Human Resources Manager jobs at Parker Global Strategies - 235 jobs

Summary/Objective The Human Resources (HR) Administrator provides ongoing administrative support to the HR Manager and department at large. The tasks also include contacting other departments, completing and processing paperwork, and managing events for an office. Functions as an assistant that will schedule and plan meetings, prepare documents and presentations, conduct market research, along with performing other tasks such as writing memos and taking phone calls. The HR Administrator is responsible for developing and maintaining structures for communication between departments and providing their supervisors with valuable information regarding market research and business opportunities. Accurate data entry is also a large component of this role. Essential Functions * Assists in managing the day-to-day operations of the HR team * Event planning to include proactively planning, organizing and executing events and activities, including food and facility preparation, agenda preparation * Office management to include ordering of supplies, equipment and facility maintenance as well as overall facility appearance * Oversees internal administrative duties related to the completion of HR duties in the department * Organizes and maintains files and records, both physical and digital * Plans and schedules meetings and appointments * Manages projects and conducts basic research * Prepares correspondence and reports * Makes travel arrangements * Organizes meetings, keeping agenda, minutes, etc. * Assists other managers * Follows the Company Code of Business Ethics and Conduct * Understands and follows all work rules and procedures and follows lawful directions from supervisors * Upholds the company's non-disclosure and confidentiality policies and agreements * Maintains a professional appearance and orderly work area in accordance with company policy * Attends pertinent training * Attends company meetings as required * Other duties as assigned Other Duties Please note this job description is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities that are required of the employee for this job. Duties, responsibilities, and activities may change at any time with or without notice. EEO Statement The Company is committed to hiring a diverse and qualified workforce. We will not consider any characteristic or category protected by state or federal law in hiring or employment decisions, including but not limited to race, national origin, color, religion, sex, sexual orientation, gender identity, disability, age, status as a parent, or genetic information. Competencies * Positive and professional attitude with ability to work effectively in a team * Outstanding communication skills, with the ability to interact with all levels of staff * Expert multi-tasker and with the ability to prioritize accordingly * Must be proficient dealing with fast-paced, rapidly changing and often ambiguous environments; be organized and have a commitment to detail * Positive and approachable attitude * Organized and goal-oriented professional with ability to use strong analytical skills, knowledge of office administrative procedures, and strong background in office management * Results-focused individual providing high-end administrative support to various HR team members as well as various departments * Must be proficient in administrative tasks to promote continuous support and improvement of the existing system * Sound judgment and critical thinking skills and the ability to maintain confidential information * Self-motivated and the ability to work independently with little or no supervision * Strong working knowledge of Microsoft Office Suite (Word, Power Point, Excel, and Outlook) * Ability to prepare presentations, memos, and general correspondence * Provide excellent customer service Work Environment/Physical Demands The work environment characteristics described here are representative of those an employee encounters while performing the essential functions in an office environment. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Employees work under typical office conditions, and the noise level is usually quiet. While performing the duties of this job, employees are regularly required to: * sit, walk, and stand * use hands repetitively to operate standard office equipment * reach with hands and arms * lift up to 25 pounds Position Type/Expected Hours of Work Typically Mon-Fri, but may work evenings or weekends as required. Required Education and Experience High school diploma or equivalent and 3 years of related experience, or equivalent combination of education and experience. Preferred Education and Experience Associate's degree (A.A.) or equivalent

At Tenneco, we don't follow industry standards; we set them, and we don't settle for being best-in-class because we hustle to be better than best-in-class. Whether it's our Core Values - radical candor, simplify, organizational velocity, tenacious execution and win - or our Get Stuff Done (GSD) mindset, we're determined to become the most trusted partner and best manufacturer and distributor to the transportation industry. With a product portfolio as expansive as it is innovative, an obsessive commitment to quality and excellence, and a global presence, we're all about getting stuff done, so we can win. How do we make it happen? Through the Tenneco Way. Fueled by our Core Values, a winning mindset and a relentless commitment to excellence, the Tenneco Way is how we win. It's what keeps Team Tenneco bold, driven, and unapologetically focused on pushing past limits and redefining success. Here, you'll work alongside a team of relentless problem-solvers who are committed to making a tangible impact. If you're ready to break boundaries, deliver results, and enjoy the ride along the way, you'll thrive here. SUMMARY OF POSITION: Tenneco is looking for HR Supervisor for our Athens, AL manufacturing facility. The HR Supervisor oversees the Human Resource departmental functions to attain the organization's goals. Responsible for managing recruitment, human resource development, communications, wages and benefits, safety and environmental support, worker's compensation, training, and employee involvement facilitation. Have a demonstrated ability and is highly effective in creating a vision that supports positive team member relations environment. PRINCIPAL ACCOUNTABILITIES: Coach and consult team members and leaders on critical HR processes as needed in areas such as staffing initiatives, onboarding, performance management, development planning, rewards planning and policy interpretation. Serve as a local extension to align corporate business strategies to ensure desired outcomes are met. Provide recommendations on day-to-day problems and issues. Serve as a subject matter in employee relations to conduct investigations and lead cases to effective closure; advise managers on appropriate corrective actions. Understand and comply with all current plant policies and procedures. Recommend revisions to policies and practices to align with best practice and communicate accordingly throughout the Plant. Ensure compliance with all federal, state, and local employment laws Drive the alignment and execution of key people strategies that attract, train and retain employees to support the organization's short- and long-term business goals. Review trends and key people metrics. Address improvement opportunities at the plant or technical center. Provide strong communication about key business strategies, policy updates and leadership messages. Create and drive change management plans to drive major changes at the site level. Develop and lead training and development initiatives. Participates in developing department goals, objectives, and systems. Reinforce and support talent development and succession action plans in partnership with the site Leadership team. Responsible for recruiting and staffing needs including contract, full-time, salaried, and hourly positions. Act as a business partner to location's management team and other departments. Manage the coordination and execution of workforce planning for the location. Other HR duties as requested MINIMUM EDUCATION REQUIREMENTS: Bachelor's degree with 3 - 5 years of experience in Human Resources. Prefer master's degree in human resources or other related field combined with a PHR or SPHR Certificate. MINIMUM EXPERIENCE REQUIREMENTS: 3 - 5 years of experience in a manufacturing or industrial environment. Must have strong day-to-day coaching experience and interaction with Plant Manager. Exposure to the day-to-day operations of an HR department including but not limited to employment practices, policy administration, disciplinary process, and FMLA administration. Equal opportunity employer as to all protected groups, including protected veterans and individuals with disabilities

Human Resources Manager plans and carries out policies relating to all phases of human resources and employee relations activities by performing the following duties personally or through subordinates in the Human Resources Department. Human Resources Manager Essential Duties and Responsibilities: Plan, organize, and direct all Human Resources activities for 2-shift operational facility with approximately 350 employees in a non-union environment. Support, coach, counsel and advise management in areas of performance management, compensation, employment law, ethics code, work-related issues, employee relations, etc. Advocate for employee relations, support performance management and other human resources issues with both hourly and salaried staff to improve work relationships, build morale, increase productivity and retention. Be an effective partner with plant management staff in conducting investigations of employee relations issues and creating methods to enhance employee engagement. Provide an environment which enhances the human resources team toward career development while meeting or exceeding the departmental goals. Develop core HR policies and procedures, and other relevant communications to facilitate employee communication and knowledge. Work closely with management to provide HR Policy guidance and interpretation. Ensure HR presence is maintained on all shifts throughout the manufacturing environment to address concerns and monitor processes that foster and promote a climate of trust, cooperation and confidence. Analyze trends and metrics in partnership with management team to develop solutions, programs and policies. Evaluate department results in relation to established goals. Recommend new approaches, policies and procedures, to affect continual improvements in efficiency of department and services performance. Be accountable for weekly, monthly, quarterly, annual and ad hoc HR reports including headcount for the facility. Identify training needs, communicate and implement training with input from department leaders and manage costs to budget. Respond to common HR inquiries and complaints from customers, regulatory agencies. Present information to Senior and/or Plant Management, public groups and/or Corporate Leaders. Oversee recruitment efforts for production staff, interns and temporary employees; participate in on-boarding of new employees. Conduct confidential investigations and represent the Company in matters of employment-related legal actions, etc. Recommend, support, and implement continuous process improvements. Engage in continuous learning and professional development to maintain current knowledge within the field to meet required compliance and regulatory job requirements. Education and Experience: Bachelor's Degree Preferred along with 4+ Years Human Resource Management or Additional Equivalent experience. HR Leadership inside of Manufacturing Facilities Understanding of Workers Compensation Process Other Skills and Abilities: Knowledge of Microsoft Office Suite and working knowledge of HRIS systems, preferably Workday and ADP. Strong Management, Developement, and Leading of Direct Reports PRIMARY LOCATION West Point Facility

Build your best future with the Johnson Controls team As a global leader in smart, healthy and sustainable buildings, our mission is to reimagine the performance of buildings to serve people, places and the planet. Join a winning team that enables you to build your best future! Our teams are uniquely positioned to support a multitude of industries across the globe. You will have the opportunity to develop yourself through meaningful work projects and learning opportunities. We strive to provide our employees with an experience, focused on supporting their physical, financial, and emotional wellbeing. Become a member of the Johnson Controls family and thrive in an empowering company culture where your voice and ideas will be heard - your next great opportunity is just a few clicks away! What we offer: Competitive salary and bonus plan Paid vacation/holidays/sick time Comprehensive benefits package including 401K, medical, dental, and vision care On the job/cross training opportunities Encouraging and collaborative team environment Dedication to safety through our Zero Harm policy What you will do: As a part of the HR business partner organization (HRBP), you will be responsible for delivering and executing all human resources services and programs to leaders and teams to provide the organization with the best people talent available and to position the organization as the employer of choice. The position serves as a trusted advisor/consultant to enterprise leaders at director/VP and above within our Digital, Human Resources, and IT teams, regarding talent and human capital opportunities, needs and challenges. The role assesses and responds to HR-related needs as a strategic partner to the business and formulates partnerships across the HR function to deliver valuable service to management and employees that reflects the business objectives of the organization. Acts as an employee champion, talent strategist, and change agent. The position includes global human resource responsibilities for the ultimate purpose of enhancing employee engagement, productivity, and ensuring employee compliance with company policies. Maintains an effective level of business intelligence about the organization's financial position, contributes to the business strategy, shapes its culture and understands its competition. How you will do it: Partner with HR leadership to lead/support human resources programs, including the following: organizational change/effectiveness, process improvements including HR change initiatives, planning, and facilitation; recruitment and talent management, training and development, performance management, compensation administration and diversity, equity and inclusion. Understand and advise the organization on organizational design and development practices. Act as a trusted advisor for employees and management regarding HR-related issues and conflict resolution Work with managers and employees to establish and maintain a positive work environment while driving employee engagement and a high-performance culture. Leverage the full capabilities of the Human Resources (HR) organization, e.g., centers of expertise (COE's), HR service centers, and HR Investigations. Coach and consult leaders and managers on a variety of routine and complex employee relations issues. Provide training on Human Resources programs to customer groups and employees. Participate in the design and implementation of organizational changes and support with the change management process and support leaders and employees in navigating uncertainties. Foster a culture of inclusivity and promote the business benefits of a diverse and inclusive workforce through guiding leaders in achievement of DEI objectives. Leverage reputation as a neutral and approachable HR professional to identify the best solution based on the situation. Actively participate in projects/continuous improvement initiatives from design through implementation. What we look for: Required Bachelor's degree in human resources, Business Administration or related field. Minimum 6+ years experience as an HR generalist or HR Manager experience. Must have strong knowledge of process and best practice in implementation of talent acquisition, performance management, talent management and, where applicable, labor law and labor relations. Must be able to quickly gain trust and build relationships in order to guide collaborative decision making. Proven ability to manage multiple projects simultaneously. Demonstrated ability to work autonomously in ambiguous situations and adapt quickly to change, as well as guide varying levels of the organization through change. Strong process orientation: demonstrated experience in planning and execution of HR processes that deliver consistency and high levels of customer satisfaction. Desire to learn, grow and develop influential leadership skills to foster a collaborative and inclusive team culture. Communicate Strategic HR initiatives and updates to business leaders, ensuring alignment with organizational goals. Proven ability to lead, develop, and be a part of high-performing teams. Leverage technology to view and analyze data, conduct predictive modelling, and AI to make data driven recommendations. Ability to manage through conflict while maintaining strong relationships with stakeholders. Some travel may be required. Preferred Masters degree in Human Resources Experience managing others (hiring, managing performance, etc.) HIRING SALARY RANGE: $100,100 - $133,000 (Salary to be determined by the education, experience, knowledge, skills, and abilities of the applicant, internal equity, location and alignment with market data.) This role offers a competitive Bonus plan that will take into account individual, group, and corporate performance. This position includes a competitive benefits package. For details, please visit the About Us tab on the Johnson Controls Careers site at ***************************************** This will be a hybrid position (3 days in office) at our Glendale, WI office. We will consider remote internal candidates. Hybrid: #LI-Hybrid Johnson Controls International plc. is an equal employment opportunity and affirmative action employer and all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, age, protected veteran status, genetic information, sexual orientation, gender identity, status as a qualified individual with a disability or any other characteristic protected by law. To view more information about your equal opportunity and non-discrimination rights as a candidate, visit EEO is the Law. If you are an individual with a disability and you require an accommodation during the application process, please visit here.

About Oshkosh Defense, an Oshkosh company Oshkosh Defense stands behind those who dedicate their lives to protecting others. As an industry-leading tactical vehicle manufacturer, every day we strive to meet or exceed our customers' ever-changing needs with next generation defense technologies and advanced systems. We operate with unparalleled commitment to those who depend on our products and services worldwide to perform their missions. Job Description The Vice President of Human Resources for the Transport Segment is a strategic leader responsible for shaping and executing the company's people strategy in support of business growth, operational excellence, and innovation. This role partners closely with the Transport Leadership Team and business leaders to build a high-performing and engaged workforce. The Transport VP HR will also work with the enterprise HR Leadership Team in developing and overseeing HR strategy for the global organization. Key Responsibilities Strategic Leadership * Serve as a trusted advisor to Transport Leadership Team on talent strategy, workforce planning, culture, and engagement. Provide strong HR Partnership to the Segment President, including sharing perspectives and providing candid feedback * Translate business strategy into a forward-looking HR roadmap that supports growth, productivity, and innovation. * Lead change management efforts tied to transformation, automation, and evolving workforce needs. Talent & Organizational Development * Assess organizational effectiveness and guide organizational changes to be aligned with business strategy * Oversee talent acquisition strategies for the segment, including advanced manufacturing, skilled technical labor, and leadership roles. * Drive leadership development, succession planning, and performance management programs through leader engagement. * Foster a culture of continuous improvement, learning, accountability, and inclusion. Team Member Experience & Culture * Build an environment where team members feel supported, challenged, and empowered to do their best work. * Champion engagement, communication, and retention initiatives across all levels of the organization. * Partner with leaders to strengthen leader capability and team effectiveness. HR Excellence * Lead a team of HR leaders that provide partnership to segment leaders in executing our business strategy and caring for team members. * Ensure compliance with all applicable labor laws, regulations, and collective bargaining agreements. * Care for segment HR talent and build bench strength within the HR organization, including strong talent selection, effective feedback and development plans * Leverage HR analytics and technology to improve decision-making and operational efficiency. Minimum Qualifications * Bachelor's degree in Human Resources, Business Administration, or related field. * 15+ years of progressive HR leadership experience, including senior-level roles. * Proven experience supporting manufacturing, industrial, or technology-driven organizations. * Strong knowledge of employment law, labor relations, and HR best practices. Stand Out Qualifications * Master's degree or MBA. * Demonstrated success leading organizational change and scaling HR for growth. * SHRM-SCP, SPHR, or similar certification. Leadership Profile * People-first leader who genuinely cares about team member growth and well-being. * Strategic thinker with strong business acumen. * Collaborative, approachable, and trusted across all levels of the organization. * Comfortable balancing long-term strategy with hands-on execution. * Able to influence, challenge, and support leaders with confidence and empathy. #LI-KM1 Pay Range: $189,800.00 - $370,200.00 The above pay range reflects the minimum and maximum target pay for the position across all U.S. locations. Within this range, individual pay is determined by various factors, including the scope and responsibilities of the role, the candidate's experience, education and skills, as well as the equity of pay among team members in similar positions. Beyond offering a competitive total rewards package, we prioritize a people-first culture and offer various opportunities to support team member growth and success. Oshkosh is committed to working with and offering reasonable accommodation to job applicants with disabilities. If you need assistance or an accommodation due to disability for any part of the employment process, please contact us at ******************************************. Oshkosh Corporation is a merit-based Equal Opportunity Employer. Job opportunities are open for application to all qualified individuals and selection decisions are made without regard to race, color, religion, sex, national origin, age, disability, veteran status, or other protected characteristic. To the extent that information is provided or collected regarding categories as provided by law it will in no way affect the decision regarding an employment application. Oshkosh Corporation will not discharge or in any manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with Oshkosh Corporation's legal duty to furnish information. Certain positions with Oshkosh Corporation require access to controlled goods and technologies subject to the International Traffic in Arms Regulations or the Export Administration Regulations. Applicants for these positions may need to be "U.S. Persons," as defined in these regulations. Generally, a "U.S. Person" is a U.S. citizen, lawful permanent resident, or an individual who has been admitted as a refugee or granted asylum.

The Plant HR Manager plans and carries out policies relating to all phases of human resources and employee relations activities by performing the following duties personally or through subordinates in the Human Resources Department. Reports to: VP Human Resources & Community Affairs - Direct Plant Manager - Indirect Essential Duties and Responsibilities: Plan, organize, and direct all Human Resources activities for 2-shift operational facility with approximately 400 employees in a nonunion environment. Support, coach, counsel and advise management in areas of performance management, compensation, employment law, ethics code, work-related issues, etc. Advocate for employee relations, support performance management and other human resources matters with both hourly and salaried staff to improve work relationships, build morale, increase productivity and retention. Be an effective partner with plant management staff in conducting investigations of employee relations issues and creating methods to enhance employee engagement. Provide an environment which enhances the human resources team toward career development while meeting or exceeding the departmental goals. Develop core HR policies and procedures, and other relevant communications to facilitate employee communication and knowledge. Work closely with management to provide HR Policy guidance and interpretation. Ensure HR presence is maintained on all shifts throughout the manufacturing environment to address concerns and monitor processes that foster and promote a climate of trust, cooperation and confidence. Analyze trends and metrics in partnership with management team to develop solutions, programs and policies. Evaluate department results in relation to established goals. Recommend new approaches, policies and procedures, to affect continual improvements in efficiency of department and services performance. Be actively engaged in community activities and champion employee engagement activities. Be accountable for weekly, monthly, quarterly, annual and ad hoc HR reports including headcount for the facility. Identify training needs, communicate and implement training with input from department leaders and manage costs to budget. Respond to common HR inquiries and complaints from customers and regulatory agencies. Present information to Senior and/or Plant Management, public groups and/or Corporate Leaders. Oversee recruitment efforts for production staff, interns and temporary employees; participate in on-boarding of new employees. Conduct confidential investigations and represent the Company in matters of employment-related legal actions, etc. Recommend, support, and implement continuous process improvements. Engage in continuous learning and professional development to maintain current knowledge within the field to meet required compliance and regulatory job requirements. Education and Experience: Bachelor's degree in human resources or related field or five to ten years related experience and/or training; equivalent combination of education and experience. Other Skills and Abilities: Knowledge of Microsoft Office Suite and working knowledge of HRIS systems, preferably Workday and ADP. PRIMARY LOCATION Bridgewater Interiors III

Defense, an Oshkosh company Oshkosh Defense stands behind those who dedicate their lives to protecting others. As an industry-leading tactical vehicle manufacturer, every day we strive to meet or exceed our customers' ever-changing needs with next generation defense technologies and advanced systems. We operate with unparalleled commitment to those who depend on our products and services worldwide to perform their missions. Job Description The Vice President of Human Resources for the Transport Segment is a strategic leader responsible for shaping and executing the company's people strategy in support of business growth, operational excellence, and innovation. This role partners closely with the Transport Leadership Team and business leaders to build a high-performing and engaged workforce. The Transport VP HR will also work with the enterprise HR Leadership Team in developing and overseeing HR strategy for the global organization. Key Responsibilities Strategic Leadership Serve as a trusted advisor to Transport Leadership Team on talent strategy, workforce planning, culture, and engagement. Provide strong HR Partnership to the Segment President, including sharing perspectives and providing candid feedback Translate business strategy into a forward-looking HR roadmap that supports growth, productivity, and innovation. Lead change management efforts tied to transformation, automation, and evolving workforce needs. Talent & Organizational Development Assess organizational effectiveness and guide organizational changes to be aligned with business strategy Oversee talent acquisition strategies for the segment, including advanced manufacturing, skilled technical labor, and leadership roles. Drive leadership development, succession planning, and performance management programs through leader engagement. Foster a culture of continuous improvement, learning, accountability, and inclusion. Team Member Experience & Culture Build an environment where team members feel supported, challenged, and empowered to do their best work. Champion engagement, communication, and retention initiatives across all levels of the organization. Partner with leaders to strengthen leader capability and team effectiveness. HR Excellence Lead a team of HR leaders that provide partnership to segment leaders in executing our business strategy and caring for team members. Ensure compliance with all applicable labor laws, regulations, and collective bargaining agreements. Care for segment HR talent and build bench strength within the HR organization, including strong talent selection, effective feedback and development plans Leverage HR analytics and technology to improve decision-making and operational efficiency. Minimum Qualifications Bachelor's degree in Human Resources, Business Administration, or related field. 15+ years of progressive HR leadership experience, including senior-level roles. Proven experience supporting manufacturing, industrial, or technology-driven organizations. Strong knowledge of employment law, labor relations, and HR best practices. Stand Out Qualifications Master's degree or MBA. Demonstrated success leading organizational change and scaling HR for growth. SHRM-SCP, SPHR, or similar certification. Leadership Profile People-first leader who genuinely cares about team member growth and well-being. Strategic thinker with strong business acumen. Collaborative, approachable, and trusted across all levels of the organization. Comfortable balancing long-term strategy with hands-on execution. Able to influence, challenge, and support leaders with confidence and empathy. #LI-KM1 Pay Range: $189,800.00 - $370,200.00 The above pay range reflects the minimum and maximum target pay for the position across all U.S. locations. Within this range, individual pay is determined by various factors, including the scope and responsibilities of the role, the candidate's experience, education and skills, as well as the equity of pay among team members in similar positions. Beyond offering a competitive total rewards package, we prioritize a people-first culture and offer various opportunities to support team member growth and success. Oshkosh is committed to working with and offering reasonable accommodation to job applicants with disabilities. If you need assistance or an accommodation due to disability for any part of the employment process, please contact us at ******************************************. Oshkosh Corporation is a merit-based Equal Opportunity Employer. Job opportunities are open for application to all qualified individuals and selection decisions are made without regard to race, color, religion, sex, national origin, age, disability, veteran status, or other protected characteristic. To the extent that information is provided or collected regarding categories as provided by law it will in no way affect the decision regarding an employment application. Oshkosh Corporation will not discharge or in any manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with Oshkosh Corporation's legal duty to furnish information. Certain positions with Oshkosh Corporation require access to controlled goods and technologies subject to the International Traffic in Arms Regulations or the Export Administration Regulations. Applicants for these positions may need to be "U.S. Persons," as defined in these regulations. Generally, a "U.S. Person" is a U.S. citizen, lawful permanent resident, or an individual who has been admitted as a refugee or granted asylum.

We are the movers of the world and the makers of the future. We get up every day, roll up our sleeves and build a better world -- together. At Ford, we're all a part of something bigger than ourselves. Are you ready to change the way the world moves? As part of our Human Resources team, you'll help us attract, hire and retain the top talent we need to achieve our bold vision. You'll play a vital role in defining, developing and maintaining the winning culture that empowers diverse individuals to work together and create the impossible. We're seeking change leaders, talent strategists, employee advocates and culture architects to enable our teams, partners, and businesses to do and be their best. In this position... The Plant HR Director leads all HR functions within a unionized manufacturing plant, strategically aligning HR with business objectives and company values. This pivotal role partners closely with Plant Leadership and central HR teams to deliver impactful HR programs and services across the entire employee lifecycle (hourly and salaried). You will oversee talent initiatives, including staffing, performance management, employee relations, and local union contract negotiations, ensuring compliance with labor laws. Reporting to the Regional HR Sr. Director, you will have full management authority for all HR personnel actions within the plant. Responsibilities What you'll do… Strategic HR Leadership: Align plant HR strategies with overall business objectives. Provide expert HR consulting and strategic guidance to Plant Leadership, fostering strong relationships with key stakeholders to drive cultural change. Union & Labor Relations: Lead and interpret local collective bargaining agreements, actively participate in negotiations, and manage the resolution of union-related issues, grievances, and disciplinary matters, ensuring fairness and compliance. Talent Management & Development: Own accountability for all talent management responsibilities within the plant, including staffing, performance management, disciplinary actions, and terminations. Lead, coach, and develop the Plant HR team. HR Operations & Compliance: Implement Corporate Labor and salaried COE products/services. Conduct investigations and manage disciplinary processes. Ensure strict compliance with all employment laws, regulations, and company policies. Monitor key HR metrics and leverage lean methodologies for continuous improvement. Employee Experience & Engagement: Foster a positive and inclusive employee experience (hourly and salaried) through proactive initiatives, feedback mechanisms, and strategic resolution of complex employee relations challenges. Safety & Community Engagement: Collaborate with safety and occupational health leads to improve safety performance and employee wellness. Oversee interactions with local governmental agencies and coordinate charitable activities. Qualifications You'll have… Bachelor's Degree in Human Resources, Organizational Development, or a related field. 8-10 years of progressive HR experience, with at least 3-5 years in a leadership role focused on HR operations and strategic HR leadership within a manufacturing or industrial setting. Significant expertise in driving transformation within a major multinational corporation. Proven experience working in a Plant environment. Even better, you'll have… SPHR or SHRM-SCP certification. Master's Degree. You may not check every box, or your experience may look a little different from what we've outlined, but if you think you can bring value to Ford Motor Company, we encourage you to apply! As an established global company, we offer the benefit of choice. You can choose what your Ford future will look like: will your story span the globe, or keep you close to home? Will your career be a deep dive into what you love, or a series of new teams and new skills? Will you be a leader, a changemaker, a technical expert, a culture builder…or all of the above? No matter what you choose, we offer a work life that works for you, including: Immediate medical, dental, vision and prescription drug coverage Flexible family care days, paid parental leave, new parent ramp-up programs, subsidized back-up child care and more Family building benefits including adoption and surrogacy expense reimbursement, fertility treatments, and more Vehicle discount program for employees and family members and management leases Tuition assistance Established and active employee resource groups Paid time off for individual and team community service A generous schedule of paid holidays, including the week between Christmas and New Year's Day Paid time off and the option to purchase additional vacation time. This position is a leadership level 5. For more information on salary and benefits, click here: ***************************** Visa sponsorship is not available for this position. Candidates for positions with Ford Motor Company must be legally authorized to work in the United States. Verification of employment eligibility will be required at the time of hire. We are an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, religion, color, age, sex, national origin, sexual orientation, gender identity, disability status or protected veteran status. In the United States, if you need a reasonable accommodation for the online application process due to a disability, please call **************. #LI-Onsite #LI-SL2

The Vice President of Human Resources is a strategic leader responsible for shaping and executing enterprise-wide talent strategies that enable the organization's future workforce needs. This role partners closely with the Chief People Experience Officer to drive innovation in HR, advance end-to-end talent strategies, and foster a culture of connection and belonging. The VP will oversee multiple HR functions, including Talent Management, HRIS, HR Business Partners, Talent Acquisition, and Community & Connection. As the workplace continues to evolve, the VP of HR will play a critical role in guiding the organization through digital transformation and shaping the future workforce. This includes integrating artificial intelligence (AI) and advanced technologies into HR practices, building AI-ready capabilities across the enterprise, and ensuring ethical, responsible use of emerging technologies in partnership with IT. Success is measured by business outcomes (growth, productivity, quality), workforce health (engagement, retention, skills readiness), and risk control (compliance, data privacy, regulatory adherence). Key Responsibilities Strategic Workforce Planning & Leadership: Collaborate with the Chief People Experience Officer to anticipate future workforce needs and design strategies that align with organizational goals. Translates business strategy into a multi-year HR and workforce strategy, including skills, capacity, and productivity. Defines and continuously improves the HR operational model with clear roles, SLAs, and governance. Builds, creates and automates people analytics that supports the business and the people experience function in understanding how to best leverage the existing workforce and build flexible teams Develops and executes a comprehensive strategy that drives organizational performance, fosters an inclusive culture, and supports business growth. Partners with executive leadership to identify future workforce needs and builds strategies to attract, develop, and retain top talent. Drives enterprise-wide change initiatives, particularly those related to digital transformation, automation, and adoption of AI-enhanced capabilities. Serves as a trusted advisor to senior leadership on workforce trends, organizational design, and talent priorities. Provides strategic HRBP support for the Chief People Experience Officer. AI & Future of Work Leadership Champions the integration of AI into HR processes, including recruiting, onboarding, workforce planning, learning, talent management, and employee support. Builds organizational readiness for AI by developing frameworks and upskilling strategies and guidelines for responsible and ethical AI use. Collaborates with IT, Legal, and business units to evaluate and implement HR technologies, ensuring transparency, trust, and data privacy. Monitors AI trends, emerging technologies, and future-of-work research to anticipate impacts and guide proactive organizational strategy. Talent Strategy Leadership: Owns talent acquisition strategy and internal mobility programs. Oversees recruitment and workforce planning to ensure the right talent is in place for today and tomorrow. Provides strategic guidance for HR Business Partner and Employee Relations teams by ensuring fair and consistent practices that build trust and engagement, while aligning these efforts with the overall dynamic business strategy. People Innovation & Enablement: Oversees the People Innovation & Enablement function, ensuring seamless delivery of HR services, operational excellence, and continuous process improvement across the employee lifecycle. Oversees HRIS strategy, implementation, and optimization, ensuring an integrated systems architecture that supports data integrity, automation, and scalable HR service delivery. Drives HR technology roadmap in partnership with IT, evaluating and implementing platforms for workforce management, employee experience, talent analytics, and AI-enabled tools. Establishes governance frameworks for HR systems, ensuring compliance with data privacy regulations, security protocols, and ethical use of employee data. Owns talent management and development strategy functions including succession planning, leadership development programs, performance enablement, and career pathing frameworks. Oversees the design and delivery of learning strategies that build both foundational and advanced capabilities, ensuring workforce readiness for current and future business needs. Leads enterprise-wide workforce enablement initiatives, including upskilling programs, competency frameworks, and change management strategies along with competency management. Partners with cross-functional leaders to integrate talent development priorities with business objectives, measuring impact through workforce analytics and business outcomes. Drives documentation and standardization of People Operations processes, creating scalable operating models that support growth and organizational agility. Ensures HR systems and operations evolve to support AI-augmented work, including workflow automation, intelligent case management, and predictive workforce planning tools. Community & Connection: Champion initiatives that strengthen employee engagement, inclusion, and organizational culture. Drives initiatives that promote inclusion and belonging across the organization. Supports the Chief People Experience Officer in the BCBSA Foundation Strategy and the delivery and support of our community partnership with our BCBSA affiliated partnership, as well as support and enable community impact and giving across the Blue System. Fosters a values-driven and inclusive culture that embraces learning, innovation, ambiguity, and adaptability. Evolves the employee value proposition (EVP) to reflect modern expectations, including flexible work, meaningful development, and purposeful work supported by intelligent technologies. Drives employee experience across the lifecycle with measurable outcomes. Team Leadership: Directs and develops a high-performing HR leadership team across multiple disciplines. Enhances HR operations through automation, workflow optimization, and data-driven decision-making. Ensures compliance with all federal, state, and local employment laws, as well as emerging regulations related to AI and data ethics. Oversees the HR analytics strategies to provide actionable insights on organizational health, workforce trends, and talent performance. Drives process documentation, process optimization and a scalable and adaptable talent organization. Partners with compensation & benefits to ensure market-competitive, equitable and transparent total rewards. Key Competencies & Capabilities AI & Digital Fluency Understanding of AI's role in HR and talent management, including generative AI, predictive analytics, and automation. Ability to evaluate AI solutions and integrate them responsibly into HR practices. Skill in leading workforce AI upskilling, including change management and adoption strategies. Strategic & Systems Thinking Ability to take a long-term, enterprise-wide view of workforce strategy in a dynamic, AI-accelerated environment. Strong capability to translate strategy into executable, scalable employee programs. Leadership & Influence Executive presence with the ability to influence senior leaders and serve as a trusted advisor. Experience leading through ambiguity and driving transformation at scale. People-Centric Design Commitment to designing human-centered programs that balance technology, empathy, and business outcomes. Data-Driven Decision-Making Ability to use analytics, insights, and predictive tools to guide strategies across talent, culture, and workforce planning. Change Management Proven skill in managing organizational change and enabling workforce adoption of new technologies and ways of working. Program Management Proven skill in driving sustainable, documented processes across an Enterprise for sustainable results. The posted salary range is the lowest to highest salary we, in good faith, believe we would pay for this role at the time of this posting. We may ultimately pay more or less than the hiring range and this hiring range may also be modified in the future. A candidate's position within the hiring range may be based on several factors including, but not limited to, specific competencies, relevant education, qualifications, certifications, relevant experience, skills, seniority, performance, shift, travel requirements, and business or organizational needs. This job is also eligible for annual bonus incentive pay. We offer a comprehensive package of benefits including paid time off, 11 holidays, medical/dental/vision insurance, generous 401(k) matching, lifestyle spending account and many other benefits to eligible employees. Note: No amount of pay is considered to be wages or compensation until such amount is earned, vested, and determinable. The amount and availability of any bonus, commission, or any other form of compensation that are allocable to a particular employee remains in the Company's sole discretion unless and until paid and may be modified at the Company's sole discretion, consistent with the law.

The Role: As a Human Resource Manager at Lou Sobh Automotive, you will be a cultural carrier and play an essential role in supporting employees across our growing business. You will support the teammates by maintaining systems and processes that are critical to providing a great employee experience. You will be the first point of contact for helping teammates navigate all on-boarding, payroll, and benefits. You will also handle all post employment events and requirements. Your Responsibilities Run our on-boarding program (orientation, system entry, paperwork validation, background check administration) and be the first point of contact for our multi- location employee base Assist in recruitment and hiring Execute HR operational processes and services with a focus on employee experience and data integrity Be the first point of contact for employee questions and employment verification requests. Escalate issues to other members of the team, if appropriate. Maintain documentation for manager and employee self-service Respond and resolve requests from teammates on all Programs (Payrolls & Benefits) Identify and drive process improvement efforts, leveraging HR systems to automate and eliminate manual work where possible Support with reporting, dashboards, and metrics to drive decision-making Assist in audits and compliance reporting Partner with our Payroll teammates and be the point of contact for submitting any updates (compensation changes, state benefits coordination etc.) ahead of payroll processing What We're Looking For A positive attitude and passion to learn. This role is a high touch and high impact role with lots of opportunities to influence culture. A deep desire to be a champion of culture for Lou Sobh Automotive through interactions with employees and desire to make employee experiences simple, pleasant and productive Expert organizational skills and an ability to prioritize effectively - you can easily handle multiple tasks at the same time. Experience with multiple HR areas including HRIS, Payroll, Benefits and Compliance Strong passion for delivering impeccable work and adding value through doing things with high level of craftsmanship and attention to detail Systems and process orientation with excellent attention to detail Comfort in analyzing data Empathetic, mature and employee-oriented in communication We are open to an individual who would like to bring some skills but needs some more experience to gain the full skills needed to be successful. REQUIRED QUALIFICATIONS & SKILLS Degree in Human Resources, Business Administration, or a related field In-depth knowledge of HR principles, labor laws, and industry best practices. Strong understanding of talent acquisition strategies and recruitment techniques. Demonstrated experience in employee relations, conflict resolution, and performance management. Excellent communication and interpersonal skills, with the ability to build and maintain relationships at all levels. Exceptional problem-solving and decision-making abilities. High level of integrity and ability to handle sensitive and confidential information. HR certifications (e.g., SHRM-SCP, PHR, SPHR) are highly desirable. Lou Sobh Automotive is an Equal Opportunity Employer

Continental is a leading tire manufacturer and industry specialist that develops and produces sustainable, safe and convenient solutions for automotive manufacturers as well as industrial and end customers worldwide. Founded in 1871, the company generated sales of 39.7 billion in 2024 and currently employs around 95,000 people in 54 countries and markets. ContiTech is one of the world's leading industry specialists. The Continental group sector offers its customers connected, environment-friendly, safe and convenient industry and service solutions using a range of materials for off-highway applications, on rails and roads, in the air, under and above the ground, in industrial environments, for the food sector and the furniture industry. With about 39,000 employees in more than 40 countries and sales of some 6.4 billion euros (2024), the global industrial partner is active with core branches in Asia, Europe and North and South America. We're looking for a motivated team member who is eager to grow, learn, and make an impact. This role is a great opportunity for someone ready to take the next step in their career and apply their existing skills in new ways. We value curiosity, adaptability, and a strong desire to continue developing professionally. If you're passionate about learning and contributing to a collaborative environment, we'd love to hear from you. In this role you will perform human relations functions to help build a strong organizational team of motivated and competent associates. Participates in day-to-day operations of the Human Resource office through administration of policies, procedures and programs. Responsibility in all HR related functional areas including payroll administration, leave administration, administration activities associated with the union contract, training and development, benefits, compensation, Human Resource Information System (HRIS) and recruiting. HOW YOU WILL MAKE AN IMPACT + Payroll lead for the location. Includes all weekly payroll activities. + Primary leave coordinator for the location. Including tracking of attendance and FML. + Assist with recruiting and selection processes, mainly for plant associate positions. Inclusive of candidate tracking through the use of necessary recruiting tools and software. + Enter data in an accurate and timely manner into the Human Resource Information System (HRIS) + Assist in planning and coordinating employee relations and recognition events + Develop and maintain a positive relationship with Union leadership + Assists in conflict resolution with all levels of the organization + Performs new employee onboarding, inclusive of benefits enrollment activities + Assists in the annual benefits open enrollment process and employee benefits administration + Responsible for the location Affirmative Action Plan + Participate and lead select employee committees. WHAT YOU BRING TO THE TABLE + Bachelor's degree in Human Resource Management or related Business or Social Science field. + Internships/work within the field of HR + Must possess and embody the highest level of professionalism and ethical standards. + Must possess outstanding interpersonal skills, including skills in conflict resolution. + Must be able to manage multiple projects with minimal supervision + Must be able to work in a fast-paced environment and adapt to frequent interruptions and change. + Must have the ability to work with all levels of the organization + Demonstrated capabilities relevant to the role, with the ability to apply prior experience in new or broader contexts. + Strong learning agility and openness to developing new skills. + Proven ability to collaborate, take initiative, and adapt to changing priorities. ADDITIONAL WAYS TO STAND OUT + 2+ years of experience within HR + Preference for individuals with HR experience within a manufacturing environment. + SHRM Certified Professional (SHRMSCP) or Professional of Human Resources (PHR) certification preferred · Legal authorization to work in the U.S. is required. We will not sponsor individuals for employment visas now or in the future for this job posting. THE PERKS · Immediate Benefits · Paid Time Off · Tuition Assistance & Employee Discounts · Employer 401(k) Match · Competitive Bonus Programs · Employee Assistance Program · Future Growth Opportunities, including personal and professional · And many more benefits that come with working for a global industry leader! EEO / AA / Disabled / Protected Veteran Employer. Continental offers equal employment opportunities to all qualified individuals, without regard to unlawful consideration to race, color, sex, sexual orientation, gender identity, age, religion, national origin, disability, veteran status, or any other status protected by applicable law. In addition, as a federal contractor, Continental complies with government regulations, including affirmative action responsibilities, where they apply. To be considered, you must apply for a specific position for which Continental has a current posted job opening. Qualifying applications will be considered only for the specific opening(s) to which you apply. If you would like to be considered for additional or future job openings, we encourage you to reapply for other opportunities as they become available. Further, Continental provides reasonable accommodations to qualified individuals with a disability. If you need assistance in the application process, please reply to ******************** or contact US Recruiting at ************. This telephone line and email address are reserved solely for job seekers with disabilities requesting accessibility assistance or an accommodation in the job application process. Please do not call about the status of your job application, if you do not require accessibility assistance or an accommodation. Messages left for other purposes, such as following up on an application or non-disability related technical issues, will not receive a call back. **EEO-Statement:** EEO / Disabled / Protected Veteran Employer. Continental offers equal employment opportunities to all qualified individuals, without regard to unlawful consideration to race, color, sex, sexual orientation, gender identity, age, religion, national origin, disability, veteran status, or any other status protected by applicable law. In addition, as a federal contractor, Continental complies with government regulations, including affirmative action responsibilities for qualified individuals with a disability and protected veterans, where they apply. To be considered, you must apply for a specific position for which Continental has a current posted job opening. Qualifying applications will be considered only for the specific opening(s) to which you apply. If you would like to be considered for additional or future job openings, we encourage you to reapply for other opportunities as they become available. Further, Continental provides reasonable accommodations to qualified individuals with a disability. If you need assistance in the application process, please reply to ******************** or contact US Recruiting at ************. This telephone line and email address are reserved solely for job seekers with disabilities requesting accessibility assistance or an accommodation in the job application process. Please do not call about the status of your job application, if you do not require accessibility assistance or an accommodation. Messages left for other purposes, such as following up on an application or non-disability related technical issues, will not receive a call back. Ready to drive with Continental? Take the first step and fill in the online application.

The Ed Napleton Automotive Group is looking for our next Human Resources and Payroll Administrator. This is an exciting opportunity in a growing, fast-paced industry. Located at Toyota of Brookfield, the Human Resources and Payroll Administrator is responsible for running payroll for dealership employees and coordinating with the Human Resources Department to ensure correct employee data. Take advantage of this rare opportunity to join one of the country's largest and most successful automotive dealership groups and Apply Today! The Ed Napleton Automotive Group is affiliated with over 25 brands of new vehicles and 50+ dealerships throughout seven states. Our strength comes from the more than 3,500 employees nationwide. We are currently the tenth largest automotive group in the country, providing incredible growth opportunity. What We Offer: Competitive compensation plans Family Owned and Operated - 90+ years in business! Medical, Dental, and Vision Insurance 401K and additional benefits Accrued Vacation Time Discounts on products, services, and vehicles Growth Opportunity Job Responsibilities: Compile and record employee time and payroll data. Compute employees' time worked, production, and commission. Assist with in-bound inquiries regarding employee's pay and previously ran payrolls. Process and issue employee paychecks and statements of earnings and deductions. Compute wages and deductions and enter data into computers. Review time sheets, work charts, wage computation, and other information to detect and reconcile payroll discrepancies. Compile employee time, production, and payroll data from time sheets and other records. Process paperwork for new employees and enter employee information into the payroll system. Verify attendance, hours worked, and pay adjustments, and post information onto designated records. Must be able to multitask in a high-functioning, detail-oriented, fast-paced environment that will require a sense of urgency and ability to prioritize. Attendance and dependability are a must as this position will support multiple departments daily. Job Requirements: Experience and efficiency in the Microsoft Office Suite and PDF documents At least 3 years of previous payroll processing experience with CDK experience preferred. Automotive dealership experience preferred. Strong knowledge of math and accounting. Organizational skills with a focus on detail orientation. Excellent communication skills. Multi-line phone experience preferred Professional appearance is required Ability to process, document, and record information accurately Ability to communicate with supervisors, peers, or subordinates Ability to evaluate information to determine compliance with standards Ability to organize, plan and prioritize work 18+ years of age or older to comply with the company driving policy We are an equal opportunity employer and prohibit discrimination/harassment without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state, or local laws

The Director of Human Resources is a strategic business partner to regional leadership, accountable for aligning people strategy with business outcomes across the U.S. and Mexico. This role leads a distributed Human Resources team, builds leader capability, and operationalizes talent, culture, and workforce plans that drive growth, productivity, and retention. The director balances strategic foresight with operational execution, bringing data-driven insights to shape decisions on organization design, talent pipeline, culture, and change leadership. Essential Job Functions include, but are not limited to, the following: Strategic Business Partnering Serve as a trusted advisor to North America P&L leaders--challenging assumptions, framing tradeoffs, and translating business strategy into actionable people initiatives. Build and execute a North America people plan aligned to annual operating plans: workforce strategy, capability building, leadership depth, and culture priorities. Use people analytics (e.g., turnover, engagement, critical role health) to bring data-driven insights to business leaders. Talent Strategy & Workforce Planning Own regional workforce planning: demand forecasting, internal mobility, strategic hiring plans, and succession for critical roles. Partner with COEs on leadership development, succession planning, and high-potential acceleration programs tailored to regional needs. Ensure disciplined performance management and calibration processes differentiate impact and potential. Organization Effectiveness & Change Leadership Lead org design efforts to improve speed, clarity, and cost. Drive change management for transformations (e.g., growth expansions, consolidations, system rollouts) with stakeholder mapping, communication plans, and adoption metrics. Culture, Engagement & Employee Experience Translate Shape culture into region-specific behaviors and steward engagement and action planning with visible impact. Ensure managers are equipped with skills for coaching, feedback, inclusion, and psychological safety. Own the regional voice-of-employee insights--close the loop with measurable improvements. Total Rewards & Compliance (North America) Partner with Total Rewards on competitive pay, pay equity reviews, incentives, and benefits optimization for U.S. and Mexico. Oversee North American compliance: employment law, policy, investigations, and labor relations where applicable. Drive consistent, simple HR processes that meet regulatory requirements and improve employee experience. HR Operations & Technology Lead and track the US operations implementation of all people aspects of the Shape Excellence System Roadmap Partner with HR Ops to ensure reliable, scalable processes (HRIS, onboarding, data integrity). Champion adoption of HR tech and self-service; reduce manual work through automation and standardization. Establish dashboards and routines for leaders to self-serve insights.

The Director of Human Resources is a strategic business partner to regional leadership, accountable for aligning people strategy with business outcomes across the U.S. and Mexico. This role leads a distributed Human Resources team, builds leader capability, and operationalizes talent, culture, and workforce plans that drive growth, productivity, and retention. The director balances strategic foresight with operational execution, bringing data-driven insights to shape decisions on organization design, talent pipeline, culture, and change leadership. Essential Job Functions include, but are not limited to, the following: Strategic Business Partnering * Serve as a trusted advisor to North America P&L leaders--challenging assumptions, framing tradeoffs, and translating business strategy into actionable people initiatives. * Build and execute a North America people plan aligned to annual operating plans: workforce strategy, capability building, leadership depth, and culture priorities. * Use people analytics (e.g., turnover, engagement, critical role health) to bring data-driven insights to business leaders. Talent Strategy & Workforce Planning * Own regional workforce planning: demand forecasting, internal mobility, strategic hiring plans, and succession for critical roles. * Partner with COEs on leadership development, succession planning, and high-potential acceleration programs tailored to regional needs. * Ensure disciplined performance management and calibration processes differentiate impact and potential. Organization Effectiveness & Change Leadership * Lead org design efforts to improve speed, clarity, and cost. * Drive change management for transformations (e.g., growth expansions, consolidations, system rollouts) with stakeholder mapping, communication plans, and adoption metrics. Culture, Engagement & Employee Experience * Translate Shape culture into region-specific behaviors and steward engagement and action planning with visible impact. * Ensure managers are equipped with skills for coaching, feedback, inclusion, and psychological safety. * Own the regional voice-of-employee insights--close the loop with measurable improvements. Total Rewards & Compliance (North America) * Partner with Total Rewards on competitive pay, pay equity reviews, incentives, and benefits optimization for U.S. and Mexico. * Oversee North American compliance: employment law, policy, investigations, and labor relations where applicable. * Drive consistent, simple HR processes that meet regulatory requirements and improve employee experience. * HR Operations & Technology * Lead and track the US operations implementation of all people aspects of the Shape Excellence System Roadmap * Partner with HR Ops to ensure reliable, scalable processes (HRIS, onboarding, data integrity). * Champion adoption of HR tech and self-service; reduce manual work through automation and standardization. * Establish dashboards and routines for leaders to self-serve insights. Position Skills and Experience Requirements: The requirements listed below are representative of the knowledge, skill and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform essential job functions. * Experience Requirement * Bachelor's degree required; Master's in HR/Business or relevant certifications (e.g., SHRM-SCP, CHRL/CHRP) preferred. * 10--12+ years progressive HR leadership experience in manufacturing industry, with 5+ years directly supporting senior business leaders as a strategic HRBP. * Experience leading multi-site, cross-border HR across the U.S. and Mexico. * Experience with the implementation of the human aspects of Toyota Production System * Proven track record in org design, workforce planning, succession, and change leadership. * Technical Competencies * Fluent in English * Strong analytical and storytelling skills--able to convert data into decisions and action. * Expertise in North American employment practices and regulatory landscape. * Program Administration * Compliance management * Employee relations * Integrated talent management * Organization design and development * SES leadership * HRIS * Leadership Capabilities * VISION : Envisions a desired future and generates excitement by conveying a compelling, shared vision * DEVELOPMENT : Fosters a development culture by encouraging all team members to embrace a growth mindset and taking actions daily to develop themselves and those around them * COMMUNICATION : Communicates well and frequently provides explanations to stakeholders * TRUST : Influences others by building credibility and positive relationships rather than relying on authority to generate momentum around Shape priorities * PROBLEM SOLVING : Continuous improvement and the use of proven, problem-solving methodologies * Foundational Capabilities : * Ability to lead cross-functional teams * Relationship building and inclusion * Customer focus * Influencing : strong influence and communication skills across levels and cultures * Change navigation : agility and adaptability

Start your career with one of Oklahoma's premier family-owned automotive groups. Bill Knight Automotive represents award-winning dealerships across the state, including Bill Knight Ford (Tulsa), Bill Knight Ford of Stillwater, Bill Knight Ford of Bartlesville, Bill Knight Ford of Vinita, Bill Knight Lincoln, Volvo Cars of Tulsa, and Bill Knight Mitsubishi. With over 300 team members and a culture built on integrity, growth, and long-term careers, there's no better place to build your future. Position Summary The Human Resources Manager will lead and manage HR operations across six dealership locations with approximately 300 employees. This role ensures compliance with employment laws, manages recruitment and retention, oversees benefits and payroll administration, and develops policies and processes that support organizational growth. The HR Manager will serve as a strategic partner to leadership and a resource to employees, fostering a positive workplace culture. Key Responsibilities Strategic HR Leadership Partner with executive leadership to align HR strategy with organizational goals. Develop and implement HR policies, procedures, and best practices for consistency across all locations. Lead initiatives to enhance employee engagement, retention, and development. Recruitment & Staffing Manage full-cycle recruiting, onboarding, and orientation processes. Partner with department managers to forecast staffing needs. Establish consistent hiring practices across all locations. Employee Relations & Compliance Serve as the primary point of contact for employee relations issues. Ensure compliance with all federal and state employment laws (FMLA, ADA, EEOC, OSHA, etc.). Investigate workplace concerns and recommend corrective action. Compensation, Benefits, and Payroll Administer and evaluate employee benefit programs (health insurance, retirement, leave policies). Oversee payroll accuracy and compliance, in coordination with accounting/finance. Benchmark compensation to remain competitive in the market. Training & Development Develop training programs for managers on performance management, compliance, and leadership skills. Coordinate employee training to improve skills, compliance awareness, and career growth. Culture & Engagement Lead diversity, equity, and inclusion initiatives. Coordinate employee engagement programs, recognition, and feedback systems. Qualifications Bachelor's degree in Human Resources, Business Administration, or related field. 5+ years progressive HR experience, preferably in multi-location environments. Strong knowledge of HR laws and best practices. Excellent interpersonal and communication skills. PHR/SPHR or SHRM-CP/SCP certification preferred.

Here at Griffin Resources we very excited to expand through natural growth. We are an organizational development consulting firm specializing in all areas of human resources and business development for small to mid-size companies. These areas of business help provide a strong foundation for companies while supporting the needs for their employees. The Human Resources Manager will be a dedicated fractional resource for long term assignments for multiple clients. As a fractional resource, you will infiltrate the client company as their own and operate as an inside HR Manager for the length of the assignment. This team member will be a part of a fast-growing consulting firm with room for job expansion and enrichment. This is a part-time, on-site position located in St Petersburg, FL. Starting pay is $17-19/hour. Performance Expectations: Delivers HR Services and makes recommendations to clients regarding benefits, compensation, employee relations, training and development, and information systems. Manages client activities and on-site visits to create and develop strong business relationships, retain clients, ensure quality service, and build revenue. Informs and educates clients about HR policies, procedures, performance management, recruitment, and employee relations issues. Works with HR Director to develop appropriate strategies for clients regarding employee relations, disciplinary action, operations, and performance issues. Assists clients with resolution of employee issues pertaining to leaves of absence, workers' compensation, and disability accommodations Responds to benefits inquiries from managers and employees on plan provisions, benefits enrollments, status changes and other general inquiries. Manages the talent acquisition process, which may include recruitment, interviewing, and hiring of qualified job applicants; collaborates with departmental managers to understand skills and competencies required for openings. Processes payroll transactions including salaries, benefits, garnishments, taxes, and other deductions; ensures accurate and timely processing of payroll updates including new hires, terminations, and changes to pay rates. Develops and maintains working knowledge of all HR Services. Creates and edits client handbooks, policies and supporting documentation timely. Promotes HR Services products and services to fulfill ongoing client requests. Gathers and maintains client service data in client information systems. Recommends, coordinates, and delivers training for clients and their employees. Delivers presentations that meet high-quality standards. Maintains knowledge of trends and changes in Human Resources legislation, and conveys local, state, and federal laws to clients to maintain compliance. Understands details of benefit and insurance plans related to the PEO co-employer relationship. Advises the client on issues regarding Section 125, healthcare, and retirement plans with assistance from other areas within the HRS division. Be personally accountable and deliver on commitments.

Dana is a global leader in the supply of highly engineered driveline, sealing, and thermal-management technologies that improve the efficiency and performance of vehicles with both conventional and alternative-energy powertrains. Serving two primary markets - passenger vehicle and commercial truck - Dana provides the world's original-equipment manufacturers and the aftermarket with local product and service support through a network of nearly 100 engineering, manufacturing, and distribution facilities. Job Purpose This position is located in Napoleon, Ohio. The facility is a Dana final assembly plant for the Ford Bronco and Ranger products. Job Duties and Responsibilities * Lead talent acquisition and talent management activities for hourly personnel (temporary services, direct hire personnel and internal talent activities) including pre-employment and on-boarding process. * Lead HR with various administrative responsibilities including the areas of on-boarding, orientation, transfer, exit, and assignment changes. * Work with supervisors to update and maintain HR database for employee lifecycle including hiring system, onboarding, and organizational changes. * Generate HR analytical reports and metrics using HRIS system. * Maintain employee personnel records & Bulletin board material * Assist with employee engagement initiatives to promote an engaged and empowered workforce. * Respond to day-to-day HR employee inquiries and requests * Assist with workplace investigations and issue discipline where deemed necessary. * Recommends new approaches, policies, and procedures to effect continual improvements in efficiency of department and services performed. * Assist with bargained positions job postings, job bidding process including candidates' suitability for position. Provides notification of successful bidder(s) to union, Team Member, and management. * Administers human resources policies, procedures and programs, including FMLA, disability, tuition reimbursement, safety, work conduct, etc * Manage & complete hourly payroll and attendance processes. * Will be required to perform other duties as requested, directed, or assigned. Education and Qualifications * 3+ years' HR experience in a manufacturing environment. * Education minimum of a 4-year degree (BA or BS) in applicable area or education and experience equivalent. * Understanding of HR law including FMLA, AADA, HIPPA, EEOC, ADEA, NLRA, ERISA, OSHA, and FLSA. * Excellent written & oral communication skills. * Strong team building & people skills including the ability to resolve conflicting interests & obtain cooperation. * Strong interpersonal skills & ability to easily build credibility with internal customers & associates. * Organizational skills - ability to manage high workload of data and multitask proficiently. * Proficiency in Windows environment, including Word, PowerPoint, Excel, Microsoft Outlook. SAP or other HR systems experience a plus. * Must meet the physical requirements for this position. * Must be willing to work flexible hours as HR supports all 3 shifts at the plant. We are an Equal Opportunity Employer and do not discriminate against any employee or applicant for employment because of race, color, sex, age, national origin, religion, sexual orientation, gender identity, status as a veteran, and basis of disability or any other federal, state or local protected class. Unsolicited Resumes from Third-Party Recruiters Please note that as per Dana policy, we do not accept unsolicited resumes from third-party recruiters unless such recruiters were engaged to provide candidates for a specified opening. Any employment agency, person or entity that submits an unsolicited resume does so with the understanding that Dana will have the right to hire that applicant at its discretion without any fee owed to the submitting employment agency, person or entity. Join our team of 40,000 problem solvers who are fostering a culture of innovation by leveraging the diverse perspectives of our global team. We believe in facing challenges head-on by finding opportunity and uncovering possibility, where roadblocks and barriers become targets instead of obstacles. We are One Dana with limitless opportunity. Our Values * Value Others * Inspire Innovation * Grow Responsibly * Win Together

Reporting to the Employee Relations Business Partner, the Employee Relations (ER) Specialist is responsible for cultivating a positive employee relations environment that supports WesTrac's strategic business objectives, leader practices and a high-performance culture. Operationally, the ER Specialist acts as a trusted advisor providing consistent, timely and considered advice to stakeholders in line with People and Culture's service delivery model. Providing end-to-end support, the ER Specialist partners with the business to coach leaders through complex ER matters, providing strategic advice in the management of a range of matters. Collaborating with and influencing a wide range of internal and external stakeholders in a complex matrixed environment. The ER Specialist also takes a proactive role in the delivery of ER projects, Enterprise Agreement negotiations, compliance, formal legal proceedings, grievances and disputes. Location: South Guildford, WA Roster: Monday - Friday, 8 hours (Flexible Work Options Available) What You'll Do: Provides specialist advice on complex performance, misconduct and grievance management, also conducts and supports escalated investigations and mediations to resolve complex employment matters. Proactively engages with and influences key internal and external stakeholders and partners, including unions and relevant regulators. Contributes to and may be required to represent WesTrac at the Fair Work Commission, IR Commission, Australian Human Rights Commission, Court proceedings and other legislative councils. Using HR/ER technical knowledge to mitigate HR/ER risk, independently manages end-to-end grievance and case management, providing strategic advice to ensure timely resolution for all parties. Prepares accurate documentation at each stage of the case management lifecycle (i.e. counselling, discipline, termination, consultation, etc.). Partners with P&C and the Injury Management Advisor to provide expert level advice, coaching and training to managers and supervisors on a diverse range of contemporary ER and P&C issues, including organisational change, discipline, performance management, conflict resolution, medical and physical capacity. Develops and implements policies, procedures and training related to ER and P&C, in consultation with the People Culture & Inclusion Manager to ensure compliance with legal and administrative requirements. Supports and, where required, takes the lead in Enterprise Agreement negotiation, including contributing to business strategy, BOOT, filing applications, and dealing with disputes. Experience and Knowledge Degree qualified in Law, HR, IR or related disciplines, or actively undertaking HR studies Minimum 5 years' experience in an ER/IR role across a range of white and blue collar ER matters. Extensive experience with enterprise agreement negotiations and adherence to company and industry regulations. Ability to partner, influence and build rapport with a range of internal and external stakeholders. Demonstrated conflict and stakeholder management skills with the ability to build trust and credibility, while fostering collaborative relationships across all levels. Ability to demonstrate objective, neutral judgement, balancing commerciality and risk with sound problem-solving skills in complex situations that ensures impartiality, unconscious bias, procedural fairness and natural justice are maintained at all times. High level of integrity and confidentiality with the demonstrated ability to maintain sensitivity, diplomacy and tact. Demonstrated ability to be agile and adapt to changing environments with a high degree of flexibility, managing multiple priorities to achieve agreed outcomes. Ability to analyse complex data and make sound operational business decisions. Our Benefits inclusive of but not limited to: Financial Benefits - WesTrac Paid Parental Leave & Secondary Carers Leave, Salary Sacrificing, Novated Leasing, Income Protection Insurance & more than 600 retail discounts such as Coles, Petbarn, Virgin, HOYTS & Crown. Health & Wellness - Discounts with BUPA, Fitness Passport to access multiple gyms across Australia & EAP access to support you and your immediate family. Culture & Career - Personal and Team Recognition (Made for More Awards), Internal Career Progression, Training & Upskilling through our award-winning WesTrac Institute. Additional Perks - Emergency Services Leave, Defence Force Reserves Leave & Employee Share Purchase Plan opportunity. Our Company & Commitment With over 4,500 employees, WesTrac is one of the world's largest authorised Cat equipment dealers, offering a wide range of mining and construction equipment and management solutions. At WesTrac, we reflect diverse communities, celebrate our people's diversity, and create a culture where employees feel safe to be their authentic selves. We encourage applications from First Nations people, LGBTQIA+ individuals, and those from culturally diverse backgrounds. WORK180 endorsed employer for our commitment to diversity, inclusion, and equality. Reference Number: 5093

The Human Resources Director, Collision Operations is a key strategic leadership role responsible for developing and executing talent strategies to support Penske Truck Leasing's Collision repair function. This position serves as the primary HR partner to the Collision leadership team, providing expert guidance on organizational design, talent management, and the full associate lifecycle for an actively growing and evolving business. As the company continues to expand into new business functions, including focus on organizational strategy and product development, this role will offer strategic support in building and scaling high-performance teams aligned with business goals. This position will drive initiatives to address complex organizational needs, with a focus on engagement, retention, productivity, and customer experience, while working closely with various HR and business teams to deliver results aligned with overall objectives. This role also leads the HR integration efforts for acquisitions, collaborating with cross-functional teams during due diligence, integration, and post-acquisition processes. This position will require a strategic business partner approach, collaborating with operations, talent acquisition, talent development, legal, security, compensation, staffing and workforce systems and analytics to deliver results. This role reports to the Senior Vice President of Human Resources and will have regular interactions with executive and officer level leaders throughout the organization. Qualified candidates for this role will have at least 10 years of progressive HR experience including strong examples of influence and change through collaboration. Experience in acquisitions or standing up new business entities or divisions is preferred. Prior experience with vehicle collision and repair centers are highly preferred. This position will be based out of Penske's corporate office located in Reading, PA, 75 miles northwest of Philadelphia. This is an office first position at least 4 days in office per week. This role will require travel up to 30%. Major Responsibilities: * Deliver Strategic HR Business Partner support and thought partnership for the function that aligns with the goals of the business and creates synergies with field and corporate talent plans. * Drive thought partnership to encourage innovative thinking to enable a culture that enables associates to do their best work, while leveraging Penske's organizational values to meet the needs of the business. * Provide HR solutions for organizational structure needs * Lead the HR acquisitions process, collaborating with business development and executive leadership to align on direction and goals. Leading the HR functions through the due diligence and integration phases. * Lead and support all associate relations investigations, performance management concerns, and recruiting and hiring processes for the corporate associates and roles. Collaborate with the Field HR team to support the associate life cycle processes for function's matrixed team. * Lead the succession and talent management process for the function, enabling a capable and ready talent pipeline for critical roles and supporting career pathing for all levels in the department. * Lead and manage an HR support team to provide a high level of service and to ensure consistency among all Corporate Departments, including all partnership activities: Performance Management, Associate Development, Engagement, Compliance, Analytics, and Staffing Qualifications: * Bachelor's degree in HR, or related field required, Master's Degree in HR or related field preferred * 10 years HR Generalist experience required * 3 years leadership experience required * 3 years acquisitions experience preferred * Prior experience with vehicle collision repair preferred * New business or division creation and support experience required * PHR / SPHR or other HR Certification is preferred * Experience leading projects and initiatives with a cross-functional team * Excellent written and verbal communication skills * Highly collaborative * Ability to influence leaders, peers, and direct reports * Strong ability to build relationships at all levels within an organization * Ability to prioritize multiple projects * Ability to build a strong professional HR team * Demonstrate strategic thinking * Regular, predictable, full attendance is an essential function of the job. * Successful candidate must complete Penske employment application, submit to a background investigation (to include past employment, education, and criminal history) and complete a drug screening. Physical Requirements: The physical and mental demands described here are representative of those that must be met by an associate to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. * The associate will be required to: read; communicate verbally and/or in written form; remember and analyze certain information; and remember and understand certain instructions or guidelines. * While performing the duties of this job, the associate may be required to stand, walk, and sit. The associate is frequently required to use hands to touch, handle, and feel, and to reach with hands and arms. The associate must be able to occasionally lift and/or move up to 25lbs/12kg. * Specific vision abilities required by this job include close vision, distance vision, peripheral vision, depth perception and the ability to adjust focus. Penske is an Equal Opportunity Employer About Penske Truck Leasing/Transportation Solutions Penske Truck Leasing/Transportation Solutions is a premier global transportation provider that delivers essential and innovative transportation, logistics and technology services to help companies and people move forward. With headquarters in Reading, PA, Penske and its associates are driven by a dedication to excellence and a commitment to customer success. Visit Go Penske to learn more. Job Category: Executive Job Family: Human Resources Address: 100 Gundy Drive Primary Location: US-PA-Reading Employer: Penske Truck Leasing Co., L.P. Req ID: 2512910