Senior Human Resources Manager jobs at Kohler Co. - 842 jobs

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

At Sephora we inspire our customers, empower our teams, and help them become the best versions of themselves. We create an environment where people are valued, and differences are celebrated. Every day, our teams across the world bring to life our purpose: to expand the way the world sees beauty by empowering the Extra Ordinary in each of us. We are united by a common goal - to reimagine the future of beauty. The Opportunity At Sephora, our people create and drive our success. We know that bringing the best beauty products, services, tools, and experiences to our clients means finding, training, and engaging the absolute best talent in the industry. Our HR teams invest heavily in our talent, both at our corporate headquarters and in Sephora stores. We strongly believe (and our actions prove it!) that our people are our best asset, and we work every day to arm them with the knowledge and tools not just to get the job done, but to feel inspired and fearless while doing it. Your role at Sephora As a Senior HR Business Partner, you will serve as a strategic advisor and thought partner to senior executives, shaping people strategies that accelerate business performance, cultivate a culture of belonging, and future-proof Sephora's talent organization. You will translate business priorities into actionable people plans that drive growth, innovation, and employee engagement at scale. Reporting to the Director, HR Business Partner, you'll take full ownership of Sephora's Technology business unit, proactively advising on organizational design, workforce planning, leadership development, and change management. You'll bring a data-driven mindset and strong business acumen to help leaders make sound decisions on structure, succession, compensation, and culture. Responsibilities Influence and drive strategy - Serve as a trusted advisor to business leaders, using data, insight, and sound judgment to shape strategies around organizational design, talent planning, and business transformation. Champion organizational effectiveness - Design agile, scalable structures that align talent capabilities with Sephora's strategic growth priorities, while embedding diversity, equity, and inclusion into every stage of the employee experience. Lead talent strategy and succession - Guide executive-level programs, including talent reviews, career pathways, leadership assimilation, succession planning, and development frameworks that strengthen Sephora's leadership bench. Cultivate leadership excellence - Coach leaders to strengthen team effectiveness, manage change with empathy, and foster a culture of accountability, collaboration, and innovation. Drive engagement and performance - Partner cross-functionally to evolve recognition, total rewards, and development initiatives that promote engagement, retention, and peak performance. Lead through change - Serve as a catalyst for transformation, helping leaders and teams navigate organizational change, scale new operating models, and embed future-ready HR practices. Integrate data and insights - Leverage people analytics to inform business decisions, identify trends, and create measurable impact across the employee lifecycle. Collaborate across HR centers of excellence - Partner closely with Total Rewards, Talent Acquisition, Learning & Development, and Employee Relations to deliver integrated and forward-looking HR solutions. Demonstrate our Sephora values of Passion for Client Service, Innovation, Expertise, Balance, Respect for All, Teamwork, and Initiative. Qualifications 5-8 years of progressive HR Business Partner experience, including partnering with VP and C-suite leaders in complex, high-growth environments (retail industry experience a plus). Proven success in shaping strategic people agendas - from organizational redesign to workforce planning, succession management, and leadership development. Deep experience in employee relations, change management, and executive coaching, with a track record of resolving challenges with empathy and sound judgment. A strategic, data-driven, and consultative mindset, capable of translating insights into actionable recommendations that drive measurable results. Strong influencing and relationship-building skills, with the ability to earn trust at all levels of the organization. Exceptional problem-solving and critical-thinking abilities, with comfort navigating ambiguity and leading through change. Bachelor's degree in Human Resources, Business Administration, or related field; advanced certification (PHR, SPHR, SHRM-SCP) preferred. #LI-SR1 The annual base salary range for this position is $151,810.00- $169,670.00. The actual base salary offered depends on a variety of factors, including the applicant's qualifications for the position; years of relevant experience; specific and unique skills; level of education attained; certifications or other professional licenses held; other legitimate, non-discriminatory business factors specific to the position; and the geographic location in which the applicant lives and/or from which they will perform the job. Individuals employed in this position may also be eligible to earn bonuses. Sephora offers a generous benefits package to full-time employees, which includes comprehensive health, dental and vision plans; a superior 401(k) plan, various paid time off programs; employee discount/perks; life insurance; disability insurance; flexible spending accounts; and an employee referral bonus program. While at Sephora, you'll enjoy… The people. You will be surrounded by some of the most talented leaders and teams - people you can be proud to work with. The learning. We invest in training and developing our teams, and you will continue evolving and building your skills through personalized career plans. The culture. As a leading beauty retailer within the LVMH family, our reach is broad, and our impact is global. It is in our DNA to innovate and, at Sephora, all 40,000 passionate team members across 35 markets and 3,000+ stores, are united by a common goal - to reimagine the future of beauty. You can unleash your creativity, because we've got disruptive spirit. You can learn and evolve, because we empower you to be your best. You can be yourself, because you are what sets us apart. This, is the future of beauty. Reimagine your future, at Sephora. Sephora is an equal opportunity employer and values diversity at our company. We do not discriminate on the basis of race, religion, color, national origin, ancestry, citizenship, gender, gender identity, sexual orientation, age, marital status, military/veteran status, or disability status. Sephora is committed to working with and providing reasonable accommodation to applicants with physical and mental disabilities. Sephora will consider for employment all qualified applicants with criminal histories in a manner consistent with applicable law. #J-18808-Ljbffr

Sealy, TX With more than 100 years of experience, Sika is a worldwide innovation and sustainability leader in the development and production of systems and products for commercial and residential construction, as well as the transportation, marine, automotive, and renewable energy manufacturing industries. Sika has subsidiaries in 102 countries around the world and, in over 400 factories, produces innovative technologies for customers worldwide. In doing so, it plays a crucial role in the transformation of the construction and transportation sector toward greater environmental compatibility. With more than 34,000 employees, the company generated sales of CHF 11.76 billion in 2024. Job Description Manage a wide variety of Human Resource generalist duties including policies, practices, and programs to support recruitment, employee relations, benefits, and compensation administration, performance management, training, HRIS systems, and safety. Responsible for administering the company approved benefit plans to all eligible employees. Responsible for various accounting duties including: monthly closing entries, general ledger analysis and payroll processing. Manage the implementation, interpretation and administration of established HR policies and programs; assist in keeping employees informed of HR policies; counsel with and coach employees and management of HR policies, performance, complaints, and other matters. Manage cost effective recruitment and selection activities to ensure a pool of qualified candidates for every open position Manage salary administration programs including merit increases, promotions, budget forecasts, performance appraisals, etc.; maintain all related records. Manage and coordinate separations from employment; conduct exit interviews. Manage the development and maintenance of all employee records, files, and related reports in conformance with all legal and internal company requirements. Work with supervision/management on appropriate employee corrective action, documentation and terminations. Partner with the benefits team on FMLA Leaves and all other leaves of absence, including tracking return from leave for employees. Manage Worker's Compensation claim in partnership with WC carrier, including tracking, reporting and management communication. Ensure vacations or other time off is recorded and is according to policy Manage Time and Attendance data to be submitted to Corporate payroll. Develops, recommends and implements new and innovative approaches and policies and procedures to effect continual improvements in efficiency of the HR department and services performed Work with all departments on company culture initiatives, including internal communication, recognition and celebrations, succession planning and internal promotions. Stays current on all state, federal, and local employment related legislation and regulations as well as human resources industry trends. Salary: $105,000- $120,000 plus bonus and profit sharing, commensurate with education and experience. Qualifications BA/BS degree in Human Resources, Business Management, or related field. 5+ years of Human Resource Management experience. Must have knowledge of State and Local Municipality labor laws, wage and hour guidelines, COBRA, ADA, FMLA, and other related Federal and State regulations. Candidate should be detail oriented and have exceptional multi-tasking, organization, prioritization, and planning skills. Ability to work independently and effectively with little supervision, taking initiative to support business goals. Ability to hold confidential and sensitive information with the utmost integrity. Strong working knowledge of MS Word, Excel, and Power Point. Strong knowledge of SuccessFactors platform or correlated HRIS system Excellent written and verbal communications skills. PHR or SPHR, SHRM-CP or SHRM-SCP, certification preferred Additional Information 401k with Generous Company Match Bonuses Medical, Dental, and Vision Benefits Paid Parental Leave Life Insurance Disability Insurance Paid time off, paid holidays Floating holidays + Paid Volunteer Time Wellness/Fitness Reimbursements Education Assistance Professional Development Opportunities Employee Referral Program & More! Sika fosters a culture of entrepreneurship, empowering each individual to make decisions, learn from experiences, and shape their own career path. The safety and well-being of employees are top priorities at Sika, with a strong commitment to open communication and maintaining a safe workplace. In addition, Sika actively contributes to the community and promotes sustainability by giving back, minimizing environmental impact, and embracing social responsibility. At Sika Corporation, we are committed to providing a safe and secure recruitment experience for all job applicants. Please be aware of recruitment fraud schemes where scammers may impersonate our company to illegally collect money or personal information from job seekers. Please note that legitimate communication will only come from *************** email address. We never request payment, fees, or financial information during our hiring process. We do not conduct interviews via text message or instant messaging. Sika Corporation is committed to a work environment that supports, inspires, and respects all individuals that apply. As an equal opportunity employer Sika will consider all qualified applicants without discrimination on the basis of race, color, religion, sex, pregnancy, sexual orientation, gender identity, age, disability, national or ethnic origin, or other protected characteristics.

Purpose Responsible for the oversight and execution of company and plant human resource related functions. Supports plant leadership and team members by effectively leading the Human Resource function. Key Responsibilities Oversee and execute hiring process to meet facility staffing needs Continuous improvement of the selection process to identify the appropriate talent and level of talent to advance our desired culture Directs and reviews the on-boarding process Implements company and plant related policies Presents human resource related training Supports efforts to achieve facility's performance KPI's Lead all HR initiatives and goals Perform the role of employee advocate and create culture of positive employee relations Interpretation, education and enforcement of appropriate policy, labor agreement (unionized facilities), labor strategy and work rules Coach and mentor management members on team member issues Participates in and resolves internal investigations Grievance process adjudication as appropriate Oversee and administer leave of absence process Administers drug testing policy and procedures Responsible for the plant job posting/bid system Collaborate with Springfield office and other facilities as required Champion of company core values May supervise subordinate staff Required Qualifications Eight (8) years related work experience; or any equivalent combination of experience and training that demonstrates the ability to perform the key responsibilities of this position Maintain the highest ethical standards in dealing with confidential information Maintain composure in high-pressure situations Excellent listening, written and oral communication skills Ability to work in and maintain a highly functional team environment Proficiency in Word and Excel Proven leader and results driven Excellent interpersonal skills Preferred Qualifications Bachelors degree and eight (8)+ years of related HR experience PHR/SPHR, SHRM-CP/SCP certifications Experience in Union environment

Oldcastle APG, a CRH Company, is North America's leading provider of innovative outdoor living solutions that enable customers to Live Well Outside. The manufacturer's portfolio of premier building products inspires endless possibilities while providing enduring outdoor spaces where people can connect, reflect and recharge. Award-winning brands include Belgard hardscape, Echelon Masonry, MoistureShield composite decking, RDI railing, Catalyst™ Fence Solutions, Sakrete packaged concrete, Amerimix mortar, Pebble Technology International pool finishes, Lawn & Garden mulches and landscape features, and Techniseal sands and sealant technologies. Job Summary As an HR Generalist, you will play a vital role in supporting the businesses human resources functions. You'll be responsible for managing various aspects of the employee lifecycle, ensuring compliance with regulations, and contributing to talent management initiatives. Additionally, you'll collaborate closely with the HRIS team to capture policies and drive consistent best practices across the organization. Job Location This is an onsite role based at our site in Greensboro, NC. Job Responsibilities Employee Lifecycle Management: Handle tasks related to employee onboarding, talent development, and offboarding while ensuring a smooth transition for employees throughout their employment journey. Compliance and Best Practices: Stay informed about federal, state, and local laws and regulations related to HR. Recommend best practices and attend webinars to keep up-to-date with industry trends and new technologies. Collaborate with the HRIS team to implement and maintain compliant processes. Talent Management and Succession Planning: Support talent review processes through preparing and consolidating material in partnership with each of the functional areas; ensuring recording of Talent Review in SuccessFactors. Assist in talent development efforts to align business needs with employee development. Employee Support: Address employee inquiries and concerns related to HR matters. Escalate complex issues as needed to ensure timely resolution to the HR Director. Record Keeping and Documentation: Maintain accurate personnel records using appropriate technologies. Ensure compliance with data privacy and security guidelines. Cross-Departmental Collaboration: Liaise with other departments to coordinate HR-related activities. Foster effective communication and collaboration across the corporate office in partnership with the communications team. Event Coordination and Materials Preparation: Schedule HR-related meetings, trainings, and events. Prepare materials and resources for these sessions. HR Projects and Initiatives: Assist in talent development initiatives, including employee check-ins, exit interviews, and surveys. Contribute to ad hoc HR projects as needed to support organizational growth. Support the Corporate Office's Summer Internship Program including recruiting, onboarding, event planning and offboarding. Job Requirements Bachelor's degree in Human Resources, Business Administration, or related field. Strong understanding of HR principles, employment law, and compliance. Excellent communication skills and ability to work collaboratively. Proficiency in using HRIS systems and other relevant technologies. What CRH Offers You Highly competitive base pay Comprehensive medical, dental and disability benefits programs Group retirement savings program Health and wellness programs An inclusive culture that values opportunity for growth, development, and internal promotion About CRH CRH has a long and proud heritage. We are a collection of hundreds of family businesses, regional companies and large enterprises that together form the CRH family. CRH operates in a decentralized, diversified structure that allows you to work in a small company environment while having the career opportunities of a large international organization. If you're up for a rewarding challenge, we invite you to take the first step and apply today! Once you click apply now, you will be brought to our official employment application. Please complete your online profile and it will be sent to the hiring manager. Our system allows you to view and track your status 24 hours a day. Thank you for your interest! Oldcastle APG, a CRH Company, is an Affirmative Action and Equal Opportunity Employer. EOE/Vet/Disability CRH is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, status as a protected veteran or any other characteristic protected under applicable federal, state, or local law.

Human Resources Compliance Analyst The Human Resources Compliance Analyst - Immigration & Employment Compliance is responsible for managing and supporting employment-based immigration programs and broader HR compliance initiatives across the enterprise. This role will serve as the primary internal liaison between Human Resources, business leaders, and outside immigration counsel to ensure accurate, timely, and compliant USCIS filings. In addition, the position supports HR compliance audits, policy reviews, and training initiatives related to labor, employment, and immigration regulations. The position is based in the company's offices in Tampa, FL. It is not a remote position. What Will You Do? Immigration & USCIS Compliance Manage day-to-day employment-based immigration processes, including but not limited to H-1B, TN, L-1, E-3, O-1, PERM labor certifications, I-140 and I-485 filings. Coordinate closely with outside immigration counsel to prepare, review, submit, and track USCIS petitions and applications. Serve as the primary point of contact for internal stakeholders and foreign national employees regarding immigration case status, timelines, and documentation. Monitor visa expiration dates, work authorization validity, and compliance milestones to ensure uninterrupted employment authorization. Support I-9 compliance, audits, and remediation efforts in partnership with HR, Legal, and external counsel. HR & Employment Compliance Conduct internal audits and reviews of HR policies, procedures, and practices to ensure compliance with federal, state, and local employment laws. Identify potential compliance risks related to labor, employment, and immigration laws and recommend corrective or preventive actions. Assist in maintaining and communicating compliance-related training programs, including annual Core Values Compliance Training. Support HR Transformation initiatives by improving compliance-related processes, documentation, and controls. Stay current on changes to employment and immigration laws and communicate relevant updates to internal stakeholders. Cross-Functional Collaboration * Partner with HR Business Partners, Talent Acquisition, Payroll, Legal, and Global Mobility teams to ensure consistent and compliant employment practices. * Support special projects related to workforce compliance, audits, and regulatory inquiries. What Do You Need? Associate's Degree in Human Resources, Business Administration, Legal Studies, or equivalent work experience, required 2+ years of experience in Human Resources, Legal, or Compliance, with a strong emphasis on U.S. employment-based immigration, required Hands-on experience managing USCIS filings and working directly with outside immigration law firms Knowledge of employment laws including Title VII, FMLA, ADA, FLSA, USERRA, Paid Sick Leave, and immigration regulations Experience with I-9 compliance and audit processes preferred Strong organizational skills with the ability to manage multiple cases and deadlines simultaneously High attention to detail and ability to handle sensitive and confidential information

Type Full Time The Regional Human Resources Manager provides strategic and hands-on HR support for regional manufacturing and engineering locations. This role requires strong experience recruiting technical, engineering, and manufacturing talent, as well as deep expertise in employee relations. The Regional HR Manager partners closely with the Director of HR, Corporate HR, and site leadership to ensure consistent, compliant, and positive employee experience across the region. Responsibilities Employee Relations & Culture Serve as the primary HR partner for regional sites, providing guidance and support to managers and employees. Provide heavy employee relations support, including conflict resolution, investigations, performance management, and coaching. Build strong relationships across the workforce and understand the dynamics of a manufacturing employee population. Participate in the Culture Committee to support employee engagement initiatives and strengthen workplace culture. Oversee the regional employee recreation budget, ensuring resources support programs that enhance culture and employee satisfaction. Talent Acquisition & Development Lead full-cycle recruiting regional sites for technical, manufacturing, and engineering roles. Oversee onboarding, training, and development programs to support skill growth and retention. Collaborate with Corporate HR on workforce planning, talent development, and skill-gab strategies. HR Operations & Compliance Ensure consistent application of HR policies, procedures, and employment law compliance across regional sites. Work with HR operations where needed. Partner with Corporate HR to deploy company-wide HR programs, policy changes, and organizational initiatives. Track location specific HR metrics, including turnover, absenteeism, safety incidents, and training completion. Comply with federal, state, and company policies, procedures, and regulations. Manufacturing Workforce Support Support hourly workforce management. Collaborate with site leadership on workforce planning, temporary labor strategy, and production staffing needs. Partner with EHS and Corp HR on safety culture, training, and workers' compensation processes. Support lean/continuous improvement initiatives by aligning workforce skills and staffing to operational needs. Reporting & Collaboration Reports directly to the Director of HR and works closely for guidance, direction, and alignment on HR strategy, employee relations, and workplace planning. Collaborates with Corporate HR and site leadership to ensure consistent HR practices and successful deployment of programs. Qualifications To perform this position successfully, an individual must be able to perform each responsibility satisfactorily while demonstrating the required skills and abilities. Reasonable accommodations may be made to enable individuals with disabilities to perform these essential functions. Required Skills & Abilities: Extensive employee relations, conflict management, and performance management experience in a manufacturing environment. Ability to provide guidance to employees and managers in a professional, confidential manner Strong experience in recruiting technical, engineering, or manufacturing roles. Deep understanding of HR policies, procedures, and employment laws Solid understanding of manufacturing workforce dynamics, safety, and operational needs. Reliable work history with demonstrated long-term commitment in prior roles. Experience with onboarding and offboarding processes Ability to gather, analyze, and interpret HR metrics and data Strong attention to detail Strong written and verbal communication skills Ability to handle sensitive or complex employee relations issues with discretion. Proactive in identifying risks and compliance issues before they escalate. Familiarity with Microsoft Office Suite (Excel, Word, PowerPoint) for reporting and analysis. High level of integrity, discretion, and professionalism. Strong organizational and time management skills. Collaborative mindset with a focus on employee experience and engagement. US Citizenship or permanent residecy required Education/Experience: Bachelor's degree in human resources, Business Administration, or related field required. 8+ years of progressive HR experience, with strong employee relations and compliance expertise. HR certification (PHR, SHRM-CP/SCP, or SPHR) preferred. HRIS experience; UKG with Workforce Management preferred; working knowledge of iCIMS Applicant Tracking System preferred. Physical Requirements Ability to operate office equipment such as a copier; ability to see details at a close range; ability to sit at desk or PC for long periods of time; work in office and manufacturing setting. Ability to travel up to ~10%. 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. Think you meet some of the requirements but not all? Studies have shown that women and people of color are less likely to apply to jobs for which they do not meet every qualification. If you see a role that interests you, we encourage you to apply, regardless of whether or not your experience is completely aligned with the job description. Edmund Optics is committed to becoming the most diverse, equitable, and inclusive workplace within the Optics and Photonics Industry and beyond. You may be a great candidate for this role or others within Edmund Optics. Compensation Range Transparency: At Edmund Optics, we are committed to transparency and equity in our hiring practices. The posted salary range for this role reflects the expected base pay. The actual offer will be based on multiple factors, including but not limited to relevant skills, education, work experience, business needs, and geographic location. Salary Range: $110,000 - $130,000 per year Benefits: Medical, Dental, and Vision Insurance Life, AD&D, Short and Long-Term Disability Insurance Generous Paid Time Off (PTO) Tuition Reimbursement 401(k) Retirement Plan with Company Match up to 3% Daycare and Gym Reimbursement Paid Parental Leave and New Mother Benefits Training and Development Opportunities Availability of these benefits may depend on the country and employment type.

At Jabil we strive to make ANYTHING POSSIBLE and EVERYTHING BETTER. We are proud to be a trusted partner for the world's top brands, offering comprehensive engineering, manufacturing, and supply chain solutions. With over 50 years of experience across industries and a vast network of over 100 sites worldwide, Jabil combines global reach with local expertise to deliver both scalable and customized solutions. Our commitment extends beyond business success as we strive to build sustainable processes that minimize environmental impact and foster vibrant and diverse communities around the globe. How Will You Make An Impact? The Director of Labor Relations serves as a strategic HR leader dedicated to fostering positive employee relations and advancing Jabil's labor relations strategy. Based at Jabil's Corporate Office, the Labor Relations Director develops and leads the company's labor relations strategy across all U.S. manufacturing sites, ensuring alignment with corporate objectives, compliance with federal and state labor laws, and promotion of positive employee-management relationships. This role oversees union interactions, collective bargaining, labor compliance, risk mitigation, and workforce-related change management while partnering closely with HR, Legal, Operations, and senior leadership. Location: This role will be based on-site at our St. Petersburg, FL Corporate Headquarters. Relocation is approved for non-local talent. The position will also involve roughly 25% travel (domestically) to various manufacturing sites, as needed. What Will You Do? Develop and execute a comprehensive labor relations strategy that supports business objectives, operational performance, and workforce stability. Build out and deploy a labor relations team to support and execute the labor relations strategy. Serve as the company's senior expert on labor relations matters, providing guidance to executives, plant leadership, and HR teams. Lead labor relations planning for plant expansions, consolidations, M&A activity, and organizational change. Lead contract negotiations across multiple unions and locations; act as the company's chief spokesperson when required. Develop bargaining strategies, costing models, and negotiation positions in collaboration with HR, Legal, Finance, and Operations leaders. Manage grievance and arbitration processes, including case assessment, preparation, settlement negotiation, and representation in arbitrations. Maintain strong working relationships with union leadership while protecting the company's operational and financial interests. Ensure full compliance with the National Labor Relations Act (NLRA) and all other applicable federal and state labor laws. Oversee responses to NLRB charges and hearings; partner with internal and external legal counsel as necessary. Conduct regular risk assessments of labor practices, collective bargaining agreements (CBAs), and workforce policies to identify and mitigate potential issues. Build frameworks to support consistent, fair, and compliant employee relations practices across all U.S. manufacturing sites. Partner with HR and Operations to drive workplace culture initiatives, dispute resolution, and early intervention strategies. Provide training to leaders and supervisors on contract interpretation, labor law compliance, and effective employee relations practices. Monitor labor trends, union organizing activity, legislative changes, and economic conditions impacting the manufacturing workforce. Partner with Corporate Communications on messaging related to labor activity, negotiations, and issues that may carry investor or public impact. Work closely with Legal on litigation strategy, arbitration, compliance matters, and risk management. Support HR COEs (Total Rewards, Talent Acquisition, Talent Management) on policies and programs affected by labor agreements or employee relations considerations. Serve as a key member of the crisis response team for labor-related disruptions, strike contingency planning, and operational risk scenarios. Develop and maintain strike preparedness plans, contingency staffing models, communication plans, and operational continuity strategies. How Will You Get Here? Education: Bachelor's degree in Human Resources, Labor Relations, Industrial Relations, Business, or related field; Master's/JD strongly preferred. Experience: 10+ years of progressive labor relations experience (traditional labor) in a multi-site U.S. manufacturing (or similar industry) environment. Direct experience leading complex collective bargaining negotiations and managing relationships with multiple unions (e.g., UAW, IAM, Teamsters, USW, IBEW). Direct experience with building out a team and managing people. Knowledge, Skills, Abilities: Expert knowledge of NLRA, NLRB processes, and state labor laws. Demonstrated experience managing disputes, grievances, arbitrations, and union campaigns. Strong financial acumen, including labor costing, modeling, and scenario analysis. Excellent communication, influencing, and conflict-resolution skills. Proven ability to operate in highly regulated environments where compliance, documentation, and risk management are essential. Ability to manage sensitive, confidential, and high-impact negotiations with discretion and professionalism. Change leadership experience in union and union-free environments. Strong analytical skills with experience using data to inform labor strategies and operational decisions. What Can Jabil Offer You? Along with growth, stability, and the opportunity to be challenged, Jabil offers a competitive benefits package that includes: Medical, Dental, Prescription Drug, and Vision Insurance with HRA and HSA options 401K Match Employee Stock Purchase Plan Paid Time Off Tuition Reimbursement Life, AD&D, and Disability Insurance Commuter Benefits Employee Assistance Program Pet Insurance Adoption Assistance Annual Merit Increases Community Volunteer Opportunities

Kondex Corporation - Lomira, Wisconsin Lead HR Strategy at a Manufacturing Innovator Rooted in Midwest Values Kondex Corporation is seeking an exceptional Vice President of Human Resources to join our executive leadership team as the senior HR leader. This is a rare opportunity to own the HR function while partnering directly with the President and senior leadership to shape organizational strategy at a privately held manufacturing company that combines entrepreneurial agility with long-term thinking, cutting-edge innovation with Midwest integrity. About Kondex Located in Lomira, Wisconsin, Kondex Corporation has earned international recognition as an innovator in high-performance cutting and wear-resistant components serving the agriculture, construction, and commercial turf care industries. Our success is built on a foundation of precision engineering, vertical integration, advanced manufacturing, and an unwavering commitment to our customers, associates, and community. What Sets Us Apart: Entrepreneurial Private Ownership - Strategic, long-term decision-making unencumbered by quarterly earnings pressure Sustained Investment in Growth - Two 60,000 square foot facility expansions since 2010, including a state-of-the-art heat-treating system Industry-Leading Innovation - First in our industries to deploy laser-additive manufacturing; holder of 25+ patents; recipient of multiple innovation awards; designated supplier of the year by major OEM Vertically Integrated Operations - Complete process control that drives quality, customer satisfaction, and exceptional internal career growth opportunities Diversified Market Presence - Multiple sales channels including major OEMs, distributors, and end users providing stability and growth Employment Stability - A proven track record of weathering economic cycles while maintaining our team Our culture is grounded in trust, respect, humility, ethics, honesty, accountability, and safety-values that aren't just words on a wall, but the way we operate every day. The Executive Opportunity As Vice President of Human Resources, you will hold a seat at the executive table, functioning as a strategic business partner who translates organizational vision into people strategies. This is not an HR administration role, it's an opportunity to influence business direction, shape culture, and build the organizational capability required for sustained growth. Strategic Leadership & Business Partnership Function as a member of the senior management team with direct access to ownership and the President Serve as a trusted advisor on all matters affecting organizational effectiveness, talent, and culture Provide executive coaching to senior leaders, strengthening their leadership capabilities while reinforcing cultural values Act as the "eyes and ears" of the organization, representing associates to leadership and leadership to associates Talent & Organizational Excellence Lead innovative talent acquisition strategies that position Kondex as an employer of choice in competitive markets Architect succession planning, leadership development, and organizational design initiatives that support growth Create and execute programs that drive engagement, empowerment, accountability, and performance at all levels Develop long-term talent pipelines aligned with business and organization priorities Culture Steward & Change Leader Champion and advance the Kondex culture, ensuring values are embedded in every policy, practice, and decision Navigate organizational evolution with wisdom, managing change and stress as the business grows Act as confidant and counselor to associates at all levels, building trust and fostering open communication HR Operations & Team Development Provide strategic oversight of all HR functions including compensation, benefits, performance management, compliance, payroll, HRIS, and safety Build and develop a high-performing HR team capable of scaling with the organization Establish HR metrics that drive accountability and demonstrate impact on business outcomes Ensure full compliance with all employment regulations Requirements What We're Seeking Professional Background 15+ years of progressive HR leadership experience, with demonstrated impact at the executive level Proven success as an HR business partner in a growth-oriented manufacturing or industrial environment Experience building and leading HR teams through organizational scaling Strategic thinker with the ability to translate business strategy into people initiatives Bachelor's degree in Human Resources, Business, or related field; Master's degree or professional certifications (SPHR, SHRM-SCP) strongly preferred Leadership Profile Strategic yet hands-on - Comfortable setting vision while rolling up your sleeves when needed Influential communicator - Ability to coach, counsel, and challenge senior leaders with diplomacy and impact Emotionally intelligent - Maintains composure under pressure while building trust across all levels Results-driven - Balances short-term execution with long-term organizational development Culturally aligned - Genuine belief in and commitment to Kondex values and team-based culture Why Kondex? Why Wisconsin? A Company Built for the Long Term At Kondex, you'll find something increasingly rare: a financially strong, privately held company making strategic investments for sustained growth rather than short-term gains. This is a team-based culture where every person matters, work-life balance is respected, and your contributions directly impact organizational success. The Wisconsin Advantage The Lomira area offers the quality of life that draws people to the Midwest and keeps them here. This is a place where you can afford an exceptional home, your commute is measured in minutes not hours, and your weekends are filled with activities, not recovery from stress. Outstanding Schools - Top-rated public-school systems and access to excellent universities Unmatched Recreation - World-class fishing, hunting, camping, boating, hiking, biking, and year-round festivals; every season brings new adventures Major Market Access - 60 minutes to Milwaukee, Madison, Green Bay, and the shores of Lake Michigan-major league sports, arts, dining, and entertainment within easy reach True Work-Life Balance - Short commutes mean more time with family, pursuing passions, and enjoying life outside work Four-Season Living - Experience the richness of distinct seasons and outdoor traditions that define Midwest living Competitive Compensation & Benefits Executive-level compensation package commensurate with experience Comprehensive benefits including health, dental, vision, and retirement plans including profit-sharing Relocation assistance for out-of-state candidates, as well as spousal career assistance, and area orientation services to ensure a smooth transition for you and your family. Ready to Lead with Impact? If you're an accomplished HR executive or one who is ready for the top position, who values integrity, thrives in entrepreneurial environments, and wants to make a lasting impact on a company where people truly matter, we want to meet you. Join Kondex Corporation as Vice President of Human Resources and help us build the future. Kondex is an Equal Opportunity Employer

About IEM Industrial Electric Mfg. (IEM) is the largest independent full-line manufacturer of custom power distribution systems in North America. Founded more than 75 years ago in Fremont, California, IEM grew alongside Silicon Valley and today operates over 1.7 million square feet of manufacturing capacity. With $1B+ in annual sales and 10,000+ commissioned projects across technology, data centers, commercial, energy, utilities, healthcare, industrial, and infrastructure markets, IEM continues to deliver exceptional product quality, dependable service, and the flexibility to meet complex technical requirements at scale. Position Summary We are seeking an experienced, hands-on Director of Human Resources Operations to lead HR operations across three divisions of our growing organization. This full-time, in-office position based in Jacksonville, FL is a strategic leadership role responsible for optimizing and standardizing HR processes, systems, and programs to drive efficiency, compliance, and an exceptional employee experience. This individual will oversee the operational execution of HR functions, ensuring scalability, data integrity, and the effective utilization of HR technology to support the organization's growth and strategic objectives. This role requires a strong blend of operational excellence, technological acumen, project management skills, and leadership capabilities to guide and develop a high-performing HR operations team. You'll continue the build of a scalable shared services model that supports over 4,000 employees (anticipated to double over the next few years), while partnering with global operations leaders to design processes that work across borders. This is a chance to lead with impact - simplifying how work gets done, elevating the employee experience, and helping shape the future of HR operations. Key Responsibilities Leadership & Strategy Partner with senior leadership to align HR strategy with organizational goals Oversee the delivery of core HR services across the U.S. & Canada Lead, develop, and mentor HR team members across multiple divisions and geographies Scale with Purpose Continue implementation a shared services model that supports rapid growth and evolving business needs Leverage platforms (primarily UKG) to drive automation, enable self-service, and reduce manual effort - creating space for strategic, high-impact work Drive Operational Excellence Continuously improve processes to enhance speed, accuracy, and employee experience Standardize workflows across North America while ensuring compliance with local labor laws Champion a culture of continuous improvement and data-driven decision-making Collaborate Globally, Execute Locally Partner with global operations leaders and HR colleagues to co-create scalable, globally aligned processes, balancing global consistency with regional nuance to deliver solutions that are both efficient/effective and locally relevant HR Policy & Compliance Oversee the development, implementation, and administration of HR policies, processes, and programs Ensure compliance with all applicable federal, state, and local employment laws and regulations; proactively update policies and practices as needed Lead annual audits and ensure timely submission of required reports, including Form 5500 filings Payroll Oversee payroll operations for a multi-state workforce, ensuring accuracy, compliance with regulations, and adherence to company policies Partner with Finance to manage payroll reporting, audits, and reconciliations, maintaining strong internal controls Employee Relations & Engagement Lead the addressing of employee relations issues, including disputes, investigations, and disciplinary actions, with fairness and consistency Support initiatives to strengthen employee morale, recognition, and engagement across divisions Talent Management Partner with Talent Acquisition to identify staffing needs and implement best practices for sourcing, selection, and onboarding of production employees Collaborate with the Talent Development team to design and deliver training, professional development, and certification programs that align with organizational goals Partner on leadership development, career pathing, and succession planning initiatives to strengthen organizational capability Support continuous learning initiatives that enhance workforce skills, engagement, and readiness for future growth Drive performance management programs that support employee development, engagement, and organizational effectiveness People Metrics and Analysis Conduct workforce data analysis using HRIS/talent systems to identify trends and support strategic decision-making Provide relevant data on people metrics, analyzing and identifying trends and making recommendations in response to operational needs and develop strategies for future opportunities Qualifications REQUIRED: Bachelor's degree or equivalent skills and experience 10+ years of experience in comparable HR roles with at least 3 years in a people leadership capacity - this is not an HR Business Partner role Deep understanding of labor laws and compliance, with experience navigating regulatory requirements in multi-country environments Strong command of HR technology platforms, with a track record of driving automation and self-service adoption Demonstrated success in building and scaling shared services models that support growth, complexity, and global alignment Exceptional people leadership and team development skills Excellent communication, interpersonal, and organizational abilities Adaptability and a proactive approach to addressing organizational needs Proven ability to design and optimize processes that improve efficiency, reduce manual work, and enhance employee experience Skilled in data-driven decision-making, using metrics and feedback to inform strategy and continuously improve service delivery Excellent stakeholder management skills, with the ability to influence across functions and geographies A mindset rooted in continuous improvement, service excellence, and operational rigor STRONGLY PREFERRED: 3+ years leading regional or multi-site teams in dynamic, fast-scaling organizations Experience in manufacturing or industrial environments (ex. 80% of the population are production employees) Experience with UKG's end-to-end HCM platform (UKG go-live in Q1 2026) The target salary range for this role is $175,000 - $215,000 annually. Total compensation actually offered for this role will take into account internal equity and also may vary depending on the candidate's geographic region, job-related knowledge, skills, and experience among other factors. A bonus and/or long-term incentive units may be provided as part of the compensation package, in addition to the full range of medical, financial, and/or other benefits, dependent on the level and position offered. Why Join IEM At IEM, you'll join a team that powers some of the world's most ambitious projects. We're engineers, makers, and problem-solvers who thrive on tackling complex challenges and delivering solutions that keep industries moving forward. If you're driven, collaborative, and ready to make an impact, we'd love to hear from you. Your creativity and passion can help us achieve great things-come be part of the journey. Learn more about IEM at ********************* We offer comprehensive and competitive benefits package designed to support our employees' well-being, growth, and long-term success. View a snapshot of our benefits at *********************/careers Recruiting Scams Beware of recruiting scams. IEM never charges candidates fees, and all recruiter emails come from ************* address. If you suspect fraudulent activity, do not share personal information and report it to us at iemfg.com/contact Non-Discrimination Statement IEM does not discriminate against any applicant based on any characteristic protected by law. Privacy Information collected and processed as part of your IEM Careers profile, and any job applications you choose to submit is subject to IEM's Workforce Member Privacy Policy.

If you're looking for a special place to build or grow your career, you've found it. Whether you're an experienced professional, a recent college graduate or somewhere in between, IDEX is a place where you can apply your existing skills and learn new ones in an environment where you can make an impact. With interesting opportunities in engineering, marketing, sales, supply chain, operations, HR, finance, and more across more than 40 diverse businesses (*********************************************************** around the globe, chances are, we have something special for you. **ROLE PURPOSE** As IDEX grows and scale, our HR function is evolving to ensure we can meet the business needs with speed, consistency and a focus on enterprise-wide impact. The Director HR Operations and Program Management plays a central role in this evolution - bringing together strategic HR business partnership and operational discipline to move critical HR initiatives forward and connect the dots across the function. This role will serve as a thought partner and program leader within HR - connecting HR functions to support clarity and progress on enterprise-wide initiatives and helping functional leaders translate their strategies into movement. This role brings together strong HR business partnership capability with the disciplined program execution to ensure we build both practical and scalable solutions. This leader will work closely with HR Leadership and functional peers to support alignment, execution and integrated decision making across HR. They will provide thought partnership to functional HR leaders while helping shape and guide how our foundational processes, systems and structures scale with the business. This role is a highly engaged HR leader who can anticipate what's needed and see around corners, structure and guide execution and elevate how we work as a function all while fostering shared ownership across key stakeholders or groups. _Why This Role Matters_ IDEX HR must scale with the business through reducing complexity and clear focus. This role will help strengthen and connect initiatives across corporate HR, creating clarity on what matters most, and ensuring initiatives are led in a way that is practical, aligned and grounded in execution. By helping corporate HR leaders move functional objectives into functional initiatives, this role will enable HR to lead with focus and deliver value at speed. _Deliverables include_ + Partner with functional HR leaders to shape and move forward their move critical strategic priorities - especially initiatives that have enterprise-wide implications or cross-functional complexity. + An intentional, elevated rhythm of collaboration, planning and communication across corporate HR that leads to systematic HR initiative enablement + Visible traction towards a forward looking plan that connects HR systems, processes and compliance needs into one view + Provide steady program oversight on high-priority initiatives without pulling ownership away from functional leaders, rather being a trusted thought-partner to guide phasing, decision making and key stakeholder engagement. **KEY RESPONSIBILITIES** _Strategic HR Partnership and Enablement_ + Serve as a strategic thought partner to corporate HR and other functional leaders, helping them connect their priorities into a more integrated, enterprise-wide HR system. + Act as an internal integrator-identifying connections across HR initiatives and guiding leaders to align efforts, decision points and execution. + Support the VP, HR and other HR leaders by anticipating future needs, surfacing critical handoffs and helping teams make sense of interdependencies before they become bottlenecks + Bring a system thinking lens to HR initiatives helping translate individual workstreams into a cohesive roadmap that enables scale, consistency and strategic value. + Elevate alignment and execution across corporate HR by simplifying complexity and ensuring our growth focused evolution stays coordinated and practical. _Program Management for Enterprise Initiatives_ + Build and maintain practical, aligned roadmaps with functional owners - support prioritization, phasing and visible progress + Understand and surface dependencies, risks and execution milestones across initiatives without duplicating ownership or introducing bureaucracy + Work in partnership with functional peers to ensure enterprise-wide HR initiatives are coordinated and successful through thoughtful planning and change leadership **REQUIRED EXPERIENCE AND CAPABILITIES** + Minimum 10-15 years in corporate HR, HR business partnership or HR operations in progressive roles delivering scale + Proven success leading complex, cross-functional HR initiatives to evolve HR operations or support growth + Credible and collaborative with peers with the ability to influence across the HR function to drive aligned action without overall ownership + Ability to bring clarity to ambiguity and deliver results through structure without adding complexity + Systems thinking with the ability to understand how HR processes, structures and tools intersect. + Skilled at balancing strategic business partnership with tactical follow-through + Strong communication and facilitation skills with a bias for action and partnership + Project Management (PMP or equivalent) or Change Management (Prosci or equivalent) certification helpful but not required Are you ready to join a different kind of company where our people, our culture, and our commitments are centered around providing trusted solutions that improve lives around the world? **Total Rewards** The compensation range for this position is $154,700.00 - $232,100.00, depending on experience. This position may be eligible for performance based bonus plan. **Benefits Package** Our comprehensive U.S. benefit offerings include: Health benefits, 401(k) retirement savings program with company match, PTO, and more. More information on our benefits and rewards can be found on our career page: ********************************************************** **IDEX is an Equal Opportunity Employer** . IDEX gives consideration for employment to qualified applicants without regard to race, color, religion, creed, genetic information, sex, sexual orientation, gender identity or expression, marital status, age, national origin, disability, protected veteran status, or any other consideration or protected category made unlawful by federal, state or local laws. **Attention Applicants:** If you are an individual with a disability and require a reasonable accommodation to complete any part of the application process, please let us know. Likewise, if you are limited in the ability to access or use this online application process and need an alternative method for applying, we will determine an alternate way for you to apply. Please contact our Talent Acquisition Team at ********************** for assistance with an accommodation. These contact tools may be used only by individuals with a disability for accommodation requests. Do not inquire as to the status of an application. **Job Family:** Human Resources **Business Unit:** Corporate

If you're looking for a special place to build or grow your career, you've found it. Whether you're an experienced professional, a recent college graduate or somewhere in between, IDEX is a place where you can apply your existing skills and learn new ones in an environment where you can make an impact. With interesting opportunities in engineering, marketing, sales, supply chain, operations, HR, finance, and more across more than 40 diverse businesses (*********************************************************** around the globe, chances are, we have something special for you. ROLE PURPOSE As IDEX grows and scale, our HR function is evolving to ensure we can meet the business needs with speed, consistency and a focus on enterprise-wide impact. The Director HR Operations and Program Management plays a central role in this evolution - bringing together strategic HR business partnership and operational discipline to move critical HR initiatives forward and connect the dots across the function. This role will serve as a thought partner and program leader within HR - connecting HR functions to support clarity and progress on enterprise-wide initiatives and helping functional leaders translate their strategies into movement. This role brings together strong HR business partnership capability with the disciplined program execution to ensure we build both practical and scalable solutions. This leader will work closely with HR Leadership and functional peers to support alignment, execution and integrated decision making across HR. They will provide thought partnership to functional HR leaders while helping shape and guide how our foundational processes, systems and structures scale with the business. This role is a highly engaged HR leader who can anticipate what's needed and see around corners, structure and guide execution and elevate how we work as a function all while fostering shared ownership across key stakeholders or groups. _Why This Role Matters_ IDEX HR must scale with the business through reducing complexity and clear focus. This role will help strengthen and connect initiatives across corporate HR, creating clarity on what matters most, and ensuring initiatives are led in a way that is practical, aligned and grounded in execution. By helping corporate HR leaders move functional objectives into functional initiatives, this role will enable HR to lead with focus and deliver value at speed. _Deliverables include_ + Partner with functional HR leaders to shape and move forward their move critical strategic priorities - especially initiatives that have enterprise-wide implications or cross-functional complexity. + An intentional, elevated rhythm of collaboration, planning and communication across corporate HR that leads to systematic HR initiative enablement + Visible traction towards a forward looking plan that connects HR systems, processes and compliance needs into one view + Provide steady program oversight on high-priority initiatives without pulling ownership away from functional leaders, rather being a trusted thought-partner to guide phasing, decision making and key stakeholder engagement. KEY RESPONSIBILITIES _Strategic HR Partnership and Enablement_ + Serve as a strategic thought partner to corporate HR and other functional leaders, helping them connect their priorities into a more integrated, enterprise-wide HR system. + Act as an internal integrator-identifying connections across HR initiatives and guiding leaders to align efforts, decision points and execution. + Support the VP, HR and other HR leaders by anticipating future needs, surfacing critical handoffs and helping teams make sense of interdependencies before they become bottlenecks + Bring a system thinking lens to HR initiatives helping translate individual workstreams into a cohesive roadmap that enables scale, consistency and strategic value. + Elevate alignment and execution across corporate HR by simplifying complexity and ensuring our growth focused evolution stays coordinated and practical. _Program Management for Enterprise Initiatives_ + Build and maintain practical, aligned roadmaps with functional owners - support prioritization, phasing and visible progress + Understand and surface dependencies, risks and execution milestones across initiatives without duplicating ownership or introducing bureaucracy + Work in partnership with functional peers to ensure enterprise-wide HR initiatives are coordinated and successful through thoughtful planning and change leadership REQUIRED EXPERIENCE AND CAPABILITIES + Minimum 10-15 years in corporate HR, HR business partnership or HR operations in progressive roles delivering scale + Proven success leading complex, cross-functional HR initiatives to evolve HR operations or support growth + Credible and collaborative with peers with the ability to influence across the HR function to drive aligned action without overall ownership + Ability to bring clarity to ambiguity and deliver results through structure without adding complexity + Systems thinking with the ability to understand how HR processes, structures and tools intersect. + Skilled at balancing strategic business partnership with tactical follow-through + Strong communication and facilitation skills with a bias for action and partnership + Project Management (PMP or equivalent) or Change Management (Prosci or equivalent) certification helpful but not required Are you ready to join a different kind of company where our people, our culture, and our commitments are centered around providing trusted solutions that improve lives around the world? Total Rewards The compensation range for this position is $154,700.00 - $232,100.00, depending on experience. This position may be eligible for performance based bonus plan. Benefits Package Our comprehensive U.S. benefit offerings include: Health benefits, 401(k) retirement savings program with company match, PTO, and more. More information on our benefits and rewards can be found on our career page: ********************************************************** IDEX is an Equal Opportunity Employer . IDEX gives consideration for employment to qualified applicants without regard to race, color, religion, creed, genetic information, sex, sexual orientation, gender identity or expression, marital status, age, national origin, disability, protected veteran status, or any other consideration or protected category made unlawful by federal, state or local laws. Attention Applicants: If you are an individual with a disability and require a reasonable accommodation to complete any part of the application process, please let us know. Likewise, if you are limited in the ability to access or use this online application process and need an alternative method for applying, we will determine an alternate way for you to apply. Please contact our Talent Acquisition Team at ********************** for assistance with an accommodation. These contact tools may be used only by individuals with a disability for accommodation requests. Do not inquire as to the status of an application. Job Family: Human Resources Business Unit: Corporate

If you're looking for a special place to build or grow your career, you've found it. Whether you're an experienced professional, a recent college graduate or somewhere in between, IDEX is a place where you can apply your existing skills and learn new ones in an environment where you can make an impact. With interesting opportunities in engineering, marketing, sales, supply chain, operations, HR, finance, and more across more than 40 diverse businesses around the globe, chances are, we have something special for you. ROLE PURPOSE As IDEX grows and scale, our HR function is evolving to ensure we can meet the business needs with speed, consistency and a focus on enterprise-wide impact. The Director HR Operations and Program Management plays a central role in this evolution - bringing together strategic HR business partnership and operational discipline to move critical HR initiatives forward and connect the dots across the function. This role will serve as a thought partner and program leader within HR - connecting HR functions to support clarity and progress on enterprise-wide initiatives and helping functional leaders translate their strategies into movement. This role brings together strong HR business partnership capability with the disciplined program execution to ensure we build both practical and scalable solutions. This leader will work closely with HR Leadership and functional peers to support alignment, execution and integrated decision making across HR. They will provide thought partnership to functional HR leaders while helping shape and guide how our foundational processes, systems and structures scale with the business. This role is a highly engaged HR leader who can anticipate what's needed and see around corners, structure and guide execution and elevate how we work as a function all while fostering shared ownership across key stakeholders or groups. Why This Role Matters IDEX HR must scale with the business through reducing complexity and clear focus. This role will help strengthen and connect initiatives across corporate HR, creating clarity on what matters most, and ensuring initiatives are led in a way that is practical, aligned and grounded in execution. By helping corporate HR leaders move functional objectives into functional initiatives, this role will enable HR to lead with focus and deliver value at speed. Deliverables include Partner with functional HR leaders to shape and move forward their move critical strategic priorities - especially initiatives that have enterprise-wide implications or cross-functional complexity. An intentional, elevated rhythm of collaboration, planning and communication across corporate HR that leads to systematic HR initiative enablement Visible traction towards a forward looking plan that connects HR systems, processes and compliance needs into one view Provide steady program oversight on high-priority initiatives without pulling ownership away from functional leaders, rather being a trusted thought-partner to guide phasing, decision making and key stakeholder engagement. KEY RESPONSIBILITIES Strategic HR Partnership and Enablement Serve as a strategic thought partner to corporate HR and other functional leaders, helping them connect their priorities into a more integrated, enterprise-wide HR system. Act as an internal integrator-identifying connections across HR initiatives and guiding leaders to align efforts, decision points and execution. Support the VP, HR and other HR leaders by anticipating future needs, surfacing critical handoffs and helping teams make sense of interdependencies before they become bottlenecks Bring a system thinking lens to HR initiatives helping translate individual workstreams into a cohesive roadmap that enables scale, consistency and strategic value. Elevate alignment and execution across corporate HR by simplifying complexity and ensuring our growth focused evolution stays coordinated and practical. Program Management for Enterprise Initiatives Build and maintain practical, aligned roadmaps with functional owners - support prioritization, phasing and visible progress Understand and surface dependencies, risks and execution milestones across initiatives without duplicating ownership or introducing bureaucracy Work in partnership with functional peers to ensure enterprise-wide HR initiatives are coordinated and successful through thoughtful planning and change leadership REQUIRED EXPERIENCE AND CAPABILITIES Minimum 10-15 years in corporate HR, HR business partnership or HR operations in progressive roles delivering scale Proven success leading complex, cross-functional HR initiatives to evolve HR operations or support growth Credible and collaborative with peers with the ability to influence across the HR function to drive aligned action without overall ownership Ability to bring clarity to ambiguity and deliver results through structure without adding complexity Systems thinking with the ability to understand how HR processes, structures and tools intersect. Skilled at balancing strategic business partnership with tactical follow-through Strong communication and facilitation skills with a bias for action and partnership Project Management (PMP or equivalent) or Change Management (Prosci or equivalent) certification helpful but not required Are you ready to join a different kind of company where our people, our culture, and our commitments are centered around providing trusted solutions that improve lives around the world? Total Rewards The compensation range for this position is $154,700.00 - $232,100.00, depending on experience. This position may be eligible for performance based bonus plan. Benefits Package Our comprehensive U.S. benefit offerings include: Health benefits, 401(k) retirement savings program with company match, PTO, and more. More information on our benefits and rewards can be found on our career page: ********************************************************** IDEX is an Equal Opportunity Employer. IDEX gives consideration for employment to qualified applicants without regard to race, color, religion, creed, genetic information, sex, sexual orientation, gender identity or expression, marital status, age, national origin, disability, protected veteran status, or any other consideration or protected category made unlawful by federal, state or local laws. Attention Applicants: If you are an individual with a disability and require a reasonable accommodation to complete any part of the application process, please let us know. Likewise, if you are limited in the ability to access or use this online application process and need an alternative method for applying, we will determine an alternate way for you to apply. Please contact our Talent Acquisition Team at ********************** for assistance with an accommodation. These contact tools may be used only by individuals with a disability for accommodation requests. Do not inquire as to the status of an application.

Job Title: Vice President of Human Resources Department: HR Reports To: Chief People Officer/Chief of Staff Type: Full-Time FLSA: Exempt Vice President of Human Resources Job Summary The Vice President of Human Resources (HR) provides executive-level leadership and guidance to the organization's HR operations. The Vice President is responsible for setting, enforcing, and evaluating legally compliant human resources policies, procedures, and best practices, and identifying and implementing long-range strategic talent management goals. Supervisory Responsibilities Provides guidance and leadership to the human resources/office team. Strong supervisory and leadership skills. Duties/Responsibilities Strategic Leadership Collaborates with executive leadership to define the organization's long-term mission and goals; identifies ways to support this mission through talent management. Identifies key performance indicators for the organization's human resource and talent management functions; assesses the organization's success and market competitiveness. Researches, develops, and implements competitive compensation, benefits, performance appraisal, talent acquisition, and employee incentive programs. Assists with resolution of human resource, compensation, and benefits questions, concerns, and issues. Drafts and implements the organization's staffing budget and the budget for the human resource department. Global Compliance & Operations Dual-Region Compliance: Direct the planning and execution of HR policies ensuring full compliance with US Federal/State laws and Brazilian labor regulations (CLT). Cross-Cultural Integration: Champion a unified company culture that bridges the US and Brazil offices. Global Talent Acquisition: Oversee recruitment strategies for both regions, managing cross-border hiring complexities. Operational Efficiency: Establish standard operating procedures (SOPs) for non-technical workflows, procurement, travel policies, and vendor management. Ensures compliance with employment, benefits, insurance, safety, and other laws, regulations, and requirements. Facilities & Safety Real Estate & Leasing: Serve as the primary point of contact for property management, lease negotiations, and space planning in both the US and Brazil. Physical Safety: Oversee maintenance, security, and cleanliness of company buildings, meeting OSHA and NR standards. Workplace Experience: Design and maintain a physical work environment that boosts productivity and employee well-being. Required Skills/Abilities Excellent verbal and written communication, interpersonal, and conflict resolution skills. Excellent organizational skills and attention to detail. Strong analytical and problem-solving skills. Thorough knowledge of employment-related laws and regulations. Knowledge of and experience with varied human resource information systems. Proficient with Microsoft Office Suite or related software. Education and Experience Bachelor's degree in Human Resources, Business Administration, or related field required. At least 10 years of human resource management experience is required. Physical Requirements Prolonged periods of sitting at a desk and working on a computer. Must be able to lift 15 pounds at times. Must be able to communicate effectively via video conferencing (camera on/off as required) and utilize digital collaboration tools for prolonged periods.

Director of Human Resources - Global Brands company - on site in Irvine - $130-170k plus bonus Our client is a fast growing, middle market company that represents some of the most respected brands in the world. This position is open due to growth and will report directly to the Vice President of Human Resources and will manage a small team. About The Role: Responsibilities include but are not limited to: HR Strategy/Planning: In partnership with the VP of Human Resources, develop and implement HR strategies aligned with the organization's goals. Mentor, inspire, facilitate professional development, training certification activities for HR team, act as backup to team as necessary. Training and Development: Identify training needs and coordinate development programs. Foster a culture of continuous learning. Employee Relations: Manage and address employee relations issues and ensure a positive work environment. Mediate and resolve conflicts between employees. Perform Workplace Investigations as needed. Performance Management: Design and implement performance management systems. Conduct performance reviews and provide feedback to employees. Compliance: Manage company compliance, stay informed about labor laws and regulations. Ensure HR policies and procedures comply with legal requirements. HR Policies and Procedures: Develop and update HR policies and procedures including employee handbook. Communicate policies to employees and ensure compliance. Lead continuous process improvement for efficiency. Benefits and Compensation: Administer employee benefits programs. Develop and manage compensation structures. Talent Acquisition and Management: Participate in talent acquisition processes, including interviewing and hiring as needed. HR Metrics and Reporting: Assist with key HR metrics. Generate reports to inform decision-making. Employee Wellness: Develop and implement wellness programs to support employee well-being. Address workplace health and safety concerns. Diversity and Inclusion: Promote diversity and inclusion initiatives within the organization. Qualifications, Skills, Experience: Education: Bachelor's or Master's degree in Human Resources, Business Administration, or a related field Experience: Demonstrated success proven through steady career progression within varied HR roles for the last 7 - 12 years. Excellent verbal and written communication skills. Excellent interpersonal and negotiation skills. Excellent organizational skills and attention to detail. Excellent time management skills with a proven ability to meet deadlines. Strong analytical and problem-solving skills. Strong supervisory and leadership skills. Ability to adapt to the needs of the organization and employees. Ability to prioritize tasks and to delegate them when appropriate. Thorough knowledge of employment-related laws and regulations. Proficient with Microsoft Office Suite, HRIS, Payroll software. Proficiency with or the ability to quickly learn the organization's HRIS and talent management systems. Skills: Strong leadership and communication skills. Knowledge of HR best practices and legal requirements. Ability to analyze data and make informed decisions. Strong computer technical skills with Microsoft Office products, HRIS and Payroll software. Enjoy working in a fast paced, high growth environment. Ability to work independently and as part of team. Professional, presentation skills a must. Certifications: Professional certifications such as SHRM-SCP or PHR, HRCI.

Duravant is a global engineered equipment company with an over 100-year operating history. Through our portfolio of operating companies, we deliver trusted end-to-end process solutions for customers and partners through engineering and integration expertise, project management and operational excellence. With worldwide sales distribution and service networks we provide immediate and lifetime aftermarket support to all the markets we serve in the food processing, packaging and material handling sectors. Duravant's market-leading brands are synonymous with innovation, durability and reliability. We are seeking an experienced and strategic Director of Learning & Development (L&D) to lead the design and execution of talent development initiatives across Duravant and its' family of operating companies. This learning leader is responsible for driving leadership development, compliance training, upskilling, and cultural transformation efforts. The Director of Learning & Development will partner with senior leaders to build a learning culture that supports employee growth, engagement, and long-term business success, while also rolling up their sleeves and taking a hands on approach. Key Responsibilities: Design, implement, and evaluate leadership development, upskilling, and continuous learning programs across all levels. Conduct training needs assessments and develop targeted curricula to address skill gaps. Oversee learning platforms (e.g., LMS) and manage relationships with training vendors and external partners. Lead succession planning and development strategies for high-potential employees. Track and analyze learning impact using metrics, feedback, and performance outcomes. Partner with department heads to align learning strategies with organizational priorities and workforce capabilities. Drive cultural initiatives and support efforts that enhance organizational effectiveness and employee engagement. Facilitate training sessions and development initiatives across operating companies, ensuring alignment with enterprise-wide learning objectives and local business needs. Qualifications Qualifications: Bachelor's degree required; Master's degree in Organizational Development (OD), Human Resource Development (HRD), or related field preferred 10+ years of progressive experience in learning and development, with leadership responsibility. Deep knowledge of adult learning principles, instructional design, and talent development best practices. Ability to travel 25-40% both domestically and internationally across the Duravant family of operating companies Strong facilitation, communication, and project management skills. Proven ability to lead cross-functional initiatives and influence senior stakeholders. Duravant is committed to a culture that promotes long-term career satisfaction and provides an opportunity for personal and professional growth. We succeed by operating within our core values of Integrity, Teamwork, Respect, Sense of Urgency, and Winning Spirit. Competitive compensation package Comprehensive benefits package designed to support our employees' health, well-being, and financial security Work/life programs designed to provide a safe, secure, and balanced environment Education and training programs to develop and grow a high-performance workforce Performance-based rewards

Director, Global HR Transformation BH Job ID: 3070 SF Job Req ID: 15226 Ingersoll Rand is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to age, ancestry, color, family or medical care leave, gender identity or expression, genetic information, marital status, medical condition, national origin, physical or mental disability, political affiliation, protected veteran status, race, religion, sex (including pregnancy), sexual orientation, or any other characteristic protected by applicable laws, regulations and ordinances. Job title: Director, Global HR Transformation Location: United States (can be remote, but preference is for a candidate near our Davidson, NC headquarters). About Us Imagine a company with technology leadership of over 160 years, yet it operates with the energy of a startup. Ingersoll Rand has dedicated itself to Making Life Better for its employees, customers, shareholders, and planets. We produce innovative and mission-critical flow creation and life science technologies - from compressors to precision handling of liquids, gasses, and powers - to increase industrial productivity, efficiency, and sustainability. Supported by over 80+ brands, our products are used in various end-markets including life sciences, food and beverage, clean energy, industrial manufacturing, infrastructure, and more. Across the globe, we're driving growth with an entrepreneurial spirit and ownership mindset. Learn more at irco.com and join us to own your future. Job Overview: Ingersoll Rand, a company with ~$7B in annual revenue and 21,000 employees world-wide, is seeking a Director, Global HR Transformation who will conceptualize the strategic direction, gain necessary buy-in, develop effective plans, and own the successful execution of HR process and technology initiatives, while preparing for AI compatibility. This role requires a blend of HR Business Partner expertise, proficiency in HR systems, a true continuous improvement mind-set and related experience, and strong leadership capabilities to guide the organization through HR process and technology transformations, ensuring alignment with business objectives and maximizing a positive employee experience. Responsibilities: * Develop and articulate a clear vision for the future of HR technology, aligning it with the overall HR strategy and business goals. * Collaborate with HR colleagues and business stakeholders to develop and manage a comprehensive roadmap for HR process and technology transformation, outlining key initiatives, timelines, and resource allocation. * Utilizing effective program management skills, partner with the HRIS and IT teams on the implementation, improvement, and integration of new HR systems, ensuring seamless high quality data migration, system functionality, and alignment with standard work / HR processes. * Drive change management initiatives related to HR policy, process and technology adoption, including communication, training, and stakeholder engagement to ensure technology and processes are correctly utilized for maximum value for the company and its employees. * Lead efforts to fully define processes and policies that currently exist, and opportunities to drive standardization to the fully defined to-be state. Prioritize and with HR, COE and HRIS team members, create / improve standard work and retention practices to prepare for future AI implementation. * Lead the development / continuous improvement of case management processes and systems to enable high-quality, efficient transmission of requests from HR, Managers, Employees and other stakeholders so that requests can be fulfilled and the organization can better understand demand on HR support, when, where, on what topics, etc. * Support IT and HRIS in managing HR Technology vendor relationships. * Define and track key performance indicators (KPIs) to measure the success of HR process and technology initiatives and demonstrate their impact on the business. * Collaborate with HR leaders, business stakeholders, and IT teams to ensure alignment and buy-in for HR technology initiatives. Partner with IT to ensure solutions match IR Data Security and IT Roadmap. Establish and enforce data governance policies and procedures to ensure data integrity, security, and compliance with relevant regulations. * Keep abreast of the latest HR technology trends and best practices, recommending innovative solutions to enhance HR capabilities. Requirements: * HR Expertise: 10+ years of progressive HR experience, 5+ years in HR transformation or HRIS leadership roles. * HRIS Proficiency: Strong experience with HRIS systems, including implementation, configuration, data management, and continuous improvement across HR systems and processes. * Leadership and Management: Proven ability to lead teams, manage projects, and influence stakeholders. * Communication and Change Management Expertise: Excellent communication, interpersonal, influencing and change management skills. * Analytical and Problem-Solving Skills: Ability to analyze data, identify trends, and develop effective solutions with a keen continuous improvement mind-set. * Strategic Thinking: Demonstrated ability to think strategically and develop long-term HR technology and process roadmaps. * Vendor Management: 3+ years experience managing HR technology vendors. * Project / Program Management: Strong project / program management skills, including planning, execution, and monitoring. * Education: Bachelor's degree from an accredited university Preferred Qualifications: * Experience with Success Factors * Strong proficiency in MS Excel * Experience with a large (Big Four) consulting firm in their Human Capital / HR practice * Advanced degree such as an MBA or Master's in HR At Ingersoll Rand, we embrace a culture of personal ownership - taking responsibility for our company, our communities, and our environment, as well as our individual health and well-being. Our comprehensive benefits package is designed to empower you with the tools and support necessary to take charge of your health, ensuring that together, we can continue to make life better. Our range of benefits includes health care options like medical and prescription plans, dental and vision coverage, as well as wellness programs. Additionally, we provide life insurance, a robust 401(k) plan, paid time off, and even an employee stock grant, among other offerings. These benefits are our commitment to you, so you can be your best at work and beyond. #LI-CF1 Ingersoll Rand Inc. (NYSE:IR), driven by an entrepreneurial spirit and ownership mindset, is dedicated to helping make life better for our employees, customers and communities. Customers lean on us for our technology-driven excellence in mission-critical flow creation and industrial solutions across 40+ respected brands where our products and services excel in the most complex and harsh conditions. Our employees develop customers for life through their daily commitment to expertise, productivity and efficiency. For more information, visit *************

Job DescriptionFocused on the electrical, NSI Industries continues to outpace the industry in unprecedented growth. We are all about "Making Connections" and we know our future success depends on the collective talents and experiences of our people and their ability to come together for our customers and communities. With locations across North America, NSI has the size and breadth to provide opportunities to grow and develop. If you're looking for a dynamic, fast paced and growing workplace to continuously learn and thrive, we want to hear from you! The Director of Human Resources Total Rewards and Operations is a key strategic leader responsible for designing, implementing, and managing comprehensive total rewards programs and HR operational excellence across NSI Industries. This role oversees compensation, benefits, retirement plans, payroll, performance, HRIS, compliance, and acquisition integration, ensuring alignment with organizational goals and regulatory requirements. The position combines strategic vision with hands-on execution to deliver competitive, cost-effective, and compliant programs that attract, retain, and engage top talent. This role is located in our Huntersville, NC headquarters office and is a hybrid role. Responsibilities: Total Rewards Strategy & Execution • Develop and implement compensation strategies that align with business objectives and market competitiveness. • Conduct salary surveys, benchmarking, and pay equity analyses to ensure fair and competitive practices. • Oversee administration of health, dental, vision, life, disability, and retirement plans (DB & DC). • Manage annual merit, incentive, and bonus programs in partnership with HR and Finance. Benefits & Retirement • Lead benefits strategy, vendor management, and compliance for all employee benefit programs. • Ensure seamless administration of retirement plans, including compliance with ERISA, ACA, and other regulations. • Oversee leave programs and related policies (FMLA, STD, LTD). HR Operations & Compliance • Direct payroll operations to ensure accuracy, timeliness, taxes, and compliance with wage and hour laws. • Optimize HRIS (Workforce Now) functionality to support data integrity, reporting, and process automation. • Ensure compliance with federal and state regulations (EEO, ACA, 5500 filings, PBGC, etc.). • Develop and maintain policies and procedures that support operational efficiency and legal compliance. • Oversee Talent Management and Performance Management execution from a Workforce Now systems perspective. • Drive employee engagement through inclusive culture initiatives, feedback analysis, recognition programs, and transparent communication. • Lead change management efforts by creating clear plans, providing training, and advising leadership on readiness and risk mitigation. • Manage HR projects end-to-end, including planning, resource allocation, timeline tracking, and cross-functional collaboration to ensure successful delivery. Acquisition Integration • Provide leadership for HR integration during acquisitions or divestures, ensuring alignment of benefits, compensation, and HR systems. • Drive process harmonization and change management for acquired or divested entities. Analytics & Continuous Improvement • Establish KPIs and service metrics to monitor program effectiveness and operational performance. • Leverage data analytics to inform decision-making and identify opportunities for improvement. • Stay current on market trends and regulatory changes to maintain best-in-class practices. Leadership & Collaboration • Partner with HR leadership and business leaders to align total rewards and operational strategies with organizational goals. • Lead and mentor HR operations team members, fostering a culture of accountability and excellence. Requirements: • Bachelor's degree in Human Resources, Business Administration, or related field; advanced degree or certification (e.g., CCP, CEBS) preferred. • 8+ years of progressive HR experience with a focus on total rewards and HR operations. • Expertise in compensation design, benefits administration, performance management, payroll, and very strong HRIS systems experience with ADP Workforce Now. • Strong knowledge of federal and state employment laws and compliance requirements. • Proven ability to lead complex projects, manage multiple priorities, and deliver results. • Exceptional analytical, communication, and leadership skills _______________ _ _ _ _ _ _ Benefits: NSI Industries offers a competitive salary, performance-based and attendance bonuses for certain roles. We offer health, dental, and vision insurance. Retirement savings plan with company match. Paid holiday time off and vacation. EEO employer M/F/D/V: NSI Industries is an equal opportunity employer and, as such, affirms in policy and practice its commitment to recruit, hire, train, and promote, in all job classifications, without regard to race, color, creed, religion, sex, gender, age, national origin, marital status, sexual orientation, gender identity, gender expression, citizenship, eligible veteran status, disability, or any other status protected by law. Reasonable Accommodation: NSI Industries is committed to providing reasonable accommodation for qualified individuals with disabilities. If you require assistance or accommodation during the application process, please contact your Recruiter for assistance. We comply with federal and state disability laws and make reasonable accommodation for applicants and employees with disabilities to ensure equal employment opportunities. Physical Work Requirements: Many roles at NSI Industries require physical activities where the employee must occasionally lift and/or move items or require specific vision abilities. Drug Free Workplace: NSI Industries maintains a drug-free workplace and requires all employees to complete and pass a pre-employment drug screen and background check. Powered by JazzHR eAPoF4NKp2

USC Credit Union is seeking an experienced, people-centered Vice President of Human Resources to join our team. This part-time, onsite role will work three days per week and reports directly to the CEO. The VP of HR will oversee a broad and complex HR function supporting staff, student workers, and managers across multiple departments. This executive leader will be responsible for delivering high-quality HR services, including recruitment, employee and labor relations, total rewards management, training and development, workforce planning, workers' compensation, disability coordination, and HRIS management. The VP will design and enhance internal HR programs, collaborate closely with USC's central HR partners, and cultivate a workplace culture that reflects USC Credit Union's values and aligns with the USC Code of Ethics. Responsibilities include, but are not limited to: Manages operations and staff involved in the administration and delivery of payroll and personnel programs and services. Develops and coordinates programs and services with appropriate university offices, e.g., payroll, personnel services, provost, and general counsel. Hires, trains and supervises staff who are involved in payroll processing and in design and delivery of specialized personnel services such as training and employment. Schedules, prioritizes and assigns work. Assesses performance and provides feedback. Counsels or disciplines as required. Develops plans and goals related to equal opportunity activities and/or programs. Maintains statistics necessary to monitor effectiveness of programs. Interacts with the university equal opportunity office to provide information and assist in researching complaints. Coordinates recruitment and placement activities. Opens positions. Interviews, assesses qualifications and skills, and refers to hiring unit. Coordinates design and placement of employment advertising. Interacts with the university employment office and external agencies to increase applicant flow. Assists managers and supervisors with staff salary administration. Advises on new hire salaries, salary adjustments, and reclassifications and promotions. Assists in developing job descriptions. Ensures classification and salary practices are consistent with university policy. Participates in and analyzes surveys and makes appropriate recommendations. Works with management to project current and future staffing needs. Develops short and long-range strategic plans for effective recruitment, development and staff utilization. Establishes and maintains planning, control and reporting activities. Analyzes and determines training needs. Identifies or develops programs to meet staff training requirements in the areas of management development, skills training, on-the-job training and employee orientation (as a supplement to the university's staff orientation program). Assists in the internal resolution of employee grievances. Provides information and assistance to the university employee relations office to facilitate grievance resolution. Oversees the departmental interface and administration of collective bargaining agreements and grievance procedures. Interacts with the benefits, disability and worker's compensation offices to distribute benefit information and submit required documentation. Provides research and background information to facilitate administration and delivery of employee benefits. Directs the maintenance and processing of confidential employee records and files. Designs, develops and maintains a personnel information system which complements the university system. Generates reports for monitoring and performs trend analyses. Encourages a workplace culture where all employees are valued, value others and have the opportunity to contribute through their ideas, words and actions, in accordance with the USC Code of Ethics The ideal candidate will have: Bachelor's degree required; combination of education and experience may substitute for degree. 3-5 years of progressive HR experience, preferably in a university or similar environment. Strong generalist knowledge across HR functions, including recruitment, compensation, employee relations, training, disability, and workers' compensation. Experience with payroll and personnel processes in a complex environment. Excellent interpersonal, organizational, critical-thinking, and communication skills. Ability to exercise sound judgment, maintain confidentiality, and work collaboratively with diverse groups. Proficiency with HRIS, digital tools, and office software. Preferred Certifications (not required): PHR, SPHR SHRM-CP, SHRM-SCP Compensation: The salary range for this position is $95,000 to $110,000. When extending an offer of employment, the University of Southern California considers factors such as (but not limited to) the scope and responsibilities of the position, the candidate's work experience, education/training, key skills, internal peer equity, federal, state, and local laws, contractual stipulations, grant funding, as well as external market and organizational considerations. Why USC Credit Union is a great place to work: Medical through USC Network: ********************************** Dental: ********************************* Vision: ********************************* Dependent Care and Health Care Flexible Spending Accounts (FSAs): ******************************* Retirement with up to 10% employer contributions: ********************************************************* Tuition reimbursement: ******************************************* Paid Time Off (PTO) including, up to 24 vacation days (based on tenure), 12 sick days, 9 paid holidays, 1 paid personal day, 4 paid winter recess days, paid bereavement, and paid jury duty: *********************************** Life and voluntary insurance benefits: ********************************************* WorkWell Center that provides programs, resources, and services to benefits-eligible staff and their dependents, that help them thrive in all areas of work-life wellness: ************************* Other generous perks and discounts: ******************************** Fight On! Manages a varied and complex human resources function for a large number of employees (staff, students and/or faculty) in a division, auxiliary department or school. Human resources functions include recruitment, equal opportunity, salary administration, staff planning, training, employee relations, labor relations, disability, workers' compensation, personnel records and information systems. Develops distinct but complementary internal programs and services and coordinates these with university payroll and staff offices. Reports directly to a dean or director. USC is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, protected veteran status, disability, or any other characteristic protected by law or USC policy. USC observes affirmative action obligations consistent with state and federal law. USC will consider for employment all qualified applicants with criminal records in a manner consistent with applicable laws and regulations, including the Los Angeles County Fair Chance Ordinance for employers and the Fair Chance Initiative for Hiring Ordinance, and with due consideration for patient and student safety. Please refer to the Background Screening Policy Appendix D for specific employment screen implications for the position for which you are applying. We provide reasonable accommodations to applicants and employees with disabilities. Applicants with questions about access or requiring a reasonable accommodation for any part of the application or hiring process should contact USC Human Resources by phone at **************, or by email at *************. Inquiries will be treated as confidential to the extent permitted by law. Notice of Non-discrimination Employment Equity Read USC's Clery Act Annual Security Report USC is a smoke-free environment Digital Accessibility If you are a current USC employee, please apply to this USC job posting in Workday by copying and pasting this link into your browser: *************************************************************