Human Resources Manager jobs at Parker Hannifin - 1337 jobs

Human Resources Leadership Development Associates participate in a structured rotational experience that ensures comprehensive development and application of key competencies and skills required to manage the entire team member life cycle. In this role, the HR LDA, in collaboration with their business leaders, will manage talent acquisition, onboarding, performance management, employee engagement and development, retention strategies, and separation procedures. This position works cross-functionally to optimize the team member experience utilizing data-driven insights, continuous improvements, and compliance with organizational policies and labor regulations. Graduates of the program will be prepared to lead and implement Parker's strategic plan through the Win Strategy and Human Resources Vision. PROGRAM DETAILS: * Program duration: 2 years * Program structure: 3-4 rotational assignments * Experiential learning includes (a total of 24 months): * Operations Frontline Leader (~6 months) * Strategic Human Resources Project Work (~6 months) * Human Resources Center of Excellence (~6 months) * HR Generalist (~6-18 months) * Travel: Rotational assignments require relocation. * Geographic flexibility: Required both during and upon completion of the program SCOPE/SUPERVISOR AND INTERACTION: ___ Has Direct Reports _X__ Does Not Have Direct Reports Supervisor: Group or Division Human Resources Leader ESSENTIAL FUNCTIONS: * Lead recruitment by creating requisitions, screening applicants, and managing recruitment process. Create offer packages and conduct background checks. Stay apprised of EEO, state and government regulations to ensure compliance during all talent acquisition activities. * Participate in job evaluations and development. Examine local pay surveys and analyze pay data for wage and benefit review development or other compensation related programs and processes. * Implement talent-related projects and processes such as talent reviews and performance assessments while deploying talent management best practices. * Administer the Parker global engagement survey at division locations. Promote survey, provide methods of access for all team members to ensure inclusion and utilize feedback from Learning and Organizational Effectiveness to initiate engagement action plans and take advantage of areas for improvement. * Counsel management in appropriate resolution of employee relations issues. Investigate employee complaints and ensure timely and equitable resolution. * Lead organizational training efforts relative to Human Resources policies and practices, organizational development, and compliance. * Employ analytics tools and dashboards to evaluate talent data, conduct detailed analysis and extract insights that drive strategic decision-making. Utilize findings to prepare and present comprehensive reports to management with recommendations for key talent actions and improvement. * Facilitate communication and documentation during labor relations discussions and processes, if applicable. * Coordinate annual benefit program enrollment and, team member engagement activities and community service endeavors. QUALIFICATIONS: * Bachelor's degree, preferably in Human Resources or in a business field, with an HR minor * Graduation date before June with a 3.0 GPA or higher * Human Resources or related internship preferred * Prior professional, academic, or extra-curricular leadership experience is preferred * Prior exposure to manufacturing environment highly beneficial * General knowledge of various human resources or related functions * Ability to effectively communicate through verbal, written, and presentations with varied audiences * Able to build strong relationships at all levels throughout the organization * Strong analytical and technology skills * Action oriented and organized * Geographic Mobility: Must be willing to temporarily relocate domestically multiple times during the program and must be willing to relocate domestically at the conclusion of the program * This role is subject to compliance with the International Traffic in Arms Regulations (ITAR) and the Export Administration Regulations (EAR), which requires the incumbent to be either a US citizen, lawful permanent resident ["green card" holders], or have refugee or asylee status COMPETITIVE COMPENSATION: * Pay Range: $60,600/annually to $115,000/annually reflecting variations based on experience, qualifications, and geographic location. * Participation in Annual Incentive Program BENEFIT & RETIRMENT PLANS: Parker offers competitive benefit programs, including: * Comprehensive coverage for medical, prescription drugs, dental, vision, voluntary optional life, accident insurance, hospital indemnity insurance and critical illness insurance with competitive premium cost. * 401(k) Plan with company matching contributions at 100% of the first 5% of pay * Company provided defined-contribution retirement plan with annual contribution equal to 3% of pay * Career development and tuition reimbursement * Other benefits including paid parental leave, short and long-term disability programs, adoption assistance, a Care.com membership and financial planning assistance are provided at no cost to you. * Supplemental benefit programs including identity protection, legal protection, and pet wellness are available at competitive rates. * Paid Time Off and Company-Paid Holidays. * Relocation benefits as applicable ADDITIONAL COMMENTS: The essential functions have been provided as examples of the type of work performed by employees assigned to this job classification. The Company reserves the right to modify the work assignments and/or to make reasonable accommodations so that qualified employees can perform the essential functions. The job description is not intended to be an all-inclusive list of duties and responsibilities. It is intended to describe the general nature of the position. This position is subject to meeting U.S. export compliance and/or U.S. Government contracting citizenship eligibility requirements. Parker is an Equal Opportunity and Affirmative Action Employer. Parker is committed to ensuring equal employment opportunities for all job applicants and employees. Employment decisions are based upon job related reasons regardless of race, ethnicity, color, religion, sex, sexual orientation, age, national origin, disability, gender identity, genetic information, veteran status, or any other status protected by law. This position is subject to meeting export compliance eligibility requirements. "Minority / Female / Disability / Veteran / VEVRAA Federal Contractor") If you would like more information about Equal Employment Opportunity as an applicant under the law, please go to Employees & Job Applicants | U.S. Equal Employment Opportunity Commission.

Full-time | On-site | Human Resources | Location - Olathe, KS The HR Business Generalist is an integral member of the US People Relations Team and serves as a trusted resource to both employees and leadership. This role provides day-to-day HR guidance, supports a positive and inclusive employee experience, and helps leaders navigate people-related matters with fairness, consistency, and care. The HR Business Advisor promotes a culture rooted in respect, inclusion, and collaboration. YOUR ROLE AND RESPONSIBILITIES Act as a primary point of contact for employees, managers/supervisors, offering clear and consistent, people-first HR guidance Advise and coach leaders on performance, conduct, attendance, and employee wellbeing topics with fairness and consistency. Ensure compliance with company policies, state and federal laws, and internal standards. Manage day to day employee relations issues including counseling, investigations, and terminations. Collaborate with Talent Acquisition to support recruitment coordination and ensure a positive candidate experience. Maintain accurate employee records within HRIS systems (Workday/UKG) and support ongoing system enhancements. Prepare HR-related communications and documentation, including letters, reports, and case notes. Schedule and facilitate training sessions for HR topics and assist with employee engagement and DEI initiatives. Assist employees through leave-of-absence processes and support unemployment and workers' compensation documentation as needed. Monitor and report on people-related data and trends to support proactive decision-making and continuous improvement. Partner across HR and the broader business to deliver projects that enhance employee experience and operational efficiency. Act as a culture champion, reinforcing a respectful, inclusive, values-based work environment. Collaborate with HR Centers of Excellence (COEs) including: Talent Acquisition Talent Development HR Operations & Reward Employee Experience & Internal Communications Change Management & Strategic Projects HOW TO SUCCEED We're looking for someone who can come up with simple solutions to complex problems. Success in this role looks like: Comfortable navigating day-to-day people matters and providing guidance with empathy and professionalism. Able to simplify complex situations into clear, practical solutions. Skilled in building trust across the organization through consistent follow-through and integrity. You should bring: Intermediate proficiency in Google Suite and Microsoft Office (Word, Excel, PowerPoint). Strong communication skills across all levels of the organization. Effective time management, prioritization, and documentation skills. High level of discretion and respect for confidentiality. A foundational understanding of HR policies and U.S. employment law, with a desire to continue learning. EDUCATION / EXPERIENCE Bachelor's degree in Human Resources, Organizational Development, Psychology, Business Administration, or related field preferred. Minimum of 2 years of HR experience in a corporate environment with growing responsibility for advising leaders on employee relations matters, ensuring HR compliance alignment, and conducting HR investigations. Ability to communicate effectively across all levels of the organization. Strong organizational, time management, and documentation skills. Demonstrated commitment to confidentiality, professionalism, and employee support. Prior experience supporting HR in a corporate environment. Exposure to U.S. employee relations and HR compliance with increasing responsibility for advising and supporting case resolution. Experience working with HRIS platforms (e.g., Workday, UKG) and/or Learning Management Systems (e.g., SuccessFactors, Cornerstone). BENEFITS You'll be part of a people-centric culture, where your well-being matters. Our comprehensive package offers standard benefits such as medical, dental, and vision, plus our incredible dollar for dollar 401(k) match up to 6%. We also offer: Hybrid work schedule offered after 90-days of employment Opportunities for professional development, including access to LinkedIn Learning and many in-house/external training courses PEOPLE ARE AT OUR HEART TVH is a global business with a family atmosphere, where people are at the center. We value clarity, mutual respect, kindness and open communication. Our people are down-to-earth, easy to work and engage with. We welcome differences and celebrate new ideas. ABOUT TVH TVH is a global one stop shop for spare parts and accessories for forklift trucks, industrial equipment, and agricultural machinery. Our 4600 colleagues are the strength, heart and soul of TVH. We are a dynamic team, where initiative and entrepreneurship are valued, and innovation takes center stage. We celebrate diversity and are committed to creating an inclusive environment for all employees. We welcome applicants of all backgrounds and believe our differences make us stronger. Employment decisions are made without regard to race, color, religion, sex, sexual orientation, gender identity or expression, pregnancy, national origin, age, disability, genetic information, veteran status, or any other protected status in accordance with applicable laws.

The Human Resources Manager is responsible for overseeing all aspects of human resources practices and processes, ensuring the company attracts, develops, and retains top talent while maintaining compliance with labor laws and promoting a positive workplace culture. This role combines strategic planning with hands-on HR management. We're searching for a true team player, someone who is commitment to fostering workplace excellence and efficiency. Through collaborative efforts, helping our team enhance operational workflows, contributing to the company's mission of sustained growth and employee satisfaction. Key Responsibilities: Recruitment & Staffing: Develop and implement recruitment strategies to attract top talent. Manage the end-to-end hiring process including job postings, interviewing, selection, and onboarding/offboarding. Help with career fairs, trade shows, internship program. Employee Relations: Serve as a point of contact for employees regarding policies, benefits, and workplace concerns. Mediate conflicts and foster a positive work environment. Help with various award applications. Performance Management: Implement and oversee performance appraisal systems. Coach managers and employees on performance improvement and career development. Compliance & Policies: Ensure compliance with federal, state, and local employment laws and regulations, especially EEOC. Develop, update, and enforce HR policies and procedures. Compensation & Benefits: Assist with benefits administration, and incentive programs. Assist with conducting salary benchmarking and provide recommendations for compensation adjustments. Training & Development: Identify training needs and coordinate professional development programs. Promote continuous learning initiatives across the organization. Coordinate monthly educational programs for employees. HR Strategy & Reporting: Develop HR strategies aligned with business goals. Prepare HR metrics and reports for senior management. Qualifications: Bachelor's degree in Human Resources, Business Administration, or related field (Master's preferred). 5 years of HR experience, including supervisory or management experience. Strong knowledge of labor laws, HR best practices, and HRIS systems. Excellent communication, leadership, and problem-solving skills. Professional HR certification (PHR, SPHR, SHRM-CP, or SHRM-SCP) preferred. Experience in the Construction industry a plus. Skills & Competencies: Strategic thinking and ability to align HR initiatives with business goals. Strong interpersonal skills and ability to build relationships at all levels. Conflict resolution and negotiation skills. Data-driven decision-making and HR analytics capability. Working Conditions: Office-based with occasional travel to company sites as required. Fast-paced environment requiring multitasking and adaptability. This role is in-person, Monday through Friday, 7am to 4pm. Holmberg Mechanical is an Equal Opportunity Employer, offering qualified applicants consideration for employment without regard to race, color, religion, sex, physical or mental disability, age, citizenship, pregnancy, genetic information, veteran status, gender identity, gender expression, sexual orientation, national origin, and any other protected status. Learn more about us at *******************

At Sephora we inspire our customers, empower our teams, and help them become the best versions of themselves. We create an environment where people are valued, and differences are celebrated. Every day, our teams across the world bring to life our purpose: to expand the way the world sees beauty by empowering the Extra Ordinary in each of us. We are united by a common goal - to reimagine the future of beauty. The Opportunity At Sephora, our people create and drive our success. We know that bringing the best beauty products, services, tools, and experiences to our clients means finding, training, and engaging the absolute best talent in the industry. Our HR teams invest heavily in our talent, both at our corporate headquarters and in Sephora stores. We strongly believe (and our actions prove it!) that our people are our best asset, and we work every day to arm them with the knowledge and tools not just to get the job done, but to feel inspired and fearless while doing it. Your role at Sephora As a Senior HR Business Partner, you will serve as a strategic advisor and thought partner to senior executives, shaping people strategies that accelerate business performance, cultivate a culture of belonging, and future-proof Sephora's talent organization. You will translate business priorities into actionable people plans that drive growth, innovation, and employee engagement at scale. Reporting to the Director, HR Business Partner, you'll take full ownership of Sephora's Technology business unit, proactively advising on organizational design, workforce planning, leadership development, and change management. You'll bring a data-driven mindset and strong business acumen to help leaders make sound decisions on structure, succession, compensation, and culture. Responsibilities Influence and drive strategy - Serve as a trusted advisor to business leaders, using data, insight, and sound judgment to shape strategies around organizational design, talent planning, and business transformation. Champion organizational effectiveness - Design agile, scalable structures that align talent capabilities with Sephora's strategic growth priorities, while embedding diversity, equity, and inclusion into every stage of the employee experience. Lead talent strategy and succession - Guide executive-level programs, including talent reviews, career pathways, leadership assimilation, succession planning, and development frameworks that strengthen Sephora's leadership bench. Cultivate leadership excellence - Coach leaders to strengthen team effectiveness, manage change with empathy, and foster a culture of accountability, collaboration, and innovation. Drive engagement and performance - Partner cross-functionally to evolve recognition, total rewards, and development initiatives that promote engagement, retention, and peak performance. Lead through change - Serve as a catalyst for transformation, helping leaders and teams navigate organizational change, scale new operating models, and embed future-ready HR practices. Integrate data and insights - Leverage people analytics to inform business decisions, identify trends, and create measurable impact across the employee lifecycle. Collaborate across HR centers of excellence - Partner closely with Total Rewards, Talent Acquisition, Learning & Development, and Employee Relations to deliver integrated and forward-looking HR solutions. Demonstrate our Sephora values of Passion for Client Service, Innovation, Expertise, Balance, Respect for All, Teamwork, and Initiative. Qualifications 5-8 years of progressive HR Business Partner experience, including partnering with VP and C-suite leaders in complex, high-growth environments (retail industry experience a plus). Proven success in shaping strategic people agendas - from organizational redesign to workforce planning, succession management, and leadership development. Deep experience in employee relations, change management, and executive coaching, with a track record of resolving challenges with empathy and sound judgment. A strategic, data-driven, and consultative mindset, capable of translating insights into actionable recommendations that drive measurable results. Strong influencing and relationship-building skills, with the ability to earn trust at all levels of the organization. Exceptional problem-solving and critical-thinking abilities, with comfort navigating ambiguity and leading through change. Bachelor's degree in Human Resources, Business Administration, or related field; advanced certification (PHR, SPHR, SHRM-SCP) preferred. #LI-SR1 The annual base salary range for this position is $151,810.00- $169,670.00. The actual base salary offered depends on a variety of factors, including the applicant's qualifications for the position; years of relevant experience; specific and unique skills; level of education attained; certifications or other professional licenses held; other legitimate, non-discriminatory business factors specific to the position; and the geographic location in which the applicant lives and/or from which they will perform the job. Individuals employed in this position may also be eligible to earn bonuses. Sephora offers a generous benefits package to full-time employees, which includes comprehensive health, dental and vision plans; a superior 401(k) plan, various paid time off programs; employee discount/perks; life insurance; disability insurance; flexible spending accounts; and an employee referral bonus program. While at Sephora, you'll enjoy… The people. You will be surrounded by some of the most talented leaders and teams - people you can be proud to work with. The learning. We invest in training and developing our teams, and you will continue evolving and building your skills through personalized career plans. The culture. As a leading beauty retailer within the LVMH family, our reach is broad, and our impact is global. It is in our DNA to innovate and, at Sephora, all 40,000 passionate team members across 35 markets and 3,000+ stores, are united by a common goal - to reimagine the future of beauty. You can unleash your creativity, because we've got disruptive spirit. You can learn and evolve, because we empower you to be your best. You can be yourself, because you are what sets us apart. This, is the future of beauty. Reimagine your future, at Sephora. Sephora is an equal opportunity employer and values diversity at our company. We do not discriminate on the basis of race, religion, color, national origin, ancestry, citizenship, gender, gender identity, sexual orientation, age, marital status, military/veteran status, or disability status. Sephora is committed to working with and providing reasonable accommodation to applicants with physical and mental disabilities. Sephora will consider for employment all qualified applicants with criminal histories in a manner consistent with applicable law. #J-18808-Ljbffr

HR Total Rewards Analyst (Benefits and Compensation Analyst) Join Our Pack at Phillips Pet! At Phillips Pet, we're passionate about pets-and the people who love them. As a Benefits and Compensation Analyst, you'll play a key role in shaping competitive, compliant, and meaningful rewards programs that help our team thrive. If you're analytical, detail-oriented, and excited to make an impact in a growing organization, this is your chance to join a company that values innovation, collaboration, and care. What You'll Do Design Competitive Pay Structures: Analyze salary ranges, incentive programs, and market data to keep Phillips Pet ahead of the curve, utilizing salary.com Generate Compliance Reports: Support internal and external audits with accurate documentation. Perform Compliance Tasks: Handle 5500 filings, 401(k) audits, and discrimination testing. Drive Insights: Create dashboards and reports that help leadership make data-driven decisions. Administer Benefit Plans: Ensure compliance with federal and state regulations while managing health, retirement, wellness, and leave programs to support our associates. Work Within Our ATS: Use Dayforce to manage HR processes and maintain data accuracy. Collaborate & Communicate: Partner with HR and leadership to deliver clear, engaging compensation and benefits messaging. What We're Looking For Bachelor's degree in HR, Business, Finance, Economics, or related field. 1-3 years of experience in compensation, benefits, or HR analytics. Strong analytical skills and attention to detail. Proficiency in Excel and HRIS systems (Dayforce and Salary.com preferred). Knowledge of compensation principles and benefits programs. Bonus Points For: Experience with compensation surveys and benchmarking tools. Familiarity with employment and benefits regulations. Professional certifications (CCP, CBP, SHRM-CP). Experience creating reports or dashboards. Key Competencies Analytical Thinking Attention to Detail Problem-Solving Communication Skills Collaboration Confidentiality Technical Proficiency Regulatory Knowledge Why Phillips Pet? Pet-Friendly Culture: We love pets as much as you do! Growth Opportunities: Be part of a dynamic team where your ideas matter. Comprehensive Benefits: Health, retirement, wellness programs, and more. Impact: Help shape programs that make a real difference for our associates. Ready to join a company that cares for pets and people? Apply today and bring your expertise to Phillips Pet! INDPPFS

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

Oldcastle APG, a CRH Company, is North America's leading provider of innovative outdoor living solutions that enable customers to Live Well Outside. The manufacturer's portfolio of premier building products inspires endless possibilities while providing enduring outdoor spaces where people can connect, reflect and recharge. Award-winning brands include Belgard hardscape, Echelon Masonry, MoistureShield composite decking, RDI railing, Catalyst™ Fence Solutions, Sakrete packaged concrete, Amerimix mortar, Pebble Technology International pool finishes, Lawn & Garden mulches and landscape features, and Techniseal sands and sealant technologies. Job Summary As an HR Generalist, you will play a vital role in supporting the businesses human resources functions. You'll be responsible for managing various aspects of the employee lifecycle, ensuring compliance with regulations, and contributing to talent management initiatives. Additionally, you'll collaborate closely with the HRIS team to capture policies and drive consistent best practices across the organization. Job Location This is an onsite role based at our site in Greensboro, NC. Job Responsibilities Employee Lifecycle Management: Handle tasks related to employee onboarding, talent development, and offboarding while ensuring a smooth transition for employees throughout their employment journey. Compliance and Best Practices: Stay informed about federal, state, and local laws and regulations related to HR. Recommend best practices and attend webinars to keep up-to-date with industry trends and new technologies. Collaborate with the HRIS team to implement and maintain compliant processes. Talent Management and Succession Planning: Support talent review processes through preparing and consolidating material in partnership with each of the functional areas; ensuring recording of Talent Review in SuccessFactors. Assist in talent development efforts to align business needs with employee development. Employee Support: Address employee inquiries and concerns related to HR matters. Escalate complex issues as needed to ensure timely resolution to the HR Director. Record Keeping and Documentation: Maintain accurate personnel records using appropriate technologies. Ensure compliance with data privacy and security guidelines. Cross-Departmental Collaboration: Liaise with other departments to coordinate HR-related activities. Foster effective communication and collaboration across the corporate office in partnership with the communications team. Event Coordination and Materials Preparation: Schedule HR-related meetings, trainings, and events. Prepare materials and resources for these sessions. HR Projects and Initiatives: Assist in talent development initiatives, including employee check-ins, exit interviews, and surveys. Contribute to ad hoc HR projects as needed to support organizational growth. Support the Corporate Office's Summer Internship Program including recruiting, onboarding, event planning and offboarding. Job Requirements Bachelor's degree in Human Resources, Business Administration, or related field. Strong understanding of HR principles, employment law, and compliance. Excellent communication skills and ability to work collaboratively. Proficiency in using HRIS systems and other relevant technologies. What CRH Offers You Highly competitive base pay Comprehensive medical, dental and disability benefits programs Group retirement savings program Health and wellness programs An inclusive culture that values opportunity for growth, development, and internal promotion About CRH CRH has a long and proud heritage. We are a collection of hundreds of family businesses, regional companies and large enterprises that together form the CRH family. CRH operates in a decentralized, diversified structure that allows you to work in a small company environment while having the career opportunities of a large international organization. If you're up for a rewarding challenge, we invite you to take the first step and apply today! Once you click apply now, you will be brought to our official employment application. Please complete your online profile and it will be sent to the hiring manager. Our system allows you to view and track your status 24 hours a day. Thank you for your interest! Oldcastle APG, a CRH Company, is an Affirmative Action and Equal Opportunity Employer. EOE/Vet/Disability CRH is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, status as a protected veteran or any other characteristic protected under applicable federal, state, or local law.

Purpose Responsible for the oversight and execution of company and plant human resource related functions. Supports plant leadership and team members by effectively leading the Human Resource function. Key Responsibilities Oversee and execute hiring process to meet facility staffing needs Continuous improvement of the selection process to identify the appropriate talent and level of talent to advance our desired culture Directs and reviews the on-boarding process Implements company and plant related policies Presents human resource related training Supports efforts to achieve facility's performance KPI's Lead all HR initiatives and goals Perform the role of employee advocate and create culture of positive employee relations Interpretation, education and enforcement of appropriate policy, labor agreement (unionized facilities), labor strategy and work rules Coach and mentor management members on team member issues Participates in and resolves internal investigations Grievance process adjudication as appropriate Oversee and administer leave of absence process Administers drug testing policy and procedures Responsible for the plant job posting/bid system Collaborate with Springfield office and other facilities as required Champion of company core values May supervise subordinate staff Required Qualifications Eight (8) years related work experience; or any equivalent combination of experience and training that demonstrates the ability to perform the key responsibilities of this position Maintain the highest ethical standards in dealing with confidential information Maintain composure in high-pressure situations Excellent listening, written and oral communication skills Ability to work in and maintain a highly functional team environment Proficiency in Word and Excel Proven leader and results driven Excellent interpersonal skills Preferred Qualifications Bachelors degree and eight (8)+ years of related HR experience PHR/SPHR, SHRM-CP/SCP certifications Experience in Union environment

Swagelok Alabama | Central & South Florida | West Tennessee is the local authorized sales and service center for Swagelok Company, one of the most recognized brands in the industrial world. We help fluid move through some of the most critical systems on the planet, backed by 75 years of manufacturing excellence and an unwavering commitment to quality, innovation, and integrity. The Administrative Services Project Coordinator brings the employee experience to life by managing recruitment, onboarding, internal communications, and key HR and administrative projects. This role supports the full employee lifecycle; from attracting and onboarding new talent to driving engagement, culture, and communication, ensuring every experience reflects our company's mission, values, and standards of excellence. As part of a cross-trained Administrative Services team, this role partners closely with the Administrative Services Coordinator to ensure seamless execution of culture and engagement initiatives. The Administrative Services Project Coordinator focuses on planning, communication, and alignment, while the Administrative Services Coordinator focuses on execution, logistics, and delivery, together ensuring the organization's values are lived consistently across all touchpoints and that financial and administrative operations remain accurate, efficient, and well-coordinated. COMPETENCIES Employee Experience: Creates a positive end-to-end experience throughout the employee lifecycle with a strong customer-service mindset. Project Coordination: Manages multiple priorities and initiatives simultaneously with precision and follow-through. Communication: Demonstrates exceptional written and verbal communication; effectively engages all levels of the organization. Team Collaboration: Builds trusted relationships and contributes to a positive, high-performing environment. Innovation & Initiative: Proactively identifies opportunities to enhance processes, engagement, and efficiency. Empathy & Judgment: Handles sensitive information with professionalism, discretion, and understanding. Results Orientation: Maintains focus on achieving quality outcomes in a timely and organized manner. KEY RESPONSIBILITIES Primary: Recruitment, onboarding, internal communication, and employee engagement exe. Talent Acquisition & Onboarding Coordinate the full recruitment process, including posting, screening, scheduling, and candidate communication. Maintain candidate pipelines and relationships for future hiring needs. Lead onboarding programs (Connect-Convey-Control) and ensure all new hires have a structured and engaging introduction to the organization. Partner with managers and ambassadors to deliver meaningful 30-, 60-, and 90-day touchpoints. Projects & Communications Coordinate and track internal projects related to HR, culture, and process improvement. Draft and distribute internal communications, newsletters, and event updates. Support rollout of new policies, systems, and training programs. Maintain organized project documentation and ensure timely execution. Employee Engagement & Experience Partner with the Administrative Services Coordinator to ensure alignment and consistency in engagement programs, recognition, and cultural initiatives. Develop and maintain an annual engagement and communication plan that reinforces company values and connects employees to our mission. Coordinate employee feedback mechanisms (pulse surveys, stay interviews, focus groups) and share insights with leadership to drive continuous improvement. Support leadership communication and storytelling to highlight wins, celebrate success, and reinforce cultural priorities. Collaborate on onboarding, retention, and development programs that sustain a positive, high-performance culture. Secondary Focus: Accounting operations, and office administration (ordering, travel, facilities coordination). Accounts Payable Process corporate and vendor invoices; verify accuracy and ensure timely payments. Reconcile vendor statements and resolve discrepancies. Prepare and process business license renewals, sales tax filings, and corporate tax payments. Maintain accurate charge card reconciliations and vendor records. Complete supplier setup forms and questionnaires. Support 1099 preparation and tax documentation as needed. Accounts Receivable Generate and distribute customer invoices and credit memos. Apply customer payments (Lockbox, ACH, credit card, etc.) and maintain AR records. Follow up on overdue accounts, coordinate collections, and resolve discrepancies. Support customer credit application reviews, account setup, and documentation requests (W-9, COI, etc.). Compliance & Reporting Ensure adherence to internal controls, accounting policies, and regulatory requirements. Maintain organized, accurate financial documentation. Assist with audits, reconciliations, and process improvement initiatives. WORK ENVIRONMENT Office Environment Ability to lift 10 pounds occasionally Regular standing, walking, and sitting % Of Time Spent Traveling: EDUCATION AND EXPERIENCE Bachelor's degree in Business, Human Resources, Communications, or related field. 2-4 years of experience in HR, recruiting, or employee engagement preferred. Proficiency with Microsoft Office Suite and HRIS systems. Strong organizational skills with the ability to manage multiple priorities. Communication abilities with multiple levels within the organization. Knowledge of HR and accounting concepts, employment laws, and compliance best practices.

About the Role The Payroll & Benefits Specialist role primarily focuses on payroll, benefits administration, compliance reporting, HR systems, and employee data management. Additionally, this role contributes to continuous improvement by optimizing HR systems, streamlining workflows, and enhancing data accuracy and reporting capabilities. Job Responsibilities Payroll Processing & Compliance: Process and audit weekly, semi-monthly, and monthly U.S. payrolls, ensuring accuracy in hours worked, deductions, and tax withholdings. Ensure compliance with local, state, and federal payroll regulations, including statutory filings and year-end processes. Partner with Accounting and People teams on reconciliations, reporting, audits, and systems. Support payroll system updates, implementations, and process improvements. Monitor background checks, drug screenings, and motor vehicle record (MVR) reports, escalating discrepancies as appropriate. Support compliance filings, including the annual EEO-1 report. Assist with workers' compensation documentation and reporting in partnership with the Safety Department. Serve as the go-to contact for employee partners regarding pay and time-related questions. Track and report on paid time off, leaves of absence, and other payroll-impacting activities. Support new hire onboarding by entering and reviewing payroll and tax details, ensuring direct deposit and benefit deductions are correctly set up. Audit employee deductions for accuracy against billing from benefit carriers. Maintains compliance with federal, state, and local employment laws and regulations, and recommended best practices. Benefits Administration: Serve as point of contact with benefits broker and vendors. Participate in quarterly broker reviews and annual benefits review/selection. Answer employee benefit and life event questions or coordinate resolution with external partners. Support annual 5500 filings and related compliance requirements. Research and resolve employee retirement plan issues in partnership with providers. Assist with employee education and communications related to the 401(k) plan. HRIS Administration & System Support: Maintain and audit employee data in Paycor, including compensation, benefits, and tax information. Create workflows in Paycor to improve operational efficiencies and streamline user experience. Manage system releases and updates, including testing, documentation, and internal communication. Lead and contribute to cross-functional projects to improve system efficiency and the overall user experience. Create and deliver reports and summaries for leadership as requested. Job Requirements Bachelor's degree in Human Resources, Business Administration, or related field required. 2-4 years of HR, payroll, or benefits administration experience. Working knowledge of employment laws, payroll practices, and HR compliance requirements. Proficiency in HRIS and payroll systems (Paycor experience a plus). Strong organizational skills with a high level of attention to detail. Effective communicator with a customer service mindset. Proficiency in HRIS and payroll systems (Paycor experience a plus). Strong organizational skills with a high level of attention to detail. Effective communicator with a customer service mindset. EOE. E-Verify employer.

HR Coordinator Duration: 6+ Months Contract role with good chances of extension. We are seeking a highly organized and detail-oriented Recruiting Coordinator to support our global talent acquisition efforts. The ideal candidate will coordinate and schedule interviews across multiple time zones, assist with candidate travel and onboarding logistics, and provide administrative support to recruiters and hiring managers to ensure a seamless candidate experience. Key Responsibilities: Coordinate and schedule interviews across multiple time zones, ensuring timely communication with candidates and hiring teams. Arrange candidate travel and lodging in accordance with company policies and budget guidelines. Process and track interview-related expenses accurately and promptly. Maintain organized records of candidate interactions, schedules, and onboarding documentation. Partner with international onboarding teams to facilitate global hiring processes and ensure compliance with local requirements. Serve as a point of contact for candidates, providing clear and professional communication throughout the interview and onboarding process. Support recruiters and hiring managers with administrative tasks to optimize recruiting efficiency. Qualifications: 1-3 years of experience in recruiting coordination, HR support, or administrative roles. Strong organizational skills and attention to detail with the ability to manage multiple priorities. Excellent communication skills and ability to work effectively across cultures and time zones. Proficiency in Microsoft Office Suite and familiarity with Applicant Tracking Systems (ATS). Ability to maintain confidentiality and handle sensitive information professionally. Preferred Skills: Experience coordinating global hiring processes and working with international teams. Familiarity with travel booking tools and expense management. Knowledge of HR compliance requirements across multiple regions.

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

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

This opportunity is located within our AFB International business, the global science and technology leader in pet food palatability. We develop and produce a full range of liquid and dry palatability enhancers using high-quality ingredients proven to optimize companion animal response and consumption. Click here to learn more. Job Description About AFB International: AFB International is a global leader in pet food palatability, partnering with manufacturers to develop high-performance palatants that make food, treats, and supplements taste great for dogs and cats. With headquarters in St. Charles, Missouri, and facilities across North America, Europe, Latin America, and Asia Pacific, AFB combines scientific rigor with technical excellence to serve a diverse customer base. A subsidiary of Ensign-Bickford Industries, a long-standing privately held company with a diversified portfolio spanning science, technology, and manufacturing, AFB is also a dynamic, growth-oriented organization committed to operational excellence across global markets. We are seeking a transformative, high-energy HR leader to drive our people strategy, strengthen our culture of performance and innovation, and support our continued global growth. Role Summary: The Vice President of Human Resources will serve as a strategic business leader of the executive team, shaping and executing HR initiatives that enhance organizational performance, leadership development, and workforce engagement. The ideal candidate combines executive presence, business acumen, and an action-oriented mindset to accelerate strategy implementation, foster continuous improvement, and optimize talent across the enterprise. Key Responsibilities: Define and execute HR strategies that drive measurable business outcomes and support long-term growth. Lead programs across talent acquisition, leadership development, organizational design, succession planning, and M&A HR integration. Be a steward of our unique culture, operating system (EBOS) and Core Values. Act as a trusted and integral part of High Performing Leadership Team. Leverage HR analytics and key performance metrics (Time-to-Fill, Engagement Scores, Attrition, Succession White Space) to inform decisions, measure ROI, and elevate accountability. Champion continuous improvement initiatives in alignment with Core Value Drivers (Internal Fill Rate, Retention, On-Time Delivery & Quality, CAGR, OMX Expansion). Build and mentor high-performing HR and leadership teams to ensure sustainable organizational success. Qualifications & Experience: Senior HR executive with 7+ years of leadership experience at the Senior Director or VP level, ideally having led HR strategy for a $500M+ organization. Bachelor's degree in Human Resources or a related field; Preferred - Master's degree (MBA or Human Resources Management). Multi-industry and/or multi-business experience within continuous improvement environments Proven practitioner of structured problem-solving and continuous improvement methodologies, with a track record of addressing complex business challenges and driving measurable results. Strong global HR perspective, ideally managing teams across regions such as EU, Thailand, Brazil, or comparable markets. Exceptional business acumen, with the ability to translate operational needs into workforce strategies that deliver measurable business impact. High-energy, entrepreneurial leader with executive presence, unquestioned integrity, and a highly collaborative mindset. Why Join AFB International: Lead HR at a global, science-driven organization with a mission to make pet food and supplements taste great for pets worldwide. Shape organizational strategy and culture while partnering directly with senior executives. Drive initiatives that directly impact talent, performance, and long-term business success. Thrive in an innovative, high-energy, continuous improvement culture where your leadership will make a lasting impact. If you are a strategic, results-driven HR leader ready to make a meaningful impact in a global, growth-oriented organization, we encourage you to apply online and share your experience with us. AFB International is an Equal Opportunity Employer (EOE). Qualified applicants are considered for employment without regard to race, religion, color, sex, age, disability, sexual orientation, genetic information, national origin, or veteran status.

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

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

About IEM Industrial Electric Mfg. (IEM) is the largest independent full-line manufacturer of custom power distribution systems in North America. Founded more than 75 years ago in Fremont, California, IEM grew alongside Silicon Valley and today operates over 1.7 million square feet of manufacturing capacity. With $1B+ in annual sales and 10,000+ commissioned projects across technology, data centers, commercial, energy, utilities, healthcare, industrial, and infrastructure markets, IEM continues to deliver exceptional product quality, dependable service, and the flexibility to meet complex technical requirements at scale. Position Summary We are seeking an experienced, hands-on Director of Human Resources Operations to lead HR operations across three divisions of our growing organization. This full-time, in-office position based in Jacksonville, FL is a strategic leadership role responsible for optimizing and standardizing HR processes, systems, and programs to drive efficiency, compliance, and an exceptional employee experience. This individual will oversee the operational execution of HR functions, ensuring scalability, data integrity, and the effective utilization of HR technology to support the organization's growth and strategic objectives. This role requires a strong blend of operational excellence, technological acumen, project management skills, and leadership capabilities to guide and develop a high-performing HR operations team. You'll continue the build of a scalable shared services model that supports over 4,000 employees (anticipated to double over the next few years), while partnering with global operations leaders to design processes that work across borders. This is a chance to lead with impact - simplifying how work gets done, elevating the employee experience, and helping shape the future of HR operations. Key Responsibilities Leadership & Strategy Partner with senior leadership to align HR strategy with organizational goals Oversee the delivery of core HR services across the U.S. & Canada Lead, develop, and mentor HR team members across multiple divisions and geographies Scale with Purpose Continue implementation a shared services model that supports rapid growth and evolving business needs Leverage platforms (primarily UKG) to drive automation, enable self-service, and reduce manual effort - creating space for strategic, high-impact work Drive Operational Excellence Continuously improve processes to enhance speed, accuracy, and employee experience Standardize workflows across North America while ensuring compliance with local labor laws Champion a culture of continuous improvement and data-driven decision-making Collaborate Globally, Execute Locally Partner with global operations leaders and HR colleagues to co-create scalable, globally aligned processes, balancing global consistency with regional nuance to deliver solutions that are both efficient/effective and locally relevant HR Policy & Compliance Oversee the development, implementation, and administration of HR policies, processes, and programs Ensure compliance with all applicable federal, state, and local employment laws and regulations; proactively update policies and practices as needed Lead annual audits and ensure timely submission of required reports, including Form 5500 filings Payroll Oversee payroll operations for a multi-state workforce, ensuring accuracy, compliance with regulations, and adherence to company policies Partner with Finance to manage payroll reporting, audits, and reconciliations, maintaining strong internal controls Employee Relations & Engagement Lead the addressing of employee relations issues, including disputes, investigations, and disciplinary actions, with fairness and consistency Support initiatives to strengthen employee morale, recognition, and engagement across divisions Talent Management Partner with Talent Acquisition to identify staffing needs and implement best practices for sourcing, selection, and onboarding of production employees Collaborate with the Talent Development team to design and deliver training, professional development, and certification programs that align with organizational goals Partner on leadership development, career pathing, and succession planning initiatives to strengthen organizational capability Support continuous learning initiatives that enhance workforce skills, engagement, and readiness for future growth Drive performance management programs that support employee development, engagement, and organizational effectiveness People Metrics and Analysis Conduct workforce data analysis using HRIS/talent systems to identify trends and support strategic decision-making Provide relevant data on people metrics, analyzing and identifying trends and making recommendations in response to operational needs and develop strategies for future opportunities Qualifications REQUIRED: Bachelor's degree or equivalent skills and experience 10+ years of experience in comparable HR roles with at least 3 years in a people leadership capacity - this is not an HR Business Partner role Deep understanding of labor laws and compliance, with experience navigating regulatory requirements in multi-country environments Strong command of HR technology platforms, with a track record of driving automation and self-service adoption Demonstrated success in building and scaling shared services models that support growth, complexity, and global alignment Exceptional people leadership and team development skills Excellent communication, interpersonal, and organizational abilities Adaptability and a proactive approach to addressing organizational needs Proven ability to design and optimize processes that improve efficiency, reduce manual work, and enhance employee experience Skilled in data-driven decision-making, using metrics and feedback to inform strategy and continuously improve service delivery Excellent stakeholder management skills, with the ability to influence across functions and geographies A mindset rooted in continuous improvement, service excellence, and operational rigor STRONGLY PREFERRED: 3+ years leading regional or multi-site teams in dynamic, fast-scaling organizations Experience in manufacturing or industrial environments (ex. 80% of the population are production employees) Experience with UKG's end-to-end HCM platform (UKG go-live in Q1 2026) Compensation actually offered for this role will take into account internal equity and also may vary depending on the candidate's geographic region, job-related knowledge, skills, and experience among other factors. A bonus and/or long-term incentive units may be provided as part of the compensation package, in addition to the full range of medical, financial, and/or other benefits, dependent on the level and position offered. Why Join IEM At IEM, you'll join a team that powers some of the world's most ambitious projects. We're engineers, makers, and problem-solvers who thrive on tackling complex challenges and delivering solutions that keep industries moving forward. If you're driven, collaborative, and ready to make an impact, we'd love to hear from you. Your creativity and passion can help us achieve great things-come be part of the journey. Learn more about IEM at ********************* We offer comprehensive and competitive benefits package designed to support our employees' well-being, growth, and long-term success. View a snapshot of our benefits at *********************/careers Recruiting Scams Beware of recruiting scams. IEM never charges candidates fees, and all recruiter emails come from ************* address. If you suspect fraudulent activity, do not share personal information and report it to us at iemfg.com/contact Non-Discrimination Statement IEM does not discriminate against any applicant based on any characteristic protected by law. Privacy Information collected and processed as part of your IEM Careers profile, and any job applications you choose to submit is subject to IEM's Workforce Member Privacy Policy.

About Us: Mondi is a global leader in packaging and paper, contributing to a better world by developing and producing products that are sustainable by design. Sustainability is at the heart of our strategy and intrinsic to the way we do business, which enables us to offer a broad range of innovative solutions for consumer and industrial end-use applications. We are a truly global team, with our 24,000 people working across 100+ production sites in more than 30 countries, united by our common purpose. Join us at Mondi, where we strive to make a positive impact through responsible business practices and continuous innovation in packaging and paper solutions. Job Summary: The primary purpose of the role is to partner with President and Leadership Team of Mondi's Paper Bags segment in the Americas region to drive lasting business success through a high-impact people, organization and culture agenda. Paper Bags in Americas encompasses 8 manufacturing sites across the US, Mexico and Colombia. In addition, the role ensures consistency and alignment of HR practices across Mondi's different business segments in North America - including Consumer Flexibles and Release Liner (one site each in the US), and Kraft Paper (one site in Canada). It serves as the senior HR contact for the three site HR teams in the region, providing guidance and support to ensure country-relevant HR approaches are applied consistently and effectively and aligned with Mondi Group standards and local laws and regulations. The total employee base in Mondi Americas is approximately 1900 people. The role leads a team of approximately 20 HR professionals in Paper Bags and in addition, serves as the senior HR partner in the region for the 3 site HR partners. Your Mission: * In partnership with Americas President Paper Bags and the Leadership Team, execute Mondi Group strategy and deliver business targets - including but not limited to revenue, profitability, safety and sustainability - by driving both long-term and short-term HR strategies that directly support and enable business objectives, leveraging key HR KPI's and robust daily management * Partner closely with the Paper Bags Americas leadership team to shape a strong and capable organization - ensuring the right people, structures, and skills and culture are in place through workforce planning, capability building, organisation design/effectiveness, performance management, team and leadership development, and succession planning as well as employee engagement and team effectiveness * Drive strategic workforce planning to ensure the business has the right skills and capacity to deliver on current and future demands * Lead the talent agenda including talent development and succession planning for critical roles and future skills needs * Provide direct, timely coaching to senior leaders to strengthen leadership capabilities and decision-making * Partner with the Americas President Paper Bags and the Leadership Team to activate and embed a contemporary organizational culture and leverage change acceleration techniques to assist in driving broad change * Act as an organizational & simplification champion by shaping organisational structures that reduce complexity, drive clear accountability and collaboration * Lead a team of up to 8 HR direct and indirect reports and provide overall HR leadership to the HR professionals in the region, delivering appropriate coaching, mentoring and development opportunities (including exposure to HR Business Partner skills and experiences), communicating proactively, and ensuring HR team engagement & retention * Serve as the custodian to ensure that all Americas HR employment policies and practices are in compliance with local state and applicable federal legislation and that the employee relations are managed in harmony with Mondi's values and business ethics * Maintain communication lines and serve as a trusted advisor to Mondi Group senior leaders on all changes related to HR trends and legislation in the Americas * Actively contribute to the global HR agenda as a member of the Mondi Flexible Packaging HR Leadership Team and Mondi Group Extended HR leadership team, collaborating with CoEs and Segment HR business partners and HR leads from other geographies and supporting development and execution of key business-relevant HR initiatives Your Profile: * Education & HR Expertise: Bachelor's degree required, Master's preferred * Comprehensive HR Knowledge: Skilled in workforce planning, talent management, organizational development, assessment and selection, compensation and benefits, HR operations, systems and analytics, culture and inclusion, and U.S. labor regulation * Industry Experience: Background in manufacturing or processing industries, ideally within consumer goods or packaging preferred * Leadership in Multinational Environments: Proven ability to lead in global, matrixed organizations, balancing global and local priorities; experience with Latin American employee populations is a plus * Team Leadership & Delivery: Track record of managing dispersed HR teams to deliver consistent services across multiple sites and business units * Influence & Relationship Building: Strong capability to coach, influence, and communicate effectively with senior leadership and employees at all levels * Commercial & Strategic Acumen: Understanding of financial drivers (EBITDA, cash flow) and ability to contribute to strategic discussions and execution of people strategize * Resilience & Cultural Agility: Pragmatic, adaptable leader who navigates ambiguity and demonstrates cultural sensitivity across diverse regions * Additional Requirements: Willingness to travel (30-50%); multilingual skills are an advantage Our offer: * Competitive compensation package of base and bonus from $150,000-$250,000 * Full Medical, Dental, Vision, Life Insurance * 401k Retirement Savings Plan Get in touch: * We strive to create a culture that inspires our people to reach their full potential. Going the extra mile - for colleagues and customers - our people drive our passion for performance and are the key ingredient of Mondi's success. Be part of our future. Do you want to know more about Mondi? We are a global leader in packaging and paper, contributing to a better world through innovative solutions that are sustainable by design. Our global team of 24,000 people works across 100 production sites in more than 30 countries. Our strength lies in our diversity. We are dedicated to creating a team that reflects the diversity of the world we operate in. We encourage applications from traditionally underrepresented groups, including women, visible minorities, LGBTQI+ individuals, and people with disabilities. Even if you don't meet all the listed qualifications, we still want to hear from you. We believe in your potential and are committed to supporting you as you grow and learn at Mondi. If you need any accommodations during the recruitment process, please reach out to the contact person listed above. Only CVs uploaded onto our online career platform will be taken into consideration. With your application, you will be redirected to our recruiting platform. After creating an account, you will receive an activation link. If you do not find the email in your inbox, please check your spam folder or add the address no-reply@mondigroup.com to your "safe list" or address book. Awards:

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