Human Resources Manager jobs at Medtronic

Physician Affiliate Group of New York (PAGNY) has an opportunity for a Director of Human Resources Operations to its multispecialty medical practice group. PAGNY staffs several municipal hospitals and clinics within New York City through an affiliation agreement with NYC Health + Hospitals. PAGNY's corporate staff provides administrative, practice management, and human resources services in support of its more than 4,000 clinical providers. The mission of NYC Health + Hospitals is to extend equally to all New Yorkers, regardless of the ability to pay, comprehensive health services of the highest quality in an atmosphere of humane care, dignity, and respect. Their Values are built on a foundation of social and racial equity and has established the ICARE standards for all staff. NYC Health + Hospitals is the nation's largest municipal healthcare delivery system in the United States. Dedicated to providing the highest quality healthcare services to all New Yorkers with compassion, dignity, and respect, and regardless of immigration status or ability to pay. Opportunity Details: Provides PAGNY-wide leadership with overall management of the areas of Human Resources (HR) including policy development, performance management, site HR services, and compensation. Oversees HR staff and partners with site Administrators to align policies and procedures, along with services and programs to align with local needs in the context of central goals. Translate the strategic and tactical business plans into HR operational plans. Develop performance management and evaluation systems and processes across all Departments and locations. Manage the HR Information Systems database and reporting for critical analyses of the HR function and people resources. Provide HR metrics and reporting for Senior Leadership and the Board of Directors. Develop and implement the organization's diversity initiatives and strategy to attract, hire, and maintain a diverse workplace. Collaborate with stakeholders to assess the need for, and recommend training initiatives on, cultural competency, gender differences, disability, sexual harassment, and other topics designed to increase awareness and support of equity and inclusion values, while maintaining compliance with applicable laws. Qualifications: Masters' degree in Human Resource Management or equivalent desired Minimum 10 years' related leadership experience Hospital or healthcare field experience is required Demonstrated performance management and leadership competencies Excellent interpersonal and communication skills Wages and Benefits include: Annual Base Salary: $160,000* - $185,000* based on 40-hour work week. 401(k) Company Contribution (subject to IRS contribution limits): Employees are immediately vested in a 3% company contribution of base earnings. No employee match is required. After one year of service, employees receive an additional 7% company contribution of base earnings. No employee match is required. Generous Annual Paid Time Off (PTO): Vacation and Holiday. Medical, Prescription, and Dental Coverage: Top-tier plans with employee contributions significantly below market rates. Life Insurance and Accidental Death and Dismemberment (AD&D) Coverage: Equal to 2x your salary (up to a maximum of $300,000) provided at no cost to you. Additional employee-paid Voluntary Life and AD&D coverage is available for you and your family. Healthcare and Dependent Care Flexible Spending Accounts (FSAs). Pre-tax employee-paid contributions for commuting expenses. Physician Affiliate Group of New York, P.C. (PAGNY) mission is to provide accountable, responsive, quality care with the highest degree of sensitivity to the needs of the diverse population that lives in our New York community. PAGNY is one of the largest physician groups in the country and directly employs nearly 4,000 physicians and allied health professionals who provide services to NYC Health + Hospitals, the largest municipal health care system in the nation, serving more than a million New Yorkers annually. Our providers are highly skilled professionals with outstanding credentials who deliver the highest level of quality healthcare to patients throughout New York City. Physician Affiliate Group of New York, P.C. (PAGNY) is an equal opportunity employer committed to equitable hiring practices and a supportive workplace. All candidates are considered based on their individual qualifications, potential, and experience. To learn more about our culture and ongoing workplace practices, please visit our Workplace Culture | PAGNY page. *Salary Disclosure Information: The salary listed for this position complies with New York City's Salary Transparency Law for Job Advertisements. The salary applies specifically to the position being advertised and does not include incentive compensation or benefits. Actual total compensation may vary based on factors such as experience, skills, qualifications, historical performance, and other relevant criteria.

Physician Affiliate Group of New York (PAGNY), a tax-exempt organization affiliated with NYC Health + Hospitals, has an opportunity for a Director, Labor and Employee Relations. PAGNY is one of the largest physician groups in New York State and directly employs nearly 4,000 physicians and allied health professionals who serve seven of New York City's public hospitals, numerous public health community-based practices, and the city's Correctional Health Service. The Mission of NYC Health + Hospitals is to extend equally to all New Yorkers, regardless of the ability to pay, comprehensive health services of the highest quality in an atmosphere of humane care, dignity, and respect. Their Values are built on a foundation of social and racial equity and has established the ICARE standards for all staff. NYC Health + Hospitals is the nation's largest municipal health care delivery system in the United States. Dedicated to providing the highest quality health care services to all New Yorkers with compassion, dignity and respect, and regardless of immigration status or ability to pay. The Director, Labor and Employee Relations, will develop and oversee the implementation of effective Labor and Employee Relations strategies and provide solutions, direction, leadership, and expertise in the areas of Employee and Labor Relations for a unionized healthcare organization. The Director will develop programs, practices, and training to promote understanding and compliance with all relevant employment laws and regulations. The Director will establish consistent Labor and Employee Relation practices throughout the organization. The successful candidate will work in collaboration with Legal Counsel. Responsibilities: Labor Strategy & Negotiation Develop and implement labor relations strategies aligned with organizational goals. Lead negotiations for collective bargaining agreements. Interpret and administer labor contracts and agreements. Compliance & Legal Oversight Ensure compliance with federal, state, and local labor laws. Advise management on legal implications of labor decisions. Represent the organization in arbitration hearings and labor board proceedings. Dispute Resolution & Grievance Management Oversee grievance procedures and resolve employee disputes. Provide counsel on disciplinary actions and contract interpretation. Coordinate responses to Unfair Labor Practice charges. Training & Development Deliver training to managers on labor relations, contract administration, and compliance. Promote understanding of labor policies and procedures across departments. Employee Engagement & Relations Monitor employee satisfaction and engagement. Collaborate with HR and leadership to improve workplace culture and relations. Lead the development and implementation of a variety of qualitative and quantitative measures to track the effectiveness of employee and labor relations processes. Qualifications: Proven experience in Labor and Employee Relations, preferably in a health care setting at a Director Level. Education -Bachelor's Degree in Human Resources or a related field is required. Juris Doctorate or Master's Degree in Human Resources or a related field is preferred. Experience-Minimum 10 years' experience, with at least 5 years in a leadership role. Skills-Strong knowledge of federal, state, and city laws pertaining to employment and labor relations matters. Strong leadership skills, including organization, project management, delegation, problem-solving, communication, change management, and analytical skills. Exceptional Benefits include: 10% 401K company contribution after one year of service, with 3% company contribution starting day one Choice of a three-tiered, very low cost medical plans starting day one Excellent dental insurance, including orthodontics coverage starting day one Generous paid time off program Annual salary for this position is $165,000 - $185,000 The salary range and/or hourly rate listed is a good faith determination of potential base compensation that may be offered to a successful applicant for this position at the time of this job advertisement and may be modified in the future. When determining base salary and/or rate, several factors may be considered as applicable (e.g., location, years of relevant experience, education, credentials, budget, and internal equity).

Located in Kailua, Adventist Health Castle has been one of the area's leading healthcare providers since 1963. We are comprised of a 160-bed hospital, eight medical offices, home care services, urgent cares and a vast scope of services located throughout O'ahu. In 2017, Adventist Health Castle was recognized with the Malcolm Baldrige National Quality Award, the nation's highest presidential honor for performance excellence. O'ahu is known for its ideal climate, diverse culture and picturesque landscape. The allure of Castle's laid-back lifestyle is complimented by its close-knit and proud community. Job Summary: Serves as a strategic advisor to business leaders, combining deep HR expertise with a strong business acumen, and may be responsible for leading other team members as assigned. This role is pivotal in managing complex employee relations, driving engagement, and supporting talent development and workforce planning. Partners with managers to align HR strategies with overall business objectives. Job Requirements: Education and Work Experience: Bachelor's or Master's degree in Human Resources, Business, or a related field (or equivalent experience) : Required Five to Seven years of progressive HR experience, ideally within the healthcare sector. Internal candidates with less experience may be considered based on demonstrated performance, potential, and alignment with role expectations, subject to review and approval by the Network HR Director and CHRO. : Required Verifiable experience in successful and impactful coaching, advising, and consulting with leaders on organizational issues and employee challenges.: Required Licenses/Certifications: Society for Human Resource Management Certified Professional (SHRM-CP) or Professional in Human Resources (PHR) certification: Preferred Essential Functions: Acts as a strategic partner to managers by providing HR consultation and guidance. Performs champion shaping and nurturing workplace culture and engagement strategies that align to organization mission and values and foster an environment of belonging. Provides strategic guidance to all levels of leadership as directed by Sr. HRBP or Network HR Director. Partners with network HR teams to foster collaboration and alignment across the network. Leads and manages complex employee relations issues and investigations ensuring fair and consistent outcomes aligned with legal requirements, policies and procedures, and values. Develops and implements initiatives to drive employee engagement and talent development. Supports workforce planning and succession planning efforts. Analyzes HR metrics and provides actionable recommendations to senior leadership. Ensures compliance with employment laws and mitigate HR-related risks through collaboration with legal and compliance teams. Performs other job-related duties as assigned. Organizational Requirements: Adventist Health is committed to the safety and wellbeing of our associates and patients. Therefore, we require that all associates receive all required vaccinations as a condition of employment and annually thereafter, where applicable. Medical and religious exemptions may apply. Adventist Health participates in E-Verify. Visit ******************************************** for more information about E-Verify. By choosing to apply, you acknowledge that you have accessed and read the E-Verify Participation and Right to Work notices and understand the contents therein. About Us Adventist Health is a faith-based, nonprofit, integrated health system serving more than 100 communities on the West Coast and Hawaii with over 440 sites of care, including 27 acute care facilities. Founded on Adventist heritage and values, Adventist Health provides care in hospitals, clinics, home care, and hospice agencies in both rural and urban communities. Our compassionate and talented team of more than 38,000 includes employees, physicians, Medical Staff, and volunteers driven in pursuit of one mission: living God's love by inspiring health, wholeness and hope.

Full time, 80 hours per pay period, Day Shift Claiborne Medical Center, a member of Knoxville-based Covenant Health, offers a full range of medical services including emergency care, general and orthopedic surgery, rehabilitation, and diagnostic services. Our radiology services are certified by the American College of Radiology in Computerized Tomography (CT), Mammography, Magnetic Resonance Imaging (MRI), Nuclear Medicine, and Ultrasound. Claiborne also provides skilled and long-term care through Claiborne Health and Rehabilitation Center. Our team of physicians and staff is dedicated to putting our patients first, every day. For more information, visit ClaiborneMedicalCenter.com. Position Summary: The Human Resources Business Partner (HRBP) serves as a strategic advisor and trusted partner to business leaders, aligning people strategies with organizational goals. This role champions a culture rooted in the organization's values, fostering an environment of transparency, accountability, and continuous improvement. The HRBP drives initiatives that enhance employee engagement, leadership effectiveness, and operational excellence across all people processes. Recruiter: Suzie McGuinn || ***************** Responsibilities Collaborate with leaders to understand business objectives and translate them into HR strategies. Facilitate clear, consistent, and values-based communication across teams and departments. Provide coaching and guidance to leaders on team dynamics, performance, and employee relations. Build strong relationships with leaders and employees to promote trust, engagement, and psychological safety. Support leadership development through feedback, coaching, and talent planning. Champion employee experience initiatives that drive engagement, retention, and well-being. Lead and support core HR processes including performance management, compensation planning, and workforce planning. Ensure consistent application of policies, procedures, and compliance standards. Partner with Human Resources teams to deliver integrated people solutions. Promote behaviors that reflect organizational values and leadership expectations. Use data and insights to identify trends, risks, and opportunities for cultural and behavioral improvement. Use data and diagnostics to inform interventions and measure impact. Support change management efforts that reinforce desired mindsets and behaviors. Follows policies, procedures, and safety standards. Completes required education assignments annually. Works toward achieving goals and objectives, and participates in quality improvement initiatives as requested. Performs other duties as assigned. Qualifications Minimum Education: Bachelor's degree in Human Resources, Business, Psychology or related field. Master's preferred. Business or Healthcare Administration or Organizational Development equivalent. Minimum Experience: Minimum of eight years of progressively responsible experience in Human Resources, preferably in a large, matrixed environment. Previous experience leading a team preferred. Proven ability to influence and partner with leaders and/or executives. Strong business acumen and strategic thinking expertise. Excellent consulting and analytical skills. Licensure Requirement: None

More Lives, Better Lived As the largest and leading value-based kidney care company, Somatus is empowering patients across the country living with chronic kidney disease to experience more days out of the hospital and healthier at home. It takes a village of passionate and tenacious innovators to revolutionize an industry and support individuals living with a chronic disease to fulfill our purpose of creating More Lives, Better Lived. Does this sound like you? Showing Up Somatus Strong We foster an inclusive work environment that promotes collaboration and innovation at every level. Our values bring our mission to life and serve as the DNA for every decision we make: · Authenticity: We believe in real dialogue. In any interaction, with patients, partners, vendors, or our teammates, we are true to who we are, say what we mean, and mean what we say. · Collaboration: We appreciate what every person at Somatus brings to the table and believe that together we can do and achieve more. · Empowerment: We make sure every voice gets heard and all ideas are considered, especially when it comes to our patients' lives or our partners' best interests. · Innovation: We relentlessly look for ways to improve upon the status quo to continuously deliver new solutions. · Tenacity: We see challenges as opportunities for growth and improvement - especially when new solutions will make a difference for our patients and partners. Showing Up for You We offer more than 25 Health, Growth, and Wealth Work Perks to help teammates learn, grow, and be the best version of themselves, including: · Subsidized, personal healthcare coverage (medical, dental vision) · Flexible PTO · Professional Development, CEU, and Tuition Reimbursement · Curated Wellness Benefits supporting teammates physical and mental well-being · Community engagement opportunities · And more! The HRBP will be responsible for implementing proactive talent strategies that align with organizational objectives and support a workforce composed largely of medical staff, including nurse practitioners, nurses, dietitians, pharmacists, social workers, patient health advocates, and physicians. This role focuses on optimizing workforce outcomes through data-driven decision-making and fostering an environment of accountability, engagement, and measurable success. The HRBP will work closely with the COO and other to drive a high-performance, and continuous development-based culture This role requires a on site schedule to our office in Mclean VA. Strategic Talent Planning: Drive the development and execution of a comprehensive talent strategy that aligns with organizational goals. Collaborate with leaders to identify and maximize talent opportunities, ensuring a proactive approach to workforce planning, performance management, career development, and succession planning. Serve as a strategic advisor to leaders, aligning talent strategies with both immediate and long-term business needs. Metrics-Driven Insights: Deliver comprehensive, data-driven analysis directly to leadership, driving informed decision-making that advances talent strategy and aligns with broader organizational objectives. Collaborate with the People Operations team to analyze workforce data, identify trends, assess potential risks, and uncover opportunities for improvement that align with the organization's talent strategy. Develop actionable recommendations and insights that optimize People Operations' reporting capabilities, enabling the creation of dashboards that track key performance indicators (KPIs), such as employee engagement, turnover rates, and other metrics vital to business outcomes. Employee Relations & Compliance: Collaborate with Employee Relations to ensure prompt, respectful, and legally compliant resolutions of employee relations matters, maintaining accurate documentation throughout the process. Work closely with legal and compliance teams to maintain adherence to federal, state, and local regulations. Performance Management: Guide managers through performance management processes, with a focus on achieving measurable outcomes and facilitating career development. Partner with leadership to drive a high-performance culture by emphasizing KPIs and coaching managers on effective feedback delivery and developmental strategies. Organizational Development: Identify and address barriers to team effectiveness, proposing solutions that foster a culture of continuous learning, high performance, collaboration, and accountability. Collaborate with leaders to design and implement development programs that enhance professional growth and contribute to improved patient outcomes driven by the healthcare teams. HR Process Management: Serve as a key partner to People Operations, acting as the face of core HR process rollouts, such as performance management, merit planning, compensation and benefits. Partner with People Operations to enhance core HR processes through clear metrics and continuous evaluation. Change Management: Guide leaders through change management initiatives, supporting effective communication strategies, employee engagement, and team alignment. Ensure change efforts align clearly with strategic goals and contribute to a positive organizational culture. Collaboration with Talent Acquisition: Work closely with Talent Acquisition to ensure that roles needed to achieve strategic goals are clearly defined and aligned with career architecture, business needs, and industry standards. Ensure clarity and consistency across teams through well-defined job descriptions. Required Skills and Experience: Bachelor's degree in Human Resources, Business Administration, or related field; HR certification preferred. Minimum of 7-10 years of HR experience, with a background in healthcare settings preferred, particularly in supporting clinical teams. Demonstrated success in implementing talent strategies that yield measurable results. Strong analytical skills, with the ability to translate data into actionable insights. In-depth knowledge of employment laws, with expertise in compliance within healthcare environments. Exceptional interpersonal, communication, and problem-solving skills, with a commitment to fostering a culture of trust and accountability. Ability to work independently as well as collaboratively, with a focus on strategic HR partnerships. Knowledge, Skills, and Abilities: Expertise in implementing proactive talent strategies in healthcare settings, with an emphasis on metrics, compliance, and employee engagement. Proven ability to build relationships with leaders, foster a high-performance culture, and drive continuous improvement. Strong analytical skills to inform strategic decisions and optimize workforce performance.

SMP Health - St. Catherine, inspired by the Sisters of Mary of the Presentation, serves those in our care with respect and compassion as we strive to fulfill the healing mission of Jesus. Our non-profit, Catholic faith based organization features two skilled nursing facilities in the Fargo/Moorhead area. Our St. Catherine 'North' campus (Rosewood on Broadway) and our St. Catherine 'South' campus (Villa Maria) both provide long term care, skilled nursing, and rehab services. Both campuses are VA, Medicare, and Medicaid contract facilities. Role Description HR Business Partner Location: Fargo, ND Schedule: Full-time, Monday through Friday, on-site across both the North and South campuses Reports to: CEO Member of: Organizational Leadership Team About the Role We are seeking an HR Business Partner to join our team and step into a key HR role as our long-serving HR Director prepares for retirement. The retiring Director will remain full time until the new hire begins and will then shift to part-time support to provide hands-on training and ensure a smooth transition. This position's primary focus is recruitment and keeping a strong, steady hiring pipeline in place for both campuses. Because Payroll and Benefits Coordinators handle FMLA, routine HR compliance, benefits administration, onboarding paperwork, and open enrollment, the HR Business Partner can remain focused on attracting and retaining staff, strengthening the candidate and new hire experience, and supporting managers with daily HR needs. As the HR Business Partner becomes familiar with our staff, systems, and operations, the role will also take on broader HR responsibilities including employee relations support, leadership coaching, and contributing to organizational and workforce planning. This position reports directly to the CEO and serves on the Leadership Team, playing an important role in shaping the employee experience across our organization. This is a meaningful opportunity for someone who enjoys relationship-building, problem-solving, and helping leaders build strong teams across two skilled nursing campuses with approximately 400 employees. Key Responsibilities Recruitment and Talent Pipeline Management Manage job postings across hiring platforms and ensure strong applicant flow Review applicants, conduct phone screens, and coordinate interviews Partner with department leaders to understand staffing needs and selection priorities Oversee offers and pre-employment steps Maintain an organized and proactive hiring pipeline Manager Support and HR Operations Serve as a resource to leaders on staffing issues, coaching, and routine HR questions Support retention efforts and strengthen onboarding and engagement Coordinate with Payroll and Benefits Coordinators to ensure smooth onboarding Assist with day-to-day HR operational matters and problem solving Broader HRBP Responsibilities Support employee relations conversations and performance discussions Promote consistent HR practices across both campuses Collaborate on workforce planning and staffing needs Contribute to staff development, training, and retention strategies Provide HR reporting and support data-driven leadership decisions Partner with the CEO on organizational HR priorities Qualifications 3-5 years of experience in HR, recruitment, or a related people-focused field Strong communication and relationship-building skills Sound judgment, professionalism, and confidentiality Organized and able to manage multiple priorities Comfortable supporting managers and staff at all levels Healthcare experience helpful but not required Compensation and Benefits Salary: $75,000 to $90,000, depending on experience (exempt) Medical, dental, and vision insurance HSA and FSA options 401(k) with employer contribution Paid time off Short Term and Long Term Disability Employee Assistance Program Tuition assistance and professional development Employee recognition and wellness programs Why Join Us Mission-driven Catholic healthcare organization Direct mentorship during the onboarding transition Opportunity to support and influence both campuses at a system level Supportive and collaborative leadership environment Meaningful work supporting caregivers who serve older adults How to Apply Submit your resume and a brief note about your interest in the role. Apply online at smphealth.org/stcatherinesouth/careers/ SMP Health - St. Catherine is an Equal Opportunity Employer (EOE). Job Type: Full-time Benefits: 401(k) 401(k) matching AD&D insurance Continuing education credits Dental insurance Disability insurance Employee assistance program Flexible schedule Flexible spending account Health insurance Health savings account Life insurance Loan repayment program Opportunities for advancement Paid orientation Paid sick time Paid time off Paid training Referral program Retirement plan Tuition reimbursement Vision insurance Education: Bachelor's (Required) Experience: Human Resources, employee recruitment, or talent acquisition: 2 years (Required) Ability to Commute: Fargo, ND 58103 (Required) Work Location: In person

The Executive Director of Human Resources will lead the development and execution of the company's HR strategy, including the build-out of internal HR infrastructure, benefits, talent acquisition, compliance, compensation, employee relations, performance management, training, and culture development, while also fostering an environment of respect, inclusion, and growth for all employees. This position is responsible for supporting the implementation of all human resources policies, procedures, programs, and systems. This includes, but not limited to, recruitment, on-boarding, employee relations, employee recognition and retention, compensation, benefits, employee records, employee communication, and compliance with regulatory requirements within corporate and the hospital systems. DUTIES AND RESPONSIBILITIES Provides management, oversight, support, and/or execution of day-to-day HR operations to include talent acquisition, employee relations, benefits, compensation, HRIS and compliance for corporate and hospital staff. Ensure that all aspects of the HR team and functions are operating seamlessly and at a pace that meets the organizational demand. Collaborates with key stakeholders across the organization to develop and integrate workforce planning and analysis, talent acquisition, learning and leadership development, performance management, professional development, succession planning, and rewards. Ensures leaders and hiring managers are supported to adequately determine and fulfill staffing needs in a consistent and timely manner. Leads the proper assessment of recruitment trends (internal and external) and refines the Talent Acquisition strategies, processes and systems to meet objectives. Partners with managers across the organization and provides effective support, coaching, and guidance around employee relation issues. Leads complex employee relations issues through to resolution, including full-scale investigations, documentation, and recommendation of appropriate courses of action in compliance with organizational policies and employment law. Consult with legal counsel when needed to actively manage organizational risk. OPERATIONAL Conducts a continuing study of all Human Resources policies, programs, and practices and defines all Human Resources training needs. Explore, identify and utilize software to increase efficiencies and effectiveness of the HR department. Meet with corporate and hospital administrators and staff, to determine priorities and tasks that are needed to achieve desired outcomes. Design, direct and manage a process of organization development that addresses issues such as succession planning, workforce development, key employee retention, organization design, and change management. Keep leadership informed of significant problems that jeopardize the achievement of organizational goals, and those that are not being addressed adequately within the organization. Lead organizational change initiatives by communicating effectively, engaging stakeholders, and mitigating resistance. Support managers and employees through transitions such as mergers, and new system implementations. Bring solutions that address department needs while taking into account the broader implications for the organization both Corporate and Healthcare. BENEFITS ADMINISTRATION & LOA Oversee all aspects of benefit administration and LOA-(leaves) FMLA, leave w/o pay, EAP, ADA, STL, LTL,; medical insurance, enrollment, insurance onboarding and offboarding and other supportive services. Ensures compliance with all existing governmental and labor legal and government reporting requirements including but not limited to: Equal Employment Opportunity (EEO), Americans with Disabilities Act (ADA), Family and Medical Leave Act (FMLA), Employee Retirement Income Security Act (ERISA), the Department of Labor, worker compensation, Occupational Safety and Health Administration (OSHA) Decisions for comprehensive employee benefits plans that are competitive and cost-effective. Oversee the design, selection, negotiation, and administration of employee benefits programs (health, dental, vision, retirement, wellness, leave, etc.). Manage vendor relationships, plan renewals, and the annual enrollment processes. Maintain internal HR website to ensure employees are updated and informed on all HR-related content. Maintain knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law; applies this knowledge to communicate changes in policy, practice, and resources to upper management. COMPENSATION & PAYROLL Review and update compensation plan including current benchmarking, staff job descriptions, department equity, market competitiveness, and compensation matrix, ensuring that the organization remains competitive in its compensation practices, which is vital for attracting and retaining top talent. Design and implement compensation structures including salary ranges, bonuses, and benefits pkgs. That align with the organization budget and strategic objectives. Manage compensation and benefits audits, government filings (e.g., 5500s), and reporting requirements. Monitor Payroll and enforce internal controls to prevent errors Oversee internal HRIS system for payroll operations including quarterly updates, integrations, and troubleshooting in coordination with IT, payroll administrator and current payroll system/vendor. Review and approve internal and external payroll reports and tax filings. Ensure proper documentation, timeliness and audit readiness. Manage pre- and post-tax earnings and deductions REQUIREMENTS Requires a BS or BA in Human Resources Management or equivalent in education and work experience. 7-10+years of progressive Human Resources experience in a Corporate environment and Healthcare PHR/SPHR/SHRM-SPHR preferred. 10+ years of progressive HR experience with preferably 5+ years in healthcare. Must have experience in reviewing/negotiating welfare benefits, administration, and plan management. Excellent leadership, analytical, operations, problem solving, and communication skills to maintain effective working relationships internally and externally. Healthcare industry experience preferred and familiarity with Joint Commission, DPH, BHDDH, BSAS, MA and RI state regulations strongly desired. Experience with employee investigations/disciplinary issues. Working knowledge of Microsoft Word, Excel, and Outlook. Experience with HRIS, Time & Attendance, Payroll systems, and Web based application. EDUCATION Bachelor's Degree in Business Management, Human Resources discipline or relevant experience. Master's degree in Human Resources, Public Administration, or related field is preferred. CERTIFICATION, LICENSURE PHR/SPHR/SHRM-SPHR preferred KNOWLEDGE SKILS AND ABILITIES Ability to influence decision makers. Ability to collaborate effectively with individuals at various levels. Ability to think logically and tactically. Possess a core set of ethical values. Possess effective organizational skills and attention to detail, and effective follow-through on responsibilities and requests.

Job Description - -The Personnel Coordinator supports Human Resource processes within the office and fosters positive employee relations. This role involves record-keeping, candidate tracking, and data entry. Key responsibilities include verifying I-9 documentation, administering background checks, benefits, assistance with employee terminations, performance reviews, and recruitment. Additionally, the Personnel Coordinator ensures compliance within Company policies, Federal and State regulations. Schedule - -Monday to Friday, 9am- 5pm Compensation - -Starts at $17.00/hr (varies based on experience) Responsibilities - -Conducting background checks, verifying references, and interviewing candidates, as well as assisting with recruiting efforts and screening applicants -Builds strong relationships with Direct Care Workers and consumers, prioritizing excellent customer service -Manages data entry, coordinates orientations, and organizes applicant tracking. -Assembles and audits personnel files, ensuring all HR requirements are met year-round

DCI Donor Services DCI Donor Services (DCIDS) is looking for a dynamic and enthusiastic team member to join us to save lives!! Our mission at DCIDS is to save lives through organ donation and we want professionals on our team that will embrace this important work!! The Human Resources Manager oversees and supports the daily operations of the HR department to ensure compliance, consistency, and excellence across all human resource functions. Key responsibilities include employee relations, talent acquisition, benefits administration, onboarding, payroll, and HR compliance. The HR Manager partners with leadership to develop and implement strategies that support employee engagement and retention. COMPANY OVERVIEW AND MISSION For over four decades, DCI Donor Services has been a leader in working to end the transplant waiting list. Our unique approach to service allows for nationwide donation, transplantation, and distribution of organs and tissues while maintaining close ties to our local communities. DCI Donor Services operates three organ procurement/tissue recovery organizations: New Mexico Donor Services, Sierra Donor Services, and Tennessee Donor Services. We also maximize the gift of life through the DCI Donor Services Tissue Bank and Sierra Donor Services Eye Bank. Our performance is measured by the way we serve donor families and recipients. To be successful in this endeavor is our ultimate mission. By mobili With the help of our employee-led strategy team, we will ensure that all communities feel welcome and safe with us because we are a model for fairness, belonging, and forward thinking. Key responsibilities this position will perform include: Leadership & HR Operations Manage day-to-day HR functions, ensuring alignment with organizational goals and regulatory standards. Supervise and mentor HR staff Serve as a trusted advisor to managers and employees on HR policies, procedures, and employee relations matters. Oversee recruitment, onboarding, and orientation processes to ensure a positive employee experience. Employee Relations & Compliance Participate in investigations related to workplace concerns, grievances, and disciplinary actions. Ensure compliance with all applicable employment laws and regulations (e.g., FMLA, FLSA, ADA, HIPAA, EEO). Benefits & Compensation Support annual open enrollment and related employee communications. Process benefit change requests. Reporting & Data Management Maintain HRIS records and generate reports related to turnover, diversity, compensation, and compliance. Prepare data and reports for audits, board presentations, and accreditation reviews The ideal candidate will have: Bachelors degree; Masters degree preferred 5+ years progressive HR experience Proficiency in payroll software and Microsoft Excel (VLOOKUP, pivot tables). High attention to detail and strong organizational skills. Ability to maintain confidentiality and exercise sound judgment Effective written and verbal communication skills. Familiarity with benefits administration and HR processes is a plus. CPP (Certified Payroll Professional) certification preferred or willingness to obtain. Demonstrated ability to work independently and collaboratively in a mission-centered environment. We offer a competitive compensation package including: Up to 184 hours of PTO your first year Up to 72 hours of Sick Time your first year Two Medical Plans (your choice of a PPO or HDHP), Dental, and Vision Coverage 403(b) plan with matching contribution Company provided term life, AD&D, and long-term disability insurance Wellness Program Supplemental insurance benefits such as accident coverage and short-term disability Discounts on home/auto/renter/pet insurance Cell phone discounts through Verizon Meal Per Diems when actively on cases **New employees must have their first dose of the COVID-19 vaccine by their potential start date or be able to supply proof of vaccination.** You will receive a confirmation e-mail upon successful submission of your application. The next step of the selection process will be to complete a video screening. Instructions to complete the video screening will be contained in the confirmation e-mail. Please note - you must complete the video screening within 5 days from submission of your application to be considered for the position. DCIDS is an EOE/AA employer M/F/Vet/Disability. PI9c6a40810e55-31181-38202150

Human Resources Director- Seeking a professional to plan, organize and manage the Agency's Human Resources Department, personnel systems and human relations functions. Supervises the Human Resources Assistant.Essential duties: Oversees recruitment and selection, classification and compensation, personnel records maintenance functions & employee benefits administration; Develops personnel policies and administrative procedures; Maintains up-to-date job classification system and job descriptions; Provides technical support, information, and assistance to the Management Team and CHS Board; Monitors Federal and State legislation on employment matters and ensures compliance; Conducts investigations related to grievances, claims of harassment, discrimination, and related subjects; Facilitates conflict resolution; Participates in disciplinary proceedings and makes recommendations regarding the disciplinary process; Conducts salary and benefit reviews, organizes and analyzes the results and prepares reports and recommendations; Supervises and coordinates benefits administration; Manages employee leaves of absence and Workers' Compensation and unemployment claims; Reviews current benefits packages for enhancements and cost cutting measures; Participates in meetings with benefits providers to discuss rates and other changes; Assesses training needs and participates in the preparation of an annual training plan; Participates in developing training programs; Ensures and documents that mandatory training requirements are met; Establishes and ensures proper administration of personnel policies and procedures; Oversees the preparation of Personnel Action Forms for action by the Finance Department and coordinates with Finance on matters of pay and leaves; Supervises and assigns work to Human Resources Assistant; Attends Board meetings and makes presentations; Facilitates the Personnel Committee of the Board; Develops & prepares a Department budget; Maintains confidential personnel records and other human resources files; Participates in selection, supervision, evaluation, and job development of Human Resources Department staff; Implements effective employee evaluation and performance improvements processes; Develops plans and procedures for improving Human Resources Department services; Represents the Human Resources Department with the community, other nonprofits, and other government agencies; Represents Human Resources with Agency staff; Develops and implements an Injury and Illness Prevention Program; Maintains policies and procedures that comply with CARF standards of excellence.Minimum qualifications: Graduation from an accredited four-year college or university, plus five years of progressively more responsible and varied experience in human resources, preferably public personnel, including three years of experience in a supervisory, managerial, or administrative position. A combination of training and experience which would likely provide the required knowledge and abilities may be qualifying.The Human Resources Director must be able to plan, organize, and coordinate the Agency's employment and employee relations functions. Provide supervision, training, and work evaluation for staff. Formulate, implement, and evaluate personnel and human relations systems and procedures. Interpret, explain, apply, and enforce a variety of laws, rules, and regulations. Develop and implement human resources programs. Prepare and manage the department budget. Research, collect, and analyze information related to personnel administration functions. Prepare a variety of reports and presentations. Effectively represent the Agency's Human Relations Department with a variety of individuals, community organizations, and other governmental agencies. Establish and maintain cooperative working relationships.Salary $112,268 - $136,462 a year D.O.E. Additional 5% if bilingual (Spanish). Generous benefits package including dental and vision coverage. AA/EOE.****************** E04JI8000gud40836na

Joining the Benchmark Senior Living team means putting your passion to work. Our associates feel a sense of belonging with the care that they provide, empowered by the open and reliable team that surrounds them. Our diverse and skilled workforce takes immense pride in a shared commitment: a devotion to providing caring and dedicated service. In our supportive environment, associates can learn and grow. With professional and personal training programs, as well as education for career advancement, we empower associates to explore their interests, feed their passion, and pursue growth opportunities. We invite you to connect with your calling, find purpose in your career, and gain lifelong relationships through the power of human connection by transforming the lives of seniors! As the Director of Business Administration, you will report to the Executive Director and maintain a close relationship with corporate accounting and Human Resources and the Organizational Development teams. Salary $75k Responsibilities Acting as the initial point-of-contact for all HR (Human Resources) and accounting related matters Managing the recruitment process in your community, including updates in the ATS, outreach to and screening of candidates, and managing the offer and onboarding process Interpreting policies and procedures and communicating them to all employees both proactively and in response to questions Processing A/R and A/P timely Processing monthly billing statements, answering related question from residents and families in a timely manner Processing employee payroll and archiving and discarding payrolls at the end of each cycle Analyzing variances in departmental payroll vs. budget Gathering monthly accruals from department heads Producing proposals and presentation packets Requirements 2-year degree in a Business-related field; 4-year degree from an accredited university in a Business-related field preferred Must have excellent organizational skills as well as effective written and verbal communication skills Be knowledgeable regarding ADP payroll systems and basic GL and Accounts Payable systems 3 years of business office experience with HR and accounting Prior Human Resources experience and/or education preferred Proficiency in Microsoft Office Suite applications such as Word, Excel, and Outlook Knowledge of HRIS system a plus As a community leader at Benchmark, you will have access to a variety of benefits including, but not limited to, the following: 8 holidays & 3 floating holidays Vacation and Health & Wellness Paid Time Off Discounted Meal Program Associate Referral Bonus Program, up to $1,500 Physical & Mental Health Wellness Programs Medical, Vision & Dental Benefits; no enrollment waiting period 401k Retirement Plan with Company Match Company-provided Life Insurance & Long-Term Disability

Job Description BIOSPECTRA HUMAN RESOURCES DIRECTOR If you like the idea of being a Human Resources leader and part of a growing company that is a major supplier to the bio-pharmaceutical industry, this may be the job for you! BioSpectra is seeking a Human Resources Director to lead Human Resources and drive organizational effectiveness, by leading exceptional talent acquisition and talent development initiatives, implementing strategies, technology platforms and compensation/total rewards systems that drive performance excellence. This is an excellent opportunity for an individual who has the leadership ability to lead BioSpectra to the next level of human resources excellence, while working with the current Human Resources Director who will be moving to a part-time HR role. Major Roles & Responsibilities: Organizational Effectiveness: Consults with division leadership and devises talent acquisition and development strategies to enable leadership to build capable organizations These strategies may involve organizational redesign, candidate sourcing and recruiting, employee planning (replacement, succession, and career development planning), management development and performance coaching • Performance Excellence: Develops and implements strategies, programs and a technology platform that enables managers and employees to achieve optimal performance, build a culture with a focus on accountability, identifying root causes related to performance deficiencies and challenge their teams to take immediate actions to resolve. • Talent Acquisition: Direct all talent acquisition activities including candidate sourcing, recruiting, interviewing, selection and making candidate offers with a focus on the quality of hiring and enabling managers to build high performing teams. • Compensation & Total Rewards: Develop and implement compensation/total rewards strategies and programs to enable BioSpectra to attract and retain talent, consistent with BioSpectra's pay philosophy to pay based on performance, our external labor market strategy and internal valuation of each position. • HR Policies & Administration: Develop and implement human resources policies that support overall BioSpectra's business and human resources strategy, ensure organizational compliance with current federal, state and local employment laws, and develop policies that address policy gaps. • Employee Engagement & Retention: Evaluates employee engagement and retention, develops and implements effective employee company-wide programs, to drive high levels of employee engagement and reduce “unwanted turnover”. • Management Development: Working closely with the Training & Development department to implement effective management, supervisory and employee development programs and initiatives. • HR Staff Development: Create an HR organizational plan; implement recruiting and internal staff development initiatives to build the overall capabilities of the human resources department. Qualifications: • The following qualifications are required: ---- Bachelor's degree in Human Resources, Business or related field. ---- Minimum of ten or more years of human resource management experience in a manufacturing setting with highly competent knowledge of employment law, how to build high performing organizations, creating and implementing compensation strategies, management and employee development that support organizational excellence. • The ideal candidate will have the following experience or attributes: ---- Experience leading human resources for a bio-pharmaceutical, chemical, food, fragrance or other similar materials manufacturing company; ---- Highly accountable, self-motivated, and works autonomously with the ability to be decisive and develop/implement creative solutions to challenging issues; ---- Highly effective leader who can communicate and connect with leaders and employees at all levels of the organization; ---- Highly effective in coaching executives and leaders at levels to optimize the performance of their teams; ---- Highly effective at thinking critically and resolving complex issues; ---- Effective at planning and managing departmental initiatives, as well as the ability engage their team in switching quickly from one task to another; ---- Trustworthy in maintaining confidentiality and handling confidential information; • The following attributes would be an added plus: ---- Effective working knowledge of cGMP practices with a life science or bio-pharmaceutical company; ---- Working knowledge of HR Systems and software platforms and experience with implementing HR technology solutions; ---- HR certifications such as PHR, SPHR, SHRM-CP or SHRM-SCP, World-at-Work; If you believe you have the leadership capability, the knowledge of how to lead a high growth company to achieve human resources excellence and the right stuff to be BioSpectra's next Human Resources Leader, please reach out to us!

Job Objective/ Summary: The Human Resources Director provides executive leadership and oversight of the Human Resources Department. This individual is responsible for effectively designing, planning, developing and assessing human resources programs and initiatives that advance organizational and HR strategies. The Human Resources Director provides management and advice on strategic plans, employee benefits, compensation, development, training, employee relations, and budget. This individual further serves as a leader in creating a positive company culture and encourages optimal employee performance in accordance with the overall business objectives. The Human Resources Director directs the creation and execution of engagement programs, employee orientation, recruitment & retention programs, policies and guidelines, benefits programs, HRIS, employee records and documentation policies, and payroll. The Human Resources Director must also ensure organizational compliance with accrediting agencies such as the Joint Commission as well with state, federal, and local requirements and advise Department Managers and Leaders on the legal aspects of human resources issues associated with employment grievances and discipline. Job Education, Licenses/Certifications, Knowledge & Experience: A Bachelor's Degree in HR, Business, Psychology, Communications or other related degree is required. Masters Degree preferred. HR Certification from HRCI or SHRM highly desirable. Minimum of 5 years of progressive Director level experience is required. Some experience in payroll is preferred. Excellent knowledge of employment legislation and regulations as it relates to EEO, EEOC, DOL, FLSA, ERISA, COBRA, Title VII of Civil Rights Act, and others. Experience working with Lawson Software and/or Kronos Timekeeping highly desirable. A high degree of personal integrity, ethics, and emotional intelligence. Excellent verbal and written communication skills, interpersonal and conflict resolution skills and strong critical thinking and problem-solving skills. Experience in a healthcare setting is a plus. Benefits & Perks: Free and Low Cost Health Insurance Options Dental and Vision $15,000 Employer Paid Life and AD&D Insurance Supplemental Insurance: STD, LTD, Critical Illness, Accident, Spouse/Child Life Insurance Retirement with Match PTO - accrued day 1. Paid Holidays & Compassionate Leave. 100% Discount on all outpatient services, except ER. Education/Training/Referral Incentives Tuition Assistance Free Public Service Loan Forgiveness Program Professional Development Student Loan Repayment Program Employee Recognition Program Advancement Opportunities Working for a healthcare facility that values and recognizes your contributions. Lawrence Healthcare complies with federal and state disability laws and makes reasonable accommodations for applicants and employees with disabilities. If reasonable accommodation is needed to participate in the job application or interview process, to perform essential job functions, and/or to receive other benefits and privileges of employment, please contact Human Resources, ********************* The health and safety of our employees, residents, and patients is a priority. To this end, Flu vaccinations will be a condition of employment with the exception of an approved accommodation. Vaccines are offered free of charge . Lawrence Healthcare has designated this position as safety sensitive. Lawrence Healthcare participates in E-Verify. Lawrence Healthcare is an equal opportunity employer.

About us: For over three decades, Cirtec Medical has been a leading outsourcing partner for complex medical devices. We specialize in providing comprehensive solutions for Class II and III devices, from design and development to precision components and finished device assembly. Our expertise spans neuromodulation, implantable drug delivery, cardiac rhythm management, structural heart, mechanical circulatory support, and minimally invasive surgical systems. Our dedicated teams prioritize growth, innovation, and collaboration. We actively seek opportunities for improvement to enhance our support for clients. If you embrace a growth mindset and thrive on challenges, you may be a perfect fit for our team! Position Summary: The Director of HR Operations will build and lead the operational backbone of the HR function across all Cirtec Medical sites. This leader will drive standardization, payroll excellence, data accuracy, and compliance while developing a capable, execution-focused HR Operations team. The Director will ensure HR delivers consistent, efficient, and reliable support that enables the business to scale and perform. Key Responsibilities: * Create a unified, high-performing HR operations model across the enterprise. * Standardize and document core HR processesincluding hiring, onboarding, performance management, job changes, terminations, and documentation management. * Implement HR service-level agreements (SLAs) and operational performance dashboards. * Lead monthly HR operations reviews with Sr. HR Managers to evaluate performance, identify issues, and drive improvement. * Build strong cross-functional alignment with Finance, IT, Compliance, and site leadership to ensure smooth end-to-end HR processes. * Serve as the primary escalation point for HR operations issues, ensuring rapid and effective resolution. * Develop existing HR team to provide consistent and flawless execution of HR tasks through weekly prioritization, coaching, and direction to Sr. HR Managers. * Conduct quarterly performance reviews with emphasis on execution quality, documentation accuracy, and data integrity. * Ensure Sr. HR Managers deliver high-quality operational outputs (e.g., scorecards, IDPs, performance cycle inputs, engagement plans, talent review prep). * Build capability, development, and succession plans for each Sr. HR Manager. * Ensure consistent HR partnership and operational support across all Cirtec Medical sites. * Own governance, updates, and communication of all HR policies. * Oversee annual compliance training programs (ABAC, Anti-Trust, Sanctions, etc.). * Ensure audit-ready documentation and accurate execution of HR processes. * Lead internal and external HR/payroll audits; close findings within 60 days. * Ensure consistent use of HR document repositories across all locations. * Build reliable people data and systems that support decision-making. * Co-own development, accuracy, and reporting cadence of enterprise HR dashboards. * Ensure data accuracy across HR operations, HRIS, and payroll systems. * Optimize HRIS, LMS, and payroll system functionality; lead adoption and end-user training. * Deliver monthly HR Operations reports for HR leadership and Finance. * Identify automation opportunities and system improvements to increase efficiency and reduce manual processes. Must Have: * Bachelors degree required, MBA/Masters preferred * 10+ years of progressive HR operations, HR shared services, or HR functional leadership experience, including 5+ years in manufacturing or industrial environments. * Strong expertise in payroll management, HR compliance, and process standardization. * Experience leading multi-site HR operations in a manufacturing, medical device, or similar environment. * Demonstrated ability to build and mentor high-performing HR teams. * Proficiency with HRIS, payroll systems, and HR process mapping. (ADP preferred) * Strong analytical skills with experience developing dashboards and reporting * A deep knowledge of HR programs and practices, including applicable state and federal employment laws and regulations. * Demonstrated analytical thinking, problem solving and decision-making skills. * Ability to stylistically adapt communication based on audience; ability to listen and understand. * Excellent communication and presentation abilities. Good to have: * Experience in a mid-size or scaling organization with multi-state or global workforce. * Prior experience leading HR transformation or operational effectiveness initiatives. * Knowledge of SOX, HIPAA, FDA/audit environments, or regulated industries. * Bilingual in Spanish * Union experience Competitive market salary from $120,000 to $158,000 per year depending on qualifications and experience. Cirtec Medical Corporation considers for employment and hires qualified candidates without regard to age, race, religion, color, sex, sexual orientation, gender identity, national origin, ancestry, protected veteran or disability status or any factor prohibited by law. Cirtec Medical Corporation and all of its related companies fully endorse equal opportunity for all. Cirtec Medical provides reasonable accommodation for qualified individuals with disabilities and disabled veterans in the job application process. We work to create a culture that is built on innovation, respect, transparency and communication, and hope you take pride in being a member of our team. It is Cirtecs goal to create a great work environment and to keep the company a great place to work. We offer a wide range of benefits, resources, and competitive compensation plans designed to support you at every career and life stage. Our benefits include Training and career development, Healthcare and well-being programs including medical, dental, vision, wellness and occupational health programs, Paid Time Off and 401(k) retirement savings with a company match.

Chief Human Resources Officer We are requesting all applicants to please include a Cover Letter with their application. Who We Are Central Vermont Home Health & Hospice (CVHHH) is a full service, not-for-profit Visiting Nurse Association committed to providing high quality, medically necessary home health and hospice care to all central Vermonters, regardless of a person's ability to pay. In addition, we promote the general welfare of all central Vermonters with health promotion, long term care, and maternal-and-child health services. The Role The Chief Human Resources Officer (CHRO) is a member of the senior leadership team responsible for leading the organization's human resources functions. The CHRO oversees the HR team to foster a culture of inclusivity that supports and optimizes employee capacity, professional growth, and well-being. The CHRO is a visionary and a strategist who directly engages - and is a direct contact and resource for - all employees' human resources needs. This person plays a pivotal role in developing policies to meet organizational and employee needs and to position CVHHH as an employer of choice. This position oversees management of CVHHH Facilities and serves an integral role on the Incident Command team. Who You Are You embrace challenge with creativity, resilience, and a problem-solving mindset. You have experience fostering a positive and engaging workplace culture and can comfortably adapt to shifting priorities. You are a passionate employee advocate. You collaborate seamlessly with staff across departments and levels. You demonstrate compassion, empathy, and caring for the people around you. You are an effective strategic planner who sees the big picture and drives practical solutions. You embody CVHHH's values, mission, and vision. If this, is you, read on & apply! Your Day-to-Day or Core Responsibilities 1. Engage with the senior leadership team and employees at all levels to foster a culture of inclusivity. 2. Develop and implement recruitment and retention strategies to engage employees, build and support employee resilience, and promote professional development and well-being. 3. Lead ongoing strategic planning work as it pertains to recruitment, retention, employee education, and development. 4. Conduct competitive market research and establishes competitive pay structures. 5. Design and implement employee benefits programs to promote health and wellness, align with organizational values, and strengthen recruitment and retention. 6. Oversee and assist with internal investigations, as necessary, and in compliance with State regulations. Your Benefits 28 days combined paid time off in your first year (with sell back option). Group health, dental, and life insurance, as well as long-term disability. 401(k) safe harbor retirement plan with employer match. Tuition reimbursement for career advancement and continuing education. Enjoy the flexibility of a hybrid schedule-part in-office, part remote. Requirements Bachelor's degree in Human Resources, business administration or a combination of education and experience from which comparable knowledge and skills are acquired. Five years human resources management experience. Health care experience a plus. SHRM or SPHR preferred but not required.

Job Description Chief Human Resources Officer We are requesting all applicants to please include a Cover Letter with their application. Who We Are Central Vermont Home Health & Hospice (CVHHH) is a full service, not-for-profit Visiting Nurse Association committed to providing high quality, medically necessary home health and hospice care to all central Vermonters, regardless of a person's ability to pay. In addition, we promote the general welfare of all central Vermonters with health promotion, long term care, and maternal-and-child health services. The Role The Chief Human Resources Officer (CHRO) is a member of the senior leadership team responsible for leading the organization's human resources functions. The CHRO oversees the HR team to foster a culture of inclusivity that supports and optimizes employee capacity, professional growth, and well-being. The CHRO is a visionary and a strategist who directly engages - and is a direct contact and resource for - all employees' human resources needs. This person plays a pivotal role in developing policies to meet organizational and employee needs and to position CVHHH as an employer of choice. This position oversees management of CVHHH Facilities and serves an integral role on the Incident Command team. Who You Are You embrace challenge with creativity, resilience, and a problem-solving mindset. You have experience fostering a positive and engaging workplace culture and can comfortably adapt to shifting priorities. You are a passionate employee advocate. You collaborate seamlessly with staff across departments and levels. You demonstrate compassion, empathy, and caring for the people around you. You are an effective strategic planner who sees the big picture and drives practical solutions. You embody CVHHH's values, mission, and vision. If this, is you, read on & apply! Your Day-to-Day or Core Responsibilities 1. Engage with the senior leadership team and employees at all levels to foster a culture of inclusivity. 2. Develop and implement recruitment and retention strategies to engage employees, build and support employee resilience, and promote professional development and well-being. 3. Lead ongoing strategic planning work as it pertains to recruitment, retention, employee education, and development. 4. Conduct competitive market research and establishes competitive pay structures. 5. Design and implement employee benefits programs to promote health and wellness, align with organizational values, and strengthen recruitment and retention. 6. Oversee and assist with internal investigations, as necessary, and in compliance with State regulations. Your Benefits 28 days combined paid time off in your first year (with sell back option). Group health, dental, and life insurance, as well as long-term disability. 401(k) safe harbor retirement plan with employer match. Tuition reimbursement for career advancement and continuing education. Enjoy the flexibility of a hybrid schedule-part in-office, part remote. Requirements Bachelor's degree in Human Resources, business administration or a combination of education and experience from which comparable knowledge and skills are acquired. Five years human resources management experience. Health care experience a plus. SHRM or SPHR preferred but not required.

Resource Officer Salary: $24.00 - $28.00 hourly (Starting salary depends on education and experience) Job Type: Full Time RESPONSIBILITIES: To ensure safe services are provided to the children and families served throughout Cornerstones of Care. The Resource Officer will assist in ensuring a safe environment of care for team members as they provide critical support to our community. This position plays an integral role in assiting team members with de-escalating challenging situations in a non-confrontational manner. The Resource Officer will conduct safety inspections, drills and site reviews while providing insight on crime deterance and will support with follow up when incidents occur. This position will participate in risk management and prevention. The Resource Officer will be based out of one of Cornerstones of Care's main campuses but will be available to rotate to other agency locations as needed. Essential Responsibilities Patrols agency facilities (e.g. grounds, roads, buildings, adjacent areas, parking lots, etc.) for the purpose of providing visibility, maintaining security and deterring criminal activity. Escorts clients, assigned personnel and/or visitors (e.g. between facilities, etc.) for the purpose of ensuring personal and site security as needed. Accompanies Cornerstones of Care drivers while completing transportation requests with clients who require higher behavioral support needs and pose safety risks when secure transport options are not available, or when Resource Officer support is more appropriate. Responds to a variety of situations (e.g. accidents, injuries, vandalism, suspicious activities, alarms, crisis support, de-escalation, etc.) for the purpose of taking the appropriate action to resolve immediate safety and/or security concerns. Reacts quickly and calmly in emergency situations and responds to safety and emergency needs with respect and regard for the client and team members' emotional and social well-being. Responses will be in alignment with Safety Crisis Management, Sanctuary and other organizational processes as required. Is ready to respond to situations that may be life-threatening or harmful, including exposure to dangerous chemicals or other toxic substances, infectious diseases, fire, gunshots, physical confrontations, etc. Be ready to dispatch to various sites as needed. Some requests may occur in advance as teams are alerted of upcoming safety or crisis support needs and some requests may be based on emergencies. Assist with de-escalation in a non-confrontational manner and respond to incidents with clients, team members or visitors. Coordinate with police or other security personnel as needed to respond to incidents. Administers first aid to clients, staff and/or visitors (e.g. medical incidents, fight injuries, etc.) for the purpose of providing immediate emergency care. Demonstrates knowledge and operation of security system cameras for the purpose of ensuring the safety of clients, parents, and staff. Conduct monitoring inside and outside of facilities as assigned to ensure safe spaces. Rotate through Cornerstones of Care facilities to conduct safety inspection checklists. Remain abreast of federal and state laws, city ordinances and relevant contract requirements as they apply to Cornerstones of Care facilities and programs. Initiate contact with and maintain a good working relationship with other law enforcement agencies and security organizations. Act in accordance with and support others to adhere to the procedures within the Emergency Preparedness Plan. Prepares a variety of documents (e.g. incident reports, activity logs, procedures, etc.) for the purpose of record keeping, providing written reference, and/or conveying information and is willing to provide information to the Risk Management committee and leadership as requested. Communicate with program and site leadership regarding safety and crisis intervention support needs. Participate in agency Risk Management Committee and incident debriefing as necessary. Send pertinent safety and incident notifications to executive leadership and program directors as indicated in agency procedures. Utilize the organization's emergency communication platform to send notifications requiring urgent safety consideration or direction to teams or groups within Cornerstones of Care. QUALIFICATIONS: Education Level: High school diploma; Bachelors Degree preferred. Years of Experience: 3 to 5 years, preferable with school and human services experience. Must pass background check, physical and drug screening. This position also requires a valid driver's license and proof of current vehicle insurance. BENEFITS: Cornerstones of Care offers a competitive benefits package, which includes: Paid Holiday, Paid Time Away (unlimited PTO for all benefit eligible team members), medical/dental/vision; prescriptions; accident and critical illness insurance; pet insurance; short-term disability; long-term disability; term life and accidental death and dismemberment (AD&D); health savings account (HSA); flexible spending account (FSA); retirement (401K); employee assistance program (EAP); YMCA membership discounts; Tuition Reimbursement Program and Public Service Loan Forgiveness. To view a detailed Summary of Benefits please visit our website at ************************** and under the heading “About Us” click on “Join Our Team.” CORNERSTONES OF CARE'S ORGANIZATIONAL COMMITMENTS: Nonviolence-helping to build safety skills and a commitment to higher purpose Emotional Intelligence-helping to teach emotional management skills Social Learning-helping to build cognitive skills Open Communication-helping to overcome barriers to healthy communication, learn conflict management Democracy-helping to create civic skills of self-control, self-discipline, and administration of healthy authority Social Responsibility-helping to rebuild social connection skills, establish healthy attachment relationships Growth and Change-helping to work through loss and prepare for the future Questions? Please contact: Cornerstones of Care, Human Resources Department 8150 Wornall Road, KCMO 64114 Phone: ************ Fax: ************** Like us on Facebook at: ******************************************** Cornerstones of Care is an Equal Opportunity Employer

The Director of HR will create and deliver strategic and tactical HR initiatives while executing core human resource functions for the organization. They are also responsible for ensuring compliance with all relevant state, federal, or other governing body regulations. This role partners with managers and employees to effectively implement HR programs and processes to build a best-in-class HR department. We are seeking an HR leader that has experience building HR programs from scratch and driving the overall HR strategy with a growing entrepreneurial firm. This role will be on-site in the Statesboro office. Responsibilities: Manages the process for recruiting and partners with hiring managers to ensure an effective hiring process. Leads the strategy and implementation of efficient recruitment efforts to ensure the hiring and retention of the best talent. Builds relationships within the local community to recruit talent and to build the employment brand. Manages and provides guidance on all employee relations issues. Oversees the process of partnering with managers on documenting and delivering performance improvement plans and corrective actions. Develops, communicates, and enforces employee policies; advises managers on policy matters. Develops a talent strategy for the organization. Designs, develops, implements, and executes programs and processes to support the talent strategy (i.e., onboarding, mentoring, career planning, succession planning). Develops, administers, and tracks training and development activities. Manages Performance Management process and consults with managers and employees on process. Consults with the leadership team on building the organization structure. Develops metrics for HR processes and programs. Runs regular reports to monitor HR processes and programs. Analyzes process and program metrics and leverages learnings to inform leadership on people decisions and/or to improve HR programs and processes. Builds and administers employee benefits plans and compensation programs. Ensures all regulatory and compliance requirements (state, federal, local, or other governing body) are met. Maintains records related to HR Programs, Processes, and Employee Relations and partners with managers to ensure compliance with applicable laws. Ensures adherence to employee-related policies and procedures. Requirements: Minimum 10 years of HR Management experience Bachelors degree or equivalent work experience Experience with a growing manufacturing organization; automotive experience preferred Must be flexible and able to operate in a fast-paced environment Record of success advising managers on the full range of HR/people issues Demonstrated ability to quickly establish effective relationships, collaborate, lead, and influence Certified HR Professional designation preferred Knowledge of all functional areas of Human Resources Benefits: Health Insurance Coverage (Medical, Dental, Vision) 401K Plan Relocation Bonus

The Mission At Christian Care Ministry we believe that Christians can, and should, share in one another's burdens. Through the use of Medi-Share , a healthcare sharing ministry for Christians, we cultivate that belief. The Team Everyone at Christian Care Ministry is in agreement with our Statement of Faith, which outlines our core beliefs. Although we aren't perfect people, we are serving our perfect God to the best of our ability. The Job The Chief Human Resources /Administrative Officer (CAO) is responsible for the management of Christian Care Ministry's Human Resources (HR) team, including staff training and development; the Facilities team; and leads the Spiritual Development team to include the Chapel Committee and oversight of the Chaplain functions. This role develops, implements, and aligns HR, and training and development programs with business objectives, serving as a strategic partner and member of the executive management team while supporting employees in their day-to-day human resources needs. This role also has responsibility over all CCM facilities, ensuring strategic utilization in alignment with strategic objectives of all physical locations. Lastly, in support of maintaining a strong culture, this role oversees the regular production of weekly Chapels/Town Halls and the chaplain functions across Christian Care Ministry. The CAO will be responsible for designing and finalizing policies, contributing to business strategy, developing plans and programs that align with the organization's overall strategic objectives, forecasting talent needs and addressing talent gaps, orchestrating learning skills and career development of the workforce, overseeing employee orientation, education, training, leadership development, employee and labor relations, affirmative action compliance, employee-related policies and procedures, workers compensation administration, wage and salary administration, benefits administration, organization development, and employee assistance; facilities and capacity planning, and lease negotiations in conjunction with the Chief Financial Officer and Chief Legal Officer. The CAO provides strategic leadership by articulating HR and facilities needs and plans to the executive management team and the Board of Directors. Education and/or Experience BS/BA in Business or Human Resources/Relations degree from an accredited college/university required , MBA or MA/MS in human resources or related field strongly preferred 10-15 years of human resources experience, with at least five years of executive HR experience in the Insurance, Finance, Healthcare or related industries required SHRM Senior Certified Professional (SHRM-SCP) or SHRM Certified Professional (SHRM-CP) certification strongly preferred Essential Job Duties & Responsibilities Work effectively to advise and influence the CEO and the executive management team, ensuring buy-in to key decisions, agreement on strategic direction, and alignment of cross-functional resources and activities Bring an analytical approach to continue building Christian Care Ministry, while aligning CCM's people and facilities strategies with broader business objectives Oversee the production of weekly Town Halls and Chapels Provide indirect management oversight to the internally focused role of chaplain(s) Partner with leadership to develop and implement HR strategies that support the goals and objectives of the business. While focusing on critical skills and roles needed for the future, identify top talent, development opportunities, and succession plans Serve as a member and leader within the executive team, providing business insight as well as helping to develop and lead talent strategies, leadership development programs and strategies, and long-term employee career growth initiatives Lead the team that provides strategic HR support for organizational development decisions, employee relations functions, total reward strategies, and talent acquisition Support leadership in developing the workplace culture and driving employee engagement by implementing employee engagement and feedback systems Serve as a change agent, demonstrating the ability to influence, negotiate, and gain buy-in at all levels within the organization Act as coach/consultant to senior leaders on HR-related issues as well as serve as employee advocate Develop and lead the successful implementation of HR programs Measure and report on HR programs compared to relevant benchmarking to ensure that Christian Care Ministry's programs are competitive Evaluate staffing and compensation models and make strategic recommendations regarding current and future organizational talent needs Steward the HR budget and ensure HR and facilities resources and people are aligned to meet business needs Oversee the financial budgeting and staffing levels of the HR and facilities functional teams Lead continuous improvement initiatives across the HR functions Oversee facility management operations Ensure health and safety of organization Contribute to the exercise and expression of Christian Care Ministry's Christian beliefs All other duties as assigned Essential Skills & Abilities Fluency and breadth of experience across the variety of HR disciplines Knowledge and understanding of facilities management principles, along with real estate lease negotiations Excellent interpersonal skills and the ability to effectively communicate at all levels Proven ability to develop strong relationships and partner with internal stakeholders to develop strategies and execute with excellence Self-starter with strong management and leadership skills Demonstrated business acumen Skilled in leading the selection, acquisition, launch, and integration of HR technology platforms to guide operational and strategic initiatives Strong presentation, listening, and speaking skills Proven experience designing and implementing compensation policies Strong metrics and analytics experience Spiritual, Professional, & Ethical Conduct Spiritual Maturity, in full agreement with CCM's Statement of Faith and Conduct & Character statements, with a Christian testimony and lifestyle which includes living a moral life based on the Word of God, submitting to governing authorities, and being an active member of a local church. Conduct, exhibits the fruit of the Spirit: love, joy, peace, patience, kindness, goodness, faithfulness, gentleness and self-control (Gal 5:22-23). Exemplifies biblical standards for spiritual leadership (1 Tim 3:1-12; Titus 1:6-9) Deeply rooted in the Word, able to demonstrate its teachings on an individual level as well as in small group settings, Bible studies, etc. Demonstrates ethical character and good moral judgement, self-control, and truthfulness Not addicted to alcohol or any lifestyles that negatively affect one's judgment A faithful husband/wife, a good manager of his or her own children and own household Free from the love of money / greed, demonstrated by generosity to the church and to others, and by lifestyle Core Competencies/Demonstrable Behaviors Business Insight Interpreting external business content Decoding customer expectations Co-crafting a strategic agenda Balances Stakeholders Earning trust through results Influencing/relating to others Improving through self-awareness Plans and Aligns Building our leadership brand Improving human capital performance through workforce planning and analytics Shaping organizations & communications practices Driving performance Situational Adaptability/Change Champion Ability to implement sustaining change Effective change management skill Adapt approach in real time to match shifting demands Drives Vision and Purpose Ability to cascade vision and purpose that motivates others to action Aligning strategy, culture, practices & behavior Creating a meaningful work environment Supervisory Responsibilities This job has supervisory responsibilities. Oversite of 25+ employees. Incentives & Benefits We work hard to serve our Medi-Share Members, but know we can only do that if we invest in our employees professionally, financially, physically, socially, and spiritually. We purposefully invest in our employees so that our employees can invest in others. For full-time employees working 30 hours or more, some of our benefits include, but are not limited to: • 100% paid Medical for employees/99% for family • Generous employer Health Savings Account (HSA) contributions • Employer-paid Life Insurance (3x salary) and Long-term Disability Insurance • 6 weeks of paid parental leave (for both mom and dad) • Dental - two plans to choose from • Vision • Short-term Disability • Accident, Critical Illness, Hospital Indemnity • 401(k) - up to 4% match on ROTH or Traditional contributions • Generous paid-time off and 11 paid holidays • Wellness plan including Financial, Occupational, Mental/Spiritual, and Physical health incentives up to $50/mo • Employee Assistance Program including no cost, in-person mental health visits and employee discounts • Monetary Anniversary Awards Program • Monetary Birthday Awards