Human Resources Lead jobs at Owens Corning - 592 jobs

The HR Manager ensures the integrity and efficiency of HR operations by managing compliance, audits, and compensation frameworks. This role administers performance review processes, benefits reconciliations, and supports investigations and lawsuits through documentation and reporting. The Specialist bridges compliance and operations to ensure HR processes align with state and federal law while supporting employee lifecycle activities. Role and Responsibilities • Partners with Finance on compensation benchmarking and merit review cycles to ensure equity and alignment with budgets • Manages job architecture frameworks and Title Management program • Administers performance review cycles and maintains compensation models and wage bands • Prepares and reconciles employee benefit deductions, reimbursements, 401k contributions, and vendor payments • Manages processing and documenting leaves of absence, including disability, CFRA, FMLA, and other programs • Coordinates Harassment Prevention Trainings, prepares training packets and supports administration of compliance trainings • Responsible for the planning of open enrollment meetings which includes coordination, expertise in benefits programs, education, compliance and data analysis of these events. • Draft HR related newsletters, event communications, and employee announcements • Maintains compliance with state and federal labor laws, workplace postings, and internal audits • Manages offboarding and the administrative checklist for departing employees, including coordinating with IT to revoke system access, handling final payroll and benefits paperwork, and ensuring all company assets are returned • Manages and maintains HR related Standard Operating Procedures (SOPs) • Tracks and administers HR compliance reporting requirements and ensures filings are accurate and timely (EEO, CRD Pay Data, 1095's, 5500's, 401K Audit, 401K Discrimination Testing, etc.) • Provides customer service and support for all employees Qualifications/ Skills • Bachelor's degree in HR, Business, or related field preferred • 3+ years of experience in HR operations, benefits administration, or compliance • Strong knowledge of labor laws and compliance requirements • Experience with compensation frameworks or HRIS systems preferred • Proficient in Microsoft Office and OneDrive • Strong analytical and organizational skills • Bilingual Spanish a plus

This is a hands-on HR role supporting field, shop, and office employees. The HR Manager oversees hiring, onboarding, benefits administration in Employee Navigator, ADP employee setup, employee records, employee relations, and works closely with supervisors to support communication and documentation. This role also manages workers' compensation decisions and coordinates return-to-work plans. This is an on-site position based in Spartanburg. Key Responsibilities • Recruit, interview, and onboard field, shop, and office employees. • Set up and maintain employee records in Employee Navigator and ADP. • Coordinate benefit enrollments (Medical, Dental, Vision, Disability, Life, 401(k)/Roth). • Maintain accurate employee files and ensure required documentation is completed. • Support supervisors with coaching documentation and communication follow-through. • Review and verify payroll-related inputs for accuracy; accounting performs payroll processing and job costing. • Coordinate workers' compensation claims and return-to-work processes. • Support employee morale through regular appreciation and engagement efforts. • Work with leadership to strengthen communication and alignment across the team. Qualifications • Bachelor's degree required. • Minimum 2 years HR experience required; 5+ years preferred. • Experience in manufacturing or construction strongly preferred. • Relevant military leadership experience may be considered. • Comfortable working directly with field, shop, and leadership teams. • Strong communication and follow-through abilities. • Desire to learn, improve, and adapt - recognizing that not everything is black and white. Culture & Work Style Expectations We work as a team here. Humility, ownership, problem-solving, accountability, and a willingness to learn matter. We avoid drama and excuses. We try to get better every day and support each other in that effort.

Job Title: Employee Engagement & HR Coordinator- SteelFab West Department: Administration The Employee Engagement & HR Coordinator for SteelFab West will support HR office operations, recruiting initiatives, employee engagement, event planning, and communications across all SteelFab West locations. This role supports both the office and shop environments. The ideal candidate is outgoing, highly organized, and passionate about building relationships with employees at all levels. This job description is the first draft of a new role and is expected to evolve as SteelFab West continues to grow. Responsibilities will be reviewed annually and adjusted as needed. Key Duties and Responsibilities: Talent Acquisition & Human Resource Support Partner closely with SteelFab's Corporate Recruiter (Charlotte-based) to support recruiting efforts for SteelFab West. Represent SteelFab West at local events when needed (career fairs, school visits, trades programs). Assist in onboarding coordination for SteelFab West hires including insurance and 401K enrollment Maintaining employee files Scheduling interviews Employee Engagement & Culture Plan and carry out events, team-building initiatives, and office gatherings. Help create programs that enhance employee connection, and workplace culture. Visit each SteelFab West location at least once per quarter to maintain engagement and support shop and office activities. Communications & Social Media Support SteelFab West social media efforts by capturing content during plant visits, events, and community involvement. Collaborate with the Marketing team to maintain consistent brand messaging. Assist with marketing materials for recruiting events Travel Travel approximately once per month; each SteelFab West facility visited at least once per quarter. Desired Candidate Attributes A successful Employee Engagement & HR Coordinator must have the ability to: Communicate clearly and succinctly across a wide spectrum of audiences Provide guidance and mentorship to candidates and new hires Develop long-term relationships with key contacts Multitask across HR responsibilities, events, travel, and recruiting efforts. Maintain a positive, enthusiastic approach even during challenging situations Be outgoing, friendly and confident when connecting with team members. Qualifications and Requirements Required: 2-year technical degree or 4-year bachelor's degree. Preferred: Bachelor's degree in HR, Communications, Business Administration, or related field. 1-5 years of experience in HR, recruiting, events, communications, or employee engagement. Experience with internship/co-op programs, social media content creation, or event coordination is a strong plus. Why SteelFab? SteelFab is the nation's largest structural steel fabricator and a proud third-generation family-owned business. When you join us, you become part of a tradition of excellence and innovation in the construction industry. Our team members benefit from: Comprehensive Training: Hands-on experience and mentorship from industry professionals. Career Growth Opportunities: Clear paths for advancement within the company, with opportunities to shape your career. Collaborative Culture: A supportive, team-oriented environment where your contributions are valued. Networking: Building relationships with clients, vendors, and industry leaders. Core Values: A commitment to fairness, reliability, and ethical practices in all aspects of our business.

Tempo is a layer-1 blockchain purpose-built for stablecoins and real-world payments, born from Stripe's experience in global payments and Paradigm's expertise in crypto tech. Tempo's payment-first design provides a scalable, low-cost predictable backbone that meets the needs of high-volume payment use cases. Our goal is to move money reliably, cheaply, and at scale. Our north star is simplicity for users: fintechs, traditional banks, merchants, platforms, and anyone else looking to move their payments into the 21st century. We're building Tempo with design partners who are global leaders in AI, e-commerce, and financial services: Anthropic, Coupang, Deutsche Bank, DoorDash, Mercury, Nubank, OpenAI, Revolut, Shopify, Standard Chartered, Visa, and more. We're a team of crypto-optimists, building the infrastructure needed to bring real, substantial economic flows onchain. We like to move fast and swing for the fences - join us! The Role We're hiring for Tempo's Partnerships & Ecosystem team. In this role, you will identify, close, and scale partnerships across enterprises and startups to bring real-world payment use cases on-chain. Responsibilities Define and drive Tempo's commercial partnership strategy for partners in the consumer payment space (neobanks, digital wallets, remittance providers, and cross-border money-movement platforms). Build and own relationships with consumer payments partners such as neobanks, wallet providers, payout networks, and remittance platforms using Tempo for faster, cheaper on-chain flows. Serve as a consultative, technical partner for consumer payments integrations, guiding partners through on-chain wallet experiences, remittance corridor flows, payout rails, and consumer-facing money-movement use cases. Grow Tempo's broader ecosystem of infrastructure providers, developers, and startups. Source, structure, and negotiate strategic collaborations and co-development opportunities. Act as the voice of partners internally, shaping GTM priorities and feedback loops. Help develop scalable playbooks for onboarding and partner success. Represent Tempo externally at conferences, industry forums, and ecosystem events Qualifications Deep experience scaling business development or GTM at blockchain, API, or adjacent fintech infrastructure businesses. Proven track record of sourcing and scaling partnerships with enterprises and high-growth startups Experience scaling businesses across blockchain and adjacent fintech infrastructure Comfortable navigating complex organizations and aligning stakeholders across technical and business teams Excellent judgment in sourcing, evaluating, and prioritizing high-impact opportunities Experience with B2B or developer-adjacent products (e.g., APIs, dashboards, or partner platforms) Attributes High-energy, proactive, and execution-driven Proficient at understanding and communicating technical concepts Sharp communicator who can tell Tempo's story clearly and persuasively Strong organizational and relationship management skills Curious, adaptable, and eager to learn from partners and the ecosystem Scrappy and hands-on; willing to dive deep to make partners successful #J-18808-Ljbffr

We are currently seeking a detail-oriented and proactive HR Generalist to join our team. The HR Generalist will play a key role in supporting various human resources functions, ensuring compliance with company policies and procedures, and contributing to the overall success of the HR department. Responsibilities: Assist with recruitment and onboarding processes, including job postings, candidate screening, interviews, and new employee orientations. Coordinate employee benefits programs, including health insurance, retirement plans, and other employee perks. Manage employee records and databases, ensuring accuracy, confidentiality, and compliance with legal requirements. Support employee relations activities, including conflict resolution, disciplinary actions, and performance management processes. Assist with HR policies and procedures development and implementation, ensuring alignment with company goals and regulatory requirements. Provide HR-related guidance and support to employees and managers, addressing inquiries and resolving issues in a timely and professional manner. Assist with training and development initiatives, including identifying training needs, coordinating training sessions, and tracking employee training completion. Support HR projects and initiatives as assigned, contributing to process improvements and departmental objectives. Stay current on HR trends, best practices, and legal developments, ensuring compliance with applicable laws and regulations. Requirements: +2 years of experience in human resources or related role, preferably in the construction industry. Solid understanding of HR principles, practices, and regulations. Strong organizational skills with the ability to prioritize and manage multiple tasks effectively. Excellent communication and interpersonal skills, with the ability to interact professionally with employees at all levels of the organization. Proficiency in Microsoft Office Suite and HRIS software. Ability to maintain confidentiality and handle sensitive information with discretion. SHRM-CP or PHR certification preferred but not required.

Our focus is business owners. Is yours? Everything we do at BBSI is in support of business owners. We facilitate conversations around a broad range of organizational areas that allow business owners to run their companies more effectively. With 69 branches across the country, our large footprint and decentralized structure allow us to offer our clients a high-touch, relationship-based experience. We stand shoulder-to-shoulder with them and enable them to view their businesses-and their roles as owners-differently. Every business owner is on a journey. BBSI is with them every step of the way. The Business Partner role provides leadership to our business-owner clients and our internal team of experts. This person must demonstrate strong business acumen,and possess an entrepreneurial spirit with a genuine desire to proactively and consistently deliver results for our clients and internal teams. The BBSI Business Partner is responsible for leading a multi-million dollar business unit that consults on a broad range of organizational development and operational issues. The primary objective of the Business Partner is to lead a team of subject matter experts in delivery of high-impact solutions that grow revenue and profits for small to mid-size clients as well as partner with client business owners to accelerate growth, reduce loss, and build better companies. The Business Partner will collaborate with client companies to educate, advise, and influence them on matters involving, but not limited to, cultural development, change management, strategic planning and growth strategy. This position is a full time, exempt position that reports to the Area Manager and works in partnership with other positions within the business unit and branch. Requirements Ability to lead transformative projects with multiple clients across diverse industries Define strategic vision and deliver solutions that competitively position companies for business challenges of both today and tomorrow Prior P&L responsibility and accountability Organization and team development Ability to align culture, vision and strategy Direct operations in organizational development experience Consultative mindset with multiple clients/units experience Proven track record in successfully leading high performance teams Demonstrated proficiency in conducting root cause analysis and generating revenue Ability to benchmark, analyze and deliver measurable results to the business owner Ability to manage time and shifting priorities in a high volume, complex work environment Ownership Mentality Excellent communication skills with ability to write, develop and deliver successful presentations to all levels of an organization Coaching, mentoring and training experience required Experienced networker - business development responsibility ideal Bachelor's degree required; advanced degree desired At least 10 years of related business experience Six Sigma (Black or Green Belt) or equivalent certification beneficial Roughly 80% of time spent with clients at their location - primarily local Extensive knowledge of MS Office For individuals with these requirements, this position offers: The stability of working for a publicly traded, growth-oriented company Phenomenal work environment where we work hard, have fun, promote growth and development, and build great relationships with solid business professionals Opportunity to impact the success and growth of client companies and BBSI Knowledge that you are working for a results-oriented organization Experience interacting with professionals in multiple industries Salary and Other Compensation: The starting salary range for this position is $120,000-$140,000 annually. Factors which may affect starting pay within this range may include geography, skills, education, experience, certifications and other qualifications of the candidate. This position is also eligible for incentive pay in accordance with the terms of the Company's plan. Benefits: The Company offers the following benefits for this position, subject to applicable eligibility requirements: medical insurance, health savings account, flexible savings account, dental insurance, vision insurance, 401(k) retirement plan, accidental death and dismemberment, life insurance, voluntary life insurance, voluntary disability insurance, voluntary accident, voluntary critical care, voluntary hospital indemnity, legal, identity & fraud protection, commuter benefits, pet insurance, employee stock purchase program, and an employee assistance program. Paid Time Off: 40 hours of paid sick leave annually (additional sick/front loading/accrual, if any, based on state or regional requirements); vacation accrues up to 80 hours in the first year, up to 120 hours in years 2-4, and up to 160 hours in the fifth year; 6 paid holidays annually, 4 paid volunteer days annually. Diversity and Inclusion are critical parts of our corporate culture. BBSI strives to create a workplace where everyone feels included and empowered to bring their full, authentic selves to work, and is treated fairly. BBSI is an equal opportunity employer and makes employment decisions on the basis of merit. If you meet the above requirements, we welcome the opportunity to learn more about you. For more information, visit us at www. bbsi.com Please apply via this posting and not by contacting our local or corporate offices. Click here to review the BBSI Privacy Policy: *********************************** “California applicants: to see how we protect your data, visit our website at ***********************************************************

Our focus is business owners. Is yours? Everything we do at BBSI is in support of business owners. We facilitate conversations around a broad range of organizational areas that allow business owners to run their companies more effectively. With 69 branches across the country, our large footprint and decentralized structure allow us to offer our clients a high-touch, relationship-based experience. We stand shoulder-to-shoulder with them and enable them to view their businesses-and their roles as owners-differently. Every business owner is on a journey. BBSI is with them every step of the way. The Business Partner role provides leadership to our business-owner clients and our internal team of experts. This person must demonstrate strong business acumen,and possess an entrepreneurial spirit with a genuine desire to proactively and consistently deliver results for our clients and internal teams. The BBSI Business Partner is responsible for leading a multi-million dollar business unit that consults on a broad range of organizational development and operational issues. The primary objective of the Business Partner is to lead a team of subject matter experts in delivery of high-impact solutions that grow revenue and profits for small to mid-size clients as well as partner with client business owners to accelerate growth, reduce loss, and build better companies. The Business Partner will collaborate with client companies to educate, advise, and influence them on matters involving, but not limited to, cultural development, change management, strategic planning and growth strategy. This position is a full time, exempt position that reports to the Area Manager and works in partnership with other positions within the business unit and branch. Requirements Ability to lead transformative projects with multiple clients across diverse industries Define strategic vision and deliver solutions that competitively position companies for business challenges of both today and tomorrow Prior P&L responsibility and accountability Organization and team development Ability to align culture, vision and strategy Direct operations in organizational development experience Consultative mindset with multiple clients/units experience Proven track record in successfully leading high performance teams Demonstrated proficiency in conducting root cause analysis and generating revenue Ability to benchmark, analyze and deliver measurable results to the business owner Ability to manage time and shifting priorities in a high volume, complex work environment Ownership Mentality Excellent communication skills with ability to write, develop and deliver successful presentations to all levels of an organization Coaching, mentoring and training experience required Experienced networker - business development responsibility ideal Bachelor's degree required; advanced degree desired At least 10 years of related business experience Six Sigma (Black or Green Belt) or equivalent certification beneficial Roughly 80% of time spent with clients at their location - primarily local Extensive knowledge of MS Office For individuals with these requirements, this position offers: The stability of working for a publicly traded, growth-oriented company Phenomenal work environment where we work hard, have fun, promote growth and development, and build great relationships with solid business professionals Opportunity to impact the success and growth of client companies and BBSI Knowledge that you are working for a results-oriented organization Experience interacting with professionals in multiple industries Salary and Other Compensation: The starting salary range for this position is $112,000-$140,000 annually. Factors which may affect starting pay within this range may include geography, skills, education, experience, certifications and other qualifications of the candidate. This position is also eligible for incentive pay in accordance with the terms of the Company's plan. Benefits: The Company offers the following benefits for this position, subject to applicable eligibility requirements: medical insurance, health savings account, flexible savings account, dental insurance, vision insurance, 401(k) retirement plan, accidental death and dismemberment, life insurance, voluntary life insurance, voluntary disability insurance, voluntary accident, voluntary critical care, voluntary hospital indemnity, legal, identity & fraud protection, commuter benefits, pet insurance, employee stock purchase program, and an employee assistance program. Paid Time Off: 40 hours of paid sick leave annually (additional sick/front loading/accrual, if any, based on state or regional requirements); vacation accrues up to 80 hours in the first year, up to 120 hours in years 2-4, and up to 160 hours in the fifth year; 6 paid holidays annually, 4 paid volunteer days annually. Diversity and Inclusion are critical parts of our corporate culture. BBSI strives to create a workplace where everyone feels included and empowered to bring their full, authentic selves to work, and is treated fairly. BBSI is an equal opportunity employer and makes employment decisions on the basis of merit. If you meet the above requirements, we welcome the opportunity to learn more about you. For more information, visit us at www. bbsi.com Please apply via this posting and not by contacting our local or corporate offices. Click here to review the BBSI Privacy Policy: *********************************** “California applicants: to see how we protect your data, visit our website at ***********************************************************

Our focus is business owners. Is yours? Everything we do at BBSI is in support of business owners. We facilitate conversations around a broad range of organizational areas that allow business owners to run their companies more effectively. With 69 branches across the country, our large footprint and decentralized structure allow us to offer our clients a high-touch, relationship-based experience. We stand shoulder-to-shoulder with them and enable them to view their businesses-and their roles as owners-differently. Every business owner is on a journey. BBSI is with them every step of the way. The Business Partner role provides leadership to our business-owner clients and our internal team of experts. This person must demonstrate strong business acumen, and possess an entrepreneurial spirit with a genuine desire to proactively and consistently deliver results for our clients and internal teams. The BBSI Business Partner is responsible for leading a multi-million dollar business unit that consults on a broad range of organizational development and operational issues. The primary objective of the Business Partner is to lead a team of subject matter experts in delivery of high-impact solutions that grow revenue and profits for small to mid-size clients as well as partner with client business owners to accelerate growth, reduce loss, and build better companies. The Business Partner will collaborate with client companies to educate, advise, and influence them on matters involving, but not limited to, cultural development, change management, strategic planning and growth strategy. This position is a full time, exempt position that reports to the Area Manager and works in partnership with other positions within the business unit and branch. Requirements Ability to lead transformative projects with multiple clients across diverse industries Define strategic vision and deliver solutions that competitively position companies for business challenges of both today and tomorrow Prior P&L responsibility and accountability Organization and team development Ability to align culture, vision and strategy Direct operations in organizational development experience Consultative mindset with multiple clients/units experience Proven track record in successfully leading high performance teams Demonstrated proficiency in conducting root cause analysis and generating revenue Ability to benchmark, analyze and deliver measurable results to the business owner Ability to manage time and shifting priorities in a high volume, complex work environment Ownership Mentality Excellent communication skills with ability to write, develop and deliver successful presentations to all levels of an organization Coaching, mentoring and training experience required Experienced networker - business development responsibility ideal Bachelor's degree required; advanced degree desired At least 10 years of related business experience Six Sigma (Black or Green Belt) or equivalent certification beneficial Roughly 80% of time spent with clients at their location - primarily local Extensive knowledge of MS Office For individuals with these requirements, this position offers: The stability of working for a publicly traded, growth-oriented company Phenomenal work environment where we work hard, have fun, promote growth and development, and build great relationships with solid business professionals Opportunity to impact the success and growth of client companies and BBSI Knowledge that you are working for a results-oriented organization Experience interacting with professionals in multiple industries Salary and Other Compensation: The starting salary range for this position is $107,000-125,000 annually. Factors which may affect starting pay within this range may include geography, skills, education, experience, certifications and other qualifications of the candidate. This position is also eligible for incentive pay in accordance with the terms of the Company's plan. Benefits: The Company offers the following benefits for this position, subject to applicable eligibility requirements: medical insurance, health savings account, flexible savings account, dental insurance, vision insurance, 401(k) retirement plan, accidental death and dismemberment, life insurance, voluntary life insurance, voluntary disability insurance, voluntary accident, voluntary critical care, voluntary hospital indemnity, legal, identity & fraud protection, commuter benefits, pet insurance, employee stock purchase program, and an employee assistance program. Paid Time Off: 40 hours of paid sick leave annually (additional sick/front loading/accrual, if any, based on state or regional requirements); vacation accrues up to 80 hours in the first year, up to 120 hours in years 2-4, and up to 160 hours in the fifth year; 6 paid holidays annually, 4 paid volunteer days annually. Diversity and Inclusion are critical parts of our corporate culture. BBSI strives to create a workplace where everyone feels included and empowered to bring their full, authentic selves to work, and is treated fairly. BBSI is an equal opportunity employer and makes employment decisions on the basis of merit. If you meet the above requirements, we welcome the opportunity to learn more about you. For more information, visit us at www. bbsi.com Please apply via this posting and not by contacting our local or corporate offices. Click here to review the BBSI Privacy Policy: *********************************** “California applicants: to see how we protect your data, visit our website at ***********************************************************

Marmon Foodservice Technologies, Inc. As a part of the global industrial organization Marmon Holdings-which is backed by Berkshire Hathaway-you'll be doing things that matter, leading at every level, and winning a better way. We're committed to making a positive impact on the world, providing you with diverse learning and working opportunities, and fostering a culture where everyone's empowered to be their best. About The Job Though you may not know us by name, you've most likely enjoyed meals and refreshments supported by our industry-leading brand portfolio. For decades, we've designed and manufactured foodservice equipment for some of the world's biggest, most recognized consumer brands. We are driven to innovate with a clear purpose in mind: to enhance the eating and drinking experience, nourishing the people and communities we serve. Reporting to the Senior Director of Human Resources (HR), Americas, the Director of Human Resources is responsible for leading all HR functions across the Marmon Foodservice Technology, McAllen, Texas warehouse, Reynosa, Mexico manufacturing facility, and Mexico City office. This role ensures compliance with U.S. and Mexican labor laws, aligns HR strategies with business objectives, and fosters a strong company culture across all locations. The Director of HR will oversee talent acquisition, employee relations, training & development, compensation & benefits, environmental health & safety, and compliance, ensuring a productive and engaged workforce. The ideal candidate is strongly bilingual (English & Spanish), has experience with Mexican labor unions and union negotiations, thinks strategically and has impeccable stakeholder management and communication skills. Direct experience with human resources for maquiladoras is a must. The candidate should be strong in team development, fostering an engaged and effective Human Resources team, along with inspiring engagement throughout the facilities. This role is considered on-site, with an office location in Reynosa, Mexico, with the ability to work from the McAllen, TX warehouse, or other locations as needed to support the business. MFT Americas prides itself in workplace flexibility, supporting both the needs of employees and the business. Why Join Us? This is an exciting opportunity for an experienced HR leader to shape the people strategy for a growing company with operations in both the U.S. and Mexico. If you thrive in a dynamic environment and enjoy driving HR excellence across borders, we'd love to hear from you! What You'll Do HR Leadership & Strategy: Develop and implement HR strategies aligned with business objectives across all locations. Lead inclusion and engagement initiatives to promote a positive company culture. Organizational Strategy & Change Management Partner with executive leadership to support workforce planning and organizational development. Develop and implement organizational development strategies aligned with business goals. Lead change management initiatives to improve adaptability and performance. Conduct organizational assessments and recommend solutions to enhance efficiency and culture. Talent Acquisition: Oversee recruitment strategies to attract and retain top talent in Texas and Mexico (salaried and hourly workforce). Work with hiring managers to streamline hiring processes and optimize workforce needs. Develop onboarding programs to integrate new employees successfully. Partner with Talent Acquisition team at headquarters in Carol Stream, IL to align TA processes and philosophy Training & Development: In partnership with L&D Manager, implement training programs to develop leadership and technical skills across teams. Drive performance management processes, including goal-setting, evaluations, and career development. Promote employee engagement through recognition programs and continuous feedback. Ensure compliance with Mexican regulations for training requirements HR Operations & Reporting: Leverage HR systems and analytics to track key workforce metrics. Provide HR reports and insights to leadership for data-driven decision-making. Manage expatriate employees, visas, and cross-border employment policies. Environmental Health & Safety Oversee the team responsible for ensuring workplace safety, environmental protection and compliance with regulatory standards. Who You Are Strategic thinker who can zoom in and zoom out as necessary, straddling both operational and strategic needs Expert on working with and negotiating with Mexican labor unions Bilingual - English & Spanish Developer of talent, building a bench and a strong succession line Skills/Experience We're Looking For Bilingual (English & Spanish) required. Strong leadership and people management skills. Excellent communication, negotiation, and problem-solving abilities. Ability to handle confidential information with professionalism and discretion. Proficiency in HRIS, payroll systems, and data analytics tools. Required Qualifications Bachelor's degree (minimum) 10 years of progressive experience in Human Resources Proven experience leading teams Experience in talent acquisition, compensation and benefits, employee relations, performance management, and labor relations (union) Travel Requirement: Up to 20% travel - most often to headquarters in Carol Stream, Illinois, or to Mexico City. Nice To Have Qualifications SHRM Certified Professional (SHRM-CP) or Senior Certified Professional (SHRM-SCP) Certified Professional in Talent Development (CPTD) Prosci Change Management Certification Leadership coaching certifications (ICF, Hogan, DISC, etc.) Benefits We support your well-being with comprehensive and easy-to-use benefits that you'll be eligible to enroll in on your first day of employment. Here are some of the highlights: Medical, Dental, Vision, and Prescription Drug insurance plans Access to a Health Advocate who is an expert in Marmon's health plan and can help you select the best health benefits for you and your family Tax advantaged spending accounts for health and dependent care expenses Wellness programs and resources including Telehealth, Mental Health, Fitness, and Family Planning Generous paid time off for personal use, holidays, and parental leave Company-sponsored life insurance 401(k) with fully vested company match; Marmon may also make an additional annual discretionary contribution to your account, whether or not you contribute on your own Financial and retirement advising About Marmon Holdings Marmon Holdings, Inc., a Berkshire Hathaway company, comprises 11 groups and more than 100 autonomous businesses with total annual revenue of $10 billion. Marmon's 28,000-plus team members are celebrating the company's 70th anniversary in 2023 and helping write the next chapter of Marmon's story. #LI-DNI Following receipt of a conditional offer of employment, candidates will be required to complete additional job-related screening processes as permitted or required by applicable law. We are an equal opportunity employer, and all applicants will be considered for employment without attention to their membership in any protected class. If you require any reasonable accommodation to complete your application or any part of the recruiting process, please email your request to ******************, and please be sure to include the title and the location of the position for which you are applying.

Champion Your Future with Tarkett Sports! Build your career with a world leader in sports construction and surfacing. We are seeking a Vice President, Human Resources, to lead the Human Resources function for Tarkett Sports North America, reporting to the Chief Human Resources Officer for Tarkett Sports and Tarkett North America. Born from an entrepreneurial spirit and driven to find better solutions, Tarkett Sports challenges the status quo and continues to change the game for athletes and facility owners-pioneering innovations that have reshaped entire industries. Our team is made up of the most experienced and knowledgeable experts in the field. From architectural design and full-scope construction to a comprehensive portfolio of industry-leading sports surfacing solutions, we lead with passion, pride, and purpose. Trusted at every level, from professional stadiums to local community venues, Tarkett Sports is at the surface of over 80,000 installations - highlighted by projects in NFL, CFL, MLS, and at renowned NCAA division I programs. Join the team behind well-known brands like FieldTurf, Beynon Sports, ClassicCourt, GrassMaster, Tarkett Sports Indoor, and Tarkett Sports Construction. What you'll do: The VPHR is responsible for shaping and executing the organization's people strategy in close partnership with senior business leaders. This role balances strategic business alignment with strong HR fundamentals, ensuring scalable systems, consistent processes, and a high-performing, engaged workforce. The VP, HR will lead and develop an extended HR team of approximately 10 professionals and serve as a trusted advisor to leaders across the organization. This role requires strong business acumen, exceptional partnering skills, and the ability to translate strategy into practical, operational HR solutions. Strategic Leadership & Business Partnership Act as a strategic thought partner to senior leaders, aligning people strategy with business objectives and growth plans Translate business strategy into actionable HR initiatives that drive performance, engagement, and organizational effectiveness Provide proactive guidance on workforce planning, organizational design, succession planning, and change management Serve as a trusted advisor to senior leaders, offering data-driven insights and pragmatic HR solutions Diplomacy and an education-forward approach is essential, recognizing that Tarkett Sports is a collection of acquired small business owners with legacy practices who have evolved into a $1B company. With five new acquisitions in 2024-2025 and potentially more in 2026, this role must lead the HR team to build and execute robust, compliant, and non-disruptive integration plans. HR Systems, Processes & Fundamentals Ensure HR fundamentals across all areas, including talent acquisition, performance management, compensation, benefits, employee relations, compliance, and HR operations - identify gaps and build project teams to improve stronger HR fundamentals are put in place. Ensure Workday people data integrity, dashboards, and analytics to drive decision making Lead the evaluation, implementation, and optimization of HR tools and solutions that drive HR efficiency Establish and maintain clear, consistent HR policies and processes including the identification of legal risks or gaps and build plans Ensure compliance with federal, state, and local employment laws and regulations Talent & Culture Champion a high-performance, inclusive, and entrepreneurial culture Partner with leaders to attract, develop, and retain top talent Promote employee engagement and continuous improvement across the organization Improve business performance through talent management, including performance management, succession planning, and workforce planning initiatives to de-risk the business and drive better business outcomes Team Leadership & Development Lead, coach, and develop an extended HR team of approximately 10 professionals Foster collaboration, accountability, and professional growth within the HR function Assess administrative, tactical and strategic HR bodies of work performed by each team members and develop plans to optimize how HR work is executed so roles are realigned as fit-for-purpose Build strong cross-functional partnerships and ensure HR is viewed as a value-added business partner What you need for success: Required Qualifications Bachelor's degree in Human Resources, Business Administration, or a related field (Master's degree preferred) 10+ years of progressive HR leadership experience, including senior-level or executive HR roles Demonstrated experience partnering with executive leaders and influencing business outcomes Strong foundation in HR systems, processes, and operational excellence Proven experience leading and developing a multi-functional HR team Deep knowledge of employment laws and HR best practices Preferred Attributes Ability to build strong, trusting relationships with strong-minded, entrepreneurial leaders while effectively influencing change Ability to demonstrate respect for existing success, navigating resistance with diplomacy, and drive progress through credibility, data, influence, and partnership rather than force Exceptional strategic thinking and business acumen Strong partnering, communication, and stakeholder management skills Ability to balance big-picture strategy with hands-on execution Experience supporting manufacturing, operations, construction or multi-site organizations strongly preferred Blended experience working in large organizations with sophisticated HR systems and processes as well as less mature organizations Location and Travel Hybrid work model: Remote 3-4 days per week AND On-site 1-2 days per week in Calhoun, Georgia Must be based in or willing to commute from the greater Atlanta Metro area Must be willing and able to travel up to 30% to U.S. locations and Montreal, Canada What you can expect: A culture built on teamwork, respect, and entrepreneurial spirit Leadership that invests in your growth and career development Opportunities to take on new challenges, cross-train, and expand your skillset Recognition and rewards for your contributions and achievements A fast-paced, sports-driven environment where your work makes an impact Sound like your kind of team? If you're ready to bring your passion and talent to a company that champions your future, we want to hear from you. Apply now and start your next chapter with a company that plays to win! What We Offer A commitment that Safety is #1 Competitive benefits, pay, and retirement plan options! Career growth, stability, and flexible work arrangements. Responsible Manufacturing - Protecting Our Planet for the Future We utilize renewable energy and a closed loop recycled water process. We are committed to reducing greenhouse emissions and water consumption. We are the only flooring company recognized by the Asthma and Allergy foundation. Who we are: With a history of 140 years, Tarkett is a worldwide leader in innovative flooring and sport surface solutions with 12,000 employees and 34 industrial sites. Offering a wide range of products including vinyl, linoleum, rubber, carpet, wood, laminate, artificial turf, and athletic tracks. The Group serves customers in more than 100 countries across the globe. Committed to change the game with circular economy and to reducing its carbon footprint, the Group has implemented an eco-innovation strategy based on Cradle to Cradle principles, fully aligned with its Tarkett Human-Conscious Design approach. Tarkett is listed on Euronext (Compartment B, ISIN FR0004188670, ticker: TKTT). ********************* Tarkett is an equal opportunity employer. We value diversity in backgrounds and in experiences and promote an inclusive workplace where all employees can perform at their best.

Job Function: Implements Human Resource Values. Plan, direct, and coordinate human resource management activities of the Company to maximize the strategic use of human resources and maintain functions such as employee compensation, recruitment, personnel policies, and regulatory compliance. Establishes Human Resource programs; identifies and researches HR issues and priorities; provides HR advice, counsel, and decisions; researches, develops, writes, and updates HR policies, procedures, methods, and guidelines. Responsibility: The principal responsibilites of the Human Resources Director consist of, but are not limited to: HR Compliance: Manage Company Policies, Procedures and Best Practices for Federal, State, and Local laws to ensure compliance on a continual basis; coordinating updates with Board of Director approvals. Employment Cycle: Recruitment/On-boarding/Orientation/Training & Retention and Off-boarding. Development: Update and maintain Job Descriptions for exempt and non-exempt staff. Goal setting at all levels, performance assessments, coaching and training, competitive wage and salary structures, and career development for successful outcomes. Providing day-to-day guidance. Resource and communication training materials for managers and staff. These include, but are not limited to, supervisory skills, personnel management, customer communications, phone skills, safety information, and computer software training. Provide employee development materials to improve workforce outcomes and success. Safety: Develop and manage company safety programs to include Injury and Illness Prevention Plan (IIPP), Heat Illness Prevention Plan, Emergency Action Plans (EAP), Workplace Violence Prevention Training, and Workers' Compensation (WC) utilizing outside resources for compliance. Oversee Garton's quarterly TASK meeting requirements throughout all departments in all locations. Ensure in-person facility checks are done twice a year in coordination with WC insurance carrier. Develop effective safety measures to minimize Worker's Compensation claims and costs. Workers Compensation: Maintain Worker's Compensation (WC) regulations throughout the company. File DWC1 and 5020's claims, investigate, coordinate treatment, benefits, and return to work process. Continually partnering with WC insurance carrier in developing and implementing safety processes and procedures to manage MOD rating. Maintain OSHA logs and annual reporting compliance. Coordinate with CFO renewal policy. Benefits: Continually source best opportunities and options; Medical/Dental/Vision/LifeIns/401k/H.S.A./F.S.A./VoluntaryPlans/PTO Annual rate negotiations with brokers/carriers securing annual benefit policies. Coordinate Annual Open Enrollment, track eligibility, enroll employees and dependents, payroll deductions, troubleshoot issues, reconcile monthly billing invoices, manage medical withholding orders, conduct 5500 compliance reporting, COBRA management. Payroll: Set up and maintain confidential employee payroll database - Paycom. Develop and maintain quality control processes. Policy compliant wage rates, accrued vacation, sick hours and various PTO hours. Manage direct deposit transactions. Maintain time keeping system for payroll processing - Paycom. Support Management: Providing human resources advice, counsel, and assistance as required. Location Visits: Visiting each location as necessary - providing feedback to the Board of Directors. Meet with staff members, review safety logs, review Workers' Compensation incidents, personnel procedures, answer questions employees may have regarding policies, procedures, and benefits. Work Consistently with Managers: CFO and Accounting Manager on 401K benefits as related to employee benefits, Workers' Compensation, etc. Build Employee/Company Morale & Camaraderie: Participation in company events, awards, community service, training events, recreational events, safety awards, recognition, and charity functions. Continually improve HR Director Job Knowledge: Attend educational workshops, review professional publications, establishing personal networks, benchmarking state of the art practices, participating in professional societies. Qualifications Degree in Human Resources or Business Administration Minimum 10+ Years Executive HR Management Experience SPHR/PHR Certification Knowledge of Federal, California state and local laws and regulations is critical Demonstrated leadership in implementation of HR policies Experience in managing organizational change and productivity improvement achieving success Excellent oral, written communication skills Bilingual English/Spanish is desirable Personal Characteristics: Able to act in an unbiased way in dealing with a broad range of HR issues Excellent interpersonal skills and flexibility to adapt to a changing environment required Well-developed problem identification, and analytical problem resolution skills Ability to effectively manage multiple priorities and projects with a keen attention to detail Must display integrity and ethics in handling confidential information and situations People-centric HR advocate able to articulate the vision within the Company

Perfection Hy-Test Company As a part of the global industrial organization Marmon Holdings-which is backed by Berkshire Hathaway-you'll be doing things that matter, leading at every level, and winning a better way. We're committed to making a positive impact on the world, providing you with diverse learning and working opportunities, and fostering a culture where everyone's empowered to be their best. Marmon's Transportation Group is searching for a Group HR Director to support our growing Aftermarket Group. Aftermarket Group is comprised of 10+ individual companies. The operating sites in SC, VT, NC, IN, PA, Mexico & China. Aftermarket's revenue is over $700M revenue and 1400+ full-time employees. Reporting to the Group President of Aftermarket and dotted line to VP of HR for the Transportation Group. Group HR Director will be responsible for developing and executing human resource strategy in support of the overall business plan. The Group HR Director will develop and deliver HR services to effectively drive the organization's performance and growth. Primary areas of responsibility will include talent acquisition, talent management, talent development, organizational and performance management, learning and development, HRIS, and HR Operations. Culture and people are viewed as essential components of success. The Group HR Director will play a central role in driving a best-in-class culture into and across the organization and will exemplify Marmon's core values. Hiring, staffing, and the retaining of high-quality talent is at the core of the business, and the Group HR Director will spearhead these efforts. The Group HR Director will also serve as an advisor to the President and Leadership Team on key human resource matters. It is important that the Group HR Director demonstrates a strong character, excellent leadership and communication skills, and a willingness to build solid working relationships across all functional areas as well as with The Marmon Group. This position is suited to those seeking an exceptional degree of responsibility and who thrive in a fast-paced, complex, high-growth organization. The position is based at any of the Charleston, South Carolina locations. Travel is up to 30%. Key Responsibilities The Position will be responsible for: Enhancing and fostering a culture consistent with the values of the company. Providing end-to-end operational HR leadership, including employee engagement, learning & development, performance management, and workforce planning. Implementing policies, procedures, and programs that assess organizational effectiveness, resources, and talent. Developing effective and creative programs for hiring, onboarding, and key talent development. Leading the HR team by inspiring the delivery of great service, providing candid input, and fostering a culture of continuous improvement. Managing due diligence and HR integration for acquisition. Serving as a player-coach. Evaluating and continuously improving the organizational learning & development strategy, with the goal of optimizing the talents and skills of the employee population. Providing organizational leadership around culture assessment and development; introducing and managing organizational change and development initiatives. Collaborating and liaising with The Marmon Group to ensure all policies and procedures are in alignment with Marmon and Berkshire Hathaway. Administering/overseeing the administration of HR programs including, but not limited to, compensation, benefits, and leave; disciplinary matters; disputes and investigations; performance and talent management; productivity, recognition, and morale; environmental health and safety (EHS); occupational health and safety; and training and development. Monitoring and ensuring Marmon's compliance with federal, state, and local employment laws and regulations, and recommending best practices; reviewing and modifying policies and practices to maintain compliance. Maintaining knowledge of trends, best practices, regulatory changes, and new technologies in HR, HRIS, talent management, and employment law; applying this knowledge to communicate changes in policy, practice, and resources to upper management. Developing and implementing a departmental budget. The Profile The requirements for the Position have been identified as: Minimum of 10 years' experience in HR leadership roles, with a proven track record of success in a multi-site manufacturing environment. Deep knowledge of the functional elements of human resources, including talent acquisition and development, continuous learning programs, business partnerships, and performance management. A strong and capable leader who can develop a best-in-class team. Experience developing an HR strategy and executing with a “hands-on” approach. Strong functional knowledge of HRIS systems; knowledge of Workday preferred. Demonstrated success in a growth environment. Able to create and deliver training topics with ease. Strategic and confident management style backed by strong business acumen and experience. Superior 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. Able to adapt to the needs of the organization and employees. Thorough knowledge of employment-related laws and regulations. Following receipt of a conditional offer of employment, candidates will be required to complete additional job-related screening processes as permitted or required by applicable law. We are an equal opportunity employer, and all applicants will be considered for employment without attention to their membership in any protected class. If you require any reasonable accommodation to complete your application or any part of the recruiting process, please email your request to ******************, and please be sure to include the title and the location of the position for which you are applying.

Moss is a national privately held construction firm providing innovative solutions resulting in award-winning projects. With regional offices across the United States, Moss focuses on construction management, solar EPC, and design-build. The company's diverse portfolio encompasses a wide range of sectors, including luxury high-rise residential, landmark mixed-use developments, hospitality, K-12 and higher education, justice, solar energy and battery storage, and sports. Moss is ranked by Engineering News-Record as the nation's top solar contractor and one of the top 50 general contractors. Moss prides itself on a strong entrepreneurial culture that honors safety, quality, client engagement, and employee development. Its employees consistently rank Moss as one of the best places to work. POSITION SCOPE AND ORGANIZATIONAL IMPACT Moss' Vice President, HR Operations, is a senior HR leader responsible for designing and leading a centralized HR Operations function that delivers accuracy, efficiency, and care at scale. This leader will oversee HRIS, HR PMO, HR Administration, Team Member Care, and, as the function matures, Total Rewards. This role blends strategic foresight with operational excellence, ensuring that HR processes are streamlined, data-driven, and anchored in Moss values. The VP will partner closely with the CHRO, HR Pods, Solar HR, and business leaders to create an HR experience that is fast, reliable, and people centered. ESSENTIAL JOB DUTIES AND RESPONSIBILITIES Define and execute the HR Operations vision in alignment with CHRO priorities and Moss's values. Act as a trusted advisor to the CHRO and senior leadership on HR systems, processes, compliance, and operations. Ensure HR Operations is a cultural investment, not just a structural one-strengthening Moss's reputation as a Great Place to Work Own HRIS strategy, roadmap, optimization, and integrations (Workday strongly preferred). Ensure data governance, process automation, and self-service capabilities. Deliver analytics and dashboards that drive better decisions on talent, workforce, and rewards Lead the HR PMO to manage cross-functional initiatives with discipline, transparency, and impact. Oversee HR projects such as annual cycles, system upgrades, and policy rollouts. Build organizational capability in project management and change adoption Oversee employee records, compliance documentation, employment verification, and vendor invoicing. Lead leave administration, onboarding/offboarding, and policy administration. Ensure Team Member Care provides responsive, empathetic support, reflecting Moss's value of honoring relationships Design and oversee compensation and benefits programs that are fair, competitive, and compliant. Manage annual merit, bonus, and incentive cycles in partnership with HR Pods. Oversee benefits strategy and vendor partnerships, balancing cost-effectiveness with employee well-being Ensure all HR processes, from payroll interfaces to benefits administration, are compliant, auditable, and risk mitigated. Partner with Legal, Finance, and Payroll to uphold governance and data privacy standards Operational Excellence - HRIS uptime >99%, Enable strategic HR partnership by freeing HR Pods and Solar HR teams to focus on strategy and business alignment Ensure full compliance with audits, regulations, and internal controls, maintaining 100% adherence to risk and governance standards Occasional travel ( Perform other duties as assigned EDUCATION AND WORK EXPERIENCE Bachelor's degree in HR, Business, Information Systems, or related field 10+ years of progressive HR experience; 5+ in HR Operations leadership Proven ownership of HRIS strategy and governance (Workday experience highly preferred) Experience in compensation, benefits, and vendor management Strong project/program management track record Exceptional communicator and stakeholder manager Master's degree (MBA, MSHRM) or advanced technical/business degree Industry experience in construction, renewable energy, or multi-site enterprises Certifications: PMP, SHRM-SCP/SPHR, CCP, or equivalent Technical familiarity with HRIS platforms and analytics tools (Power BI, Tableau, SQL) Strategic & Operational Balance - Sees the big picture while ensuring flawless execution Data-Driven Storyteller - Turns insights into clear, actionable recommendations Culture Carrier - Models Moss's values of honoring relationships, entrepreneurial spirit, and contagious energy Change Agent - Drives transformation with empathy, clarity, and adoption Team Builder - Develops a high-performing team rooted in trust, care, and excellence JOB TITLE: VICE PRESIDENT, HR OPERATIONS JOB LOCATION: FORT LAUDERDALE, FL CLASSIFICATION: FULL TIME - EXEMPT - SALARIED REPORTS TO: CHIEF HUMAN RESOURCES OFFICER (CHRO) Moss is an equal opportunity employer. We celebrate diversity and are committed to creating an inclusive environment for all employees.

About Us We are a leading industrial mechanical, electrical, and civil construction services provider for the fossil and nuclear power, pulp and paper, chemical, mining, and general manufacturing industries. We provide a full range of industrial facilities maintenance and process maintenance services. Job Summary The HR Director guides and manages the overall operations of the PPM Human Resources function to include recruiting, training, coaching, counseling, and disciplining staff; resolving problems; implementing change. The HR Director provides leadership to the HR team across a broad range of HR disciplines, playing the primary role in crafting HR strategy and driving its execution. As a member of the senior management team, the HR Director reports directly to the President/CEO. Essential Duties & Responsibilities Recommends and drives execution of programs and policies that create or reinforce a positive employee relations atmosphere. Prepares internal employee communications regarding company policies. Counsel employees in the interpretation and application of human resources programs. Provides practical, consistent, and proactive support, direction and advice to Managers & employees on HR procedures, policy, best practice, employment rewards, benefits, and legislation. Responds to employee relations issues such as employee complaints, harassment allegations, and civil rights complaints. Implements and executes effective communications to support company strategic plan/objectives, company values, etc. Acts as the HR lead on the transition team for mergers and acquisitions. Leads and manages the performance management process for all business units with input from senior management. Assists with defining PPM learning/development strategies. Provides leadership, guidance, and support in developing a team of credible HR professionals to provide exemplary service to the organization. Conducts/oversees all annual required training. Engages Sr. Management and other organizational functions as necessary to provide comprehensive, targeted training programs for employee and Management advancement. Monitors evolving government influences on policies, processes and practices, and ensures the company complies with all applicable laws and regulations. Ensures the completion of all required annual reports, including EEO-1, VETS-100, OES and AAPs for all business units. Analyzes and mitigates risk to the organization as it relates to Human Resources (i.e. compliance, regulatory changes and requirements, best practice) by proactively monitoring internal and external risks to the company. Oversees the implementation of all Company benefits programs. Oversee the submittal of monthly reporting for 401K/HSA/FSA & ESPP plans to EMCOR, then audits information submitted for accuracy and consistency with PPM systems. Leads and organizes annual Open Enrollment. Manages FMLA/Military leave processes. Conducts all investigations for all business units with guidance and/or assistance from EMCOR HR & Legal Departments as needed. Represents the company in all hearings and mediation. Develops, updates, and maintains all personnel policies, personnel records, policy manuals and handbooks not under EMCOR's governance as required to assure compliance with human resources procedures and policies and federal/state guidelines. Coordinates implementation of all HR services, policies, and programs through the Human Resources staff. Participate in annual meetings to communicate new policies and procedures to management and to review existing ones. Manages the Company Substance Abuse Program, including policy creation and modification and the Mandatory Referral Program for drug screen failures. Identifies trends that could impact organizational objectives and/or operational resources. Maintains and expands knowledge and understanding of existing and proposed federal and state laws/regulations affecting human resources management. Travels to jobsites/business unit offices as needed. Other duties as assigned. Qualifications The requirements listed below are representative of characteristics and demonstrated capabilities sought to perform this job successfully. Must think strategically, make sound decisions, and produce accurate and timely results. Must be a hands-on manager and leader. Must exhibit confidence in self and others, inspire and motivate a team to perform well and effectively influence the actions of others. Must monitor and analyze information and solve problems on a strategic and tactical level. Must build positive working relationships with multiple levels of employees and management. Must demonstrate integrity and professionalism. Must demonstrate commitment to company values. Requirements: BA/BS degree from an accredited four-year college or university in Human Resources Management or Business, eight to ten years recent related experience and/or training; or an equivalent combination of education and construction experience. Working knowledge of industrial construction and maintenance language and terms. Working knowledge of health and welfare benefits administration. Experience overseeing and leading human resource teams. Excellent interpersonal skills and demonstrated proficiency building and maintaining positive professional relationships. Significant experience with Microsoft Office (i.e., Word, Excel) applications. Working knowledge of HRIS is desirable. Previous experience with ORACLE JDE a plus but not required. PHR/SPHR desirable. Physical Demands Must be able to complete hiring paperwork electronically through DocuSign May be required to lift and carry items weighing up to 50 pounds Must posses enough strength and stamina to perform the technical duties and essential functions as identified above Must be able to move in and around confined spaces and uneven areas Must have full range of motion consistent with age Must be able to climb and maintain balance ladders Must be able to adequately hear and respond to voice commands and alerts from other employees, alarms and other job-related noises Visual acuity, depth perception and color discrimination consistent with that required to work at heights and on uneven surfaces Safety/Steel toe shoes are required. Work Environment Conditions include working in office, with occasional entry into shops, plants and factories, busy traffic areas, and warehouses. Occasional exposure to dirt, dust, grease, oil, vibrations, and adverse weather conditions. Must be able to safely access all areas of property. Must be able to effectively use any required PPE equipment. #PPM Equal Opportunity Employer As a leading provider of mechanical and electrical construction, facilities services, and energy infrastructure, we offer employees a competitive salary and benefits package and we are always looking for individuals with the talent and skills required to contribute to our continued growth and success. Equal Opportunity Employer/Veterans/Disabled Notice to Prospective Employees Notice to prospective employees: There have been fraudulent postings and emails regarding job openings. EMCOR Group and its companies list open positions here. Please check our available positions to confirm that a post or email is genuine. EMCOR Group and its companies do not reach out to individuals to help with marketing or other similar services. If an individual is contacted for services outside of EMCOR's normal application process - it is probably fraudulent.

Division: Bay Area Main Minimum Years Experience: 15 Travel Involved: Job Type: RegularJob Classification: ExperiencedEducation:Bachelors DegreeJob Family:Human ResourcesCompensation:Salaried Exempt Human Resources business partner to leadership of business units or headquarters teams to direct consistent implementation of continuous improvement of human resources practices across company. Provide leadership and expertise to identify and drive employee initiatives, direct human resources functions and teams. Member of regional/business unit leadership team. Manage one or more Human Resource Managers/Generalists in more than one location. Essential Duties & Key Responsibilities: * Lead Human Resources (HR) and Talent Management (TM) strategies to achieve vision, mission, and goals of office/region. * Play integral role in company-wide HR Leadership Team (HRLT). Cascade feedback and communications from senior management decisions and direction to HR teams. * Role model of company culture and values across company. Drive anti-racism learning and advocate for equity and employee health and wellbeing working in collaboration with office/regional leadership. * Enrich the extraordinary employee experience by actively promoting trusting environment where employees can openly engage with HR. Connect in-person with employees regularly 'where they work', advocate and provide guidance to office and regional leadership on people-related needs and concerns. * In partnership with office leaders, establish programs to support initiatives to drive employee engagement, satisfaction, and retention. Utilize company-wide and local surveys to understand employee engagement levels and determine countermeasures to address trends. * Formulate, evaluate, and implement HR priorities, goals, and objectives aligned with office/regional business objectives in conjunction with office/regional leadership. * Lead and develop HR team to ensure deep bench strength in key areas of HR expertise. Foster teamwork, open communication, and collaboration with company-wide HR team. * Embrace, apply, and coach the HR team in lean concepts and practices, and recommend process improvements. * Deliver timely performance feedback for HR team and execute/contribute to performance appraisals during annual performance cycle. * In partnership with office/regional Operations, develop and implement integrated office/regional staffing strategies and employee career progression and mobility. * Partner in developing office/regional recruiting strategy (experienced hires, college relations/recruiting, and internships) in coordination with leaders to support hiring demands, mitigate organizational gaps, and build healthy candidate pipeline. * Lead performance management and succession planning processes, assist in identification of talent gaps for critical/key contributor positions, and propose solutions. Ensure managers are prepared to deliver constructive feedback and coach and/or mentor employees. * Lead office salary and compensation planning; provide guidance to management regarding company's merit philosophy. * Drive decision support and intervention strategy using root cause analysis and interpretation of various metrics (hiring, employee relations, and turnover) and data trends. * Guide office leaders on employment decisions (hiring, disciplinary, and termination) and complex HR legal and compliance matters in order to mitigate risk. Ensure compliance with company policies and federal, state, and local laws, in collaboration with HR Policy & Communication as needed. * Lead local office(s) employee relations investigations and complaints; advise on employment decisions and collaborate with Employee Relations to ensure proper management of all cases. * Coach all employee levels within office including leadership. Serve as liaison for external professional coaches and participate in coaching engagements. * Develop relationships and engage with internal and external legal counsel and compliance. * Work in partnership with office leaders and Environmental Health and Safety (EH&S) team to instill safety-first culture in support of Building L.I.F.E. (Living Injury Free Everyday) program. * Serve as volunteer participant on company-wide HR business initiatives. * Keep current with HR trends and be active in external professional HR organizations. * Other activities, duties, and responsibilities as assigned. The salary range for this position is estimated to be 166,000.00 - 247,000.00 USD annualized. Qualifications: * Bachelor's Degree from an accredited program and a minimum of fifteen (15) years of progressive human resources experience, or an equivalent combination of education and experience, with at least three (3) years at the Director level. * A minimum three (3) years of direct management experience leading HR teams across multiple levels and skill sets is required. * Experience with geographically-dispersed, virtual, and matrixed employee populations * Experience fostering a culture that supports intra-organizational diverse and inclusive relationships * Advanced experience promoting talent management concepts and utilizing related tools (9 box, succession planning, career pathing, etc. * Construction or construction-related industries, including trades and contractor management, and experience with large-size (10,000+ employees) organization is desired. * Experience managing approximately 500+ employees, with the ability to navigate multiple employee locations across a large geographic Northern California region, is required. * Senior Professional in Human Resources (HRCI SPHR) or Society of Human Resources Management Senior Certified Professional (SHRM SCP) certification, preferred * Excellent interpersonal communication and professional presentation and persuasion skills to confidently engage and influence at all levels of organization and cultures * Highly developed self-awareness and willingness to be vulnerable for continuous growth * Political savvy and discernment in complex circumstances * Self-starter with executive management and leadership skills and capable of managing multiple complex projects and tasks successfully to completion * Able to build engaging partnerships with team and organizational stakeholders through trust, teamwork and direct communication * Regular weekly travel throughout the Northern California Region Physical Demands: The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. While performing the duties of this job, the employee is frequently required to sit, use hands to finger, handle, or feel objects, tools, or controls; and reach with hands, talk, and hear. The employee frequently views a computer monitor and frequently uses a computer keyboard. Specific vision abilities required by this job include close vision, peripheral vision, depth perception, and the ability to adjust focus. The employee is regularly required to be mobile and the employee regularly travels both short and long distances via a variety of conveyances. The employee occasionally performs work on-site at construction work sites, office locations, and/or off-site venues. The employee must regularly lift and/or move up to 10 pounds and occasionally lift and/or move up to 25 pounds. Work Environment: The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. While performing the duties of this job, the employee regularly works in an office or remote setting. The noise in the work environment is usually quiet to moderate in an office setting. While performing the duties of this job, the employee may occasionally work at construction work sites where the employee is exposed to moving mechanical parts, high precarious places, fumes or airborne particles, outside weather conditions, and risk of electrical shock. The noise in the work environment is usually moderate to loud. The employee is required to work in compliance with company safety policies, procedures, and applicable laws. Turner is an Equal Opportunity Employer - race, color, religion, sex, sexual orientation, gender identity, national origin, disability, status as a protected veteran, or other characteristics protected by applicable law.

Division: Bay Area Main Minimum Years Experience: 15 Travel Involved: Job Type: RegularJob Classification: ExperiencedEducation:Bachelors DegreeJob Family:Human ResourcesCompensation:Salaried Exempt Human Resources business partner to leadership of business units or headquarters teams to direct consistent implementation of continuous improvement of human resources practices across company. Provide leadership and expertise to identify and drive employee initiatives, direct human resources functions and teams. Member of regional/business unit leadership team. Manage one or more Human Resource Managers/Generalists in more than one location. Essential Duties & Key Responsibilities: * Lead Human Resources (HR) and Talent Management (TM) strategies to achieve vision, mission, and goals of office/region. * Play integral role in company-wide HR Leadership Team (HRLT). Cascade feedback and communications from senior management decisions and direction to HR teams. * Role model of company culture and values across company. Drive anti-racism learning and advocate for equity and employee health and wellbeing working in collaboration with office/regional leadership. * Enrich the extraordinary employee experience by actively promoting trusting environment where employees can openly engage with HR. Connect in-person with employees regularly 'where they work', advocate and provide guidance to office and regional leadership on people-related needs and concerns. * In partnership with office leaders, establish programs to support initiatives to drive employee engagement, satisfaction, and retention. Utilize company-wide and local surveys to understand employee engagement levels and determine countermeasures to address trends. * Formulate, evaluate, and implement HR priorities, goals, and objectives aligned with office/regional business objectives in conjunction with office/regional leadership. * Lead and develop HR team to ensure deep bench strength in key areas of HR expertise. Foster teamwork, open communication, and collaboration with company-wide HR team. * Embrace, apply, and coach the HR team in lean concepts and practices, and recommend process improvements. * Deliver timely performance feedback for HR team and execute/contribute to performance appraisals during annual performance cycle. * In partnership with office/regional Operations, develop and implement integrated office/regional staffing strategies and employee career progression and mobility. * Partner in developing office/regional recruiting strategy (experienced hires, college relations/recruiting, and internships) in coordination with leaders to support hiring demands, mitigate organizational gaps, and build healthy candidate pipeline. * Lead performance management and succession planning processes, assist in identification of talent gaps for critical/key contributor positions, and propose solutions. Ensure managers are prepared to deliver constructive feedback and coach and/or mentor employees. * Lead office salary and compensation planning; provide guidance to management regarding company's merit philosophy. * Drive decision support and intervention strategy using root cause analysis and interpretation of various metrics (hiring, employee relations, and turnover) and data trends. * Guide office leaders on employment decisions (hiring, disciplinary, and termination) and complex HR legal and compliance matters in order to mitigate risk. Ensure compliance with company policies and federal, state, and local laws, in collaboration with HR Policy & Communication as needed. * Lead local office(s) employee relations investigations and complaints; advise on employment decisions and collaborate with Employee Relations to ensure proper management of all cases. * Coach all employee levels within office including leadership. Serve as liaison for external professional coaches and participate in coaching engagements. * Develop relationships and engage with internal and external legal counsel and compliance. * Work in partnership with office leaders and Environmental Health and Safety (EH&S) team to instill safety-first culture in support of Building L.I.F.E. (Living Injury Free Everyday) program. * Serve as volunteer participant on company-wide HR business initiatives. * Keep current with HR trends and be active in external professional HR organizations. * Other activities, duties, and responsibilities as assigned. The salary range for this position is estimated to be 166,000.00 - 247,000.00 USD annualized. Qualifications: * Bachelor's Degree from an accredited program and a minimum of fifteen (15) years of progressive human resources experience, or an equivalent combination of education and experience, with at least three (3) years at the Director level. * A minimum three (3) years of direct management experience leading HR teams across multiple levels and skill sets is required. * Experience with geographically-dispersed, virtual, and matrixed employee populations * Experience fostering a culture that supports intra-organizational diverse and inclusive relationships * Advanced experience promoting talent management concepts and utilizing related tools (9 box, succession planning, career pathing, etc. * Construction or construction-related industries, including trades and contractor management, and experience with large-size (10,000+ employees) organization is desired. * Experience managing approximately 500+ employees, with the ability to navigate multiple employee locations across a large geographic Northern California region, is required. * Senior Professional in Human Resources (HRCI SPHR) or Society of Human Resources Management Senior Certified Professional (SHRM SCP) certification, preferred * Excellent interpersonal communication and professional presentation and persuasion skills to confidently engage and influence at all levels of organization and cultures * Highly developed self-awareness and willingness to be vulnerable for continuous growth * Political savvy and discernment in complex circumstances * Self-starter with executive management and leadership skills and capable of managing multiple complex projects and tasks successfully to completion * Able to build engaging partnerships with team and organizational stakeholders through trust, teamwork and direct communication * Regular weekly travel throughout the Northern California Region Physical Demands: The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. While performing the duties of this job, the employee is frequently required to sit, use hands to finger, handle, or feel objects, tools, or controls; and reach with hands, talk, and hear. The employee frequently views a computer monitor and frequently uses a computer keyboard. Specific vision abilities required by this job include close vision, peripheral vision, depth perception, and the ability to adjust focus. The employee is regularly required to be mobile and the employee regularly travels both short and long distances via a variety of conveyances. The employee occasionally performs work on-site at construction work sites, office locations, and/or off-site venues. The employee must regularly lift and/or move up to 10 pounds and occasionally lift and/or move up to 25 pounds. Work Environment: The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. While performing the duties of this job, the employee regularly works in an office or remote setting. The noise in the work environment is usually quiet to moderate in an office setting. While performing the duties of this job, the employee may occasionally work at construction work sites where the employee is exposed to moving mechanical parts, high precarious places, fumes or airborne particles, outside weather conditions, and risk of electrical shock. The noise in the work environment is usually moderate to loud. The employee is required to work in compliance with company safety policies, procedures, and applicable laws. Turner is an Equal Opportunity Employer - race, color, religion, sex, sexual orientation, gender identity, national origin, disability, status as a protected veteran, or other characteristics protected by applicable law.

Award-Winning Premier Service is seeking a Director of Human Resources to join our Team! Headquarters in Oak Brook, Premier Service provides elite landscape architecture design and maintenance services to commercial and residential clients in the Chicagoland and Indiana areas. Premier Service offers the most competitive compensation packages in the industry including: • Competitive Salary Commensurate with Experience • 401k with Company Match • Health Savings Account (HSA) with Company Contribution • Weekly Pay • Health Insurance Benefits • Paid Vacation Time • Paid Sick Time • Paid Holidays off • Long-Term Career Path and Growth Opportunities JOB SUMMARY: Reporting to the Vice President, this position exists to lead the HR function of the company and maintain and implement programs that provide HR services to the Branches and operating units. This position will be engaged in all facets of HR through the employment life cycle, including but not limited to: maintain employee information, talent acquisition, employee development, succession planning, termination, employment processing, compensation, benefits, records management, safety and health, employee relations and retention, government compliance, personnel transactions, policy development/enforcement and implementation, timekeeping, cross operational communication. This position will be responsible for championing HR programs and policies that support the continued growth of the business. Managing day/day, tactical aspects as well as driving the strategic planning processes of HR. The Director of HR will collaborate with the leadership team, and interact with employees at all levels of the organization. SKILLS AND ABILITIES REQUIRED: • Excellent organizational skills and multitasking abilities while dealing with interruptions • Strong interpersonal skills necessary to communicate in a professional and confidential manner with members of the organization • Solid written communication skills to prepare accurate and appropriate documentation • Strong knowledge of labor laws and employment practices, with the ability to adjust priorities, manage multiple projects and pay attention to critical details • Must be approachable, good natured, personable while also capable of holding firm on important issues and willing support to implement change positively • Sense of urgency, respect for others, flexibility and ability to think and act quickly in critical matters KNOWLEDGE AND EXPERIENCE REQUIRED: • Bachelor's Degree in Human Resources or a related field • At least 10+ years experience in human resources, with some multi site, multi state exposure ideal • Bilingual Spanish, Preferred Premier Service 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, disability or protected veteran status.

OMG, Inc. is a leading manufacturer of fastening products and technologies for the commercial roofing and other construction industries worldwide. Based in Massachusetts, with manufacturing facilities in Agawam, MA, Addison, IL, Asheville, NC, and Rockford MN, OMG is an equal opportunity employer valuing integrity, teamwork, diversity, trust, respect, communication, accountability, proactive performance and a passion for excellence! APPLY

Title: Director of Human Resources and Payroll Reports to: VP of Finance Ben's Asphalt, LLC is a well-established construction firm specializing in commercial and residential asphalt, concrete, striping, and sealing services. The company currently employs approximately 300 individuals, with plans to grow to over 500 employees within the next 3-4 years. The workforce includes both union and non-union personnel, as well as prevailing wage positions. This period of expansion requires experienced and proactive HR leadership to ensure systems, processes, and people strategies support long-term success. Job Summary: The Director, Human Resources will lead and direct the routine functions of the Human Resources and Safety (HR/Safety) Department. The positioned is accountable to hire, develop, interview and retain staff, administer pay, benefits, and leave, oversee the safety and risk management functions of the organization, and develop and enforce company policies, procedures, and practices. The Director will oversee the three person HR/payroll team in the Santa Ana location, as well as HR/payroll team members in other divisions of the company in California and other states Essential Duties & Responsibilities (included but are not limited to): HR Strategy and Leadership Partner with the Executive Management team to understand and execute the organization's human resource and talent strategy particularly as it relates to current and future talent needs, recruiting, retention, and succession planning. Design and implement a comprehensive human resources strategy that supports organizational objectives, workforce scalability, and cultural alignment. Ensure that the basic responsibilities of the HR department are implemented by the team in an efficient manner, including staffing, payroll, compliance, and safety. Serve as a subject matter expert on human capital issues, offering consultation to leadership on employee relations, legal exposure, and compliance risk. Ensure the planning, monitoring, and appraisal of employee work results by training managers to coach and discipline employees; schedule management conferences with employees; listen to and resolve employee grievances; and counsel employees and supervisors. Payroll, Benefit and HRIS Administration Direct all payroll operations using Paylocity, ensuring accurate processing of wages, tax filings, and year-end reporting. Collaborate with Accounting to reconcile payroll data and ensure consistency with general ledger accounts. Ensure system functionality, integrations, and updates are optimized for payroll accuracy and regulatory reporting. Overhaul employee onboarding process by building out the capabilities of the Paylocity HRIS tool Administer benefits programs such as medical, vision, and dental insurance, vacation, sick leave, leave of absence, and employee assistance. Oversee the Company's 401kplan Manage payroll audits, garnishments, prevailing wage obligations, and wage & hour compliance across multiple jurisdictions. Human Resources Compliance and Policy Handle discipline and termination of employees in accordance with company policy. Maintain full compliance with federal, state (with an emphasis on California law), and local employment regulations, including wage and hour laws, leaves of absence, I-9/E-Verify, and mandated notices. Oversee the development and enforcement of company-wide HR policies, procedures, and employee handbook updates. Monitor and implement compliance procedures related to OSHA, FMLA, ADA, ACA, and other applicable statutes. Oversee the Safety program for the organization. Administer and execute appropriate disciplinary notices and retrain for non-compliance. Manage the compliance and recognition program for the safety function. represent the organization at personnel-related hearings and investigations to include rendering oversight for all OSHA-related activities and hearings. Team Development and Infrastructure Building Assess current HR and payroll staffing structure and lead efforts to expand and develop a high-performing team. Recruit, onboard, and manage additional HR personnel, as needed Develop training programs and onboarding processes that support consistent, compliant, and effective integration of new hires. Build and maintain digital, scalable systems for HR records, performance reviews, job descriptions, and compensation structures. Retain historical human resource records by designing a filing and retrieval system and keeping past and current records. Requirements: