life insurance Paid time off Retirement plan Tuition reimbursement Vision insurance Growth and Development Auto Repair Program and so much more!! Disclaimer: This is not designed to cover or contain a comprehensive listing of activities, duties, or responsibilities that are required of the employee to perform this job. Nothing in this restricts managements right to assign or reassign duties and responsibilities to this job at any time. This job description does not constitute a contract of employment or change the employment-at-will status of the employment relationship for the employee or the Agency . EEO Statement: It is the policy of UVS to insure, in compliance with and to the limits of federal and state laws, that all employment decisions and actions are made without regard to religion, gender, race, color, national origin, ancestry, place of birth, age, sexual orientation, marital/civil union status, veteran status, physical or mental disability, having a positive test result on an HIV related blood test or any other legally protected classification. If an individual with a disability requires a reasonable accommodation in order to perform the essential functions of his or her position or job for which he or she has applied, upon request, UVS will provide such accommodation in compliance with state and federal laws.