Human Resources Business Partner jobs at Nordson

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

SCHEDULE: Onsite M-F The Regional Human Resources Manager will oversee HR operations across Jamco's U.S. and Mexico locations, ensuring alignment with company policies, compliance requirements, and business goals. This role manages a team of two HR Specialists and partners with business leaders to deliver HR programs that drive employee engagement, compliance and performance. The Regional HR Manager is a member of the Imperative Logistics Group Human Resources team and will collaborate on group-wide HR initiatives while ensuring effective execution at the regional level. ESSENTIAL DUTIES AND RESPONSIBILITIES Manage day-to-day HR operations in the U.S. and Mexico, ensuring consistency and compliance across regions. Supervise, coach, and develop a team of two HR Specialists. Partner with local and regional leaders to support workforce planning, employee relations, and staffing needs. Oversee employee lifecycle processes including onboarding, training, performance management, compensation, and benefits. Ensure compliance with employment laws and regulations in both countries, as well as internal HR policies. Support employee engagement initiatives and help create a positive and inclusive workplace culture. Collaborate with Imperative's HR team to implement group-wide programs in areas such as talent development, DEI, and total rewards. Lead HR investigations and provide guidance on employee relations matters. Monitor HR metrics and provide insights to leadership for decision-making. Contribute to change management projects by supporting leaders and employees through transitions and organizational initiatives. Promote a continuous improvement mindset, identifying opportunities to enhance HR processes and employee experience. Stay curious about new HR technologies and digital tools, recommending and implementing solutions that increase efficiency and effectiveness. Promote Jamco's values and act as a resource to employees and managers on HR matters. MINIMUM QUALIFICATIONS (Education, Training & Experience): Bachelor's degree in human resources, Business Administration or a related field; or an equivalent combination of education & experience. 5-7+ years years of progressive HR experience, preferably in manufacturing, logistics, or distribution environments. Experience managing or supervising HR staff preferred. Bilingual fluency in English and Spanish (written and verbal). Strong knowledge of HR policies, procedures, and compliance requirements in both the U.S. and Mexico. LICENSE AND CERTIFICATIONS: No specific licenses or certifications are required for this position. However, certifications in SPHR or SHRM certification are preferred. KNOWLEDGE, SKILLS AND ABILITIES: Strong interpersonal and communication skills, with ability to build trust across multiple levels of the organization. Solid understanding of HR compliance and labor laws in the U.S. and Mexico. Ability to coach, develop, and lead HR team members. Skilled in problem-solving, conflict resolution, and employee relations. Effective time management and organizational skills; able to balance multiple priorities. Proficiency in HRIS systems and Microsoft Office Suite. Knowledge of change management principles and ability to support projects that require organizational adoption. Continuous improvement mindset with a focus on innovation and efficiency. Curiosity and adaptability toward emerging HR technologies and digital tools. Ability to foster a collaborative, inclusive, and high-performance workplace culture.. PHYSICAL REQUIREMENTS AND WORK ENVIRONMENT: Work in a climate-controlled environment closely with others and alone with traveling required. Work involves extended workdays outside the regular working hours and on-call status. Prolonged periods of sitting at a desk and working on a computer. Must be able to lift 15 pounds at times. Must be able to access and navigate all areas of the facility. The ability to see, write, count, read, identify shades of colors, and hearing is needed to perform essential functions. This job description reflects the current assignment of essential functions and is not meant to be all-inclusive. Duties and responsibilities may be assigned or reassigned to this job at any time and may be modified to reasonably accommodate an individual with a disability or for other reasons.

Mity Inc., a Utah County event furniture manufacturer is seeking a Human Resources specialist to support recruitment and retention along with all HR department functions. We are currently looking for a motivated and passionate Human Resources Professional to manage various Human Resource functions, including employee relations, benefits administration, and training development. The ideal candidate will have a strong background in Human Resource practices and possess excellent interpersonal and communication skills. This role will have direct reports within Human Resource or administrative functions. Main Duties and Responsibilities Include: Employee Relations & Engagement Act as a trusted HR advisor to production supervisors, managers, and employees. Address employee concerns, conflicts, and grievances fairly and promptly. Promote a positive, safe, and productive work environment aligned with company culture. Employee engagement activities including employee recognitions Talent Acquisition & Retention Support recruitment and staffing for production, maintenance, and administrative roles. Oversee onboarding and orientation programs, including safety training and plant policies. Develop retention strategies to reduce turnover in high-demand manufacturing roles. Support succession planning Performance & Training Proactively support supervisors with performance management, coaching, and employee evaluations. Assist in Identifying training needs, including safety, equipment operation, and skill development programs. Implement programs to improve employee performance and career growth opportunities. Compliance & Safety Ensure compliance with federal, state, and local labor laws and OSHA regulations. Maintain accurate HR records and support audits and reporting requirements. Partner with Safety team to reinforce workplace safety culture and practices. Diligently and proactively review and follow up on Workers' Compensation cases. Compensation & Benefits Administer payroll, benefits, for both hourly and salaried employees. Annual open enrollment administration 401k audit Workers compensation audit Manage WCF (Workers' Compensation Program) with Safety Manager HR Strategy & Operations Analyze workforce metrics (turnover, absenteeism, productivity) and recommend improvements. Lead HR initiatives to support manufacturing efficiency, employee engagement, and retention. Implement HR systems and process improvements suitable for plant operations. Required Skills/Qualifications: Bachelor's degree in Human Resources, Business Administration, or related field (or equivalent experience). 7+ years of HR experience, including manufacturing or production environments; HR leadership experience preferred. Strong knowledge of labor laws, OSHA regulations, and HR best practices. Excellent communication, conflict resolution, and problem-solving skills. Ability to work on the plant floor and build strong relationships with employees at all levels. SHRM-CP, SHRM-SCP, or PHR certification preferred.

Applied Laboratories, Inc. is a family-owned company located in Columbus, Indiana. For over 40 years, we have specialized in developing, manufacturing and packaging over-the-counter health care products for customers across the U.S. and abroad. We continue to focus on our customers by providing them with quality products through continuous improvement which has been the key to our continued success. As we grow, we strive to maintain that unique small business feel while encouraging employee training and personal growth throughout all of our teams. The pharmaceutical industry continues to expand creating new job opportunities within our company. Applied Laboratories, Inc. has an exciting career opportunity for an energetic, goal-oriented HR Professional to be an essential part of our operations. This is not an administrative role but a role that will help lead the company to the next level of talent and organizational development. The ideal candidate will plan, develop, organize, implement, direct and evaluate the organization's human resource function and performance. The candidate will play an integral role as part of our company's leadership team as the highest HR professional in the organization and report directly to the President. Responsibilities Provide overall leadership and guidance by overseeing talent acquisition, employee career development, succession planning, retention programs, training and leadership development Function as a strategic, human capital business advisor and resource to not only the senior management team but to the entire organization Develop initiatives, policies and programs to complement existing practices and create consistency across the organization Be a company representative in the community through various connection opportunities Oversee benefit and compensation plans to ensure cost efficiencies and attractiveness to retain top talent Ensures company compliance with all applicable employment laws Qualifications Bachelor's degree or equivalent experience in human resources or management 7+ years' of professional HR experience, ideally in a manufacturing setting PHR or SPHR certification is a plus. Excellent critical thinking, written and verbal communication skills Ability to multi-task, organize, and prioritize work Self-directed, flexible and able to manage multiple competing priorities Must demonstrate a high level of integrity, confidentiality and commitment

Composed of Chromalox, Durex Industries, Vulcanic, and Thermocoax businesses, Electrical Thermal Solutions (ETS), part of Spirax Group, creates electrical process heating and temperature management solutions, including industrial heaters and systems, heat tracing, and a range of component technologies. At Chromalox, we build advanced thermal technologies for the world's most challenging industrial heating applications. Headquartered in Pittsburgh, Pennsylvania, we got our start with an innovative solution 100 years ago when a self-taught engineer invented the first metal-sheathed resistance heating element. It was this then-advanced thermal technology that launched an entire industry. We excel in industries that have high expectations. We are acknowledged as experts at delivering solutions that exceed specifications, limit risk, and reduce operating costs. Join us as we continue to provide solutions to our customers and the world! The Role: The Senior Human Resources Generalist is a strategic HR partner with a strong focus on employee relations, performance management, and workforce planning in a manufacturing environment. This role also supports recruitment, learning & development, compensation, and compliance. The ideal candidate is bilingual, experienced in high-volume environments, and skilled at building trust across all levels of the organization. Your Responsibilities: Employee Relations Lead complex employee relations cases, including investigations, disciplinary actions, and conflict resolution. Serve as a trusted advisor to employees and managers, promoting a respectful and inclusive workplace. Develop and implement engagement strategies to improve morale and retention. Performance Management Drive performance management processes, including coaching, feedback, and development planning. Partner with leadership to align performance goals with operational objectives. Support succession planning and talent development initiatives. Workforce Planning Analyze workforce trends and collaborate with operations to forecast labor needs. Lead strategic staffing initiatives and organizational design efforts. Support headcount planning and labor cost analysis. Recruitment & Learning Oversee recruitment for key roles, including leadership and technical positions. Support onboarding and training programs tailored to manufacturing environments. Mentor HR team members in recruitment best practices. Compensation Management Provide guidance on compensation strategy, pay equity, and incentive programs. Collaborate with finance and leadership on budgeting and salary planning. Compliance Ensure compliance with labor laws, safety regulations, and company policies. Lead internal audits and support external regulatory inspections. Maintain documentation and reporting for legal and operational requirements. Team Leadership & Mentorship Provide guidance and mentorship to junior HR staff, fostering professional growth and knowledge sharing. Support cross-training and development of HR team capabilities. Promote collaboration and consistency in HR practices across locations Requirements: Bachelor's degree in Human Resources, Business, or related field; HR certification (PHR/SPHR) a plus. 5+ years of progressive HR experience, with strong exposure to manufacturing environments. Advanced computer proficiency with strong Excel skills (including pivot tables, lookups, and complex formulas), with experience generating HR reports, analyzing employee data, and developing dashboards to support workforce planning and decision-making. Bilingual (English/Spanish) strongly preferred. Proven ability to influence and collaborate across all organizational levels. Experience supporting multi-site operations and remote teams. At Chromalox, we are not just an employer but a champion of equal opportunities and inclusivity. We are dedicated to fostering a workplace that adheres to the highest hiring standards and is free from discrimination and harassment. Chromalox is an equal opportunity employer; our commitment extends to all aspects of employment, ensuring that no individual is mistreated or discriminated against based on race, color, sex, religion, sexual orientation, national origin, disability, genetic information, pregnancy, or any other protected characteristic as defined by federal, state, or local laws.

At CDW, we make it happen, together. Trust, connection, and commitment are at the heart of how we work together to deliver for our customers. It s why we re coworkers, not just employees. Coworkers who genuinely believe in supporting our customers and one another. We collectively forge our path forward with a level of commitment that speaks to who we are and where we re headed. We re proud to share our story and Make Amazing Happen at CDW. Job Summary The Sr CWS (HR) Business Partner is an integral part of the Coworker Success (HR) organization as well as an indispensable strategic partner to the business unit it supports. As a Sr Business Partner, you are seen as a trusted advisor and an extension of the leadership team within your business client group. Business Leaders call on you to help think through their most difficult and strategic talent challenges. Simply put, Business Partners are the bridge between talent and strategy. In this role, you will have the chance to leverage your HR expertise across our organization, translating global programs into impactful local and business oriented solutions. Senior leaders seek out your guidance on how to assess, motivate and reward their teams, as well as come to you as a trusted advisor and partner to link talent strategy to our business outcomes. You will also act as a peer leader and a CWS subject matter expert. This role s success depends on the ability to build trusting and collaborative relationships with all areas of CWS and the business units you support. The capability to influence leaders and navigate complexity is critical in this role, along with balancing day-to-day tasks while executing a long-term talent roadmap. In this role, you will serve as a talent advocate, cultural ambassador innovator and leadership consultant. What you'll do Proactively engage and consult with business leaders to provide relevant, credible guidance to build talent solutions to drive business outcomes. Proactively provide support and resources to current and new senior leaders. Connect regularly with new leaders to provide key perspective, guidance, and connections to enable their success. Recommend solutions, participate and support organization change initiatives. Provide strategy recommendations, help execute and drive change adoption. Anticipate coworker risk assessments, recommend collateral and comms plan creation, own delivery & execution, & maintenance/continuation. Collaborate with leaders to assess talent and org synergies. Execute on integration steps. Participate in and act as stakeholder in organizational design conversations with the business, provide recommendations and help execute from a people standpoint. Evaluate needs with functional leaders, provide input and perspective based on expertise to navigate and guide job creation. Knows when and how to pull in the appropriate resources/stakeholders. Identify, create, and facilitate talent management strategies at the function level. Collaborate and advise on succession/workforce planning conversations and tactical execution. Build and care for successful working relationships with Centers of Excellence (COE). Provide base level guidance and introductions to COE stakeholders as relevant to director+. Act as partner and support successful execution of COE requests. Identify strategic support needed for key initiatives within the business (i.e. training on PIPs, compensation modeling, etc.). Support and facilitate packaging of feedback and resolution between the business and COEs. Partner with COEs to enable leaders & coworkers with proper resources & contacts to complete successful programs, such as Performance and Talent Reviews, Engagement Surveys, and other HR-led initiatives/programs. Serve as point of contact/lead liaison for assigned key cyclical initiatives by leadership. Drive engagement where appropriate of key strategic programs as assigned or outlined by leadership. What we expect of you Bachelor s degree and 5 years experience in HR with increasing levels of scope and complexity OR Master s degree and 3 years experience in HR with increasing levels of scope and complexity OR 9 years experience in HR with increasing levels of scope and complexity without a degree Experience working closely alongside, influencing, and supporting senior leaders in an organization Demonstrated ability to effectively coach and guide senior leaders on complex talent strategies and needs Excellent verbal and written communication skills with the ability to communicate effectively and in a constructive, professional manner with stakeholders at all levels Proven track record of strong interpersonal skills and good judgment to manage sensitive and confidential matters Exceptional navigation through conflict resolution and problem-solving skills Demonstrated business acumen, including thorough understanding of business dependencies and cross functional collaboration Project management skills Demonstrated ability to balance competing priorities/projects with the ability to adapt to the changing needs of the business while meeting deadlines and providing high quality work and service level Strong leadership skills with the ability to lead/influence a successful team or project Research and analyze information to make advanced employee relations decisions and recommendations Proficient in Microsoft Office applications Travel to CDW locations as needed Pay range: $ 88,000 - $ 122,400 depending on experience and skill set Annual bonus target of 5% subject to terms and conditions of plan Benefits overview: Salary ranges may be subject to geographic differentials We make technology work so people can do great things. CDW is a leading multi-brand provider of information technology solutions to business, government, education and healthcare customers in the United States, the United Kingdom and Canada. A Fortune 500 company and member of the S&P 500 Index, CDW helps its customers to navigate an increasingly complex IT market and maximize return on their technology investments. Together, we unite. Together, we win. Together, we thrive. CDW is an equal opportunity employer. All qualified applicants will receive consideration for employment without regards to race, color, religion, sex, sexual orientation, gender identity, national origin, disability status, protected veteran status or any other basis prohibited by state and local law. CDW is committed to fostering an equitable, transparent, and respectful hiring process for all applicants. During our application process, CDW s goal is to get to know you as an applicant and understand your experience, strengths, skills, and qualifications. While AI can help you present yourself more clearly and effectively, the essence of your application should be authentically yours. To learn more, please review CDW's AI Applicant Notice .

At CDW, we make it happen, together. Trust, connection, and commitment are at the heart of how we work together to deliver for our customers. It s why we re coworkers, not just employees. Coworkers who genuinely believe in supporting our customers and one another. We collectively forge our path forward with a level of commitment that speaks to who we are and where we re headed. We re proud to share our story and Make Amazing Happen at CDW. Job Summary The Sr CWS (HR) Business Partner is an integral part of the Coworker Success (HR) organization as well as an indispensable strategic partner to the business unit it supports. As a Sr Business Partner, you are seen as a trusted advisor and an extension of the leadership team within your business client group. Business Leaders call on you to help think through their most difficult and strategic talent challenges. Simply put, Business Partners are the bridge between talent and strategy. In this role, you will have the chance to leverage your HR expertise across our organization, translating global programs into impactful local and business oriented solutions. Senior leaders seek out your guidance on how to assess, motivate and reward their teams, as well as come to you as a trusted advisor and partner to link talent strategy to our business outcomes. You will also act as a peer leader and a CWS subject matter expert. This role s success depends on the ability to build trusting and collaborative relationships with all areas of CWS and the business units you support. The capability to influence leaders and navigate complexity is critical in this role, along with balancing day-to-day tasks while executing a long-term talent roadmap. In this role, you will serve as a talent advocate, cultural ambassador innovator and leadership consultant. What you'll do Proactively engage and consult with business leaders to provide relevant, credible guidance to build talent solutions to drive business outcomes. Proactively provide support and resources to current and new senior leaders. Connect regularly with new leaders to provide key perspective, guidance, and connections to enable their success. Recommend solutions, participate and support organization change initiatives. Provide strategy recommendations, help execute and drive change adoption. Anticipate coworker risk assessments, recommend collateral and comms plan creation, own delivery & execution, & maintenance/continuation. Collaborate with leaders to assess talent and org synergies. Execute on integration steps. Participate in and act as stakeholder in organizational design conversations with the business, provide recommendations and help execute from a people standpoint. Evaluate needs with functional leaders, provide input and perspective based on expertise to navigate and guide job creation. Knows when and how to pull in the appropriate resources/stakeholders. Identify, create, and facilitate talent management strategies at the function level. Collaborate and advise on succession/workforce planning conversations and tactical execution. Build and care for successful working relationships with Centers of Excellence (COE). Provide base level guidance and introductions to COE stakeholders as relevant to director+. Act as partner and support successful execution of COE requests. Identify strategic support needed for key initiatives within the business (i.e. training on PIPs, compensation modeling, etc.). Support and facilitate packaging of feedback and resolution between the business and COEs. Partner with COEs to enable leaders & coworkers with proper resources & contacts to complete successful programs, such as Performance and Talent Reviews, Engagement Surveys, and other HR-led initiatives/programs. Serve as point of contact/lead liaison for assigned key cyclical initiatives by leadership. Drive engagement where appropriate of key strategic programs as assigned or outlined by leadership. What we expect of you Bachelor s degree and 5 years experience in HR with increasing levels of scope and complexity OR Master s degree and 3 years experience in HR with increasing levels of scope and complexity OR 9 years experience in HR with increasing levels of scope and complexity without a degree Experience working closely alongside, influencing, and supporting senior leaders in an organization Demonstrated ability to effectively coach and guide senior leaders on complex talent strategies and needs Excellent verbal and written communication skills with the ability to communicate effectively and in a constructive, professional manner with stakeholders at all levels Proven track record of strong interpersonal skills and good judgment to manage sensitive and confidential matters Exceptional navigation through conflict resolution and problem-solving skills Demonstrated business acumen, including thorough understanding of business dependencies and cross functional collaboration Project management skills Demonstrated ability to balance competing priorities/projects with the ability to adapt to the changing needs of the business while meeting deadlines and providing high quality work and service level Strong leadership skills with the ability to lead/influence a successful team or project Research and analyze information to make advanced employee relations decisions and recommendations Proficient in Microsoft Office applications Travel to CDW locations as needed Pay range: $ 88,000 - $ 122,400 depending on experience and skill set Annual bonus target of 5% subject to terms and conditions of plan Benefits overview: Salary ranges may be subject to geographic differentials We make technology work so people can do great things. CDW is a leading multi-brand provider of information technology solutions to business, government, education and healthcare customers in the United States, the United Kingdom and Canada. A Fortune 500 company and member of the S&P 500 Index, CDW helps its customers to navigate an increasingly complex IT market and maximize return on their technology investments. Together, we unite. Together, we win. Together, we thrive. CDW is an equal opportunity employer. All qualified applicants will receive consideration for employment without regards to race, color, religion, sex, sexual orientation, gender identity, national origin, disability status, protected veteran status or any other basis prohibited by state and local law. CDW is committed to fostering an equitable, transparent, and respectful hiring process for all applicants. During our application process, CDW s goal is to get to know you as an applicant and understand your experience, strengths, skills, and qualifications. While AI can help you present yourself more clearly and effectively, the essence of your application should be authentically yours. To learn more, please review CDW's AI Applicant Notice .

Pay from $120,000 to $150,000 per year Ohio Branch 8320 Global Way SW, Etna, OH 43018 New hires earn a $5,000 bonus! At Uline, we believe it's all about having good people and as Human Resources Manager at our Ohio branch, that starts with you! Guide the HR team to recruit and retain the best talent and create an exceptional working environment at our 1.4 million square-foot warehouse in Columbus. It's an exciting time to join Uline - THE shipping supply specialists! Careers Packed with Potential. Backed by 45+ years of success, Uline offers opportunities to grow your career with stability you can count on. Position Responsibilities Lead HR operations for 200+ warehouse, facilities and office employees. Build, coach and develop a high-performing HR team to support staffing a new facility. Collaborate with leadership on hiring, performance management, employee relations and engagement. Guide performance conversations to help maintain a positive, productive workplace. Minimum Requirements Bachelor's degree in human resources, business or related field. 7+ years of HR and talent acquisition experience, including previous management experience. Experience in Microsoft Office and applicant tracking systems (ATS) - Workday knowledge a plus. Knowledgeable of federal and Ohio labor and employment laws. Strong recruiting background, especially in high-growth, shift or warehouse settings. Extended travel for initial training at Uline's North American locations. Benefits Complete health insurance coverage and 401(k) with 6% employer match that starts day one! Multiple bonus programs. Paid holidays and generous paid time off. Tuition Assistance Program that covers professional continuing education. Employee Perks Best-in-class, clean, modern facilities. First-class fitness center and beautifully maintained walking path. About Uline Uline, a family-owned company, is North America's leading distributor of shipping, industrial, and packaging materials with over 9,000 employees across 14 locations. Uline is a drug-free workplace. All new hires must complete a pre-employment hair follicle drug screening. All positions are on-site. EEO/AA Employer/Vet/Disabled ()

ESSENTIAL FUNCTIONS HR Strategy and Leadership: Develop and execute HR strategies aligned with the organization's goals and objectives. Provide strategic guidance to senior leadership on HR matters, including talent acquisition, employee development, performance management, compensation, benefits and employee relations. Act as a trusted advisor to the executive team, offering insights and recommendations on HR-related issues and opportunities. Lead, mentor, and develop the HR team, fostering a collaborative and high-performance culture. Talent Acquisition and Management: Develop and implement effective recruitment strategies to attract and hire skilled professionals and hourly employees across the organization. Collaborate with hiring managers to define job requirements, interview processes, and candidate selection criteria. Oversee the onboarding process for new hires, ensuring a smooth transition and integration into the company culture. Create and implement talent management programs, including succession planning, career development, and performance management systems. Employee Relations and Engagement: Manage multiple Collective Bargaining Agreements within each region. Develop labor relations strategies that support the overall business and financial needs of the organization. Develop and maintain policies and procedures that promote a positive and inclusive work environment. Oversee employee relations matters, including investigations, conflict resolution, and disciplinary actions. Foster employee engagement initiatives, such as employee recognition programs, surveys, and feedback mechanisms. Ensure compliance with labor laws, regulations, and industry standards, providing guidance and support to managers and employees. Compensation and Benefits: Collaborate with senior leadership to develop and administer competitive compensation and benefits programs. Conduct regular market analysis to ensure the organization's pay and benefits offerings remain competitive. Manage and oversee the administration of employee benefits, including health insurance, life insurance, DBL and Defined Benefit and Defined Contribution retirement plans. HR Metrics and Reporting: Develop and implement HR metrics and analytics to track key HR performance indicators. Prepare regular reports on HR metrics, analyzing trends and identifying areas for improvement. Provide insights and recommendations to senior leadership based on HR data analysis. REQUIREMENTS Bachelor's degree in Human Resources, Business Administration, or a related field; Master's degree preferred. Proven experience as an HR leader in heavy manufacturing or industrial settings. In-depth knowledge of labor laws, regulations, and best practices in the manufacturing industry. Experience in leading a unionized workforce strongly desired. COMPETENCIES Strong strategic thinking and business acumen, with the ability to align HR strategies with organizational goals. Demonstrated experience in talent acquisition, employee development, performance management, and employee relations. Excellent leadership and interpersonal skills, with the ability to influence and build relationships at all levels of the organization. Exceptional communication skills, both written and verbal. Strong analytical and problem-solving abilities. WORK ENVIRONMENT The VP of HR spends 90% of the time in an office environment developing HR strategies, developing staff, staying connected with the executive and mill leadership teams, attending meetings, on calls, recruiting top talent, succession planning, defining HR metrics and reporting, etc. The other 10% of the time is spent in the mill environment or traveling to other Twin Rivers locations.

The HR VP position is responsible for aligning business objectives with employees and management in designated Industrial Solutions business units. The position formulates strategic partnerships across the HR function to deliver value-added services to management and employees to support the business objectives and values of the organization. The VP maintains an effective level of business literacy about the business unit's financial position, its strategic plans, its culture and its competition. This role will oversee all HR functions in the Americas and Europe. This role will collaborate heavily and have dotted line oversight of Southeast Asia HR leadership. Supervisory Responsibilities: Recruits, interviews, hires, and trains new staff for HR employees. Oversees the processes of the HR department. Provides constructive and timely performance evaluations and coached leaders on how to effectively administer. Handles discipline and termination of employees in accordance with company and local government policies. Ensure consistent application of best practices and corporate guidelines. Oversees Employee Engagement and Experience improvement initiatives. Coach, guide, and support leadership teams. Oversee HR team and provide strategic HR guidance to Industrial Solutions Leadership Group. Duties/Responsibilities: Ensures headcount planning and staffing needs are met at each location. Owns recruiting processes to ensure best practices and talent selection success. Supports Executive Leadership team with strategic HR support and feedback. Consults and meets with leadership teams, providing HR guidance when appropriate. Analyzes trends and metrics in partnership with the HR group to develop solutions, programs and policies. Manages and resolves complex employee relations issues. Conducts effective, thorough and objective investigations. Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partners with legal as needed/required. Provides day-to-day performance management guidance to line management (e.g., coaching, counseling, career development, disciplinary actions). Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention. Provides HR policy development, guidance, and interpretation. Develops market competitive terms for new hires, promotions and transfers. Assists employees with visa matters, expatriate assignments and related HR matters. Provides guidance and input on business unit talent, workforce, and succession planning. Identifies training needs for business units and individual coaching needs. Participates in evaluation and monitoring of training programs to ensure success. Follows up to ensure training objectives are met. Performs other duties as assigned. Required Skills/Abilities: Excellent verbal and written communication skills. Excellent interpersonal and customer service skills. Excellent organizational skills and attention to detail. Ability to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, ordinances, and policies. Ability to acquire a thorough understanding of the organization's hierarchy, jobs, qualifications, compensation practices, and the administrative practices related to those factors. Excellent time management skills with a proven ability to meet deadlines. Strong analytical and problem-solving skills. Proficient with Microsoft Office Suite or related software. Ability to travel internationally up to 25% Education and Experience: Bachelor's Degree in human resources/business field or an equivalent amount of experience and training. Minimum of 7-10 years of experience resolving complex employee relations issues and recruiting top talent. Working knowledge of multiple human resource disciplines, including compensation practices, organizational diagnosis, employee and union relations, diversity, performance management, and federal and state respective employment laws. People leadership experience required. #LI-KW1 CPM Acquisition Corp. is an equal opportunity employer. All applicants will be considered for employment without attention to race, color, religion, sex, sexual orientation, gender identity, national origin, veteran or disability status. CPM Acquisition Corp. offers competitive compensation and benefits, including paid holidays and vacations, 401k, medical/dental insurance, tuition assistance, and more.

Job Description Title: Vice President of Human Resources Reports to: Chief People Officer About the Company At BMG Money, our mission is to provide access to affordable and responsible credit for underserved consumers facing unexpected expenses. We all share one vision- Redefining lending through technology, where underserved individuals can thrive financially through forward-thinking, responsible, and innovative financial solutions. Job Summary The Vice President of Human Resources (HR) provides executive-level leadership and guidance to the organization's HR operations. The Vice President is responsible for setting, enforcing, and evaluating legally compliant human resources policies, procedures, and best practices, and identifying and implementing long-range strategic talent management goals. Key Responsibilities Collaborates with executive leadership to define the organization's long-term mission and goals; identifies ways to support this mission through talent management. Identifies key performance indicators for the organization's human resource and talent management functions; assesses the organization's success and market competitiveness based on these metrics. Researches, develops, and implements competitive compensation, benefits, performance appraisal, talent acquisition, and employee incentive programs. Provides guidance and leadership to the human resource management team; assists with resolution of human resource, compensation, and benefits questions, concerns, and issues. Ensures compliance with employment, benefits, insurance, safety, and other laws, regulations, and requirements. Drafts and implements the organization's staffing budget, and the budget for the human resource department. Direct the planning and execution of HR policies ensuring full compliance with US Federal/State laws and Brazilian labor regulations (CLT), mitigating risk across both jurisdictions. Champion a unified company culture that bridges the US and Brazil offices, creating programs that respect local nuances while aligning with corporate values. Oversee recruitment strategies for both regions, managing the complexities of cross-border hiring, visa/sponsorship requirements, and localized compensation benchmarking. Direct the company's administrative functions, supervising office managers and administrative assistants to ensure seamless day-to-day operations in all locations. Establish standard operating procedures (SOPs) for non-technical workflows, procurement of office supplies, travel policies, and vendor management. Serve as the primary point of contact for property management, lease negotiations, and space planning to accommodate growth in both the US and Brazil headquarters. Oversee the maintenance, security, and cleanliness of company buildings, ensuring all facilities meet health and safety standards (OSHA in the US and NR standards in Brazil). Design and maintain a physical work environment that boosts productivity and employee well-being, managing renovations, office layouts, and hybrid-work technology setups. Qualifications Bachelor's degree in Human Resources, Business Administration, or related field required; Master's or law degree highly preferred. At least ten years of human resource management experience required, with strategic, talent management, and/or business development experience highly preferred. SHRM-CP or SHRM-SCP strongly preferred. Excellent verbal and written communication skills. Excellent interpersonal and conflict resolution skills. Excellent organizational skills and attention to detail. Strong analytical and problem-solving skills. Strong supervisory and leadership skills. Thorough knowledge of employment-related laws and regulations. Knowledge of and experience with varied human resource information systems. Proficient with Microsoft Office Suite or related software. Knowledge of Brazilian labor laws a plus

Job DescriptionSince 1987, the team at Cafe Valley has baked muffins, cakes, cupcakes, turnovers, croissants, and newly added scones for our customers throughout North and South America. Our products are made with high-quality ingredients and crafted with care in our Phoenix, Arizona and Marion, Indiana bakeries. The Vice President of Human Resources serves as a strategic leader, driving the vision, strategy, and execution of all human resources initiatives across the organization and is an integral member of the Leadership Team. This role oversees all aspects of HR operations-including talent acquisition, employee engagement, employee relations, compliance, training, and culture-building-ensuring alignment with business goals. The VP will partner closely with senior leadership and operations management to create a high-performance, values driven workplace that supports both people and organizational success. ResponsibilitiesStrategic Leadership Serve as a trusted advisor to senior leadership, aligning HR strategy with overall business objectives. Co-own the Candidate-to-Employee Lifecycle program with plant management, ensuring best-in-class talent acquisition, onboarding, and retention practices. Lead organizational development, training, and succession planning initiatives to drive engagement and long-term performance. Policy, Compliance & Risk Management Ensure company policies remain compliant, relevant, and aligned with organizational culture. Oversee ADA accommodation requests, employee relations matters, and workplace investigations with discretion and fairness. Maintain compliance with all federal, state, and local employment laws (EEO, ADA, FMLA, OSHA, DOL, workers' compensation, unemployment, ACA). Partner with the Director of Safety to mitigate risk and improve EMOD ratings. Employee Experience & Culture Foster a culture of respect, collaboration, and accountability. Recommend and implement employee engagement strategies that enhance morale and productivity. Lead social responsibility audits and initiatives to strengthen the company's community and customer reputation. Operational Excellence Manage HRIS, payroll, and timekeeping systems to ensure data integrity and efficiency. Develop and manage the HR budget, optimizing resources and vendor relationships. Performance & Development Lead annual performance review, merit increase, and compensation planning processes. Champion training programs that deliver measurable ROI and support career growth. Additional Leadership Duties Resolve HR technology challenges and drive system enhancements. Perform other duties aligned with business needs and objectives. Consistent attendance is required. Occasional travel as needed. Develop budget and manage expenses. Required SkillsQualifications Required Bachelor's degree in Human Resources Management, Industrial Relations, Business Administration or related field: Master's degree highly preferred. 10+ years of progressive HR leadership experience, with proven success managing multi-functional HR teams. Significant HR leadership experience in a manufacturing environment with 1,500+ employees. Ability to perform multiple tasks in a complex, highly regulated environment. Strong MS Office skills to include Excel, Word, PowerPoint, and Outlook. HR Certification (SPHR/SHRM-SCP) highly preferred. Bilingual English/Spanish preferred. Skills & Competencies Strategic thinker with the ability to execute in a fast-paced, high-change environment. Deep knowledge of modern HR principles, employment law, and best practices. Experience implementing continuous process improvement in HR functions. Proven ability to build and inspire high-performing teams and foster a positive company culture. Exceptional interpersonal, influencing, and relationship-building skills at all organizational levels. Expertise with HRIS systems including serving as a system security master. Demonstrated ability to manage multiple priorities in a complex, highly regulated environment. Strong math aptitude, budget development, and expense management skills.

Foods you love. Brands you trust. And a career that empowers you to grow. At Nestlé USA, we're all working towards the same goal - to delight and deliver for our consumers. With a rich portfolio of beloved brands, including DiGiorno, Toll House, and Coffee mate, in 97% of U.S. households, we have a unique opportunity - and responsibility - to be there for every moment in our consumers' lives. Joining Nestlé means becoming part of an inclusive workplace that inspires innovation, encourages strategic thinking and creativity, and celebrates your achievements. No matter where you work within the organization, you are empowered to challenge the status quo, embrace risk-taking, and pioneer new ideas. Our supportive and collaborative environment encourages bold ambitions and continuous learning so that everyone can grow and thrive. This position is not eligible for Visa Sponsorship. We are seeking a strategic and results-driven Diversity and Inclusion Manager to lead the development and execution of enterprise-wide Diversity and Inclusion strategies across our One Operations functions, including Manufacturing and Supply Chain. This role centers on strategic planning, program management, and cross-functional collaboration. The ideal candidate will act as a thought leader and trusted advisor, partnering with HR and business leaders to foster an inclusive environment. Responsibilities include designing and implementing scalable D&I programs aligned with business goals, leveraging data-driven insights to measure impact, and guiding continuous improvement. This position is based at our Solon, OH campus. Key Responsibilities Strategic Planning & Execution Support the design and implementation of a multi-year D&I strategic roadmap aligned with organizational goals. Conduct internal assessments and external benchmarking to inform strategy. Project & Program Management Lead the planning, execution, and evaluation of D&I programs and initiatives. Develop and manage project plans and timelines. Coordinate cross-functional teams and stakeholders to ensure alignment and accountability. Monitor project performance and adjust plans as needed to meet objectives. Stakeholder Engagement & Communication Collaborate with HR, Talent Acquisition, Learning & Development, and other key partners to drive D&I initiatives. Serve as a trusted advisor to leaders and teams on D&I best practices. Facilitate workshops, presentations, and training sessions on D&I topics. Partner with One Operations to drive inclusion efforts across Nestlé Factories and Distribution Centers. Qualifications Bachelor's degree in Human Resources, Organizational Development, Business, or related field (Master's preferred). 5+ years of experience in D&I, HR, or organizational development, with a focus on strategy and project management. Proven ability to lead complex projects and drive organizational change. Strong analytical, communication, and stakeholder management skills. Experience with reporting tools and change management frameworks. Preferred Skills Project Management Certification (e.g., PMP, Agile) is a plus. Familiarity with D&I-related compliance and regulatory requirements. Experience in a global or matrixed organization. #LI-Hybrid It is our business imperative to remain a very inclusive workplace. To our veterans and separated service members, you're at the forefront of our minds as we recruit top talent to join Nestlé. The skills you've gained while serving our country, such as flexibility, agility, and leadership, are much like the skills that will make you successful in this role. In addition, with our commitment to an inclusive work environment, we recognize the exceptional engagement and innovation displayed by individuals with disabilities. Nestlé seeks such skilled and qualified individuals to share our mission where you'll join a cohort of others who have chosen to call Nestlé home. The Nestlé Companies are equal employment opportunity employers. All applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or veteran status or any other characteristic protected by applicable law. Prior to the next step in the recruiting process, we welcome you to inform us confidentially if you may require any special accommodations in order to participate fully in our recruitment experience. Contact us at accommodations@nestle.com or please dial 711 and provide this number to the operator: **************. This position is not eligible for Visa Sponsorship. Review our applicant privacy notice before applying at *********************************** Job Requisition: 365942

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

Acuity Inc. (NYSE: AYI) is a market-leading industrial technology company. We use technology to solve problems in spaces, light and more things to come. Through our two business segments, Acuity Brands Lighting (ABL) and Acuity Intelligent Spaces (AIS), we design, manufacture, and bring to market products and services that make a valuable difference in people's lives. We achieve growth through the development of innovative new products and services, including lighting, lighting controls, building management solutions, and an audio, video and control platform. We focus on customer outcomes and drive growth and productivity to increase market share and deliver superior returns. We look to aggressively deploy capital to grow the business and to enter attractive new verticals. Acuity Inc. is based in Atlanta, Georgia, with operations across North America, Europe and Asia. The Company is powered by approximately 13,000 dedicated and talented associates. Visit us at ****************** Work location: * This position requires on-site presence in Atlanta or Chicago, following a hybrid work model Job Summary We are seeking a Director, Human Resources Business Partner (HRBP) to support our Supply Chain organization, with a focus on Distribution and Sourcing functions. Reporting to the Vice President of Human Resources, this role will serve as a trusted advisor to supply chain leaders, providing strategic HR partnership while also ensuring effective execution of people programs across a large, complex, and distributed workforce. The Director HRBP will bring deep labor relations expertise and a strong track record in hourly workforce development, ensuring that our distribution centers and sourcing teams have the talent, culture, and organizational effectiveness needed to deliver on business goals. This leader will manage and develop a Senior HR Manager who supports day-to-day HR needs, while personally driving talent strategies, workforce planning, and leadership capability. This is a hybrid role and candidates must be based in the Atlanta or Chicago market. Key Tasks & Responsibilities (Essential Functions) Strategic HR Partnership * Partner with senior supply chain leaders to align people strategy with business objectives in Distribution and Sourcing * Provide insights on workforce trends, labor dynamics, and organizational effectiveness to influence decision-making * Lead organizational design initiatives to optimize structures, roles, and capabilities for scale and efficiency Labor & Associate Relations (in partnership with ARLR COE) * Collaborate with the Associate & Labor Relations COE to shape and execute labor strategies, ensuring alignment with business needs * Influence leaders on employee relations approaches, escalation protocols, and proactive labor risk management * Build manager capability in handling employee relations and fostering a positive workplace culture Hourly Workforce Development * Drive initiatives to attract, retain, and develop hourly talent across distribution centers and sourcing functions * Partner with leaders to design career pathways, training programs, and engagement strategies tailored to frontline employees * Champion Workplace culture and engagement programs Talent & Leadership Development * Lead workforce planning, succession planning, and talent reviews for supply chain functions * Coach and leaders to build leadership capability and manager effectiveness to create a high-performance culture * Partner with HR Centers of Expertise (COEs) to deliver enterprise programs (performance management, talent strategies, total rewards, manager effectiveness, and associate development) in a way that is relevant to supply chain needs Team Leadership * Manage and develop a Senior HR Manager, ensuring strong execution of day-to-day HR support * Provide mentorship, guidance, and career development opportunities to build HR team capability Skills and Minimum Experience Required Qualifications: * Bachelor's degree required; advanced degree or HR certification preferred * Located in the Atlanta or Chicago area * 10+ years of progressive HR experience, with at least 5 years in a business partner or HR leadership role supporting supply chain, manufacturing, or distribution * Proven labor relations expertise, including union negotiations, associate relations, and compliance * Experience designing and executing hourly workforce development programs * Strong organizational design, workforce planning, and change management skills * Demonstrated ability to influence and coach leaders at multiple levels * Financial and business acumen with the ability to connect people strategy to operational outcomes * Excellent communication, relationship-building, and data-driven decision-making skills * Proficiency in Microsoft Office Suite and HRIS systems * This role will travel >20-30% The range for this position is 135,000 to 240,000. Placement within this range may vary, depending on the applicant's experience and geographic location. Acuity offers generous benefits including health care, dental coverage, vision plans, 401K benefits, and commissions/incentive compensation depending on the role. For a list of our benefits, click here. We value diversity and are an equal opportunity employer. All qualified applicants will be considered for employment without regards to race, color, age, gender, sexual orientation, gender identity and expression, ethnicity or national origin, disability, pregnancy, religion, covered veteran status, protected genetic information, or any other characteristic protected by law. Please click here and here for more information. Accommodation for Applicants with Disabilities: As an equal opportunity employer, Acuity Inc. is committed to providing reasonable accommodations in its application process for qualified individuals with disabilities and disabled veterans. If you have difficulty using our online system due to a disability and need an accommodation, you may contact us at **************, select option 4. Please clearly indicate what type of accommodation you are requesting and for what requisition. Any unsolicited resumes sent to Acuity Inc. from a third party, such as an Agency recruiter, including unsolicited resumes sent to an Acuity Inc. mailing address, fax machine or email address, directly to Acuity Inc. employees, or to Acuity Inc. resume database will be considered Acuity Inc. property. Acuity Inc. will NOT pay a fee for any placement resulting from the receipt of an unsolicited resume. Acuity Inc. will consider any candidate for whom an Agency has submitted an unsolicited resume to have been referred by the Agency free of any charges or fees. This includes any Agency that is an approved/engaged vendor, but does not have the appropriate approvals to be engaged on a search. E-Verify Participation Poster e-verify.gov eeoc.gov Nearest Major Market: Atlanta Job Segment: HR Manager, Human Resources Director, Supply Chain, Employee Relations, Labor Relations, Human Resources, Operations

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

Overview Director of Human Resources - Join Our Dynamic Team at PACE Supply! At PACE Supply, we're more than just a wholeslae distributor in the plumbing and industry-we're a family-oriented company passionate about fostering a collaborative, inclusive, and innovative workplace. We're seeking a visionary Director of Human Resources to lead our HR operations across our multi-state organization, driving a culture of engagement, empowerment, and excellence. Based in the vibrant community of Rohnert Park, CA, this pivotal leadership role will shape the future of our workforce, champion our values, and support our growth across California, Oregon, Hawaii, and beyond. If you're a strategic HR leader with a passion for building high-performing teams and creating a positive work environment, we want you to join our leadership team and make a lasting impact! As our Director of Human Resources, you will: Shape Our Culture: Foster a collaborative, inclusive, and engaging workplace that reflects PACE Supply's core values of integrity, respect, and employee-focused leadership. Lead with Vision: Provide strategic direction to specialized HR teams, overseeing compliance, benefits, talent acquisition, employee relations, Workers' Compensation, Leave of Absence (LOA) administration, and workplace safety. Mentor and Inspire: Guide and develop HR Managers and Branch leadership, empowering them to excel in their roles and align with organizational goals. Drive Operational Excellence: Ensure compliance with multi-state regulatory standards while streamlining HR processes to enhance efficiency and effectiveness. Collaborate with Leadership: Report directly to senior leadership, serving as a trusted advisor on HR strategies, workforce planning, and organizational development. Travel and Connect: Occasionally visit our branch locations in California, Oregon, and Hawaii to build strong relationships and ensure consistent HR practices across our diverse teams. Location: PACE Supply Corporate Office, Rohnert Park, CA (with occasional travel to branch locations). Responsibilities HR Compliance & Policy Implementation Develop and implement standardized HR policies for a multi-state organization with branches in CA, OR, and HI, ensuring compliance with federal, state-specific, and local laws, including Affirmative Action, EEO, and multi-jurisdictional labor requirements. Monitor legislative changes and provide actionable guidance to maintain compliance across diverse regulatory environments. Conduct HR audits (e.g., I-9, wage and hour) and coach HR Managers on corrective actions. Design and deliver compliance training for HR and Branch leadership, tailored to CA, OR, HI, and remote worker jurisdictions. Align HR initiatives with business unit goals, ensuring consistency across branches and divisions. Workers' Compensation, LOA Administration, & Safety Lead HR teams in managing Workers' Compensation and Leave of Absence (LOA) programs, overseeing safety from the perspective of Workers' Compensation and LOA compliance, ensuring adherence to FMLA, ADA, OSHA, and state-specific regulations. Oversee LOA administration, including tracking, documentation, and return-to-work plans. Develop and implement safety programs, conduct audits, and train leadership on hazard prevention to foster a safe work environment. Manage vendor relationships (e.g., insurers, LOA administrators, safety consultants) for cost-effective, compliant service delivery. Employee Relations & Workplace Culture Partner with HR Managers to promote positive employee relations for branch-based and remote employees, providing tools for consistent policy application. Guide Branch leadership on performance management, disciplinary actions, and conflict resolution. Oversee counseling, onboarding, and recognition programs to boost engagement and morale. Drive inclusion and collaboration through team-building initiatives. Talent Acquisition & Retention Collaborate with Talent Acquisition and HR Managers to execute recruitment and retention strategies tailored to branch and remote workforce needs. Analyze exit interview data to enhance retention and engagement. Support succession planning for branch-level leadership roles. Compensation, Benefits, Budget & Expense Management Ensure competitive compensation structures and mentor HR teams on hiring support. Administer benefits programs, including health and welfare benefits (medical, dental, vision, life insurance) and act as a conduit to our third-party vendor for Employee Stock Ownership Plans (ESOPs), ensuring compliance with state-specific (e.g., CA, HI) and federal regulations. Develop and manage HR budgets, approve expenses, and negotiate vendor contracts for cost-effective solutions. Team Leadership & Mentorship Mentor a diverse HR team, fostering accountability, collaboration, and high morale. Optimize HR systems and processes for data integrity and efficiency. Act as a strategic partner to Branch and business unit leadership, aligning HR with organizational goals. Oversee training programs (leadership, employee skills, HR processes) for branch, remote, and business unit employees. Other Duties as Assigned Support special projects, initiatives, or cross-functional efforts as directed by senior leadership, adapting to evolving company priorities. Qualifications Minimum Requirements: Bachelor's degree in Human Resources, Business Administration, or related field (or equivalent experience). 5-7 years of progressive HR experience, including 2+ years in a leadership role with exposure to Workers' Compensation, LOA administration, or employee relations in a multi-state, multi-branch organization (CA, OR, HI). Strong understanding of HR processes, compliance, and benefits, with experience in CA, OR, HI, and remote worker jurisdictions. Proficiency in Microsoft Office Suite and basic HRIS systems. Excellent communication, time management, and organizational skills, with the ability to work independently in a fast-paced environment. Preferred Qualifications: Master's degree in Human Resources, Business Administration, or related field. 10+ years of HR experience, with 5+ years in a leadership role overseeing multi-site operations in CA, OR, HI, and remote workers, managing multiple branches per state. HR certification (e.g., SHRM-SCP, SPHR) strongly preferred. Experience in high-volume HR environments, managing complex Workers' Compensation and LOA processes. Strong proficiency with HRIS systems and advanced skills in vendor management, training delivery, and fostering collaboration. All qualified applicants will receive consideration without regard to race, age, color, sex (including pregnancy), religion, national origin, disability, sexual orientation, gender identity, marital status, military status, genetic information, or any other status protected by applicable laws or regulations. PACE Supply will consider qualified applicants with a criminal history pursuant to employment regulations. Work Environment Pre-Employment Requirements As part of our commitment to providing a safe and secure work environment for our team members and customers, successful candidates must complete the following pre-employment requirements: Background Check: A comprehensive background check will be conducted to ensure candidates meet the necessary criteria for employment. PACE Supply will consider qualified applicants with a criminal history pursuant to California employment regulations. Physical Examination: Candidates will undergo a physical examination to assess their fitness for the position's requirements. Drug Test: A drug test will be administered to ensure a drug-free workplace. Benefit Snapshot: PACE Supply is proud to be an employee-owned corporation. We offer competitive wages, career pathways of growth, and excellent benefits packages that includes medical, dental, and vision care that is available to you within the first 30 days! We also provide our employees with life insurance, sick days, holidays, vacation, two retirement programs of 401(k) and ESOP, and much more. Relocation Benefits NEGOTIABLE Remote Availability NO *Please note that individual total compensation for this position will be determined at the Company's sole discretion and may vary based on several factors, including but not limited to, location, skill level, years and depth of relevant experience, qualifications and other business considerations. PACE Supply is an equal opportunity employer and is committed to providing accommodations for qualified individuals with disabilities. If you require assistance or accommodation due to a disability, please contact the HR Department at **************.

Liebherr USA is seeking a dynamic and strategic Organizational Development & Training Manager to lead initiatives that drive employee development, performance, and organizational effectiveness across all U.S.-based entities. This role will oversee training, learning and development, succession planning, career management, and performance management. The ideal candidate will bring deep expertise in curriculum design, training delivery, and talent management frameworks. * For consideration, all candidates must apply through our online career portal. We kindly ask that you do not send applications or resumés via email. * This position is not eligible for sponsorship. Applicants must be legally authorized to work in the United States without the need for current or future sponsorship. Responsibilities Strategic Leadership & Development: * Leads training and organizational development. * Develops and implements strategies aligned with business objectives to enhance workforce capabilities. * Collaborates with HR and senior leadership to assess organizational needs and drive change initiatives. Talent & Performance Management: * Leads talent review and succession planning processes. * Manages performance management systems, including annual reviews and talent conferences. * Develops career pathing frameworks and job architecture models. Organizational Consulting & Development: * Advises departmental leaders on organizational structure, team dynamics, and change management. * Facilitates workshops and interventions to support leadership development and team performance. * Aligns career paths with compensation structures and support workforce planning through skills mapping. Early Talent Programs: * Manages intern and apprentice programs to build future talent pipelines. * Manages the Mentoring and US based Global Trainee Programs. Core Competencies: * Customer Focus - Builds and maintains strong relationships with internal and external stakeholders. * Communication - Clearly conveys information and ideas across all levels. * Teamwork - Collaborates effectively and values diverse perspectives. * Integrity - Demonstrates honesty, accountability, and ethical behavior. * Leadership - Inspires and guides teams, drives performance, and leads by example. Required Skills & Qualifications: * Strong interpersonal and communication skills across all organizational levels. * Ability to work independently and collaboratively. * Solid understanding of employment law, OSHA, and HR compliance. * Proficiency in MS Office and HRIS systems. * Analytical skills with the ability to interpret data and make informed decisions. * Experience in curriculum development, performance management, and organizational consulting. * Ability to manage multiple priorities and adapt to changing business needs. * Strong problem-solving and decision-making capabilities. * Ability to maintain confidentiality and handle sensitive information with discretion. * Flexibility to support multiple shifts and offsite locations as needed. Competencies Education & Experience: * Bachelor's degree in Human Resources, Organizational Development, Business Administration, or related field (required). * Master's Degree in a related field preferred * Professional certifications (e.g., ODCP, CCMP, CPTD, ATD, SHRM-SCP) preferred. * Minimum of 7 years of progressive experience in organizational development, training, and/or related HR functions. Supervisory Responsibilities: * Directly manages and develops team members. * Responsible for hiring, training, performance evaluation, and employee relations in accordance with company policies and legal requirements. Additional Requirements: * Ability to work a flexible work schedule required to support U.S. site locations and foreign affiliates. * This position is remote work eligible - one day each week. * This position requires business travel to other Liebherr company sites, including international locations, to support training initiatives, organizational development programs, and strategic HR projects. Candidates must be able to travel as needed and possess a valid passport and maintain a valid driver's license. Our Offer An interesting and ambitious role in a successful international company. We offer a secure work environment with a comprehensive benefits package that includes major medical, dental and vision insurance, 401K plan with company match, paid vacation and personal days and competitive salary. Have we awoken your interest? Then we look forward to receiving your online application. If you have any questions, please contact Jose Matrille. Liebherr-America, Inc. and its US affiliates are Equal Opportunity Employers. Employment decisions are made without regard to race, color, religion, national origin, gender, sexual orientation, gender identity, age, physical or mental disability, genetic factors, military/veteran status or other characteristics protected by law. If you are a California resident, please visit Liebherr USA, Co. Privacy Statement for more information regarding how Liebherr-America, Inc. and its US affiliates collect and process your personal information. One Passion. Many Opportunities.

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