Human Resources Business Partner jobs at Samsung Electronics Device Solutions (Semiconductor & Display) - 639 jobs

About Samsung Austin Semiconductor Samsung is a world leader in advanced semiconductor technology, founded on the belief that the pursuit of excellence creates a better world. At SAS, we are Innovating Today to Power the Devices of Tomorrow. Come innovate with us! Position Summary Samsung is seeking an experienced Employee Relations Partner with a deep understanding of employee relations and a passion for fostering a great workplace experience. This role is critical in designing and implementing innovative HR solutions to support organizational growth and transformation. If you thrive in a fast-paced, hands-on environment, enjoy process improvement, and are passionate about employee engagement, collaboration, and problem-solving, we want to hear from you! Role and Responsibilities Here's What You'll Be Responsible For: * Serve as a trusted advisor, addressing complex employee relations issues such as performance coaching, behavioral concerns, conflict resolution, and leadership consultation. * Provide guidance on company policies, employment laws, and best practices to ensure compliance and fair treatment. * Conduct and review internal investigations, including performance issues, voluntary and involuntary terminations, and workplace conduct matters. * Maintain thorough documentation of cases, investigations, and corrective actions. * Partner with HR Business Partners, Legal, and Centers of Excellence to implement effective solutions. * Identify trends in employee relations and drive process improvements. * Develop and deliver training workshops for employees and leaders. * Collaborate with legal and compliance teams to ensure adherence to federal, state, and local regulations. * Provide employee relations metrics and recommend strategies to mitigate company risk. * Assist with special projects and other HR initiatives as needed. Skills and Qualifications Here's What You'll Bring to Samsung: * 3+ years experience working in an employee relations, investigations or similar role (prior supervisory experience preferred) * Bachelor's degree or higher in HR, Industrial or Labor Relations (or similar) * Strong knowledge of employment laws and HR best practices, proven ability to handle sensitive matters confidentially. * Demonstrated experience conducting investigations and managing complex cases. Join us in shaping a workplace where employees feel valued, supported, and empowered! NOTE: This position is required to be on-site full time. The current base salary range for this role is between $72,831 and $124,009. Individual base pay rates will depend on factors including duties, work location, education, skills, qualifications and experience. Total compensation for this position will include a competitive benefits package and may include participation in company incentive compensation programs, which are based on factors to include organizational and individual performance. Total Rewards At Samsung SAS, base pay is just one part of our total compensation package. The base compensation for this role will depend on education, experience, skills, and location. We offer a comprehensive benefits package, including: * Medical, dental, and vision insurance * Life insurance and 401(k) matching with immediate vesting * Onsite café(s) and workout facilities * Paid maternity and paternity leave * Paid time off (PTO) + 2 personal holidays and 10 regular holidays * Wellness incentives and MORE Eligible full-time employees (salaried or hourly) may also receive MBO bonuses based on company, division, and individual performance. All positions at SAS are full-time on-site. U.S. Export Control Compliance This role requires access to information subject to U.S. export control laws. Applicants must be authorized to access such information or eligible for government authorization. Trade Secrets Notice By submitting an application, you agree not to disclose to Samsung-or encourage Samsung to use-any confidential or proprietary information (including trade secrets) belonging to a current or former employer or other entity. * Please visit Samsung membership to see Privacy Policy, which defaults according to your location. You can change Country/Language at the bottom of the page. If you are European Economic Resident, please click here. * Samsung Electronics America, Inc. and its subsidiaries are committed to employing a diverse workforce, and provide Equal Employment Opportunity for all individuals regardless of race, color, religion, gender, age, national origin, marital status, sexual orientation, gender identity, status as a protected veteran, genetic information, status as a qualified individual with a disability, or any other characteristic protected by law.

With more than 100 years of experience, Sika is a worldwide innovation and sustainability leader in the development and production of systems and products for commercial and residential construction, as well as the transportation, marine, automotive, and renewable energy manufacturing industries. Sika has subsidiaries in 102 countries around the world and, in over 400 factories, produces innovative technologies for customers worldwide. In doing so, it plays a crucial role in the transformation of the construction and transportation sector toward greater environmental compatibility. With more than 34,000 employees, the company generated sales of CHF 11.76 billion in 2024. Job Description Broad Function and Purpose of Position : Manage a wide variety of Human Resource generalist duties including policies, practices, and programs to support recruitment, employee relations, benefits, and compensation administration, performance management, training, HRIS systems, and safety. Specific Responsibilities: Manage the implementation, interpretation and administration of established HR policies and programs; assist in keeping employees informed of HR policies; counsel with and coach employees and management of HR policies, performance, complaints, and other matters. Manage cost effective recruitment and selection activities to ensure a pool of qualified candidates for every open position. Manage salary administration programs including merit increases, promotions, budget forecasts, performance appraisals, etc.; maintain all related records. Manage and coordinate separations from employment; conduct exit interviews. Manage the development and maintenance of all employee records, files, and related reports in conformance with all legal and internal company requirements. Work with supervision/management on appropriate employee corrective action, documentation and terminations. Coordinate with Corporate HR and Legal all discrimination or harassment complaints, investigation, third party responses, and if necessary defense. Partner with the benefits team on FMLA Leaves and all other leaves of absence, including tracking return from leave for employees. Manage Worker's Compensation claim in partnership with WC carrier, including tracking, reporting and management communication. Ensure vacations or other time off is recorded and is according to policy Develops, recommends and implements new and innovative approaches and policies and procedures to effect continual improvements in efficiency of the HR department and services performed Work with all departments on company culture initiatives, including internal communication, recognition and celebrations, succession planning and internal promotions. Stays current on all state, federal, and local employment related legislation and regulations as well as human resources industry trends. Annual salary range: $105,000-$120,000 depending on experience. Qualifications BA/BS degree in Human Resources, Business Management, or related field. 5+ years of Human Resource Management experience. Must have knowledge of State and Local Municipality labor laws, wage and hour guidelines, COBRA, ADA, FMLA, and other related Federal and State regulations. Candidate should be detail oriented and have exceptional multi-tasking, organization, prioritization, and planning skills. Ability to work independently and effectively with little supervision, taking initiative to support business goals. Ability to hold confidential and sensitive information with the utmost integrity. Strong working knowledge of MS Word, Excel, and Power Point. Strong knowledge of SuccessFactors platform or correlated HRIS system Excellent written and verbal communications skills. PHR or SPHR, SHRM-CP or SHRM-SCP, certification preferred Additional Information 401k with Generous Company Match Bonuses Medical, Dental, and Vision Benefits Paid Parental Leave Life Insurance Disability Insurance Paid time off, Paid holidays Floating holidays + Paid Volunteer Time Wellness/Fitness Reimbursements Education Assistance Professional Development Opportunities Employee Referral Program & More! Sika fosters a culture of entrepreneurship, empowering each individual to make decisions, learn from experiences, and shape their own career path. The safety and well-being of employees are top priorities at Sika, with a strong commitment to open communication and maintaining a safe workplace. In addition, Sika actively contributes to the community and promotes sustainability by giving back, minimizing environmental impact, and embracing social responsibility. Sika Corporation is committed to a work environment that supports, inspires, and respects all individuals that apply. As an equal opportunity employer Sika will consider all qualified applicants without discrimination on the basis of race, color, religion, sex, pregnancy, sexual orientation, gender identity, age, disability, national or ethnic origin, or other protected characteristics.

The Human Resources Manager plays a critical role in driving Holmberg Mechanical's growth by leading high-impact recruiting strategies and managing competitive, cost-effective employee benefits programs. This position is responsible for attracting and retaining top talent in a highly competitive labor market, negotiating and administering medical and benefits plans, and ensuring HR practices align with business objectives, compliance requirements, and company culture. This role blends strategic leadership with hands-on execution and requires a proactive, business-minded HR professional who understands how strong recruiting pipelines and well-negotiated benefits directly affect workforce stability, productivity, and long-term success. Key Responsibilities Talent Acquisition & Workforce Planning (Primary Focus) Design, execute, and continuously refine recruiting strategies to attract skilled trades, field leadership, and professional staff in a competitive construction labor market. Own the full-cycle recruitment process, including workforce planning, job postings, candidate sourcing, interviewing, selection, onboarding, and offboarding. Build and maintain strong talent pipelines through career fairs, trade shows, apprenticeship and internship programs, and industry partnerships. Partner with leadership to forecast hiring needs and align recruiting efforts with project workload and business growth. Track recruiting metrics (time-to-fill, cost-per-hire, retention) and adjust tactics to improve outcomes. Compensation, Medical Benefits & Negotiation (Primary Focus) Lead benefits strategy with a strong emphasis on medical plan design, cost control, and employee value. Partner with brokers and vendors to negotiate medical, dental, vision, and ancillary benefits to ensure competitive offerings and fiscal responsibility. Evaluate benefits utilization and market benchmarks to recommend plan changes and renewal strategies. Serve as the primary internal expert and employee resource on medical benefits, plan options, and enrollment. Support incentive and compensation programs through market analysis and benchmarking. Employee Relations & Engagement Serve as a trusted point of contact for employees regarding policies, benefits, and workplace concerns. Proactively address employee relations issues, mediate conflicts, and promote a positive, respectful workplace culture. Support internal recognition efforts and assist with award and certification applications. Performance Management & Development Implement and manage performance review processes aligned with company goals. Coach managers on performance management, feedback, and employee development. Support career development pathways that improve retention and internal mobility. Compliance & HR Operations Ensure compliance with federal, state, and local employment laws and regulations, including EEOC requirements. Develop, update, and enforce HR policies and procedures. Maintain accurate HR documentation and HRIS data. Training & Organizational Development Identify training needs and coordinate professional development initiatives. Manage and coordinate monthly educational programs for employees. Promote continuous learning and leadership development across the organization. HR Strategy, Analytics & Reporting Develop HR strategies that support business growth, workforce stability, and operational efficiency. Prepare HR reports and metrics for senior leadership, with emphasis on recruiting effectiveness and benefits costs. Qualifications Bachelor's degree in Human Resources, Business Administration, or a related field (Master's preferred). Minimum of 5 years of progressive HR experience, including management or supervisory responsibilities. Demonstrated success in high-volume or hard-to-fill recruiting environments. Experience negotiating and administering medical and employee benefits programs. Strong knowledge of labor laws, HR best practices, and HRIS systems. Professional HR certification (PHR, SPHR, SHRM-CP, or SHRM-SCP) preferred. Construction industry experience strongly preferred. Skills & Competencies Strategic recruiter with strong sourcing, networking, and employer branding capabilities. Proven negotiation skills, particularly related to medical benefits and vendor management. Data-driven decision-making and ability to translate metrics into action. Strong interpersonal, communication, and leadership skills. Ability to balance employee advocacy with business priorities. Pay range and compensation package: $90,000 to $100,000 DOE/competitive benefits package. For more information about us, please visit ******************* Holmberg Mechanical is an Equal Opportunity Employer, offering qualified applicants consideration for employment without regard to race, color, religion, sex, physical or mental disability, age, citizenship, pregnancy, genetic information, veteran status, gender identity, gender expression, sexual orientation, national origin, and any other protected status.

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

The Senior Director of Human Resources serves as a strategic leader and operational manager, overseeing the full spectrum of HR functions including recruitment, talent development, performance management, benefits, employee relations, organizational design, compliance, and internal culture initiatives. This position partners closely with the Chief People, Community Engagement and Programs Officer to align HR practices with organizational goals, drive a culture of accountability, inclusion, and innovation, and ensure a best-in-class employee experience. Key Responsibilities Recruitment & Retention Oversees recruitment strategy efforts to attract top talent across all levels. Partners with hiring managers to implement equitable and effective hiring processes. Creates programs to improve retention, onboarding, and employee integration. Performance Management & Learning Leads the design and administration of the performance review cycle, including goal setting, metrics tracking, and coaching resources. Oversees leadership development, training, and staff upskilling programs to foster continuous learning. Benefits Partners with Sr. HR Manager on the day‑to‑day benefits administration. Recommends program enhancements that promote equity, competitiveness, and wellness. Employee Relations & Compliance Provides direct support and coaching to managers and employees on workplace issues. Ensures compliance with all employment laws in the countries that Optica employs staff. Updates HR policies and procedures in accordance with legal requirements and best practices. Provides Chief People, Community Engagement, and Programs Officer grievance reports and partners with any legal issues. Culture & Staff Engagement Partners with Chief People, Community Engagement and Programs Officer on programs to strengthen employee connection, morale, and inclusion. Leads staff events and culture‑building initiatives across departments. HR Operations & Metrics Evaluates and improves HR systems and workflows for efficiency and employee self‑service. Implements dashboards and metrics to track engagement, turnover, hiring, and development progress. Prepares and presents HR metrics reports to designated senior management. Qualifications and Experience Minimum 10 years of progressive HR experience; 4+ years at the senior leadership level in a nonprofit or association environment. Bachelor's degree in Human Resources, Business Administration, or related field; Master's degree preferred. SPHR, SHRM‑SCP, or other HR certification strongly preferred. Strong understanding of performance management, organizational development, and workforce planning. Expertise in HRIS and data analytics to guide decision‑making. Knowledge of benefits design and vendor management. Excellent communication, coaching, and conflict resolution skills. High degree of integrity, confidentiality, and emotional intelligence. Optica is an equal employment opportunity employer and will not discriminate against any employee or applicant on the basis of race, color, age, sex, national origin, disability, religion, marital status, veteran's status, personal appearance, political affiliation, sexual orientation, family responsibilities, matriculation, or any other basis prohibited by law. Apply Here #J-18808-Ljbffr

A professional association in Washington, DC, seeks a Senior Director of Human Resources to lead HR functions. This role requires a strategic leader with at least 10 years of HR experience, particularly in nonprofit environments. Key responsibilities include overseeing recruitment, managing performance processes, and enhancing workplace culture. The ideal candidate has a Bachelor's degree in HR, along with relevant certifications, and demonstrates strong leadership with a focus on equity and inclusion. This position offers a chance to shape HR practices in alignment with organizational goals. #J-18808-Ljbffr

Century Group is partnering with a client that is seeking an HR & Payroll Manager to join their team. Exact compensation may vary based on skills, experience, and location. Expected starting base salary of $90,000 to $110,000 per year. Job Responsibilities: Oversee end-to-end payroll operations across multiple locations while ensuring timely and accurate payments. Maintain and update employee records throughout the employment lifecycle, including changes related to pay, benefits, and status. Administer payroll systems, time tracking tools, and related platforms to ensure data integrity and efficiency. Ensure adherence to labor laws, tax requirements, and regulatory standards at the federal and state levels. Collaborate with internal stakeholders to support reporting, audits, and continuous improvement of HR and payroll processes. Requirements: Extensive hands-on experience managing complex, multi-jurisdiction payroll environments. Demonstrated ability to work with HRIS, payroll, and benefits administration systems and related data workflows. Working knowledge of regulated payroll environments, including union or contract-based workforces. Strong attention to detail with the ability to manage confidential information and tight deadlines. Proficiency with spreadsheets and standard business software used for reporting and analysis. Qualifications: Deep understanding of wage and hour rules, payroll taxation, and compliance requirements. Prior experience supporting audits, reconciliations, and year-end payroll activities. Ability to interpret employment-related agreements and provide informed guidance to stakeholders. Proven organizational and communication skills suited for cross-functional collaboration. Background in benefits administration and payroll reporting within a structured HR environment. REF #51658 #LI-DD1

About IEM Industrial Electric Mfg. (IEM) is the largest independent full-line manufacturer of custom power distribution systems in North America. Founded more than 75 years ago in Fremont, California, IEM grew alongside Silicon Valley and today operates over 1.7 million square feet of manufacturing capacity. With $1B+ in annual sales and 10,000+ commissioned projects across technology, data centers, commercial, energy, utilities, healthcare, industrial, and infrastructure markets, IEM continues to deliver exceptional product quality, dependable service, and the flexibility to meet complex technical requirements at scale. Position Summary We are seeking an experienced, hands-on Director of Human Resources Operations to lead HR operations across three divisions of our growing organization. This full-time, in-office position based in Jacksonville, FL is a strategic leadership role responsible for optimizing and standardizing HR processes, systems, and programs to drive efficiency, compliance, and an exceptional employee experience. This individual will oversee the operational execution of HR functions, ensuring scalability, data integrity, and the effective utilization of HR technology to support the organization's growth and strategic objectives. This role requires a strong blend of operational excellence, technological acumen, project management skills, and leadership capabilities to guide and develop a high-performing HR operations team. You'll continue the build of a scalable shared services model that supports over 4,000 employees (anticipated to double over the next few years), while partnering with global operations leaders to design processes that work across borders. This is a chance to lead with impact - simplifying how work gets done, elevating the employee experience, and helping shape the future of HR operations. Key Responsibilities Leadership & Strategy Partner with senior leadership to align HR strategy with organizational goals Oversee the delivery of core HR services across the U.S. & Canada Lead, develop, and mentor HR team members across multiple divisions and geographies Scale with Purpose Continue implementation a shared services model that supports rapid growth and evolving business needs Leverage platforms (primarily UKG) to drive automation, enable self-service, and reduce manual effort - creating space for strategic, high-impact work Drive Operational Excellence Continuously improve processes to enhance speed, accuracy, and employee experience Standardize workflows across North America while ensuring compliance with local labor laws Champion a culture of continuous improvement and data-driven decision-making Collaborate Globally, Execute Locally Partner with global operations leaders and HR colleagues to co-create scalable, globally aligned processes, balancing global consistency with regional nuance to deliver solutions that are both efficient/effective and locally relevant HR Policy & Compliance Oversee the development, implementation, and administration of HR policies, processes, and programs Ensure compliance with all applicable federal, state, and local employment laws and regulations; proactively update policies and practices as needed Lead annual audits and ensure timely submission of required reports, including Form 5500 filings Payroll Oversee payroll operations for a multi-state workforce, ensuring accuracy, compliance with regulations, and adherence to company policies Partner with Finance to manage payroll reporting, audits, and reconciliations, maintaining strong internal controls Employee Relations & Engagement Lead the addressing of employee relations issues, including disputes, investigations, and disciplinary actions, with fairness and consistency Support initiatives to strengthen employee morale, recognition, and engagement across divisions Talent Management Partner with Talent Acquisition to identify staffing needs and implement best practices for sourcing, selection, and onboarding of production employees Collaborate with the Talent Development team to design and deliver training, professional development, and certification programs that align with organizational goals Partner on leadership development, career pathing, and succession planning initiatives to strengthen organizational capability Support continuous learning initiatives that enhance workforce skills, engagement, and readiness for future growth Drive performance management programs that support employee development, engagement, and organizational effectiveness People Metrics and Analysis Conduct workforce data analysis using HRIS/talent systems to identify trends and support strategic decision-making Provide relevant data on people metrics, analyzing and identifying trends and making recommendations in response to operational needs and develop strategies for future opportunities Qualifications REQUIRED: Bachelor's degree or equivalent skills and experience 10+ years of experience in comparable HR roles with at least 3 years in a people leadership capacity - this is not an HR Business Partner role Deep understanding of labor laws and compliance, with experience navigating regulatory requirements in multi-country environments Strong command of HR technology platforms, with a track record of driving automation and self-service adoption Demonstrated success in building and scaling shared services models that support growth, complexity, and global alignment Exceptional people leadership and team development skills Excellent communication, interpersonal, and organizational abilities Adaptability and a proactive approach to addressing organizational needs Proven ability to design and optimize processes that improve efficiency, reduce manual work, and enhance employee experience Skilled in data-driven decision-making, using metrics and feedback to inform strategy and continuously improve service delivery Excellent stakeholder management skills, with the ability to influence across functions and geographies A mindset rooted in continuous improvement, service excellence, and operational rigor STRONGLY PREFERRED: 3+ years leading regional or multi-site teams in dynamic, fast-scaling organizations Experience in manufacturing or industrial environments (ex. 80% of the population are production employees) Experience with UKG's end-to-end HCM platform (UKG go-live in Q1 2026) The target salary range for this role is $175,000 - $215,000 annually. Total compensation actually offered for this role will take into account internal equity and also may vary depending on the candidate's geographic region, job-related knowledge, skills, and experience among other factors. A bonus and/or long-term incentive units may be provided as part of the compensation package, in addition to the full range of medical, financial, and/or other benefits, dependent on the level and position offered. Why Join IEM At IEM, you'll join a team that powers some of the world's most ambitious projects. We're engineers, makers, and problem-solvers who thrive on tackling complex challenges and delivering solutions that keep industries moving forward. If you're driven, collaborative, and ready to make an impact, we'd love to hear from you. Your creativity and passion can help us achieve great things-come be part of the journey. Learn more about IEM at ********************* We offer comprehensive and competitive benefits package designed to support our employees' well-being, growth, and long-term success. View a snapshot of our benefits at *********************/careers Recruiting Scams Beware of recruiting scams. IEM never charges candidates fees, and all recruiter emails come from ************* address. If you suspect fraudulent activity, do not share personal information and report it to us at iemfg.com/contact Non-Discrimination Statement IEM does not discriminate against any applicant based on any characteristic protected by law. Privacy Information collected and processed as part of your IEM Careers profile, and any job applications you choose to submit is subject to IEM's Workforce Member Privacy Policy.

Join our Human Resources team at Helen of Troy and make an immediate impact on our trusted brands: OXO, Hydro Flask, Osprey, Honeywell, PUR, Braun, Vicks, Hot Tools, Drybar, Curlsmith, Revlon, and Olive & June. Together, we build innovative and useful products that elevate people's lives everywhere, every day. Look around your home, and you'll find us everywhere, in your kitchen, living room, bedroom, and bathroom. We are already making your everyday lives better. We are powered by knowledgeable, enthusiastic, and forward-thinking people committed to developing a culture of inclusion. Whether you are just starting your career or in need of a challenge, we recognize, develop, and empower talent! Position: Director of Human Resources - Beauty & Wellness Department: Human Resources - Beauty & Wellness Work Location: Marlborough, MA, or Boston, MA, Hybrid (work 3 days onsite) Hybrid Schedule: At Helen of Troy, we embrace a flexible hybrid work model designed to support collaboration and productivity. For roles eligible for hybrid work, our standard schedule includes in-office collaboration from Tuesday through Thursday, with the option to work remotely on Mondays and Fridays. Any updates to this model will be communicated in advance. Please note that hybrid eligibility and schedules may vary based on business needs and manager expectations. What you will be doing: The Director of Human Resources (HR) will manage the HR requirements within the Beauty and Wellness (B&W) Business Unit, while leading a team. This leadership position will support the growth and culture of the business unit, ensuring alignment with Helen of Troy's overall objectives, policies, and values. The Director will provide strategic HR leadership in organization planning, talent management, employee relations, performance management, and workforce planning, while encouraging an inclusive and engaging culture across multiple locations. Leadership & Strategic HR Partnership: * Serve as a strategic HR business partner to B&W leaders, providing guidance on organizational development, talent management, and workforce planning. * Lead and develop the HR team, ensuring effective delivery of HR services and support across all business unit locations. * Lead all aspects of the implementation of HR initiatives/priorities and ensure they are aligned with the overall goals of the B&W business unit and company. Employee Relations & Organizational Efficiency: * Own the resolution of employee relations issues, providing expert guidance to managers and senior leaders. * Champion a positive organizational culture that encourages open communication, collaboration, accountability and results orientation. * Facilitate change management initiatives and provide guidance on standard methodologies for handling employee performance issues. Talent Management & Development: * Implement performance management processes that support employee development, career progression, retention and succession planning. * Work closely with leadership to identify talent gaps and build actionable plans for talent development, succession planning, and leadership development. * Ensure all aspects of employee onboarding and training programs are managed to ensure that new hires are successfully coordinated and equipped for their roles. Equity and Inclusion: * Drive inclusion initiatives to foster an environment where all employees feel valued and have equal opportunities for growth. * Partner with senior leaders to integrate equity and inclusion strategies into recruitment, training, and organizational policies. Talent Acquisition & Workforce Planning: * Collaborate with the recruiting team to ensure effective recruitment strategies that meet the needs of the business unit. * Lead workforce planning initiatives, ensuring the business unit has the right talent to achieve its goals while maintaining compliance with all employment laws and regulations. Compliance & Reporting: * Ensure that all HR practices align with federal, state, and local employment laws and company policies. * Track and report on key HR metrics, identifying areas for improvement and implementing action plans to address them. Special Projects & Global HR Initiatives: * Support and contribute to global HR initiatives, including the company's volunteer programs, values and culture activities. * Lead special HR projects as needed, ensuring successful implementation and measurable outcomes. Skills needed to be successful in this role: * Proven track record in employee relations, performance management, organizational development, and workforce planning. * Results orientation with an emphasis on having the ability to influence leaders across the business unit. * Strong leadership skills with the ability to encourage and develop a high-performing HR team. * Profound understanding of HR compliance, federal and state laws, and standard methodologies in employee relations. * Excellent communication and interpersonal skills, with the ability to work with all levels of the organization. * Strong organizational and problem-solving skills, with the ability to thrive in a dynamic environment. * Ability to manage confidential information with the highest level of integrity. Minimum Qualifications: * Bachelor's degree in HR, Business Administration, or a related field. * Minimum of 8+ years of HR experience, with at least 3 years in a leadership role, ideally within a business unit or divisional HR function. * Authorized to work in the United States on a full-time basis Preferred Qualifications: * SHRM-SCP, SPHR, or other relevant certifications. * Experience in a multi-site or global organization. * Exposure or experience with Canadian Labor Law. In Massachusetts, the standard base pay range for this role is $ $145,000 - $160,000 annually. This base pay range is specific to Massachusetts and may not be applicable to other locations. Actual salaries will vary based on several factors, including but not limited to location, experience, skill level, and performance. The range listed is just one component of the total compensation package for employees. Benefits: Salary + Bonus, Healthcare, Dental, Vision, Paid Holidays, Paid Parental Leave, 401(k) with company match, Basic Life Insurance, Short Term Disability (STD), Long Term Disability (LTD), Paid Time Off (PTO), Paid Charitable (volunteer) Leave, and Educational Assistance. Wondering if you should apply? Helen of Troy welcomes people as diverse as our brands! Have the confidence to come as who you are because your point of view, skills, and experience will make us stronger. If you're eager to share new ideas and try new things, we want to hear from you. #li-sp1 #LI-HYBRID For more information about Helen of Troy, visit ******************** You can also find us on LinkedIn, and Glassdoor. Helen of Troy is an Equal Opportunity/Affirmative Action Employer. We are committed to developing a diverse workforce and cultivating an inclusive environment. We value diversity and believe that we are strengthened by the differences in our experiences, thoughts, cultures, and backgrounds. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, pregnancy, genetic information, disability, status as a protected veteran, or any other protected category under applicable federal, state, and local laws. We will provide individuals with disabilities with reasonable accommodations to participate in the job application process. If you would like to request an accommodation, please contact Human Resources at **************. Founded in 1968, Helen of Troy is a prominent player in the global consumer products industry, offering diverse career opportunities across North America, South America, Europe, and Asia. We boast a collection of renowned brands such as OXO, Hydro Flask, Osprey, Honeywell, PUR, Braun, Vicks, Hot Tools, Drybar, Curlsmith, Revlon, and Olive & June - many of which rank #1, #2, or #3 in their respective categories, making the Helen of Troy name synonymous with excellence and ingenuity. At Helen of Troy, our strategy involves acquiring brands that we can integrate and enhance, amplifying their unique attributes to drive growth and profitability. Embracing a culture of collaboration internally and externally, we are committed to providing innovative solutions tailored to consumers, operational excellence, global scalability, and exceptional shared services to support our brand portfolio. This dedication to fostering development and success sets Helen of Troy apart as a pioneer in the industry, propelling our brands to unparalleled heights of success and recognition worldwide. The above statements are intended to describe the general nature and level of work performed by people assigned to this classification. They are not intended to be construed as an exhaustive list of all responsibilities and duties required of personnel so classified. Management retains the right to add or to change duties of the position at any time.

At Ensign-Bickford Aerospace & Defense Company (EBAD), we believe that our strengths are built on our most important resource - our people. Join EBAD and you'll be a part of a team who creates cutting edge technology that will blast us into the future. No other company can match the innovative energetic solutions that we provide. At EBAD you will actively contribute to successful missions putting men, women and satellites into space, and protecting our armed service men and women around the world. If this is the culture and work environment you are seeking, then EBAD is the place for you! Job Description Location: Moorpark, CA Reports to: Vice President of Human Resources Industry: Aerospace & Defense Experience Level: Director (10+ years) Empower People. Drive Culture. Lead Growth. At Ensign-Bickford Aerospace & Defense (EBAD), we've been innovating for nearly 200 years, delivering mission-critical technologies that protect lives and advance exploration. As we prepare to double in size over the next 3-5 years, we're investing in our people and culture to support this transformation. We're seeking a dynamic Director of Human Resources for our Moorpark, CA facility to help lead this evolution; supporting strategic HR initiatives, enhancing employee engagement, and building scalable talent solutions that fuel growth. The Opportunity: As Director of Human Resources, you will play a key leadership role within the HR organization, partnering closely with business leaders and the VP of HR to implement people strategies that align with EBAD's mission and growth objectives. You'll lead core HR functions including talent acquisition, employee relations, performance management, and organizational development, while helping shape a culture of excellence and inclusion. This is an ideal role for a collaborative, forward-thinking HR leader who thrives in fast-paced environments and is passionate about developing people and building strong teams. Core Competencies for Success: Strategic HR Execution: Support the development and implementation of HR strategies that drive business performance and workforce readiness. Talent Acquisition & Development: Lead recruitment efforts and talent development programs to attract, retain, and grow top talent across internal & external functions. Culture & Engagement: Champion a culture of integrity, collaboration, and continuous improvement. Drive initiatives that enhance employee experience and engagement. Organizational Effectiveness: Support organizational design, change management, and workforce planning to enable agility and scalability. Employee Relations & Compliance: Manage employee relations, labor compliance, and HR policies to ensure a fair, inclusive, and legally sound workplace. Leadership Support: Partner with managers and senior leaders to coach, advise, and build leadership capability across the organization. The Candidate We Are Looking For: 10+ years of progressive HR experience, with at least 3-5 years in a leadership role Strong background in talent management, employee engagement, and organizational development Experience in aerospace, defense, manufacturing, or technology industries preferred Proven ability to lead through change and influence cross-functional teams Excellent communication, problem-solving, and relationship-building skills Passion for people, innovation, and continuous improvement A Defining Leadership Opportunity: Legacy: Join a privately held, 188-year-old business that takes a long-term approach, free from the short-term pressures of quarterly-driven reporting. Impact: Own and execute on critical initiatives for a fast-growing company with a bold vision for the future. Partnership: Work directly with the BU President, senior leadership, and enterprise HR leaders in a highly influential role at the intersection of people and business strategy. Culture of Excellence: Help shape a culture that values people, integrity, and mission-driven excellence, driven by a Kaizen mindset and a commitment to quality and continuous improvement. Ready to Make a Difference? If you're an HR leader ready to help shape the future of a respected aerospace and defense organization, we invite you to explore this opportunity and grow with us. Compensation and Rewards We recognize that world-class leaders deliver world-class impact, and we reward accordingly. This role offers a competitive executive package that includes: Base Salary: $175k - $225k plus annual bonus Executive Relocation: Comprehensive support for a seamless transition Additional Enhancements: Potential sign-on incentives and tailored rewards based on experience We offer a competitive compensation package aligned with skills & experience, with flexibility to reward top talent and extraordinary qualifications. Ensign-Bickford Aerospace & Defense Company is an Equal Opportunity Employer (EOE). Qualified applicants are considered for employment without regard to race, religion, color, sex, age, disability, sexual orientation, genetic information, national origin, or veteran status.

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.

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

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.

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 Talent Acquisition to lead our recruitment function across all levels of the organization. This recruitment leader is responsible for developing and executing end-to-end recruiting strategies, enhancing Duravant's employer brand, building out an effective onboarding program, and ensuring a high-quality candidate experience. The ideal candidate will bring a deep understanding of sourcing, recruiting operations, leadership, and talent market dynamics to attract and hire top talent in a competitive landscape. Key Responsibilities: Develop and lead a comprehensive, full cycle recruiting strategy aligned with business goals for roles at Duravant and across the family of operating companies Oversee hiring efforts across professional functions. Enhance the candidate experience and strengthen the employer brand across all talent touchpoints. Partner with business and HR leaders to forecast workforce needs and design proactive talent acquisition plans. Monitor and analyze recruiting KPIs to drive continuous improvement in processes and outcomes. Lead diversity hiring initiatives and ensure compliance with fair hiring practices and employment laws. Manage relationships with third-party recruiting agencies, platforms, and technology vendors. Lead, mentor, and develop a high-performing team of recruiters, fostering a culture of accountability, collaboration, and continuous improvement. Qualifications Qualifications: Bachelor's degree required; advanced degree or certifications in HR or Talent Acquisition a plus. 10+ years of progressive experience in talent acquisition, including leadership roles. Proven success in building and managing recruiting teams and strategies. Strong knowledge of modern sourcing techniques, tools, and applicant tracking systems. Experience in high-volume and technical recruiting environments preferred. 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

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

At Jack Link's, we feed the journey. We take pride in rolling up our sleeves and getting things done together. Fueled by creativity, passion, and a commitment to doing things the right way, we tackle the hard stuff first and focus on real progress, bold moves, and no excuses. We create opportunities, celebrate wins, own our misses, and push forward as a team, knowing our strength comes from supporting one another and having fun along the way. We cultivate a workplace where passion meets purpose and our Team Members are inspired, recognized, and rewarded for their contributions. If you're ready to make a difference and build something meaningful, we want you! Jack Link's Protein Snacks is a global leader in snacking and the No. 1 meat snack manufacturer worldwide. Headquartered in Minong, Wisconsin, Jack Link's is strategically positioned with production, distribution, and support centers in key locations throughout North America, Brazil, Europe, and the Pacific Rim. This global network allows Jack Link's to deliver a wide variety of high-quality, great tasting protein snacks to consumers around the world. The company's portfolio of brands includes Jack Link's , Lorissa's Kitchen , Wild River , Golden Island , Country Fresh Meats , BiFi , Peperami , Mariani and Local Legends Meat Snacks. Job Description The Director of HR for Manufacturing and Supply Chain is a critical leadership role responsible for HR operations supporting and traveling to five manufacturing plants and distributions centers. This leader is responsible for leading the HR teams at our sites and partnering with leaders to ensure sites and company-wide initiatives are achieved. The ideal candidate is both strategic and hands-on-comfortable building scalable programs, influencing senior leaders, and rolling up their sleeves to activate initiatives across our manufacturing plants and distribution centers, and operations teams. Key Responsibilities Strategic Leadership Develop and implement a long-term talent human capital strategy aligned with business growth and workforce planning. Lead HR Business Partners to support high-volume manufacturing, operations, technical, and leadership hiring. Drive and create inclusive engagement actions to support company culture in all manufacturing plants and distribution centers. Partner with leaders and HR Business Partners across sites to anticipate talent needs and build proactive pipelines. Drive organizational effectiveness and change initiatives focused on preparing company for future growth. Leadership and Cross Functional Influence Lead, coach, and develop team of HR professionals - building capabilities and development opportunities. Provide coaching and support to team members. Lead employee matter with objectivity and urgency. Serve as a strategic partner to the HR Leadership Team and executive stakeholders. Use data and analytics to inform decisions, track KPIs, and measure the impact of engagement programs. Lead workforce planning initiatives across departments, establishing talent pipelines for critical manufacturing roles, skilled trades, and executive leadership positions. Process Optimization Partner with Talent Acquisition team to simplify the interview and hiring process to ensure speed and quality. Attend community forums to network and find talent and partner with Talent Acquisition team on developing sourcing strategies. Work closely with Talent Acquisition, Legal and Finance to manage vendor relationships and control recruitment agency spending. Remain current on employment related legal updates and ensure organizational compliance with federal, state, and local laws. Lead and report on headcount, turnover, and other HR operations metrics. Cross-Functional Collaboration Collaborate with Marketing and Communications to enhance digital presence and employee engagement storytelling. Collaborate with Training & Development and Talent Management to support internal mobility programs, upskilling initiatives, and succession planning. Partner or lead cross-departmental initiatives impacting training and continuous improvement projects. Build strong relationships with production-site leadership, ensuring HR operations meet the unique needs of plant operations and safety culture. Qualifications Qualifications Required Education: Bachelor's degree in industrial relations, Human Resources or Business Administration Required: Travel 25% or more to multi-state sites. Experiences: 12+ years of progressive experience in HR leadership roles. Experience in manufacturing, distribution operations, CPG, supply chain, or high-volume environments is strongly preferred. 25%+ travel is required to manage multiple sites. Strong executive presence and communication skills, with the ability to present company culture and branding. Initiative-taking, forward-thinking leader who challenges conventional approaches and inspires continuous improvement and creative problem-solving. Passionate team leader recognized for building high-performing, accountable teams and fostering a culture that reflects Jack Link's values of ownership, integrity, and teamwork. Excellent interpersonal skills with the ability to partner effectively across functions, regions, and levels of the organization.

At Jack Link's, we feed the journey. We take pride in rolling up our sleeves and getting things done together. Fueled by creativity, passion, and a commitment to doing things the right way, we tackle the hard stuff first and focus on real progress, bold moves, and no excuses. We create opportunities, celebrate wins, own our misses, and push forward as a team, knowing our strength comes from supporting one another and having fun along the way. We cultivate a workplace where passion meets purpose and our Team Members are inspired, recognized, and rewarded for their contributions. If you're ready to make a difference and build something meaningful, we want you! Jack Link's Protein Snacks is a global leader in snacking and the No. 1 meat snack manufacturer worldwide. Headquartered in Minong, Wisconsin, Jack Link's is strategically positioned with production, distribution, and support centers in key locations throughout North America, Brazil, Europe, and the Pacific Rim. This global network allows Jack Link's to deliver a wide variety of high-quality, great tasting protein snacks to consumers around the world. The company's portfolio of brands includes Jack Link's , Lorissa's Kitchen , Wild River , Golden Island , Country Fresh Meats , BiFi , Peperami , Mariani and Local Legends Meat Snacks. Job Description The Director of HR for Manufacturing and Supply Chain is a critical leadership role responsible for HR operations supporting and traveling to five manufacturing plants and distributions centers. This leader is responsible for leading the HR teams at our sites and partnering with leaders to ensure sites and company-wide initiatives are achieved. The ideal candidate is both strategic and hands-on-comfortable building scalable programs, influencing senior leaders, and rolling up their sleeves to activate initiatives across our manufacturing plants and distribution centers, and operations teams. Key Responsibilities Strategic Leadership Develop and implement a long-term talent human capital strategy aligned with business growth and workforce planning. Lead HR Business Partners to support high-volume manufacturing, operations, technical, and leadership hiring. Drive and create inclusive engagement actions to support company culture in all manufacturing plants and distribution centers. Partner with leaders and HR Business Partners across sites to anticipate talent needs and build proactive pipelines. Drive organizational effectiveness and change initiatives focused on preparing company for future growth. Leadership and Cross Functional Influence Lead, coach, and develop team of HR professionals - building capabilities and development opportunities. Provide coaching and support to team members. Lead employee matter with objectivity and urgency. Serve as a strategic partner to the HR Leadership Team and executive stakeholders. Use data and analytics to inform decisions, track KPIs, and measure the impact of engagement programs. Lead workforce planning initiatives across departments, establishing talent pipelines for critical manufacturing roles, skilled trades, and executive leadership positions. Process Optimization Partner with Talent Acquisition team to simplify the interview and hiring process to ensure speed and quality. Attend community forums to network and find talent and partner with Talent Acquisition team on developing sourcing strategies. Work closely with Talent Acquisition, Legal and Finance to manage vendor relationships and control recruitment agency spending. Remain current on employment related legal updates and ensure organizational compliance with federal, state, and local laws. Lead and report on headcount, turnover, and other HR operations metrics. Cross-Functional Collaboration Collaborate with Marketing and Communications to enhance digital presence and employee engagement storytelling. Collaborate with Training & Development and Talent Management to support internal mobility programs, upskilling initiatives, and succession planning. Partner or lead cross-departmental initiatives impacting training and continuous improvement projects. Build strong relationships with production-site leadership, ensuring HR operations meet the unique needs of plant operations and safety culture. Qualifications Qualifications Required Education: Bachelor's degree in industrial relations, Human Resources or Business Administration Required: Travel 25% or more to multi-state sites. Experiences: 12+ years of progressive experience in HR leadership roles. Experience in manufacturing, distribution operations, CPG, supply chain, or high-volume environments is strongly preferred. 25%+ travel is required to manage multiple sites. Strong executive presence and communication skills, with the ability to present company culture and branding. Initiative-taking, forward-thinking leader who challenges conventional approaches and inspires continuous improvement and creative problem-solving. Passionate team leader recognized for building high-performing, accountable teams and fostering a culture that reflects Jack Link's values of ownership, integrity, and teamwork. Excellent interpersonal skills with the ability to partner effectively across functions, regions, and levels of the organization.

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