Human Resources Business Partner jobs at Samsung Electronics Device Solutions (Semiconductor & Display)

. Assist in administration and adherence to company policies and procedures, and resolution of employee relation issues. Assist managers and supervisors with disciplinary issues. Recruit job openings, and interview candidates. Conduct required training, employee investigations and I-9 audits. Provide assistance with managing unemployment claims, appeals and hearings. Ensure compliance with state and federal employment law. Compile and analyze turnover, retention, and absenteeism data, assisting HR Manager in developing and implementing retention and attendance procedures and plans. Compile and distribute HR reports as needed. All other relevant duties as assigned. High School Diploma required; Bachelor Degree or equivalent in HR, Business or other closely related field preferred. 2+ years HR and employee relations experience; preferable within a similar manufacturing environment. Excellent communication and interpersonal skills. Working knowledge of federal and state employment law (i.e., Title VII, EEOC, ADAA, FMLA, etc.). Excellent conflict resolution skills. Strong technology and computer skills. Organized with attention to detail.

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

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

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

Who We Are Since 1955, we have been on a mission To Passionately Feed Millions Daily with High Quality Food People Enjoy! We are a third-generation family-owned and professionally managed organization with a commitment to strategic growth. We continue to be successful because of talented people, just like you, who choose to join our family and call E.A. Sween home. We pride ourselves on fostering a welcoming, respectful, and rewarding culture where employees are encouraged to bring their whole selves to work each and every day. At E.A. Sween, our team members are seen, heard, and appreciated not just for what they do, but for who they are. We hope you'll join us! What We're Seeking E.A. Sween Company is looking for an experienced and motivated Associate HR Business Partner to provide hands-on HR support within a fast-paced food manufacturing and logistics distribution environment. This role bridges day-to-day HR operations and strategic business needs, supporting leaders and employees while partnering closely with the HR Business Partner. Compensation: The target salary range for this position is $65,000 - $70,000 annually, consistent with our internal compensation framework. This position is classified as Grade 13, with a full pay range of $64,327.67 to $96,545.96. You are eligible for an incentive bonus up to 5% of your annual salary, prorated based on your start date. Final pay will be determined by your experience, skills, internal equity, and available budget. What You'll Do (Responsibilities) Employee Relations & Engagement: • Serve as the first point of contact for employees and supervisors regarding HR-related inquiries, fostering a responsive and supportive environment. • Support investigations and resolution of employee relations matters in partnership with the HR Business Partner. • Help drive employee engagement through recognition programs and culture-building initiatives that reflect E.A. Sween's values. Talent Acquisition & Onboarding: • Collaborate with Talent Acquisition to recruit for hourly and select salaried roles, ensuring alignment with business needs. • Coordinate and enhance onboarding programs to deliver a seamless and welcoming experience for new team members. • Monitor 30/60/90-day check-ins and contribute to retention strategies that support long-term employee success. Performance Management & Development: • Guide leaders through the performance review and merit processes, ensuring consistency and fairness. • Provide coaching to supervisors on effective performance conversations and progressive discipline practices. • Track and support training initiatives, including leadership development and compliance programs. Compensation & Benefits: • Serve as a resource for employees and managers on compensation policies and benefit offerings. • Assist with annual merit cycles and support market data reviews to maintain competitive pay practices. Compliance & HR Operations: • Ensure compliance with federal, state, and local employment laws (e.g., EEOC, FMLA, ADA, FLSA). • Partner with Safety and Operations teams on workers' compensation and Fit for Work programs. • Maintain HRIS data integrity, prepare HR metrics reports, and recommend process improvements. • Support Employee Resource Center (ERC) functions including onboarding coordination, electronic filing, new hire setup, and other administrative HR tasks to ensure accurate records and a seamless employee experience. • Collaborate with the HRBP and ERC team to streamline processes, improve onboarding workflows, and uphold consistency in documentation and compliance standards. Business Partnership: • Work closely with the HRBP and site leadership to understand business goals and workforce needs. • Support projects in labor relations, staffing models, and workforce planning. • Provide HR insights to help drive operational excellence and continuous improvement. What You'll Need (Qualifications) Bachelor's degree in Human Resources, Business Administration, or related field (or equivalent experience). 2-4 years of progressive HR experience in manufacturing and/or logistics/distribution environments. Experience supporting both hourly and salaried employee populations. Strong foundation in HR operations, including employee relations, onboarding, interviewing, and compliance support. Demonstrated ability to partner with leaders under guidance of a senior HRBP to implement HR programs and policies. Ability to balance tactical execution with learning and development toward broader HRBP responsibilities. Strong knowledge of employment law and HR best practices. Excellent communication, facilitation, and relationship-building skills. Ability to handle sensitive information with discretion and confidentiality. Proficiency with HRIS systems (e.g., UKG, Workday) and MS Office Suite. Comfort working in a fast-paced, multi-shift operation. Preferred: • PHR or SHRM-CP certification. • Experience in union or labor relations is a plus. How You'll Find Success at EAS Value People Most of All: Show respect & care, embrace diversity, and empower others. Commit to Safety Everyday: See something say something do something, practice safe behavior, and celebrate safety success. Invest in Our Company to Thrive: Share ideas to improve, learn & grow, and embrace change. Think Before Doing And Act Decisively: Make thoughtful decisions, work together to find solutions, and do what's right. Welcome Constructive Straight Talk: Be honest and respectful even when difficult, be open to ideas and feedback, and ask questions to understand. Serve Up Exceptional Experiences: Provide value to customers, take pride in your work, and help others to be successful. Enjoy What You Do!: Have a positive attitude, Live the Spirit of E.A. Sween, and celebrate success. What We Offer E.A. Sween is proud to offer a comprehensive benefits package designed to support the health, financial security, and well-being of our team members. Benefits include: • Medical, Dental, and Vision Insurance • Paid Time Off (PTO) • 8 Paid Holidays • Company-Paid Life Insurance • 401(k) with Company Match - fully vested after 2 years • Short-Term and Long-Term Disability Plans • Tuition Reimbursement • Employee Recognition Program (Boss Bucks)

A collective energy and ambition. A place where you can make a real difference. We're a company that genuinely cares about our people, our products, our consumers and the environment. Our unique, informal culture champions courage, determination and collaboration. Knowing we have an open and supportive team means each of us has the freedom to take responsibility and ownership. We have a shared passion to work hard, innovate and push boundaries. United by the belief that when we strive for growth, anything is possible. While we might not be the largest company in our industry, we believe we can have the biggest impact because: Together We Have the Power to Win. The Director of HR Operations will be responsible for building and leading a new HR operations service center. This role will manage the day-to-day administrative operations of the HR department, streamline processes, and enhance the employee experience through digitization. The ideal candidate will have a strong background in HR operations, project management, and data analytics, with a proven track record of implementing scalable HR processes and systems. Ensuring strong stakeholder buy-in and alignment is crucial for the success of this role. This role will also involve managing HR operations in a global environment, ensuring consistency and efficiency across multiple locations. Role Accountabilities and Responsibilities Build and Lead HR Operations Service Center: Establish and manage a new HR operations service center to centralize and streamline HR processes and services across the organization. Budget Management: Oversee and manage the HR Operations team's budget, ensuring fiscal responsibility and alignment with organizational financial goals. HR Process Improvement: Assess current HR processes and systems, identify gaps, and recommend and implement improvements to align with organizational strategy. Process Design and Execution: Ensure that all HR processes are designed and executed to create an exceptional employee experience. Digitization of Employee Experience: Drive the digitization of HR processes to enhance the employee experience, leveraging technology to create seamless and efficient workflows. Project Management: Partner with the Center of Excellence (COE) to lead and deliver organization-wide projects, including technology and platform implementation, with a particular focus on HRIS and third-party systems. HR Policy Development: Collaborate with colleagues to develop and refine HR policies, conduct periodic audits, and ensure compliance with employment-related laws and regulations. AI and Automation: Lead the integration of AI and automation technologies to optimize HR processes, improve efficiency, and enhance decision-making capabilities. Utilization of Data and Analytics: Ensure that people-related data is systematically analyzed and applied to assess the performance of the HR operations team, highlighting areas of strength and uncovering opportunities for continuous improvement. Stakeholder Engagement: Ensure strong stakeholder buy-in and alignment by collaborating with HR leadership, department heads, and other key stakeholders to align HR operations with broader organizational goals. Vendor Management: Partner with and manage vendors to ensure service level agreements (SLAs) are met. Team Leadership: Manage, develop, and mentor the HR Operations team. Education and Experience Bachelor's degree in Human Resources, Business Administration, or related field is required. Advanced degree or HR certification(s) preferred. 7+ years of experience launching and managing a successful HR Operational Service Center in a global manufacturing environment, with a minimum of 5 years in a leadership role. Proficiency in HRIS systems, specifically Workday, and comfort with learning new technologies Certification and/or training in project management Strong ability to use people analytics to create business cases and implement strategies Excellent presentation, interpersonal, and collaborative skills across all levels Familiarity with employment-related laws, regulations, and concepts Preferred Qualifications: Master's degree in Human Resources, Business Administration, or related field Professional certifications such as SHRM-CP, SHRM-SCP, PHR, or SPHR HR integration and post-merger activities Experience managing HR operations in a multi-location or global environment The US base salary range for this full-time position is $167,300 to 238,200. This position is also eligible for a bonus. As a Church & Dwight US employee, you (and eligible dependents, as applicable) will have access to medical, dental, vision, basic life insurance, paid vacation and sick time, and Paid Parental Leave. U.S. employees are entitled to paid holidays, floating holidays, and vacation days starting in their first year of employment depending on hire date. You are also able to participate in our 401k retirement plan (with company match and profit-sharing) and Discounted Employee Stock Purchase Plan. The actual base pay offered to the successful candidate will be based on multiple factors, including, but not limited to, job-related knowledge/skills, experience, business needs, geographical location, and internal pay parity. Compensation decisions are dependent upon the facts and circumstances of each position and candidate. About the Role: This is a highly visible role within the organization, offering the opportunity to impact how we operate and how our workforce experiences life at Church & Dwight. If you are results-oriented, creative, resourceful, and thrive in a strategic role with organization-wide impact, we encourage you to apply. #LI-Hybrid Church & Dwight is proud to be an Equal Opportunity Employer/Veterans/Individuals with Disabilities. For more information on our company, our brands and our culture visit us at ****************************

If you're looking for a special place to build or grow your career, you've found it. Whether you're an experienced professional, a recent college graduate or somewhere in between, IDEX is a place where you can apply your existing skills and learn new ones in an environment where you can make an impact. With interesting opportunities in engineering, marketing, sales, supply chain, operations, HR, finance, and more across more than 40 diverse businesses around the globe, chances are, we have something special for you. ROLE PURPOSE As IDEX grows and scale, our HR function is evolving to ensure we can meet the business needs with speed, consistency and a focus on enterprise-wide impact. The Director HR Operations and Program Management plays a central role in this evolution - bringing together strategic HR business partnership and operational discipline to move critical HR initiatives forward and connect the dots across the function. This role will serve as a thought partner and program leader within HR - connecting HR functions to support clarity and progress on enterprise-wide initiatives and helping functional leaders translate their strategies into movement. This role brings together strong HR business partnership capability with the disciplined program execution to ensure we build both practical and scalable solutions. This leader will work closely with HR Leadership and functional peers to support alignment, execution and integrated decision making across HR. They will provide thought partnership to functional HR leaders while helping shape and guide how our foundational processes, systems and structures scale with the business. This role is a highly engaged HR leader who can anticipate what's needed and see around corners, structure and guide execution and elevate how we work as a function all while fostering shared ownership across key stakeholders or groups. Why This Role Matters IDEX HR must scale with the business through reducing complexity and clear focus. This role will help strengthen and connect initiatives across corporate HR, creating clarity on what matters most, and ensuring initiatives are led in a way that is practical, aligned and grounded in execution. By helping corporate HR leaders move functional objectives into functional initiatives, this role will enable HR to lead with focus and deliver value at speed. Deliverables include Partner with functional HR leaders to shape and move forward their move critical strategic priorities - especially initiatives that have enterprise-wide implications or cross-functional complexity. An intentional, elevated rhythm of collaboration, planning and communication across corporate HR that leads to systematic HR initiative enablement Visible traction towards a forward looking plan that connects HR systems, processes and compliance needs into one view Provide steady program oversight on high-priority initiatives without pulling ownership away from functional leaders, rather being a trusted thought-partner to guide phasing, decision making and key stakeholder engagement. KEY RESPONSIBILITIES Strategic HR Partnership and Enablement Serve as a strategic thought partner to corporate HR and other functional leaders, helping them connect their priorities into a more integrated, enterprise-wide HR system. Act as an internal integrator-identifying connections across HR initiatives and guiding leaders to align efforts, decision points and execution. Support the VP, HR and other HR leaders by anticipating future needs, surfacing critical handoffs and helping teams make sense of interdependencies before they become bottlenecks Bring a system thinking lens to HR initiatives helping translate individual workstreams into a cohesive roadmap that enables scale, consistency and strategic value. Elevate alignment and execution across corporate HR by simplifying complexity and ensuring our growth focused evolution stays coordinated and practical. Program Management for Enterprise Initiatives Build and maintain practical, aligned roadmaps with functional owners - support prioritization, phasing and visible progress Understand and surface dependencies, risks and execution milestones across initiatives without duplicating ownership or introducing bureaucracy Work in partnership with functional peers to ensure enterprise-wide HR initiatives are coordinated and successful through thoughtful planning and change leadership REQUIRED EXPERIENCE AND CAPABILITIES Minimum 10-15 years in corporate HR, HR business partnership or HR operations in progressive roles delivering scale Proven success leading complex, cross-functional HR initiatives to evolve HR operations or support growth Credible and collaborative with peers with the ability to influence across the HR function to drive aligned action without overall ownership Ability to bring clarity to ambiguity and deliver results through structure without adding complexity Systems thinking with the ability to understand how HR processes, structures and tools intersect. Skilled at balancing strategic business partnership with tactical follow-through Strong communication and facilitation skills with a bias for action and partnership Project Management (PMP or equivalent) or Change Management (Prosci or equivalent) certification helpful but not required Are you ready to join a different kind of company where our people, our culture, and our commitments are centered around providing trusted solutions that improve lives around the world? Total Rewards The compensation range for this position is $154,700.00 - $232,100.00, depending on experience. This position may be eligible for performance based bonus plan. Benefits Package Our comprehensive U.S. benefit offerings include: Health benefits, 401(k) retirement savings program with company match, PTO, and more. More information on our benefits and rewards can be found on our career page: ********************************************************** IDEX is an Equal Opportunity Employer. IDEX gives consideration for employment to qualified applicants without regard to race, color, religion, creed, genetic information, sex, sexual orientation, gender identity or expression, marital status, age, national origin, disability, protected veteran status, or any other consideration or protected category made unlawful by federal, state or local laws. Attention Applicants: If you are an individual with a disability and require a reasonable accommodation to complete any part of the application process, please let us know. Likewise, if you are limited in the ability to access or use this online application process and need an alternative method for applying, we will determine an alternate way for you to apply. Please contact our Talent Acquisition Team at ********************** for assistance with an accommodation. These contact tools may be used only by individuals with a disability for accommodation requests. Do not inquire as to the status of an application.

If you're looking for a special place to build or grow your career, you've found it. Whether you're an experienced professional, a recent college graduate or somewhere in between, IDEX is a place where you can apply your existing skills and learn new ones in an environment where you can make an impact. With interesting opportunities in engineering, marketing, sales, supply chain, operations, HR, finance, and more across more than 40 diverse businesses (*********************************************************** around the globe, chances are, we have something special for you. **ROLE PURPOSE** As IDEX grows and scale, our HR function is evolving to ensure we can meet the business needs with speed, consistency and a focus on enterprise-wide impact. The Director HR Operations and Program Management plays a central role in this evolution - bringing together strategic HR business partnership and operational discipline to move critical HR initiatives forward and connect the dots across the function. This role will serve as a thought partner and program leader within HR - connecting HR functions to support clarity and progress on enterprise-wide initiatives and helping functional leaders translate their strategies into movement. This role brings together strong HR business partnership capability with the disciplined program execution to ensure we build both practical and scalable solutions. This leader will work closely with HR Leadership and functional peers to support alignment, execution and integrated decision making across HR. They will provide thought partnership to functional HR leaders while helping shape and guide how our foundational processes, systems and structures scale with the business. This role is a highly engaged HR leader who can anticipate what's needed and see around corners, structure and guide execution and elevate how we work as a function all while fostering shared ownership across key stakeholders or groups. _Why This Role Matters_ IDEX HR must scale with the business through reducing complexity and clear focus. This role will help strengthen and connect initiatives across corporate HR, creating clarity on what matters most, and ensuring initiatives are led in a way that is practical, aligned and grounded in execution. By helping corporate HR leaders move functional objectives into functional initiatives, this role will enable HR to lead with focus and deliver value at speed. _Deliverables include_ + Partner with functional HR leaders to shape and move forward their move critical strategic priorities - especially initiatives that have enterprise-wide implications or cross-functional complexity. + An intentional, elevated rhythm of collaboration, planning and communication across corporate HR that leads to systematic HR initiative enablement + Visible traction towards a forward looking plan that connects HR systems, processes and compliance needs into one view + Provide steady program oversight on high-priority initiatives without pulling ownership away from functional leaders, rather being a trusted thought-partner to guide phasing, decision making and key stakeholder engagement. **KEY RESPONSIBILITIES** _Strategic HR Partnership and Enablement_ + Serve as a strategic thought partner to corporate HR and other functional leaders, helping them connect their priorities into a more integrated, enterprise-wide HR system. + Act as an internal integrator-identifying connections across HR initiatives and guiding leaders to align efforts, decision points and execution. + Support the VP, HR and other HR leaders by anticipating future needs, surfacing critical handoffs and helping teams make sense of interdependencies before they become bottlenecks + Bring a system thinking lens to HR initiatives helping translate individual workstreams into a cohesive roadmap that enables scale, consistency and strategic value. + Elevate alignment and execution across corporate HR by simplifying complexity and ensuring our growth focused evolution stays coordinated and practical. _Program Management for Enterprise Initiatives_ + Build and maintain practical, aligned roadmaps with functional owners - support prioritization, phasing and visible progress + Understand and surface dependencies, risks and execution milestones across initiatives without duplicating ownership or introducing bureaucracy + Work in partnership with functional peers to ensure enterprise-wide HR initiatives are coordinated and successful through thoughtful planning and change leadership **REQUIRED EXPERIENCE AND CAPABILITIES** + Minimum 10-15 years in corporate HR, HR business partnership or HR operations in progressive roles delivering scale + Proven success leading complex, cross-functional HR initiatives to evolve HR operations or support growth + Credible and collaborative with peers with the ability to influence across the HR function to drive aligned action without overall ownership + Ability to bring clarity to ambiguity and deliver results through structure without adding complexity + Systems thinking with the ability to understand how HR processes, structures and tools intersect. + Skilled at balancing strategic business partnership with tactical follow-through + Strong communication and facilitation skills with a bias for action and partnership + Project Management (PMP or equivalent) or Change Management (Prosci or equivalent) certification helpful but not required Are you ready to join a different kind of company where our people, our culture, and our commitments are centered around providing trusted solutions that improve lives around the world? **Total Rewards** The compensation range for this position is $154,700.00 - $232,100.00, depending on experience. This position may be eligible for performance based bonus plan. **Benefits Package** Our comprehensive U.S. benefit offerings include: Health benefits, 401(k) retirement savings program with company match, PTO, and more. More information on our benefits and rewards can be found on our career page: ********************************************************** **IDEX is an Equal Opportunity Employer** . IDEX gives consideration for employment to qualified applicants without regard to race, color, religion, creed, genetic information, sex, sexual orientation, gender identity or expression, marital status, age, national origin, disability, protected veteran status, or any other consideration or protected category made unlawful by federal, state or local laws. **Attention Applicants:** If you are an individual with a disability and require a reasonable accommodation to complete any part of the application process, please let us know. Likewise, if you are limited in the ability to access or use this online application process and need an alternative method for applying, we will determine an alternate way for you to apply. Please contact our Talent Acquisition Team at ********************** for assistance with an accommodation. These contact tools may be used only by individuals with a disability for accommodation requests. Do not inquire as to the status of an application. **Job Family:** Human Resources **Business Unit:** Corporate

If you're looking for a special place to build or grow your career, you've found it. Whether you're an experienced professional, a recent college graduate or somewhere in between, IDEX is a place where you can apply your existing skills and learn new ones in an environment where you can make an impact. With interesting opportunities in engineering, marketing, sales, supply chain, operations, HR, finance, and more across more than 40 diverse businesses (*********************************************************** around the globe, chances are, we have something special for you. ROLE PURPOSE As IDEX grows and scale, our HR function is evolving to ensure we can meet the business needs with speed, consistency and a focus on enterprise-wide impact. The Director HR Operations and Program Management plays a central role in this evolution - bringing together strategic HR business partnership and operational discipline to move critical HR initiatives forward and connect the dots across the function. This role will serve as a thought partner and program leader within HR - connecting HR functions to support clarity and progress on enterprise-wide initiatives and helping functional leaders translate their strategies into movement. This role brings together strong HR business partnership capability with the disciplined program execution to ensure we build both practical and scalable solutions. This leader will work closely with HR Leadership and functional peers to support alignment, execution and integrated decision making across HR. They will provide thought partnership to functional HR leaders while helping shape and guide how our foundational processes, systems and structures scale with the business. This role is a highly engaged HR leader who can anticipate what's needed and see around corners, structure and guide execution and elevate how we work as a function all while fostering shared ownership across key stakeholders or groups. _Why This Role Matters_ IDEX HR must scale with the business through reducing complexity and clear focus. This role will help strengthen and connect initiatives across corporate HR, creating clarity on what matters most, and ensuring initiatives are led in a way that is practical, aligned and grounded in execution. By helping corporate HR leaders move functional objectives into functional initiatives, this role will enable HR to lead with focus and deliver value at speed. _Deliverables include_ + Partner with functional HR leaders to shape and move forward their move critical strategic priorities - especially initiatives that have enterprise-wide implications or cross-functional complexity. + An intentional, elevated rhythm of collaboration, planning and communication across corporate HR that leads to systematic HR initiative enablement + Visible traction towards a forward looking plan that connects HR systems, processes and compliance needs into one view + Provide steady program oversight on high-priority initiatives without pulling ownership away from functional leaders, rather being a trusted thought-partner to guide phasing, decision making and key stakeholder engagement. KEY RESPONSIBILITIES _Strategic HR Partnership and Enablement_ + Serve as a strategic thought partner to corporate HR and other functional leaders, helping them connect their priorities into a more integrated, enterprise-wide HR system. + Act as an internal integrator-identifying connections across HR initiatives and guiding leaders to align efforts, decision points and execution. + Support the VP, HR and other HR leaders by anticipating future needs, surfacing critical handoffs and helping teams make sense of interdependencies before they become bottlenecks + Bring a system thinking lens to HR initiatives helping translate individual workstreams into a cohesive roadmap that enables scale, consistency and strategic value. + Elevate alignment and execution across corporate HR by simplifying complexity and ensuring our growth focused evolution stays coordinated and practical. _Program Management for Enterprise Initiatives_ + Build and maintain practical, aligned roadmaps with functional owners - support prioritization, phasing and visible progress + Understand and surface dependencies, risks and execution milestones across initiatives without duplicating ownership or introducing bureaucracy + Work in partnership with functional peers to ensure enterprise-wide HR initiatives are coordinated and successful through thoughtful planning and change leadership REQUIRED EXPERIENCE AND CAPABILITIES + Minimum 10-15 years in corporate HR, HR business partnership or HR operations in progressive roles delivering scale + Proven success leading complex, cross-functional HR initiatives to evolve HR operations or support growth + Credible and collaborative with peers with the ability to influence across the HR function to drive aligned action without overall ownership + Ability to bring clarity to ambiguity and deliver results through structure without adding complexity + Systems thinking with the ability to understand how HR processes, structures and tools intersect. + Skilled at balancing strategic business partnership with tactical follow-through + Strong communication and facilitation skills with a bias for action and partnership + Project Management (PMP or equivalent) or Change Management (Prosci or equivalent) certification helpful but not required Are you ready to join a different kind of company where our people, our culture, and our commitments are centered around providing trusted solutions that improve lives around the world? Total Rewards The compensation range for this position is $154,700.00 - $232,100.00, depending on experience. This position may be eligible for performance based bonus plan. Benefits Package Our comprehensive U.S. benefit offerings include: Health benefits, 401(k) retirement savings program with company match, PTO, and more. More information on our benefits and rewards can be found on our career page: ********************************************************** IDEX is an Equal Opportunity Employer . IDEX gives consideration for employment to qualified applicants without regard to race, color, religion, creed, genetic information, sex, sexual orientation, gender identity or expression, marital status, age, national origin, disability, protected veteran status, or any other consideration or protected category made unlawful by federal, state or local laws. Attention Applicants: If you are an individual with a disability and require a reasonable accommodation to complete any part of the application process, please let us know. Likewise, if you are limited in the ability to access or use this online application process and need an alternative method for applying, we will determine an alternate way for you to apply. Please contact our Talent Acquisition Team at ********************** for assistance with an accommodation. These contact tools may be used only by individuals with a disability for accommodation requests. Do not inquire as to the status of an application. Job Family: Human Resources Business Unit: Corporate

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

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

Job Details Management Downers Grove, IL Full Time 4 Year Degree $120000.00 - $160000.00 Salary Up to 50% Day Human ResourcesDescription Duravant is a global engineered equipment company with an over 100-year operating history. Through our portfolio of operating companies, we deliver trusted end-to-end process solutions for customers and partners through engineering and integration expertise, project management and operational excellence. With worldwide sales distribution and service networks we provide immediate and lifetime aftermarket support to all the markets we serve in the food processing, packaging and material handling sectors. Duravant's market-leading brands are synonymous with innovation, durability and reliability. We are seeking an experienced and strategic Director of Learning & Development (L&D) to lead the design and execution of talent development initiatives across Duravant and its' family of operating companies. This learning leader is responsible for driving leadership development, compliance training, upskilling, and cultural transformation efforts. The Director of Learning & Development will partner with senior leaders to build a learning culture that supports employee growth, engagement, and long-term business success, while also rolling up their sleeves and taking a hands on approach. Key Responsibilities: Design, implement, and evaluate leadership development, upskilling, and continuous learning programs across all levels. Conduct training needs assessments and develop targeted curricula to address skill gaps. Oversee learning platforms (e.g., LMS) and manage relationships with training vendors and external partners. Lead succession planning and development strategies for high-potential employees. Track and analyze learning impact using metrics, feedback, and performance outcomes. Partner with department heads to align learning strategies with organizational priorities and workforce capabilities. Drive cultural initiatives and support efforts that enhance organizational effectiveness and employee engagement. Facilitate training sessions and development initiatives across operating companies, ensuring alignment with enterprise-wide learning objectives and local business needs. Qualifications Qualifications: Bachelor's degree required; Master's degree in Organizational Development (OD), Human Resource Development (HRD), or related field preferred 10+ years of progressive experience in learning and development, with leadership responsibility. Deep knowledge of adult learning principles, instructional design, and talent development best practices. Ability to travel 25-40% both domestically and internationally across the Duravant family of operating companies Strong facilitation, communication, and project management skills. Proven ability to lead cross-functional initiatives and influence senior stakeholders. Duravant is committed to a culture that promotes long-term career satisfaction and provides an opportunity for personal and professional growth. We succeed by operating within our core values of Integrity, Teamwork, Respect, Sense of Urgency, and Winning Spirit. Competitive compensation package Comprehensive benefits package designed to support our employees' health, well-being, and financial security Work/life programs designed to provide a safe, secure, and balanced environment Education and training programs to develop and grow a high-performance workforce Performance-based rewards

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.

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

PURPOSE OF POSITIONAs the Director of Human Resources at Cemen Tech-a 100% employee‑owned leader in volumetric concrete technology-you'll serve as a strategic partner and cultural champion. You'll align human capital strategies with the company's mission of innovation, safety, quality, and empowerment in a manufacturing environment. This includes the ability to balance the day-to-day activities required in human resources for the approximate 160 person site while also thinking strategically about key opportunities that will further enhance the business as it relates to our talent initiatives. In this role, you will be the catalyst behind a human-centered, strategy-oriented HR function-one that ensures Cemen Tech continues to thrive as an employee-owned manufacturing leader. ESSENTIAL DUTIES AND RESPONSIBILITIES The following duties are normal for this position. These are not to be construed as exclusive or all inclusive. Other duties may be required and assigned. More specifically, the person will: Strategic HR Leadership - Partner closely with executive leadership to design and execute HR initiatives aligned with organizational goals. Lead cultural transformation, workforce planning, and employee engagement strategies. Leads team of four HR and EHS business partners; driving all areas of human capital strategy and utilizing EOS to drive momentum. Acts as a strategic advisor to site leadership on all HR-related matters. Coaches leadership to build leadership capabilities that address and resolve both human and technical aspects of the work environment while building a talent pipeline. HR Program Development & Execution - Develop, implement, and maintain HR policies, programs, and systems-covering recruitment, onboarding, total rewards, succession planning, and performance management-that support the business and comply with legal standards. Recruitment & Talent Management - Lead talent acquisition and retention strategy including recruitment pipelines, employee development programs, and succession planning to ensure a strong leadership bench. Develops HR team for the needs and future of the organization, along with personal growth goals to maintain a competent and thriving department, ensuring continuous growth. Utilizes data insights and metrics to provide recommendations to enable sound talent decisions and initiatives. Identifies ways to continuously improve the HR function, processes and procedures and shares best practices across the organization. Employee Relations & Engagement - Foster a workplace culture grounded in the company's Core Values-Positive Mindset, Ingenuity, Accountability, Do the Right Thing, Engagement, and Safety-empowering employees as owners and advocates of company success. Provides day-to-day performance management guidance for line management (e.g., coaching, counseling, career development, disciplinary actions) EHS & Compliance Oversight - Collaborate and oversight of EHS department regarding OSHA and safety initiatives to uphold a safe and compliant work environment across all manufacturing and operational areas. Oversee total rewards strategy and positioning the company to continue its success and be an employer or choice, including continual alignment of practices and policies and research to understand future needs. Change Management & Organizational Development - Lead transformative initiatives that support continuous improvement, adaptability, and long-term growth within the employee-owned framework and driving Cemen Tech as an employer of choice. QUALIFICATIONS To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodation may be made to enable individuals with disabilities to perform the essential functions. EDUCATION - EXPERIENCE - COMPUTER SKILLS Bachelor's degree in human resources or related field. Recommend 5+ years of applicable experience, preferably with 3+ years partnering with the senior leaders. Knowledge of the multiple HR disciplines including state and federal compliance, recruitment, hiring and onboarding, total rewards, HRIS system administration, training and development. Comfortable with complexity, ambiguity, and the ability to manage change while also leading others through change. Excellent written and verbal communications including presentation skills, preparation and delivery. Demonstrated experience building strong business acumen and capability to assess HR implications on the business. Must have a strong blend of analytical, decision-making & creative solving skills. Unquestionable personal and business integrity, and proven ability to deal with confidential information Strong, proven ability to build relationships within a business to influence change. ADDITIONAL POSITIVE QUALIFICATIONS SHRM-CP, PHR Certifications Passport and an ability to travel internationally Experience manufacturing concepts is a strong plus. Knowledge of EOS and leadership within its framework CORE VALUES - Listed in bold below are Cemen Tech's six Core Values including an example of each Core Value. Positive Mindset - We know our attitude affects our performance. Ingenuity - Better, Faster, Easier Accountable - We accept responsibility for our actions. Do the Right Thing - Do the right thing every time. Engaged - Listening to understand...acting to accomplish. Safety - We will reinforce safe habits by our own actions. COMPETENCIES To perform this position successfully, individual should demonstrate the following work competencies: Problem Solving - Identifies and resolves issues in a timely manner. Communication Skills - Speaks clearly, listens and receives clarification, respond to questions. Dependability - Follows instructions, responds to management direction, and takes responsibility. Quality Assurance - Demonstrates accuracy and thoroughness. Ethics/Professionalism - Treats people with respect; Works ethically and with integrity. Organizational Support - Follows policies and procedures. Judgment - Exhibits sound and accurate judgment. Safety and Security - Observes safety and security procedures; Uses equipment properly. PHYSICAL DEMANDS The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. While performing the duties of this position, the employee: Must be able to frequently stoop/bend. Must be able to regularly use hands and arms. Must be able to regularly stand and walk. Must be able to lift and/or move up to 15 pounds. Specific vision abilities required by this job include close, distance, color, and peripheral vision. ENVIRONMENTAL ADAPTABILITY The noise level in the work environment is usually moderate. Cemen Tech, Inc. is an Equal Opportunity Employer. In compliance with the Americans with Disabilities Act, The Employer will provide reasonable accommodations to qualified individuals with disabilities and encourages prospective employees and incumbents to discuss potential accommodations with Cemen Tech, Inc.

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

Job DescriptionEssential Duties and Responsibilities: Provide support to an organization of 140 employees+ using knowledge of talent acquisition, compensation, benefits, and employee relations Support Mud Pie's corporate and warehouse employees with general human resources questions related to, but not inclusive of, payroll, compensation, policies and benefits Work alongside leadership teams, to provide insightful problem-solving, hands-on guidance, and direct support for employee/personnel matters Act as a liaison between employees and management to promote open communication, engagement and a positive work environment Lead employee engagement initiatives and company-wide events that strengthen culture and retention Process bi-weekly payroll Oversee FMLA, short-term and long-term disability, worker's comp, etc. Oversee the full recruitment lifecycle, including job postings, resume screening, interviews, candidate selection, and onboarding for both corporate and warehouse roles Attend local university career fairs annually to attract top talent Work alongside leadership on effective performance management, feedback and corrective actions Oversee offboarding, including separation conversations, exit interviews, system access removal, benefit terminations, etc. Administer employee benefit programs, including health, 401(k), disability, and leave; manage annual openenrollment and qualifying life event changes Conducting regular audits of payroll, benefits, and other HR programs/policies, and recommending corrective actions and documenting SOPs Manage accurate and confidential HR records, files, systems Partner with multiple external vendors Assist third party IT vendor with onsite troubleshooting, etc. Manage and develop HR Assistant & Office Manager, leading by example Other ad hoc tasks and projects as assigned Requirements: Bachelor's degree in Human Resources, Business Administration, or related field 5+ years of Human Resources experience preferred Proven ability to build relationships influence at all levels, and manage multiple priorities in a dynamic environment Exceptional communication, problem solving, and organizational skills Ability to maintain flexibility and a positive attitude under pressure and in ambiguous situations Knowledge of regulatory and legal requirements Proficient in Microsoft Office (Word, Excel, PowerPoint) Proficiency with Human Capital Management systems (experience with Paycom is a plus) Ability to maintain confidentiality of sensitive personal, corporate and financial information at all times Self-directs and works independently with minimal supervision Powered by JazzHR vY3uJ3LMc7

Essential Duties and Responsibilities: Provide support to an organization of 140 employees+ using knowledge of talent acquisition, compensation, benefits, and employee relations Support Mud Pie's corporate and warehouse employees with general human resources questions related to, but not inclusive of, payroll, compensation, policies and benefits Work alongside leadership teams, to provide insightful problem-solving, hands-on guidance, and direct support for employee/personnel matters Act as a liaison between employees and management to promote open communication, engagement and a positive work environment Lead employee engagement initiatives and company-wide events that strengthen culture and retention Process bi-weekly payroll Oversee FMLA, short-term and long-term disability, worker's comp, etc. Oversee the full recruitment lifecycle, including job postings, resume screening, interviews, candidate selection, and onboarding for both corporate and warehouse roles Attend local university career fairs annually to attract top talent Work alongside leadership on effective performance management, feedback and corrective actions Oversee offboarding, including separation conversations, exit interviews, system access removal, benefit terminations, etc. Administer employee benefit programs, including health, 401(k), disability, and leave; manage annual openenrollment and qualifying life event changes Conducting regular audits of payroll, benefits, and other HR programs/policies, and recommending corrective actions and documenting SOPs Manage accurate and confidential HR records, files, systems Partner with multiple external vendors Assist third party IT vendor with onsite troubleshooting, etc. Manage and develop HR Assistant & Office Manager, leading by example Other ad hoc tasks and projects as assigned Requirements: Bachelor's degree in Human Resources, Business Administration, or related field 5+ years of Human Resources experience preferred Proven ability to build relationships influence at all levels, and manage multiple priorities in a dynamic environment Exceptional communication, problem solving, and organizational skills Ability to maintain flexibility and a positive attitude under pressure and in ambiguous situations Knowledge of regulatory and legal requirements Proficient in Microsoft Office (Word, Excel, PowerPoint) Proficiency with Human Capital Management systems (experience with Paycom is a plus) Ability to maintain confidentiality of sensitive personal, corporate and financial information at all times Self-directs and works independently with minimal supervision

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: *************************************************************