Human Resources Business Partner jobs at Michael Foods - 109 jobs

Job Posting: Since 1953, Ferguson has been a source of quality supplies for a variety of industries. Together We Build Better infrastructure, better homes and better businesses. We exist to make our customers' complex projects simple, successful, and sustainable. We proactively solve problems, adapt and grow to continuously serve our customers, communities and each other. Ferguson, a Fortune 500 company, is proud to provide best-in-class products, service and capabilities across the following industries: Commercial/Mechanical, Facilities Supply, Fire and Fabrication, HVAC, Industrial, Residential Trade, Residential Building and Remodel, Waterworks and Residential Digital Commerce. Ferguson has approximately 36,000 associates across 1,700 locations. Ferguson is a community of proud associates who operate with the shared purpose of building something meaningful. You will build a career that you are proud of, at a company you can believe in. The Senior HR Business Partner - Northeast Region is a strategic advisor and enterprise thought partner to senior field and functional leaders. This role plays a critical part in helping to shape and implement people strategies that drive business performance, organizational agility, and cultural transformation. The Senior HRBP operates at the intersection of business strategy and human capital, leveraging data, influence, and deep HR expertise to build leadership capability, strengthen talent pipelines, and enable scalable, high-performing teams. Location: This role is approved for remote work or hybrid out of Ferguson's corporate offices in Newport News, VA, according to company policy. Living in the Northeast/Mid-Atlantic is strongly preferred with a travel expectation of 25%. The Northeast Region covers New England, DC Metro, NY Metro, Philadelphia and Virginia. Responsibilities: * Partner with senior leaders to anticipate future workforce needs, identify critical capability gaps, and develop long-range talent strategies aligned with business growth and transformation. * Serve as a trusted advisor to senior leaders, providing coaching on leadership effectiveness, organizational influence, and enterprise thinking. * Partner with the Employment Practices Group (EPG) to proactively address complex employee relations issues, mitigate risk, and promote a positive workplace culture. * Collaborate with HR COEs to help shape and deploy enterprise programs in compensation, benefits, talent acquisition, and employee experience with a focus on business relevance and adoption. * Help lead complex org design initiatives, including restructuring, role clarity, and operating model evolution to support scalability and agility. * Translate workforce data (e.g., engagement, attrition, DEI metrics, talent mobility) into actionable insights and strategic recommendations for senior leadership. * Champion a culture of inclusion, accountability, and continuous improvement by embedding DEI principles into talent practices and leadership behaviors. * Architect and lead change strategies that build alignment, reduce resistance, and foster a culture of adaptability and innovation. * Drive enterprise-wide talent reviews, succession planning, and leadership pipeline development in partnership with Talent COEs. Qualifications: * Bachelor's degree or equivalent experience. * 8+ years of progressive HR experience, including 4+ years in a strategic HRBP role. * Proven experience in HR disciplines including org design, talent management, employee relations, and workforce planning. * Proficiency in HRIS (e.g., Workday), Microsoft Office, and data reporting tools. * HR certifications (SHRM-CP or SCP, PHR/SPHR) strongly preferred. * Ability to travel 25%. * Experience supporting field-based, functional, or multi-site environments in fast-paced or matrixed organizations is highly desirable. * Proven ability to influence senior leaders and drive alignment across complex, matrixed organizations. * Deep understanding of business operations, financial drivers, and market dynamics. * Can lead large-scale change initiatives with empathy, clarity, and resilience. * Navigate conflict, feedback, and sensitive issues with insight and tact. * Strong capability in interpreting people data and trends to inform strategy and decision-making. * Ability to work independently and as part of a collaborative HR team. At Ferguson, we care for each other. We value our well-being just as much as our hard work. We are committed to a holistic approach towards benefits plans and programs that support the mental, physical and financial well-being of our associates. Our competitive offering not only includes benefits like health, dental, vision, paid time off, life insurance and a 401(k) with a company match, but our associates also enjoy additional meaningful and inclusive enhancements that are adaptable to their diverse situations and needs, including mental health coverage, gender affirming and family building benefits, paid parental leave, associate discounts, community involvement opportunities and more! * Pay Range: * $9,875.00 - $15,800.00 * Estimated Ranges displayed are Monthly for Salaried roles OR Hourly for all other roles. * This role is Bonus or Incentive Plan eligible. * Ferguson complies with all wage regulations. The starting wage may be higher in certain locations based on local or state wage requirements. * The Company is an equal opportunity employer as well as a government contractor that shall abide by the requirements of 41 CFR 60-300.5(a), which prohibits discrimination against qualified protected Veterans and the requirements of 41 CFR 60-741.5(A), which prohibits discrimination against qualified individuals on the basis of disability. Ferguson Enterprises, LLC. is an equal employment employer F/M/Disability/Vet/Sexual Orientation/Gender Identity. Equal Employment Opportunity and Reasonable Accommodation Information

**Job Posting:** Since 1953, Ferguson has been a source of quality supplies for a variety of industries. Together We Build Better infrastructure, better homes and better businesses. We exist to make our customers' complex projects simple, successful, and sustainable. We proactively solve problems, adapt and grow to continuously serve our customers, communities and each other. Ferguson, a Fortune 500 company, is proud to provide best-in-class products, service and capabilities across the following industries: Commercial/Mechanical, Facilities Supply, Fire and Fabrication, HVAC, Industrial, Residential Trade, Residential Building and Remodel, Waterworks and Residential Digital Commerce. Ferguson has approximately 36,000 associates across 1,700 locations. Ferguson is a community of proud associates who operate with the shared purpose of building something meaningful. You will build a career that you are proud of, at a company you can believe in. The **Senior HR Business Partner - Northeast Region** is a strategic advisor and enterprise thought partner to senior field and functional leaders. This role plays a critical part in helping to shape and implement people strategies that drive business performance, organizational agility, and cultural transformation. The Senior HRBP operates at the intersection of business strategy and human capital, leveraging data, influence, and deep HR expertise to build leadership capability, strengthen talent pipelines, and enable scalable, high-performing teams. **Location:** This role is approved for remote work or hybrid out of Ferguson's corporate offices in Newport News, VA, according to company policy. Living in the Northeast/Mid-Atlantic is strongly preferred with a travel expectation of 25%. The Northeast Region covers New England, DC Metro, NY Metro, Philadelphia and Virginia. **Responsibilities:** + Partner with senior leaders to anticipate future workforce needs, identify critical capability gaps, and develop long-range talent strategies aligned with business growth and transformation. + Serve as a trusted advisor to senior leaders, providing coaching on leadership effectiveness, organizational influence, and enterprise thinking. + Partner with the Employment Practices Group (EPG) to proactively address complex employee relations issues, mitigate risk, and promote a positive workplace culture. + Collaborate with HR COEs to help shape and deploy enterprise programs in compensation, benefits, talent acquisition, and employee experience with a focus on business relevance and adoption. + Help lead complex org design initiatives, including restructuring, role clarity, and operating model evolution to support scalability and agility. + Translate workforce data (e.g., engagement, attrition, DEI metrics, talent mobility) into actionable insights and strategic recommendations for senior leadership. + Champion a culture of inclusion, accountability, and continuous improvement by embedding DEI principles into talent practices and leadership behaviors. + Architect and lead change strategies that build alignment, reduce resistance, and foster a culture of adaptability and innovation. + Drive enterprise-wide talent reviews, succession planning, and leadership pipeline development in partnership with Talent COEs. **Qualifications:** + Bachelor's degree or equivalent experience. + 8+ years of progressive HR experience, including 4+ years in a strategic HRBP role. + Proven experience in HR disciplines including org design, talent management, employee relations, and workforce planning. + Proficiency in HRIS (e.g., Workday), Microsoft Office, and data reporting tools. + HR certifications (SHRM-CP or SCP, PHR/SPHR) strongly preferred. + Ability to travel 25%. + Experience supporting field-based, functional, or multi-site environments in fast-paced or matrixed organizations is highly desirable. + Proven ability to influence senior leaders and drive alignment across complex, matrixed organizations. + Deep understanding of business operations, financial drivers, and market dynamics. + Can lead large-scale change initiatives with empathy, clarity, and resilience. + Navigate conflict, feedback, and sensitive issues with insight and tact. + Strong capability in interpreting people data and trends to inform strategy and decision-making. + Ability to work independently and as part of a collaborative HR team. At Ferguson, we care for each other. We value our well-being just as much as our hard work. We are committed to a holistic approach towards benefits plans and programs that support the mental, physical and financial well-being of our associates. Our competitive offering not only includes benefits like health, dental, vision, paid time off, life insurance and a 401(k) with a company match, but our associates also enjoy additional meaningful and inclusive enhancements that are adaptable to their diverse situations and needs, including mental health coverage, gender affirming and family building benefits, paid parental leave, associate discounts, community involvement opportunities and more! - **Pay Range:** - $9,875.00 - $15,800.00 - **_Estimated Ranges displayed are Monthly for Salaried roles_** **OR** **_Hourly for all other roles._** - This role is Bonus or Incentive Plan eligible. - Ferguson complies with all wage regulations. The starting wage may be higher in certain locations based on local or state wage requirements. - _The Company is an equal opportunity employer as well as a government contractor that shall abide by the requirements of 41 CFR 60-300.5(a), which prohibits discrimination against qualified protected Veterans and the requirements of 41 CFR 60-741.5(A), which prohibits discrimination against qualified individuals on the basis of disability._ _Ferguson Enterprises, LLC. is an equal employment employer_ _F/M/Disability/Vet/Sexual_ _Orientation/Gender_ _Identity._ Equal Employment Opportunity and Reasonable Accommodation Information (******************************************************************

At Angi , we've had one simple mission for 30 years: get jobs done well. We make it happen by connecting homeowners with reliable pros who have the skills they need - and connecting pros with homeowners who have the jobs they want. Angi at a glance: Homeowners have turned to Angi for more than 300 million projects 1,000+ home service tasks covered 2,800 employees worldwide Why join Angi: Angi is defining the future of the home services industry, creating an environment where homeowners, pros, and employees benefit from more jobs done well. For homeowners, our platform is a reliable way to find skilled pros. For pros, we're a reliable business partner who helps them find the winnable work they want, when they want. For employees, we're an amazing place to call home. We can't wait to welcome you. About the team The People Ops team at Angi partners across all areas of the business, supporting leaders and employees through both day-to-day people needs and long-term organizational strategy. The team is focused on driving engagement, supporting growth, and helping the company navigate change through thoughtful people practices. They work closely with leaders across functions to align people, process, and culture in support of the business. While this is a remote position, we are a global company and are looking for applicants located in eastern or central time zones to align with our team's working hours. What you'll do Angi is looking for a Senior HR Business Partner to join the People Ops team. We are looking for someone who is strategic and data-driven to partner with our leaders at all levels within the organization to implement people-based initiatives to achieve both business and HR strategies. This role will partner primarily with our Corporate teams (Marketing, Accounting & Finance, Legal, Corporate Communications, Facilities), as well as a subset of our PTUD (Product, Tech, UX, and Data) organization. Build strong, trusted relationships with business leaders to create and execute on organizational and people strategies Partner with leaders to evaluate and positively impact organizational health utilizing data such as survey scores, turnover data, promotion rates etc. Support evolving global teams through growth and change Interpret and provide guidance to leaders utilizing qualitative and quantitative data Drive performance management initiatives to ensure engagement and retention of top performers. Design and implement organizational or enterprise-wide solutions Build processes and standards to ensure efficient and effective people operations Collaborate closely with COE Partners to deliver work to leaders, organization and total company Investigate escalated employee concerns and resolve employee relations issues; provide recommendations and guidance to the business Provide policy guidance and interpretation Develop and provide training on HR-related topics Mitigate risk to the organization and ensure compliance with state, federal, and global regulations Who you are Bachelor's degree or equivalent work experience 4 - 5+ years of HRBP experience in a fast-paced and high-growth environment, global experience is a plus Ability to review, analyze and tell a story with data so as to influence and drive the business Strong working knowledge of employment laws and HR best practices and practical application in the workplace Must be willing and able to flex between high-level, strategic thinking to diving deep and hands-on execution Must be self-driven and able to work autonomously Focus on agility and working effectively with different people, departments and levels within the organization Demonstrated history of influencing senior level business leaders to adopt best practices in HR; dynamic interpersonal skills including influencing, coaching, facilitations, and conflict resolution Compelling and naturally persuasive communicator with the ability to influence direction of the ultimate outcome in a collaborative manner; ability to communicate decisions in a style that reflects a team-oriented culture Demonstrated competence in supporting multiple projects simultaneously with a solid orientation on results and effective program management Strong written and verbal communications skills, and executive presence We value diversity We know that the best ideas come from teams where diverse points of view uncover new solutions to hard problems. We welcome and value individuals who bring diverse life experiences, educational backgrounds, cultures, and work experiences. Compensation & Benefits The salary band for this position ranges $90,000 - $130,000 commensurate with experience and performance. Compensation may vary based on factors such as cost of living. This position will be eligible for a competitive year end performance bonus & equity package. Full medical, dental, vision package to fit your needs Flexible vacation policy; work hard and take time when you need it Pet discount plans & retirement plan with company match (401K) The rare opportunity to work with sharp, motivated teammates solving some of the most unique challenges and changing the world #LI-Remote

At Angi , we've had one simple mission for 30 years: get jobs done well. We make it happen by connecting homeowners with reliable pros who have the skills they need - and connecting pros with homeowners who have the jobs they want. Angi at a glance: Homeowners have turned to Angi for more than 300 million projects 1,000+ home service tasks covered 2,800 employees worldwide Why join Angi: Angi is defining the future of the home services industry, creating an environment where homeowners, pros, and employees benefit from more jobs done well. For homeowners, our platform is a reliable way to find skilled pros. For pros, we're a reliable business partner who helps them find the winnable work they want, when they want. For employees, we're an amazing place to call home. We can't wait to welcome you. About the team The People Ops team at Angi partners across all areas of the business, supporting leaders and employees through both day-to-day people needs and long-term organizational strategy. The team is focused on driving engagement, supporting growth, and helping the company navigate change through thoughtful people practices. They work closely with leaders across functions to align people, process, and culture in support of the business. While this is a remote position, we are a global company and are looking for applicants located in eastern or central time zones to align with our team's working hours. What you'll do Angi is looking for a Senior HR Business Partner to join the People Ops team. We are looking for someone who is strategic and data-driven to partner with our leaders at all levels within the organization to implement people-based initiatives to achieve both business and HR strategies. This role will partner primarily with our Corporate teams (Marketing, Accounting & Finance, Legal, Corporate Communications, Facilities), as well as a subset of our PTUD (Product, Tech, UX, and Data) organization. Build strong, trusted relationships with business leaders to create and execute on organizational and people strategies Partner with leaders to evaluate and positively impact organizational health utilizing data such as survey scores, turnover data, promotion rates etc. Support evolving global teams through growth and change Interpret and provide guidance to leaders utilizing qualitative and quantitative data Drive performance management initiatives to ensure engagement and retention of top performers. Design and implement organizational or enterprise-wide solutions Build processes and standards to ensure efficient and effective people operations Collaborate closely with COE Partners to deliver work to leaders, organization and total company Investigate escalated employee concerns and resolve employee relations issues; provide recommendations and guidance to the business Provide policy guidance and interpretation Develop and provide training on HR-related topics Mitigate risk to the organization and ensure compliance with state, federal, and global regulations Who you are Bachelor's degree or equivalent work experience 4 - 5+ years of HRBP experience in a fast-paced and high-growth environment, global experience is a plus Ability to review, analyze and tell a story with data so as to influence and drive the business Strong working knowledge of employment laws and HR best practices and practical application in the workplace Must be willing and able to flex between high-level, strategic thinking to diving deep and hands-on execution Must be self-driven and able to work autonomously Focus on agility and working effectively with different people, departments and levels within the organization Demonstrated history of influencing senior level business leaders to adopt best practices in HR; dynamic interpersonal skills including influencing, coaching, facilitations, and conflict resolution Compelling and naturally persuasive communicator with the ability to influence direction of the ultimate outcome in a collaborative manner; ability to communicate decisions in a style that reflects a team-oriented culture Demonstrated competence in supporting multiple projects simultaneously with a solid orientation on results and effective program management Strong written and verbal communications skills, and executive presence We value diversity We know that the best ideas come from teams where diverse points of view uncover new solutions to hard problems. We welcome and value individuals who bring diverse life experiences, educational backgrounds, cultures, and work experiences. Compensation & Benefits The salary band for this position ranges $90,000 - $130,000 commensurate with experience and performance. Compensation may vary based on factors such as cost of living. This position will be eligible for a competitive year end performance bonus & equity package. Full medical, dental, vision package to fit your needs Flexible vacation policy; work hard and take time when you need it Pet discount plans & retirement plan with company match (401K) The rare opportunity to work with sharp, motivated teammates solving some of the most unique challenges and changing the world #LI-Remote

At Angi , we've had one simple mission for 30 years: get jobs done well. We make it happen by connecting homeowners with reliable pros who have the skills they need - and connecting pros with homeowners who have the jobs they want. Angi at a glance: Homeowners have turned to Angi for more than 300 million projects 1,000+ home service tasks covered 2,800 employees worldwide Why join Angi: Angi is defining the future of the home services industry, creating an environment where homeowners, pros, and employees benefit from more jobs done well. For homeowners, our platform is a reliable way to find skilled pros. For pros, we're a reliable business partner who helps them find the winnable work they want, when they want. For employees, we're an amazing place to call home. We can't wait to welcome you. About the team The People Ops team at Angi partners across all areas of the business, supporting leaders and employees through both day-to-day people needs and long-term organizational strategy. The team is focused on driving engagement, supporting growth, and helping the company navigate change through thoughtful people practices. They work closely with leaders across functions to align people, process, and culture in support of the business. While this is a remote position, we are a global company and are looking for applicants located in eastern or central time zones to align with our team's working hours. What you'll do Angi is looking for a Senior HR Business Partner to join the People Ops team. We are looking for someone who is strategic and data-driven to partner with our leaders at all levels within the organization to implement people-based initiatives to achieve both business and HR strategies. This role will partner primarily with our Corporate teams (Marketing, Accounting & Finance, Legal, Corporate Communications, Facilities), as well as a subset of our PTUD (Product, Tech, UX, and Data) organization. Build strong, trusted relationships with business leaders to create and execute on organizational and people strategies Partner with leaders to evaluate and positively impact organizational health utilizing data such as survey scores, turnover data, promotion rates etc. Support evolving global teams through growth and change Interpret and provide guidance to leaders utilizing qualitative and quantitative data Drive performance management initiatives to ensure engagement and retention of top performers. Design and implement organizational or enterprise-wide solutions Build processes and standards to ensure efficient and effective people operations Collaborate closely with COE Partners to deliver work to leaders, organization and total company Investigate escalated employee concerns and resolve employee relations issues; provide recommendations and guidance to the business Provide policy guidance and interpretation Develop and provide training on HR-related topics Mitigate risk to the organization and ensure compliance with state, federal, and global regulations Who you are Bachelor's degree or equivalent work experience 4 - 5+ years of HRBP experience in a fast-paced and high-growth environment, global experience is a plus Ability to review, analyze and tell a story with data so as to influence and drive the business Strong working knowledge of employment laws and HR best practices and practical application in the workplace Must be willing and able to flex between high-level, strategic thinking to diving deep and hands-on execution Must be self-driven and able to work autonomously Focus on agility and working effectively with different people, departments and levels within the organization Demonstrated history of influencing senior level business leaders to adopt best practices in HR; dynamic interpersonal skills including influencing, coaching, facilitations, and conflict resolution Compelling and naturally persuasive communicator with the ability to influence direction of the ultimate outcome in a collaborative manner; ability to communicate decisions in a style that reflects a team-oriented culture Demonstrated competence in supporting multiple projects simultaneously with a solid orientation on results and effective program management Strong written and verbal communications skills, and executive presence We value diversity We know that the best ideas come from teams where diverse points of view uncover new solutions to hard problems. We welcome and value individuals who bring diverse life experiences, educational backgrounds, cultures, and work experiences. Compensation & Benefits The salary band for this position ranges $90,000 - $130,000 commensurate with experience and performance. Compensation may vary based on factors such as cost of living. This position will be eligible for a competitive year end performance bonus & equity package. Full medical, dental, vision package to fit your needs Flexible vacation policy; work hard and take time when you need it Pet discount plans & retirement plan with company match (401K) The rare opportunity to work with sharp, motivated teammates solving some of the most unique challenges and changing the world #LI-Remote

At Angi , we've had one simple mission for 30 years: get jobs done well. We make it happen by connecting homeowners with reliable pros who have the skills they need - and connecting pros with homeowners who have the jobs they want. Angi at a glance: Homeowners have turned to Angi for more than 300 million projects 1,000+ home service tasks covered 2,800 employees worldwide Why join Angi: Angi is defining the future of the home services industry, creating an environment where homeowners, pros, and employees benefit from more jobs done well. For homeowners, our platform is a reliable way to find skilled pros. For pros, we're a reliable business partner who helps them find the winnable work they want, when they want. For employees, we're an amazing place to call home. We can't wait to welcome you. About the team The People Ops team at Angi partners across all areas of the business, supporting leaders and employees through both day-to-day people needs and long-term organizational strategy. The team is focused on driving engagement, supporting growth, and helping the company navigate change through thoughtful people practices. They work closely with leaders across functions to align people, process, and culture in support of the business. While this is a remote position, we are a global company and are looking for applicants located in eastern or central time zones to align with our team's working hours. What you'll do Angi is looking for a Senior HR Business Partner to join the People Ops team. We are looking for someone who is strategic and data-driven to partner with our leaders at all levels within the organization to implement people-based initiatives to achieve both business and HR strategies. This role will partner primarily with our Corporate teams (Marketing, Accounting & Finance, Legal, Corporate Communications, Facilities), as well as a subset of our PTUD (Product, Tech, UX, and Data) organization. Build strong, trusted relationships with business leaders to create and execute on organizational and people strategies Partner with leaders to evaluate and positively impact organizational health utilizing data such as survey scores, turnover data, promotion rates etc. Support evolving global teams through growth and change Interpret and provide guidance to leaders utilizing qualitative and quantitative data Drive performance management initiatives to ensure engagement and retention of top performers. Design and implement organizational or enterprise-wide solutions Build processes and standards to ensure efficient and effective people operations Collaborate closely with COE Partners to deliver work to leaders, organization and total company Investigate escalated employee concerns and resolve employee relations issues; provide recommendations and guidance to the business Provide policy guidance and interpretation Develop and provide training on HR-related topics Mitigate risk to the organization and ensure compliance with state, federal, and global regulations Who you are Bachelor's degree or equivalent work experience 4 - 5+ years of HRBP experience in a fast-paced and high-growth environment, global experience is a plus Ability to review, analyze and tell a story with data so as to influence and drive the business Strong working knowledge of employment laws and HR best practices and practical application in the workplace Must be willing and able to flex between high-level, strategic thinking to diving deep and hands-on execution Must be self-driven and able to work autonomously Focus on agility and working effectively with different people, departments and levels within the organization Demonstrated history of influencing senior level business leaders to adopt best practices in HR; dynamic interpersonal skills including influencing, coaching, facilitations, and conflict resolution Compelling and naturally persuasive communicator with the ability to influence direction of the ultimate outcome in a collaborative manner; ability to communicate decisions in a style that reflects a team-oriented culture Demonstrated competence in supporting multiple projects simultaneously with a solid orientation on results and effective program management Strong written and verbal communications skills, and executive presence We value diversity We know that the best ideas come from teams where diverse points of view uncover new solutions to hard problems. We welcome and value individuals who bring diverse life experiences, educational backgrounds, cultures, and work experiences. Compensation & Benefits The salary band for this position ranges $90,000 - $130,000 commensurate with experience and performance. Compensation may vary based on factors such as cost of living. This position will be eligible for a competitive year end performance bonus & equity package. Full medical, dental, vision package to fit your needs Flexible vacation policy; work hard and take time when you need it Pet discount plans & retirement plan with company match (401K) The rare opportunity to work with sharp, motivated teammates solving some of the most unique challenges and changing the world #LI-Remote

At Angi , we've had one simple mission for 30 years: get jobs done well. We make it happen by connecting homeowners with reliable pros who have the skills they need - and connecting pros with homeowners who have the jobs they want. Angi at a glance: Homeowners have turned to Angi for more than 300 million projects 1,000+ home service tasks covered 2,800 employees worldwide Why join Angi: Angi is defining the future of the home services industry, creating an environment where homeowners, pros, and employees benefit from more jobs done well. For homeowners, our platform is a reliable way to find skilled pros. For pros, we're a reliable business partner who helps them find the winnable work they want, when they want. For employees, we're an amazing place to call home. We can't wait to welcome you. About the team The People Ops team at Angi partners across all areas of the business, supporting leaders and employees through both day-to-day people needs and long-term organizational strategy. The team is focused on driving engagement, supporting growth, and helping the company navigate change through thoughtful people practices. They work closely with leaders across functions to align people, process, and culture in support of the business. While this is a remote position, we are a global company and are looking for applicants located in eastern or central time zones to align with our team's working hours. What you'll do Angi is looking for a Senior HR Business Partner to join the People Ops team. We are looking for someone who is strategic and data-driven to partner with our leaders at all levels within the organization to implement people-based initiatives to achieve both business and HR strategies. This role will partner primarily with our Corporate teams (Marketing, Accounting & Finance, Legal, Corporate Communications, Facilities), as well as a subset of our PTUD (Product, Tech, UX, and Data) organization. Build strong, trusted relationships with business leaders to create and execute on organizational and people strategies Partner with leaders to evaluate and positively impact organizational health utilizing data such as survey scores, turnover data, promotion rates etc. Support evolving global teams through growth and change Interpret and provide guidance to leaders utilizing qualitative and quantitative data Drive performance management initiatives to ensure engagement and retention of top performers. Design and implement organizational or enterprise-wide solutions Build processes and standards to ensure efficient and effective people operations Collaborate closely with COE Partners to deliver work to leaders, organization and total company Investigate escalated employee concerns and resolve employee relations issues; provide recommendations and guidance to the business Provide policy guidance and interpretation Develop and provide training on HR-related topics Mitigate risk to the organization and ensure compliance with state, federal, and global regulations Who you are Bachelor's degree or equivalent work experience 4 - 5+ years of HRBP experience in a fast-paced and high-growth environment, global experience is a plus Ability to review, analyze and tell a story with data so as to influence and drive the business Strong working knowledge of employment laws and HR best practices and practical application in the workplace Must be willing and able to flex between high-level, strategic thinking to diving deep and hands-on execution Must be self-driven and able to work autonomously Focus on agility and working effectively with different people, departments and levels within the organization Demonstrated history of influencing senior level business leaders to adopt best practices in HR; dynamic interpersonal skills including influencing, coaching, facilitations, and conflict resolution Compelling and naturally persuasive communicator with the ability to influence direction of the ultimate outcome in a collaborative manner; ability to communicate decisions in a style that reflects a team-oriented culture Demonstrated competence in supporting multiple projects simultaneously with a solid orientation on results and effective program management Strong written and verbal communications skills, and executive presence We value diversity We know that the best ideas come from teams where diverse points of view uncover new solutions to hard problems. We welcome and value individuals who bring diverse life experiences, educational backgrounds, cultures, and work experiences. Compensation & Benefits The salary band for this position ranges $90,000 - $130,000 commensurate with experience and performance. Compensation may vary based on factors such as cost of living. This position will be eligible for a competitive year end performance bonus & equity package. Full medical, dental, vision package to fit your needs Flexible vacation policy; work hard and take time when you need it Pet discount plans & retirement plan with company match (401K) The rare opportunity to work with sharp, motivated teammates solving some of the most unique challenges and changing the world #LI-Remote

Description Who We Are At nLIGHT, we are constantly on the cutting-edge of laser technology in a massively growing market. We are a leading provider of high-power semiconductors and fiber lasers for industrial, microfabrication, and aerospace & defense applications, to name a few. Our lasers are changing not only the way things are made, but also changing the things that can be made. Headquartered in Camas, Washington, nLIGHT is a publicly listed company (NASDAQ: LASR).Summary Play a critical role as HR Manager supporting nLIGHT management located primarily in Camas, WA. Partner with business unit and functional area leadership to attract, develop and retain employees. Lead overall US recruiting strategy, programs and processes and provide direct management and leadership to a recruiter/generalist to support your initiatives. An experienced HR professional who enjoys a fast-paced environment and shaping an organization for the future can have a real impact on this rapidly growing technology and manufacturing company.This is an onsite role based in Camas, WA with the flexibility to work remotely one day per week. Responsibilities: Primary HR point of contact for employees and leadership of business units and corporate functions such as finance and legal. Develop productive and influential relationships with the managers that you support. Gather insights about the organization to inform your coaching of managers on areas such as talent acquisition, performance management, learning and development and employee engagement. Lead recruitment efforts for openings in the business units and functional teams you support, working with managers to identify and hire top talent. Lead corporate level recruiting programs, partnering with executives and managers to shape college and intern programs and plan for future resources. Manage applicant tracking system, vendor relationships, and implementing personnel changes in HRIS. Track and report on HR data in support of management. Collaborate with the HR team on the development of corporate level HR programs, policies and practices, including compensation, benefits, and recruiting strategies. Support M&A efforts, from due diligence to integration. Support international organizations, immigration efforts and expat arrangements as needed. Participate in developing HR department goals, objectives, programs and systems. Lead projects as needed. Assist with preparation and delivery of training and communications to employees, both at the corporate level and for organizations that you support. Manage HR generalist/recruiter. Required Skills/Experience: Bachelor's degree required, major in Business Management, Human Resources, or a related field preferred. Current HR certification is preferred. 6+ years' experience in HR, with minimum 2 years' experience in a technology company, preferably high-tech manufacturing environment. Proactive and responsive, anticipating and providing solutions to business needs, managing priorities to meet commitments. Ability to cover a wide range of HR responsibilities and activities, from day-to-day HR to strategies. Strong knowledge of employment laws and HR practices. Strong analytical and systems ability. Experience with HRIS systems, Application Tracking Systems, and HR metrics or dashboards. Strong Excel, Word and PowerPoint skills. Effective project management and organizational skills. Attention to detail. Strong interpersonal skills including excellent communication and facilitation skills. nLIGHT is proud to offer comprehensive COMPENSATION AND BENEFITS:Starting pay depends on qualifications: Human Resources Manager: $90,000 - $119,000 annually Senior Human Resources Manager: $115,000 - $140,000 annually Other Compensation and Benefits Target Cash Bonus of 6% to 8% of your wages, depending on level Eligible for Restricted Stock Unit grants 4 weeks of Paid Time Off per year 10 paid Holidays Eligible for health benefits on the 1st day of the month after your start date Medical, Dental and Vision Benefits, including prescription and orthodontia with employee-paid premiums as low as $40.00 per pay period Flexible Spending and Health Savings Accounts Employee Stock Purchase Plan 401(k) with company match and immediate vesting Company paid Short-Term and Long-Term Disability, and Life & AD&D Insurance Employee Assistance Program Aflac Supplemental Insurance Paid Bereavement Leave and Jury Duty Tuition Assistance Program Pet Insurance nLIGHT is subject to US Export Control regulations. To qualify for this position, you must be a US Person (that is, a US citizen, lawful permanent resident, or protected individual granted asylum or refugee status). 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 age. For more information about our commitment to equal employment opportunity, please see this government poster: Know Your Rights: Workplace Discrimination is Illegal. If you are an individual with a disability and need a reasonable accommodation in the application or hiring process, please contact Human Resources at ************** or [email protected].E-Verify Participation: nLIGHT participates in the E-Verify program. This employer will provide the Social Security Administration (SSA) and, if necessary, the Department of Homeland Security (DHS) with information from each new employee's Form I-9 to confirm work authorization. For more information, please review the following notices: E-Verify Participation Poster Right to Work Poster

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.

Join our Human Resources team at Helen of Troy and make an immediate impact on our trusted brands: OXO, Hydro Flask, Osprey, Honeywell, PUR, Braun, Vicks, Hot Tools, Drybar, Curlsmith, Revlon, and Olive & June. Together, we build innovative and useful products that elevate people's lives everywhere, every day. Look around your home, and you'll find us everywhere, in your kitchen, living room, bedroom, and bathroom. We are already making your everyday lives better. We are powered by knowledgeable, enthusiastic, and forward-thinking people committed to developing a culture of inclusion. Whether you are just starting your career or in need of a challenge, we recognize, develop, and empower talent! Position: Director of Human Resources - Beauty & Wellness Department: Human Resources - Beauty & Wellness Work Location: Marlborough, MA, or Boston, MA, Hybrid (work 3 days onsite) Hybrid Schedule: At Helen of Troy, we embrace a flexible hybrid work model designed to support collaboration and productivity. For roles eligible for hybrid work, our standard schedule includes in-office collaboration from Tuesday through Thursday, with the option to work remotely on Mondays and Fridays. Any updates to this model will be communicated in advance. Please note that hybrid eligibility and schedules may vary based on business needs and manager expectations. What you will be doing: The Director of Human Resources (HR) will manage the HR requirements within the Beauty and Wellness (B&W) Business Unit, while leading a team. This leadership position will support the growth and culture of the business unit, ensuring alignment with Helen of Troy's overall objectives, policies, and values. The Director will provide strategic HR leadership in organization planning, talent management, employee relations, performance management, and workforce planning, while encouraging an inclusive and engaging culture across multiple locations. Leadership & Strategic HR Partnership: * Serve as a strategic HR business partner to B&W leaders, providing guidance on organizational development, talent management, and workforce planning. * Lead and develop the HR team, ensuring effective delivery of HR services and support across all business unit locations. * Lead all aspects of the implementation of HR initiatives/priorities and ensure they are aligned with the overall goals of the B&W business unit and company. Employee Relations & Organizational Efficiency: * Own the resolution of employee relations issues, providing expert guidance to managers and senior leaders. * Champion a positive organizational culture that encourages open communication, collaboration, accountability and results orientation. * Facilitate change management initiatives and provide guidance on standard methodologies for handling employee performance issues. Talent Management & Development: * Implement performance management processes that support employee development, career progression, retention and succession planning. * Work closely with leadership to identify talent gaps and build actionable plans for talent development, succession planning, and leadership development. * Ensure all aspects of employee onboarding and training programs are managed to ensure that new hires are successfully coordinated and equipped for their roles. Equity and Inclusion: * Drive inclusion initiatives to foster an environment where all employees feel valued and have equal opportunities for growth. * Partner with senior leaders to integrate equity and inclusion strategies into recruitment, training, and organizational policies. Talent Acquisition & Workforce Planning: * Collaborate with the recruiting team to ensure effective recruitment strategies that meet the needs of the business unit. * Lead workforce planning initiatives, ensuring the business unit has the right talent to achieve its goals while maintaining compliance with all employment laws and regulations. Compliance & Reporting: * Ensure that all HR practices align with federal, state, and local employment laws and company policies. * Track and report on key HR metrics, identifying areas for improvement and implementing action plans to address them. Special Projects & Global HR Initiatives: * Support and contribute to global HR initiatives, including the company's volunteer programs, values and culture activities. * Lead special HR projects as needed, ensuring successful implementation and measurable outcomes. Skills needed to be successful in this role: * Proven track record in employee relations, performance management, organizational development, and workforce planning. * Results orientation with an emphasis on having the ability to influence leaders across the business unit. * Strong leadership skills with the ability to encourage and develop a high-performing HR team. * Profound understanding of HR compliance, federal and state laws, and standard methodologies in employee relations. * Excellent communication and interpersonal skills, with the ability to work with all levels of the organization. * Strong organizational and problem-solving skills, with the ability to thrive in a dynamic environment. * Ability to manage confidential information with the highest level of integrity. Minimum Qualifications: * Bachelor's degree in HR, Business Administration, or a related field. * Minimum of 8+ years of HR experience, with at least 3 years in a leadership role, ideally within a business unit or divisional HR function. * Authorized to work in the United States on a full-time basis Preferred Qualifications: * SHRM-SCP, SPHR, or other relevant certifications. * Experience in a multi-site or global organization. * Exposure or experience with Canadian Labor Law. In Massachusetts, the standard base pay range for this role is $ $145,000 - $160,000 annually. This base pay range is specific to Massachusetts and may not be applicable to other locations. Actual salaries will vary based on several factors, including but not limited to location, experience, skill level, and performance. The range listed is just one component of the total compensation package for employees. Benefits: Salary + Bonus, Healthcare, Dental, Vision, Paid Holidays, Paid Parental Leave, 401(k) with company match, Basic Life Insurance, Short Term Disability (STD), Long Term Disability (LTD), Paid Time Off (PTO), Paid Charitable (volunteer) Leave, and Educational Assistance. Wondering if you should apply? Helen of Troy welcomes people as diverse as our brands! Have the confidence to come as who you are because your point of view, skills, and experience will make us stronger. If you're eager to share new ideas and try new things, we want to hear from you. #li-sp1 #LI-HYBRID For more information about Helen of Troy, visit ******************** You can also find us on LinkedIn, and Glassdoor. Helen of Troy is an Equal Opportunity/Affirmative Action Employer. We are committed to developing a diverse workforce and cultivating an inclusive environment. We value diversity and believe that we are strengthened by the differences in our experiences, thoughts, cultures, and backgrounds. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, pregnancy, genetic information, disability, status as a protected veteran, or any other protected category under applicable federal, state, and local laws. We will provide individuals with disabilities with reasonable accommodations to participate in the job application process. If you would like to request an accommodation, please contact Human Resources at **************. Founded in 1968, Helen of Troy is a prominent player in the global consumer products industry, offering diverse career opportunities across North America, South America, Europe, and Asia. We boast a collection of renowned brands such as OXO, Hydro Flask, Osprey, Honeywell, PUR, Braun, Vicks, Hot Tools, Drybar, Curlsmith, Revlon, and Olive & June - many of which rank #1, #2, or #3 in their respective categories, making the Helen of Troy name synonymous with excellence and ingenuity. At Helen of Troy, our strategy involves acquiring brands that we can integrate and enhance, amplifying their unique attributes to drive growth and profitability. Embracing a culture of collaboration internally and externally, we are committed to providing innovative solutions tailored to consumers, operational excellence, global scalability, and exceptional shared services to support our brand portfolio. This dedication to fostering development and success sets Helen of Troy apart as a pioneer in the industry, propelling our brands to unparalleled heights of success and recognition worldwide. The above statements are intended to describe the general nature and level of work performed by people assigned to this classification. They are not intended to be construed as an exhaustive list of all responsibilities and duties required of personnel so classified. Management retains the right to add or to change duties of the position at any time.

You may know McCormick as a leader in herbs, spices, seasonings, and condiments - and we're only getting started. At McCormick, we're always looking for new people to bring their unique flavor to our team. McCormick employees - all 14,000 of us across the world - are what makes this company a great place to work. We are looking to hire an DIRECTOR HUMAN RELATIONS immediately in a Hybrid (50/50) capacity at our Global Headquarters in Hunt Valley, Maryland. What We Bring To The Table: The best people deserve the best rewards. In addition to the benefits you'd expect from a global leader (401k, health insurance, paid time off, etc.) we also offer: • Competitive compensation • Career growth opportunities • Flexibility and Support for Diverse Life Stages and Choices • We prioritize our communities and the planet we share. We are proud to be awarded as a Diversity Inc. Top 50 company for Diversity and have multiple Sustainability awards (ranking #22 in the World and #1 in Food Products) • Wellbeing programs including Physical, Mental and Financial wellness • Tuition assistance Position Overview Provides Human Relations leadership on all facets of Human Relations strategy and deployment. Acts as a strategic business partner to internal customers and their respective leadership teams in developingand implementing programs and initiatives that support and enable the organization's short and longrange goals and objectives. Responsible for strategic HR plans and business plans, employee and laborrelations; recruitment and talent management; leadership, coaching and development, support oforganizational vision and values; performance management; regulatory prevention; compensationsystems administration and communication; organization planning/development/change management;and People Support program/project identification, development and implementation. Key Responsibilities Provides leadership and direction for assigned global functions within the business unit. Inconjunction with company-wide initiatives, develops programs and systems that enhanceorganizational capabilities and accelerate the ability to achieve business results. Responsible for all facets of HR functional / global strategy implementation: talent andperformance management, compensation management, recruiting and staffing,communication. employee and labor relations Partners with leadership teams to establish, and implement, functional/ global strategy anddirection particularly with respect to development of organizational capability. Provides leadership to management teams in order to identify functional / global andorganizational opportunities relating to human resource policies, procedures and/or programs Responsible for development of direct reports Required Qualifications BSc in Human Relations or Business equivalent 10-15 years of progressive plant and business unit HR experience minimum of 5 years in an HR leadership role. Networking capabilities, influencing others, clear and concise communicator, must buildrelationships and value people. Customers are internal - interacts daily Interacts outside of business unit within function andin role the as committee member on a regular basis Preferred Qualifications MBA Industry expertise preferred but not required #LI-NP2 McCormick & Company is an equal opportunity/affirmative action employer. All qualified applicants will receive consideration for employment without regard to sex, gender identity, sexual orientation, race, color, religion, national origin, disability, protected veteran status, age, or any other characteristic protected by law. As a general policy, McCormick does not offer employment visa sponsorships upon hire or in the future.

We are seeking a human resources business partner to join our organization. In this position, you will be a strategic partner who partners with specific business units to align HR strategies with business objectives. They HRBP will act as a bridge between HR and the business, providing HR expertise and support to drive business performance. This role will focus on building strong relationships with business leaders, understanding their unique needs, and delivering HR solutions that contribute to the overall success of the organization. RESPONSIBILITIES * Serve as a trusted strategic advisor to global senior leaders, translating business objectives into actionable people strategies that drive growth, transformation, and operational excellence. * Design and implement organizational and labor strategies, including organization structure design, workforce planning, labor planning, resource allocation, role clarity, and operating model improvements. * Lead major organizational development and change initiatives-including restructuring, M&A integration, capability building, and culture shifts-by assessing readiness, aligning stakeholders, and executing change and communication strategies. * Provide high-impact HR consulting across employee relations, performance management, talent development, leadership effectiveness, team dynamics, and employee engagement. * Partner with Talent Acquisition, Workforce Planning, and COEs to ensure seamless delivery of talent strategies, leadership development, succession planning, and staffing needs aligned with global business priorities. * Use HR analytics and workforce data to identify talent risks and opportunities, guide decision-making, and improve organizational effectiveness. * Ensure compliance with all relevant labor laws, employment regulations, safety/OSHA requirements, wage & hour, worker's compensation, and internal HR policies, working closely with Legal when required. * Oversee or support HR operational activities, including staffing, training, management development, compensation, benefits, and affirmative action. * Lead or support talent acquisition and staffing efforts for critical roles within assigned areas. * Coordinate and implement internal communications and change communications for HR and organizational initiatives. * Drive continuous improvement, proactively identifying organizational issues, proposing solutions, and influencing leaders to adopt more effective people and operating practices. * Build strong, trusted relationships across global business units and the HR hierarchy to deliver integrated, high-quality HR solutions. QUALIFICATIONS Minimum Job Qualifications: * Minimum of 8 years of progressive HR experience, including a strong foundation in HR generalist functions. * Excellent interpersonal communication skills to build strong relationships with business leaders, employees, and other stakeholders. * Must be proficient in MS word, Excel, PowerPoint, and Outlook * Must be able to clearly communicate, both verbally and in writing. English. Preferred Qualifications: * Ability to think strategically, anticipate future trends, and develop innovative HR solutions aligned with business goals. * Deep understanding of business operations, financial metrics, and industry trends. * Understanding of global HR practices and cross-cultural issues. * Proven ability to coach and mentor employees at all levels. * Must be willing to work flexible hours and occasional travel. * Excellent communication skills, both written and verbal * Excellent project management skills * Ability to work and multi-task in a fast-paced environment * Excellent management skills * Excellent customer service skills EDUCATION AND CERTIFICATIONS * BA or BS; MBA in HR, Labor Relations, OD. Master's degree preferred; SPHR or PHR preferred

The Human Resources Business Partner (HRBP) serves as a key member of the Human Resources team, partnering with site leadership and employees to provide HR support in a dynamic, fast-paced services environment. Reporting to the HR Director, this role supports day-to-day HR operations while also contributing to strategic initiatives that drive employee engagement, operational excellence, and compliance with employment laws and company policies. This role requires a high level of professionalism, integrity, and confidentiality, with the ability to build trust and credibility across all levels of the organization. This is an onsite position at our Global HQ in Westerville Responsibilities HR Operations & Employee Support Provide HR support by responding to employee inquiries and escalating complex issues appropriately. Enables team effectiveness, role clarity, and process improvements Assist with maintaining personnel records, HR data accuracy, and employee status changes (e.g., new hires, transfers, promotions, terminations). Support HR communication processes, including distribution of announcements, policy updates, and organizational changes. Ensure confidentiality and compliance in handling employee information. Work with client group (when assigned) on HR issues and programs. Talent & Workforce Planning Track workforce data to support hiring, retention, and workforce planning activities. Assist with career path development initiatives and tracking of high-potential employees. Provide support for performance management processes, including review cycle administration and feedback collection. Employee Relations & Engagement Partner with HR team members to address moderate employee relations matters, escalating sensitive issues to senior HRBPs. Contribute to programs that foster a positive workplace culture and promote employee engagement. Analytics & Reporting Use HR systems to generate reports and track key workforce metrics. Interpret basic HR data to provide insights that support decision-making. Maintain HR dashboards and documentation to ensure visibility of trends and progress. Organization Design & Change Management Assist in small-scale organizational changes (e.g., team restructuring, reporting line adjustments). Support HR-led change initiatives by helping create communication materials and facilitating team discussions. Document and track progress on process improvements within HR operations. Communication & Collaboration Deliver clear and timely communications on HR programs and policies. Adapt communication style to different audiences, ensuring clarity and understanding. Help create an open channel of dialogue between leadership and employees by supporting team meetings and forums. Qualifications Bachelor's degree in Human Resources, Business, Organizational Development, I/O Psychology or a related field (required). Up to 2 years of HR or related professional experience preferred. 1 year of HR Internship experience Familiarity with HR principles, policies, and employment laws. Strong interpersonal, verbal, and written communication skills. Ability to handle confidential information with integrity and discretion. Strong organizational skills with attention to detail and ability to manage multiple priorities. Proficiency in Microsoft Office (Word, Excel, Outlook, Smartsheet); experience with HRIS systems (Oracle HCM preferred) a plus Data Analytics experience preferred. Time Travel Needed: 10% travel The successful candidate will embrace Vertiv's Core Principals & Behaviors to help execute our Strategic Priorities. OUR CORE PRINCIPALS: Safety. Integrity. Respect. Teamwork. Diversity & Inclusion. OUR STRATEGIC PRIORITIES Customer Focus Operational Excellence High-Performance Culture Innovation Financial Strength OUR BEHAVIORS Own It Act With Urgency Foster a Customer-First Mindset Think Big and Execute Lead by Example Drive Continuous Improvement Promote Transparent and Open Communication Learn and Seek Out Development At Vertiv, we offer the stability of a global leader in a growing industry and the opportunity of a startup. We design, manufacture and service the mission-critical infrastructure technologies for vital applications in data centers, communication networks and commercial and industrial environments. With more than 30,000 people worldwide and nearly $8 billion in revenue, a strong customer base and global reach in nearly 130 countries, our move to establish a standalone business enables us to deliver greater value to our customers and create new opportunities for our people. Vertiv is an Equal Opportunity/Affirmative Action employer. We promote equal opportunities for all with respect to hiring, terms of employment, mobility, training, compensation, and occupational health, without discrimination as to age, race, color, religion, creed, sex, pregnancy status (including childbirth, breastfeeding, or related medical conditions), marital status, sexual orientation, gender identity / expression (including transgender status or sexual stereotypes), genetic information, citizenship status, national origin, protected veteran status, political affiliation, or disability. If you have a disability and are having difficulty accessing or using this website to apply for a position, you can request help by sending an email to **********************. If you are interested in applying or learning more about this role, please visit the company's career page located on Vertiv.com/Careers Work Authorization No calls or agencies please. Vertiv will only employ those who are legally authorized to work in the United States. This is not a position for which sponsorship will be provided. Individuals with temporary visas such as E, F-1, H-1, H-2, L, B, J, or TN or who need sponsorship for work authorization now or in the future, are not eligible for hire. #LIN-KK1

The Senior Human Resources Business Partner (HRBP) will serve as a strategic advisor and consultant to senior leaders and management within designated business units. This role will be accountable for aligning business objectives with people strategies to drive organizational performance, employee engagement, and sustainable growth. Acting as a trusted partner, change agent, employee champion, and subject matter expert, the Senior HRBP will bridge business needs and HR solutions to deliver high-impact, compliant, and data-driven people practices. Key Responsibilities Strategic Partnership & Business Alignment • Serve as the primary HR point of contact for assigned business units, building trusted relationships with leaders and employees. • Act as a strategic thought partner to senior and global leaders, translating business goals into actionable HR and workforce strategies. • Identify current and future HR needs and develop integrated people strategies that support business growth, transformation, and operational excellence. • Consult with management and leadership teams, providing proactive HR guidance and coaching. Organizational Development & Change Management • Assess organizational effectiveness and design solutions related to structure, operating models, workforce planning, labor planning, role clarity, and resource allocation. • Lead and support major organizational change initiatives, including restructuring, culture transformation, capability building, and M&A integration. • Identify team and leadership development gaps and facilitate interventions to improve collaboration, engagement, and performance. • Act as a change agent, ensuring stakeholder alignment, effective communication, and successful adoption of change initiatives. Employee Engagement & Talent Management • Champion the employee value proposition and foster a high-performing, inclusive, and engaged workplace culture. • Partner with Centers of Excellence (COEs) in Talent Acquisition, Workforce Planning, Total Rewards, Learning & Development, Performance Management, and HRIS to deliver aligned and effective HR programs. • Support and/or lead talent acquisition and staffing efforts for critical roles within assigned business areas. • Coach leaders and employees on performance management, leadership effectiveness, team dynamics, and career development. Employee Relations, Compliance & Risk Management • Manage and resolve complex employee relations issues, conducting thorough, objective, and compliant investigations. • Maintain in-depth knowledge of employment and labor laws, including wage & hour, OSHA, workers' compensation, and regulatory compliance. • Partner closely with Legal to mitigate risk and ensure consistent application of policies and practices. • Ensure HR policies and processes are effectively implemented and adhered to across assigned business units. Communication & Collaboration • Coordinate and implement internal and change communications related to HR and organizational initiatives. • Build strong partnerships across HR, COEs, and global business units to deliver integrated, high-quality HR solutions. Minimum Qualifications: • Bachelor's degree, preferably in Human Resources, Behavioral Science, Business Administration, or related field. • 5 years of progressive Human Resources experience. • Strong attention to detail with a continuous improvement mindset. • Excellent interpersonal, communication, and customer service skills. • Proficiency in Microsoft Word, Excel, PowerPoint, and Outlook. • Ability to communicate clearly and effectively, verbally and in writing, in English. • Strong global and cross-cultural awareness. Preferred Qualifications: • Advanced degree in HR, Organizational Development, Labor Relations, or related field. • Strong working knowledge of multiple HR disciplines, including talent acquisition, compensation, organizational development, employee relations, performance management, and employment law. • Experience supporting manufacturing or operational environments. • Experience managing complex employee relations issues. • Strategic mindset with the ability to anticipate future trends and develop innovative HR solutions. • Strong understanding of business operations, financial metrics, and industry trends. • Proven ability to coach and mentor leaders and employees at all levels. • Strong project management and change leadership skills. • Ability to work effectively in a fast-paced, dynamic environment. Travel Expectations: • 0-10% The successful candidate will embrace Vertiv's Core Principals & Behaviors to help execute our Strategic Priorities. OUR CORE PRINCIPALS: Safety, Integrity, Respect, Teamwork, Diversity & Inclusion. OUR STRATEGIC PRIORITIES Customer Focus Operational Excellence High-Performance Culture Innovation Financial Strength OUR BEHAVIORS Own It Act With Urgency Foster a Customer-First Mindset Think Big and Execute Lead by Example Drive Continuous Improvement Learn and Seek Out Development Vertiv is an Equal Opportunity/Affirmative Action employer. We promote equal opportunities for all with respect to hiring, terms of employment, mobility, training, compensation, and occupational health, without discrimination as to age, race, color, religion, creed, sex, pregnancy status (including childbirth, breastfeeding, or related medical conditions), marital status, sexual orientation, gender identity / expression (including transgender status or sexual stereotypes), genetic information, citizenship status, national origin, protected veteran status, political affiliation, or disability. If you have a disability and are having difficulty accessing or using this website to apply for a position, you can request help by sending an email to **********************. If you are interested in applying or learning more about this role, please visit the company's career page located on Vertiv.com/Careers Work Authorization No calls or agencies please. Vertiv will only employ those who are legally authorized to work in the United States. This is not a position for which sponsorship will be provided. Individuals with temporary visas such as E, F-1, H-1, H-2, L, B, J, or TN or who need sponsorship for work authorization now or in the future, are not eligible for hire.

Job Title: Director of Human Resources Location: Ice Industries HQ ∙ 3810 Herr Road ∙ Sylvania, OH 43560 General Job Function: The Director of Human Resources provides strategic and operational leadership for all human resources functions across Ice Industries, a multi-location manufacturing organization specializing in metal stampings, roll forming, welding, and machining. This position oversees HR strategy, compliance, labor relations, employee relations, benefits, payroll, HRIS administration, and organizational development across five U.S. facilities and one in Mexico. Job Duties: Strategic and Operational Leadership Develop and implement HR strategies that align with Ice Industries' business objectives and workforce needs across all U.S. and Mexico locations. Partner with leadership on organizational design, talent development, and succession planning. Serve as a trusted advisor to senior leadership on human capital strategy, culture, and workforce risk management. Lead all employment law-related matters in collaboration with outside counsel, ensuring compliance with labor regulations, managing investigations, and guiding responses to agency inquiries or litigation. Employee Relations and Compliance Oversee employee relations across all locations, ensuring fairness, consistency, and compliance in investigations and corrective actions. Maintain compliance with all federal, state, local, and international employment laws. Review and update HR policies to ensure regulatory and procedural accuracy. Administer and provide guidance to plant HR teams on FMLA and ADA matters, including employee eligibility, documentation, accommodations, and coordination with third-party administrators and legal counsel as needed. Support plant leadership in managing complex leave and accommodation cases to ensure compliance and fairness. Manage employee building access, maintain security controls, and ensure updates are made promptly during onboarding, transfers, and terminations to maintain a secure environment. Payroll, Compensation, and HRIS Administration Oversee payroll processing across all entities to ensure accuracy, timeliness, and compliance with wage and tax requirements. Verify all payroll tax configurations, rates, and jurisdictions are correctly maintained within the HRIS system. Produce and distribute HR and payroll reports for leadership, including analytics on headcount, turnover, overtime, and labor costs. Manage compensation structure reviews and salary planning in coordination with the Finance department. Serve as the primary HRIS administrator, ensuring data integrity, user security, and optimized workflows. Manage EDI (Electronic Data Interchange) feeds with benefit carriers and third-party vendors-monitoring transmissions, correcting errors, and reconciling billing discrepancies. Partner with the HRIS vendor and IT to resolve technical issues, implement updates, and train users on system enhancements. Ensure data accuracy, consistency, and accessibility across HR systems and reports. Benefits Administration and Wellness Administer all employee benefits programs, including health, dental, vision, life, disability, 401(k), and wellness initiatives. Create and maintain all benefits-related forms, communications, and plan documentation. Manage vendor relationships and contracts in collaboration with the TPA and insurance broker to ensure seamless operations. Lead annual open enrollment, including coordination of system updates, plan renewals, employee communications, and compliance documentation. Oversee the wellness program, promoting engagement and tracking participation. Ensure compliance with ERISA, ACA, COBRA, HIPAA, and all applicable benefits regulations. Corporate Compliance and Audit Coordination Lead HR participation in the annual 401(k) and financial audits, ensuring complete and accurate documentation for external auditors. Maintain compliance with all HR-related regulatory filings and reporting obligations. Provide personnel, training, and compliance documentation required for quality audits and customer reviews. Partner with other functional teams to ensure year-round audit readiness and cross-departmental alignment. Leadership and Team Development Lead and mentor a high-performing HR team of seven direct and two indirect reports. Develop and deliver training for employees and managers on HR policies, procedures, and key compliance areas, ensuring consistent understanding and application of company standards across all locations. Foster consistent HR practices, service delivery, and communication across all sites. Workers' Compensation, Safety, and OSHA Oversee all Bureau of Workers' Compensation (BWC) claims, ensuring timely communication and documentation. Partner with the Corporate Safety Manager and plant leadership to support incident prevention, modified duty, and return-to-work programs. Support OSHA investigations, ensuring complete documentation, timely response, and corrective action implementation. Collaborate on safety training initiatives and maintain alignment between HR and safety objectives. Talent Acquisition and Retention Oversee companywide recruitment, onboarding, and retention strategies for hourly, salaried, and leadership positions. Manage relationships with external recruiting partners to ensure cost efficiency, compliance, and high-quality service. Oversee and maintain all job descriptions, ensuring they are current, accurate, and consistent with organizational needs and compliance requirements. Manage the company's Applicant Tracking System (ATS), including system configuration, user support, reporting, and process optimization. Labor and Union Relations Serve as the lead negotiator in collective bargaining and manage contract interpretation, administration, and grievance resolution. Foster collaborative, professional relationships with union representatives while protecting company interests. Advise plant leadership on contract compliance, labor strategy, and communications. Travel and Marketing Support Manage the company's corporate travel program, including vendor relationships, policy enforcement, and negotiating Local Negotiated Rates (LNRs) with vendors. Support employer branding, internal and external communications initiatives in collaboration with leadership. Serve as a backup travel coordinator, arranging employee travel as needed. Performs other incidental and related duties as required and assigned, including projects or assignments to support the organization. Working Conditions: Office environment with occasional exposure to a non-climate-controlled manufacturing environment, where ambient air temperature can occasionally exceed outside air temperature Must sit and view a computer screen for extended periods. Manual dexterity for operating office equipment (e.g., computer, calculator). Must be able to bend at the waist and knees, walk, and stand for extended periods. Specific vision abilities required by this job include close vision, distance vision, peripheral vision, and the ability to adjust focus. Must be flexible and able to change schedule and work hours to meet the organization's needs, including evenings and weekends. Must be able to travel by land and air, including occasional international travel. Required Education, Experience & Skills: Bachelor's degree in Human Resources, Business Administration, or related field required; Master's degree or SHRM-SCP/PHR certification preferred. Minimum of 10 years of progressive HR experience, including at least 5 years in a senior leadership capacity within manufacturing. Proven expertise in employment law, labor relations, benefits, payroll, HRIS, and multi-site compliance. Strong technical proficiency with HRIS systems and EDI feeds, including error resolution and billing reconciliation. Demonstrated expertise in FMLA, ADA, and leave administration. Knowledge of 401(k), ACA, COBRA, HIPAA, OSHA, and BWC requirements. High integrity and professionalism with proven discretion in handling confidential matters. Must be computer literate and proficient with MS Office and Windows (Word, Excel, and PowerPoint). Experience with Paycor or a similar HRIS system preferred Must be detail-oriented with strong organizational and analytical skills Ability to work with and communicate (verbal and written) effectively within all levels of the organization - bilingual (Spanish) a plus. Ability to self-motivate and work in a dynamic environment.

The Human Resources Business Partner (HRBP) is an individual contributor role based in Ironton, Ohio, supporting a non-union manufacturing environment. This position provides hands-on HR support to both employees and leadership, with a focus on recruiting, employee relations, customer service, engagement event planning, administrative tasks, and basic investigations. The HRBP is a visible and approachable presence, fostering a positive and responsive workplace culture through regular interaction and support. RESPONSIBILITIES * Manage full-cycle recruiting and onboarding for hourly roles including posting positions, scheduling interviews, and supporting the onboarding process. * Serve as a daily HR contact for employees and supervisors. * Conduct basic investigations such as attendance reviews. * Support performance management and corrective actions. * Maintain an open-door policy to provide employee-facing HR support with high responsiveness. * Plan and execute employee engagement events and celebrations. * Maintain HR records, ensure compliance with internal policies and labor regulations, and assist with reporting metrics related to workforce data. * Manage attendance program and coordinate with centers of excellence to do benefits education, leave management and accommodation requests. * Ensure compliance with company policies and employment laws. QUALIFICATIONS * Bachelor's degree in Human Resources, Business, or related field. * 3+ years of progressive HR experience, preferably in manufacturing. * Strong interpersonal and communication skills. * Ability to manage multiple priorities and maintain confidentiality and discretion. * Knowledge of HR policies, employment laws, and best practices. * Excellent organizational skills and attention to detail. * Ability to work independently and collaboratively. * Experience with Oracle HCM, Taleo, TCP, Smartsheet, Excel, and Word preferred. * Familiarity with manufacturing operations, safety standards, and production processes preferred. * PHYSICAL & ENVIRONMENTAL DEMANDS * Frequent walking and standing in an office and a manufacturing environment. * Extended periods of sitting or standing at a computer. * Exposure to varying temperatures and noise levels while on the production floor. * Required use of personal protective equipment (PPE) and follow all safety protocols while on the production floor. * Work conducted in both office and production floor settings. TIME TRAVEL REQUIRED * Under 5% OUR CORE PRINCIPALS: Safety, Integrity, Respect, Teamwork, Diversity & Inclusion. OUR STRATEGIC PRIORITIES: Customer Focus Operational Excellence High-Performance Culture Innovation Financial Strength OUR BEHAVIORS Own It Act With Urgency Foster a Customer-First Mindset Think Big and Execute Lead by Example Drive Continuous Improvement Learn and Seek Out Development Vertiv is an Equal Opportunity/Affirmative Action employer. We promote equal opportunities for all with respect to hiring, terms of employment, mobility, training, compensation, and occupational health, without discrimination as to age, race, color, religion, creed, sex, pregnancy status (including childbirth, breastfeeding, or related medical conditions), marital status, sexual orientation, gender identity / expression (including transgender status or sexual stereotypes), genetic information, citizenship status, national origin, protected veteran status, political affiliation, or disability. If you have a disability and are having difficulty accessing or using this website to apply for a position, you can request help by sending an email to **********************. If you are interested in applying or learning more about this role, please visit the company's career page located on Vertiv.com/Careers. Work Authorization No calls or agencies please. Vertiv will only employ those who are legally authorized to work in the United States. This is not a position for which sponsorship will be provided. Individuals with temporary visas such as E, F-1, H-1, H-2, L, B, J, or TN or who need sponsorship for work authorization now or in the future, are not eligible for hire. #LIN-KT1

HR Business Partner II Status: Full-time, Regular position Join the team of experts and realize your true potential! Be the best at what you do and join the team of Experts! Service Experts is seeking an experienced HR Business Partner to join our team. This position can be located in Cincinnati, OH and requires 100% onsite. The HR Business Partner will provide Human Resource counsel to management of assigned area, and ensure compliance with Human Resources policies, procedures, programs and governmental regulations. Key Responsibilities Provides coaching and counseling to management on human resource issues, recommending solutions consistent with past best practices and Company policies Conducts investigations of complaints/charges, prepares documentation for review by Corporate Human Resources and represents Company in resolution process. Manages the human capital issues surrounding new business acquisitions and business divestitures. Communicates, implements and interprets company policies and procedures as well as benefit and compensation policy. Designs, implements and conducts training and education sessions as required by the business needs and/or company. Assists in the management of the talent review and succession planning process for the business units. This includes assisting with recruitment and orientation. Desired Skills and Qualifications The successful candidate should have a Bachelor's degree in Human Resources and/or 5+ years of Human Resources Business Partner experience and basic computer software and HRIS skills are necessary. Apply now for immediate consideration! Qualifications: High school diploma or equivalent with one year of experience in general clerical or accounting clerk 3-5 years of experience in an HRBP role Knowledge of generally accepted administrative practices and procedures Ability to learn and follow company process and procedures, including the fundamentals of human resource related record keeping and record retention Ability to maintain confidentiality of human resource and other sensitive data Ability to work well under pressure Ability to meet deadlines consistently with high levels of attention to detail Capable of dealing with stressful situations and unhappy customers Ability to learn and follow company process and procedures Ability to multitask in a busy work environment and to organize and manage multiple priorities Excellent customer-service, verbal and written communication, and interpersonal skills Experience or training the use of computers and related systems in an administrative office environment Working knowledge of Microsoft Word, Excel and Outlook software applications Effective communication skills to communicate with customer and to resolve customer issues, complaints, or concerns Ability to communicate with co-workers and customers in a pleasant, business-like, and customer focused manner. Ability to communicate with a diverse customer population. Ability to work effectively in both a team and an independent environment What Do We Offer You as a Service Experts Employee? Service Experts offers a comprehensive benefits package designed to support employees and their families in managing their health and wellness needs. Following is a summary of the many benefits that could be available to you as a Service Experts valued employee. Competitive Pay, including incentive opportunities for many positions Paid Time Off and Company Holiday Pay Medical /Dental /Vision Insurance programs 401(k) Retirement Savings Plan with company matching contributions Life Insurance, for you and options you can elect for your family Short-term and Long-term disability insurance options, that protects you and your family if you are unable to work Supplemental benefit programs such as: Legal advice, pet insurance, health advocacy programs World Class Training opportunities through our Experts University Career Development opportunities Service Experts Heating & Air Conditioning is an equal opportunity employer and all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, disability status, protected veteran status, or any other characteristic protected by law. The job description is not intended to be a complete list of all responsibilities, duties or skills required for the job and is subject to review and change at any time, with or without notice, in accordance with the needs of Service Experts. Service Experts is committed to making our workplace accessible to individuals with disabilities and will provide reasonable accommodations, upon request, for individuals to participate in the application and hiring process. To request an accommodation, please email ************************************

The Human Resources Business Partner (HRBP) is an individual contributor role based in Ironton, Ohio, supporting a non-union manufacturing environment. This position provides hands-on HR support to both employees and leadership, with a focus on recruiting, employee relations, customer service, engagement event planning, administrative tasks, and basic investigations. The HRBP is a visible and approachable presence, fostering a positive and responsive workplace culture through regular interaction and support. RESPONSIBILITIES Manage full-cycle recruiting and onboarding for hourly roles including posting positions, scheduling interviews, and supporting the onboarding process. Serve as a daily HR contact for employees and supervisors. Conduct basic investigations such as attendance reviews. Support performance management and corrective actions. Maintain an open-door policy to provide employee-facing HR support with high responsiveness. Plan and execute employee engagement events and celebrations. Maintain HR records, ensure compliance with internal policies and labor regulations, and assist with reporting metrics related to workforce data. Manage attendance program and coordinate with centers of excellence to do benefits education, leave management and accommodation requests. Ensure compliance with company policies and employment laws. QUALIFICATIONS Bachelor's degree in Human Resources, Business, or related field. 3+ years of progressive HR experience, preferably in manufacturing. Strong interpersonal and communication skills. Ability to manage multiple priorities and maintain confidentiality and discretion. Knowledge of HR policies, employment laws, and best practices. Excellent organizational skills and attention to detail. Ability to work independently and collaboratively. Experience with Oracle HCM, Taleo, TCP, Smartsheet, Excel, and Word preferred. Familiarity with manufacturing operations, safety standards, and production processes preferred. PHYSICAL & ENVIRONMENTAL DEMANDS Frequent walking and standing in an office and a manufacturing environment. Extended periods of sitting or standing at a computer. Exposure to varying temperatures and noise levels while on the production floor. Required use of personal protective equipment (PPE) and follow all safety protocols while on the production floor. Work conducted in both office and production floor settings. TIME TRAVEL REQUIRED Under 5% OUR CORE PRINCIPALS: Safety, Integrity, Respect, Teamwork, Diversity & Inclusion. OUR STRATEGIC PRIORITIES: Customer Focus Operational Excellence High-Performance Culture Innovation Financial Strength OUR BEHAVIORS Own It Act With Urgency Foster a Customer-First Mindset Think Big and Execute Lead by Example Drive Continuous Improvement Learn and Seek Out Development Vertiv is an Equal Opportunity/Affirmative Action employer. We promote equal opportunities for all with respect to hiring, terms of employment, mobility, training, compensation, and occupational health, without discrimination as to age, race, color, religion, creed, sex, pregnancy status (including childbirth, breastfeeding, or related medical conditions), marital status, sexual orientation, gender identity / expression (including transgender status or sexual stereotypes), genetic information, citizenship status, national origin, protected veteran status, political affiliation, or disability. If you have a disability and are having difficulty accessing or using this website to apply for a position, you can request help by sending an email to **********************. If you are interested in applying or learning more about this role, please visit the company's career page located on Vertiv.com/Careers. Work Authorization No calls or agencies please. Vertiv will only employ those who are legally authorized to work in the United States. This is not a position for which sponsorship will be provided. Individuals with temporary visas such as E, F-1, H-1, H-2, L, B, J, or TN or who need sponsorship for work authorization now or in the future, are not eligible for hire. #LIN-KT1

Job Summary: The Director of Human Resources is a strategic leader responsible for developing and executing HR strategies that support the organization's strategies, culture, and long-term goals. This role oversees all aspects of human resources operations, including talent acquisition, employee relations, performance management, compensation and benefits, compliance, and organizational development. The Director partners closely with executive leadership to cultivate a high-performing, inclusive, engaged workforce, as well as all other duties as assigned. Primary Responsibilities: Strategic Leadership Develop and implement HR strategies aligned with organizational goals. Advise senior leadership on workforce planning, organizational structure, and change management. Lead initiatives that strengthen company culture and employee engagement. Talent acquisition & management Oversee full-cycle recruitment to attract and retain top talent. Establish effective onboarding programs that promote early employee success. Guide managers in performance management, coaching, and talent development. Employee Relations Serve as a trusted advisor on complex employee relations issues. Ensure consistent and fair application of policies and procedures. Foster an environment that encourages communication, collaboration, and conflict resolution. Compensation & Benefits Develop competitive compensation structures aligned with market trends. Oversee administration of employee benefits programs. Ensure pay equity and compliance with compensation regulations. Compliance & Risk Management Maintain compliance with all federal, state, and local employment laws. Ensure accurate and timely reporting, recordkeeping, and audits. Mitigate organizational risk through effective policy development and training. Primary Responsibilities: Training & Development Identify, create and administer learning and development programs. Support leadership development and succession planning efforts. Promote continuous improvement and professional growth across the organization. HR Operations Oversee HR systems, data accuracy, and reporting. Manage vendor relationships and evaluate HR systems. Develop and maintain HR metrics to support data-driven decision-making. Qualifications & Experience Bachelor's degree in human resources, business administration, or related field (master's preferred). Minimum of eight years of progressive HR experience, with at least three years in a leadership role. HR Certifications (SHRM-SCP, SPHR) are strongly preferred. Experience in a manufacturing environment preferred. Multisite experience a plus. Strong knowledge of employment law and HR best practices. Exceptional leadership, communication, and interpersonal skills. Ability to balance strategic vision with hands-on execution. Proven success in managing organizational change and driving cultural initiatives. Excellent analytical skills, with the ability to interpret HR metrics and insights. Must be able to perform the essential functions of the position with or without accommodation.