Human Resources Manager jobs at Veolia Water Tech - 162 jobs

This is a full-time position. 2nd Shift - Days and hours of work are Monday through Thursday, 2:30 p.m. to11:30 p.m. and Friday 12:00 p.m. to 9:00 p.m. Stellar Energy provides state-of-the-art solutions customers build in for optimized energy performance now; and in the preparation for the energy needs of tomorrow. In business for 25 years, we've delivered added energy efficiency and capacity to customers in more than 15 countries. More dispatchable power. Increased LNG production. Greater Data Center efficiency and lower costs. Hyperscale deployment at the best possible speed to first megawatt. All delivered with the lower emissions required to support our partners' unique sustainability objectives. Stellar Energy specializes in a wide range of engineering and manufacturing solutions within the energy sector including turbine inlet air chilling, central utility plants, district cooling, combined heat & power systems, thermal energy storage, inlet air heating, data center chilling, and inlet air chilling for LNG facilities. Additionally, our expertise extends to start-up & commissioning, system health analysis, services, and training. Our in-house team of skilled engineers and dedicated tradespeople are the reason we are the global leader in customized solutions. Stellar Energy strives to add value to today's energy infrastructure, achieving secure, affordable, and sustainable energy that will help to create a responsible energy economy. Summary As the 2nd shift Human Resources Business Partner (HRBP) you will be working closely with leaders across the business to support and drive HR initiatives. Our team achieves results by being innovative, driven, collaborative, and trustworthy. This role is both hands-on and strategic, providing expertise in employee relations, workforce planning, performance management, employee retention, coaching/development, and conflict management. This position requires working second shift and overseeing HR operations across two locations: Imeson and Normandy. The ideal candidate must be flexible, adaptable, and able to provide HR support across multiple shifts and sites while ensuring consistency in policies and procedures. The HRBP also plans, develops, recommends, and implements human resources activities, policies, procedures, and programs for an organization, assisting upper management as requested. This position requires an extremely perceptive person who can relate to individuals at all levels within the organization. Essential Functions Responsible for effectively identifying, investigating, and resolving employee relations issues. Manages activities relating to staffing, employee education and training, management development, employee relations, benefits administration, and salary administration. Ensures workplace accidents are investigated and prepares reports for insurance carrier. Prepares reports and recommends procedures to reduce absenteeism and turnover. Manages and monitors employee programs. Plans and conducts new employee orientation to foster positive attitude toward company goals. Keeps records of insurance coverage, and personnel transactions, such as hires, promotions, transfers, and terminations. Administers pre-employment tests to applicants. Counsels and aids employees, and all levels of management, in employee or management issues relating to promotion, termination or disciplinary action. Manages and tracks all employee disciplinary action. Reviews employee performance evaluations to ensure integrity of the evaluation system and manages the monthly performance improvement program at the manufacturing facility. Monitors tardy and absenteeism reports and ensures proper documentation is issued on employees who have excessive tardiness or absenteeism problems. Report's vacation, sick, personal day and holiday use to payroll and scheduling. Maintains and distributes report of same. Monitors employee eligibility for benefits plans. Reviews benefits with employees and processes enrollment, cancellation, or changes. Writes separation notices for employees separating with cause and oversees exit interviews to determine reasons behind separations. Required Education and Experience 3 to 5 years of human resources management experience. Proficient in Microsoft Office. Preferred Education and Experience PHR or SHRM-CP certification. ADP Workforce Now. A bachelor's degree in human resources or equivalent experience.

We are seeking a strategic and empathetic HR Manager specializing in Employee Relations to foster a productive, positive, and compliant work environment within our healthcare facility. This role is critical in ensuring that our staff-from clinical providers to administrative teams-operate in a safe, inclusive, and legally sound atmosphere. You will lead complex workplace investigations, act as a trusted advisor to business leaders, and drive people strategies that align with our charitable healthcare mission. Location: Downey, CA (11500 Brookshire Ave) - 100% Onsite Compensation: $1,552 per week (Approx. $80,700 annually) Contract Duration: 26-Week Assignment (With possibility of extension) Key Responsibilities Employee Relations & Investigations: Lead the end-to-end investigation process for workplace issues, including harassment, discrimination, and misconduct. Conduct impartial, timely, and thorough reviews to reach equitable resolutions. Strategic Partnership: Partner with business leaders on workforce planning, organizational design, and team effectiveness. Use data and internal trends to identify and solve key people issues. Leadership Coaching: Provide direct, actionable feedback to management regarding policy interpretation, conflict resolution, and performance management (including PIPs and separations). Compliance & Advocacy: Ensure strict adherence to federal/state labor laws, EEO, and HIPAA regulatory requirements. Act as a liaison with headquarters to champion corporate processes like Diversity & Inclusion and engagement surveys. Talent & Change Management: Drive talent management strategies, co-develop change management efforts, and implement cyclical HR programs (performance reviews, recognition, etc.). Clinical Integration: Maintain a safe patient environment by ensuring staff adhere to safety practices and safeguarding protected health information (PHI). Required Qualifications Experience: Minimum of 5+ years of directly applicable HR experience, with a heavy emphasis on partnering with business leaders to drive strategic people outcomes. Specialized Expertise: Strong background in employee relations (anticipating, identifying, and facilitating the resolution of complex issues). Core Skills: * Proven experience assessing business risk and utilizing data to drive action. Experience helping matrixed or global organizations scale. Strong project management and change management skills. Ability to thrive and build relationships in a constantly changing environment. Preferred Qualifications Education: Bachelor's degree (Highly desired); Master's degree (Preferred). Certifications: PHR, SPHR, SHRM-CP, or SHRM-SCP. Personal Qualities & Values We are looking for an authentic, empathetic "relationship-builder" who can communicate effectively across all levels of the organization. Ideal candidates demonstrate: Customer Service Excellence: Treating every individual with dignity, fairness, and compassion. Teamwork: A commitment to open communication, constructive criticism, and collaborative problem-solving. Operational Pride: Maintaining a positive demeanor under time constraints and a personal sense of urgency regarding environmental safety and quality of work. Work Environment This role is based onsite at our Downey facility. As a manager within our organization, you are committed to the delivery of high-quality, compassionate healthcare as an expression of our charitable mission.

The Human Resources (HR) Coordinator plays a key role in supporting day-to-day HR operations and creating a smooth, positive experience for employees and leaders. This position works closely with HR Business Partners and HR leadership on administrative tasks and special projects, while also partnering with Operations office teams to keep things running efficiently. The HR Coordinator helps manage HR processes, maintain accurate information, and support programs that keep the organization moving forward. This is a great opportunity for someone who is detail-oriented, highly organized, and excited to grow their career in Human Resources within a fast-paced, collaborative environment. Qualifications & Requirements: HR-related experience preferred Minimum one year of Data Entry experience, familiarity with Oracle Cloud preferred Strong attention to detail, time management, and organizational skills Ability to be flexible, manage multiple priorities and meet deadlines in a fast-paced environment Solid PC skills, proficiency in Microsoft Office (Excel, Word, PowerPoint, Outlook) Indicators & Attributes for Success: Attention to detail Ability to stay on task and follow through Safety conscious Customer/Client focus Positive attitude Prioritization & organizational skills Accountability Ethical practice Strong team-player Primary Responsibilities: Corrects inconsistencies, discrepancies, and missing data in Oracle. Schedules preemployment screening for corporate/district locations. Oversees document and record management. Responds to general employee inquiries. Responds to unemployment claims. Reviews s. Reviews Screening One Invoices. Sends final clear for hire. Reviews preemployment background checks/MVRs and provides initial recommendation to HRG. Converts new hires in Oracle. Reviews direct deposit information post NHO. Sends pre-adverse and adverse action letters. Submits I-9 documentation to E-Verify. Assists with Leading Liberty Leadership Program administrative work (travel book, seminar set up, etc.,). Orders company credit cards and ensures delivery. Facilitates new hire orientation for corporate locations. Other Duties: This job description is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities that are required of the employee for this position. Duties, responsibilities, and activities may change at any time with or without notice. Working Conditions/Environment: Operates in a professional and/or business casual office environment. Routinely uses standard office equipment such as laptops, photocopiers/scanners, and smartphones. Evening and weekend work may be required as job duties demand. Salary: $60,000/YR - $70,000/YR Compensation for the role will depend on a number of factors, including a candidate's qualifications, skills, competencies, and experience and may fall outside of the range shown. Benefits: At LOS, our total employee benefits include, but are not limited to, the following: Medical, Dental, Vision, Prescription Drug (Rx) Voluntary Life Insurance for Employee, Spouse, & Child(ren) Employee Basic Life and AD&D Insurance - Company Paid Short Term & Long Term Disability - Company Paid 401(k) or Roth 401(k) Retirement Plan, plus a company match Parental Leave Flexible Paid Time Off And many other benefits not listed here AT LIBERTY WE BELIEVE IN OUR PEOPLE. We continually invest in hiring, training and retaining the best and brightest individuals for our team. Year-after-year Liberty's employee turnover rates are substantially lower than that of our industry. All Liberty team members are incentivized and committed to building long-term value and success. From company-sponsored events to a strong investment in the communities where we live and operate, we believe in putting people first.

Stellar Energy provides state-of-the-art solutions customers build in for optimized energy performance now; and in the preparation for the energy needs of tomorrow. In business for 25 years, we've delivered added energy efficiency and capacity to customers in more than 15 countries. More dispatchable power. Increased LNG production. Greater Data Center efficiency and lower costs. Hyperscale deployment at the best possible speed to first megawatt. All delivered with the lower emissions required to support our partners' unique sustainability objectives. Stellar Energy specializes in a wide range of engineering and manufacturing solutions within the energy sector including turbine inlet air chilling, central utility plants, district cooling, combined heat & power systems, thermal energy storage, inlet air heating, data center chilling, and inlet air chilling for LNG facilities. Additionally, our expertise extends to start-up & commissioning, system health analysis, services, and training. Our in-house team of skilled engineers and dedicated tradespeople are the reason we are the global leader in customized solutions. Stellar Energy strives to add value to today's energy infrastructure, achieving secure, affordable, and sustainable energy that will help to create a responsible energy economy. Essential Functions • Partner with Site Director and corporate HR to execute workforce strategies aligned with business objectives and production goals. • Serve as a trusted advisor to plant leadership on organizational design, staffing, culture, and talent retention. • Lead initiatives that promote employee engagement, accountability, and operational excellence. Talent Acquisition and Workforce Planning • Oversee recruitment, onboarding, and retention for all hourly, skilled trades, and salaried plant roles. • Collaborate with local trade schools, staffing agencies, and community organizations to maintain a robust pipeline of manufacturing talent. • Analyze headcount needs and turnover trends to ensure appropriate staffing and succession planning. Employee Relations and Culture • Maintain a positive, proactive employee relations environment through coaching, communication, and engagement programs. • Investigate and resolve employee complaints, conflicts, and disciplinary matters in accordance with company policy and employment law. • Partner with leadership to maintain an open, safety-first, and performance-driven culture. Required Education and Experience • A bachelor's degree in human resources, business administration or related field. • 7+ years of progressive HR experience, with at least 3 years in a manufacturing or industrial environment. • Strong knowledge of employment law and HR best practices. • Proven ability to manage HR operations in a fast-paced, high-volume environment. • Excellent interpersonal, leadership, and communication skills. • SHRM-CP, SHRM-SCP, or PHR/SPHR certification. • Proficient in Microsoft Office. Preferred Education and Experience • Experience with HR Analytics.

Randstad, the world's leading talent company, is hiring a Site Manager to support our Randstad Inhouse Service (RIS) division. RIS offers a unique operations and staffing solution that caters specifically to clients with high-volume staffing needs. Randstad supports these top-tier accounts with an embedded solution, partnering on a client's site to solve their workforce challenges. The Site Manager will work on-site at our client's location and build relationships with hiring managers to understand their staffing needs. They listen to understand the quality and volume and screen, interview, and identify qualified candidates to fill positions. Site Managers act as an on-site extension of the client's HR function, managing all aspects of the client workforce including business relationship development, recruitment, selection, and management of the employees. What you get to do: Build and maintain a strong partnership with the client Understand the client's business, processes, policies, and strategic direction Create and maintain a pipeline of qualified talent that aligns with the client's needs Consistent execution of recruiting plan to ensure the right quantity and quality of talent Screen and select candidates according to client-specific job profiles and workforce forecasts Comply with all operational standards and employment laws and regulations Build top-of-mind awareness through in-person visits which foster a consultative relationship Market talent's skills and abilities by making the best match for the client and candidate Offer innovative, creative, and effective employment solutions Provide services that consistently delight our clients and talent What you need to bring: 3+ years of business experience in sales and/or recruiting Bilingual Proficiency in mandarin is highly desirable 1+ years in either high-volume recruiting or staffing preferred Ability to develop strong working relationships Experience multi-tasking and effectively prioritizing workload Professionalism and ability to communicate at all levels of the client organization Demonstrated ability to manage and resolve complex client situations in an effective manner Ability to present business reviews and workforce strategies to client groups Ability to identify customer's needs and to deliver, decline, or adjust expectations

We are currently looking to expand our human resources department by adding an additional human resources generalist. As a member of this team, you will be responsible for a wide range of activities in human resources. SSP Industries, LP is a leading company in our industry, known for our commitment to excellence and our dedication to our employees. We believe that our people are our most valuable asset, and we are looking for a talented individual to join our team and help us continue to grow and succeed. The ideal candidate for this position will have a background in human resources and a passion for helping others succeed. You will need to have strong communication skills, attention to detail, and the ability to work well in a fast-paced environment. In return, we offer a competitive salary, benefits package, and opportunities for professional growth and development. Duties Recruits, interviews, and facilitates the hiring of qualified job applicants for open positions; collaborates with departmental managers to understand skills and competencies required for openings. Implements new hire orientation and employee recognition programs. Conducts or acquires background checks and employee eligibility verifications. Implement company culture, values and policies Provide management with requested reports and documents Coordinate events focused on employee recognition Accurately maintain employee files Assist in payroll, timekeeping and attendance. Maintains compliance with federal, state, and local employment laws and regulations, and recommended best practices; reviews policies and practices to maintain compliance. Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, and employment law. Coordinates and oversees all company functions including employee birthdays and anniversary awards. Maintains and files all human resource records in compliance with employment laws Manages and issues evaluations for each department. Manages and conducts employee benefits eligibility. Sends applications to upper management for review by 8am daily. Maintains hiring spreadsheet and presents status weekly to upper management. Performs other duties as assigned. Qualifications Bachelor's Degree in related field required. Five years of experience in human resources. Payroll Experience a plus Proficient with Microsoft Office Suite or related software. Knowledge of labor and employment laws Ability to build rapport with all employees Strong organizational skills Excellent written and verbal communication skills Bilingual a plus Physical Requirements: Prolonged periods of sitting at a desk and working on a computer. Must be able to lift 15 pounds at times.

Brief Description: The Talent Management HR Manager serves as a strategic leader in building a future-ready global workforce by designing and executing enterprise-wide programs that strengthen leadership, enhance performance, and enable continuous growth. Partnering closely with HR Business Partners (HRBPs), business leaders, and functional teams across domestic and international operations, this role ensures talent strategies are integrated with business priorities, capability gaps are proactively addressed, and employees are equipped to achieve their full potential. This position reports to the Vice President, Talent Management and provides thought leadership and operational excellence across all Patterson-UTI companies. Detailed Description: Lead the design, deployment, and governance of enterprise-wide talent management programs, including performance management, leadership development, and succession planning. Partner with business and HR leadership to identify current and emerging capability gaps, define critical roles, and build targeted development pathways to strengthen bench strength and internal mobility. Establish frameworks for technical and managerial progression that reinforce a culture of merit, growth, and accountability. Translate talent analytics and workforce insights into actionable strategies; advise senior leaders on trends impacting organizational capability and readiness. Continuously evolve performance management practices to balance accountability with engagement, ensuring alignment to business performance and cultural values. Collaborate with international HR teams to align programs with local labor laws, market practices, and cultural norms while maintaining global standards. Present strategic insights and program outcomes to HR and business leadership, driving data-informed decision making on workforce planning, succession, and talent investment. Partner with Learning & Development to align content strategy, curricula, and delivery with identified capability gaps and business objectives. Partner with Talent Acquisition to enhance visibility and utilization of internal pipelines, supporting a seamless talent lifecycle from acquisition to development. Serve as a change leader for enterprise-wide talent and system implementations, ensuring stakeholder alignment, adoption, and sustainability. Measure program effectiveness through defined KPIs, feedback loops, and business impact metrics; continuously improve based on evaluation results. Perform other related duties as assigned. Job Requirements: Ability to always maintain Company confidentiality, manage sensitive information and protect Company proprietary information in an appropriate manner. Proven ability to manage and influence stakeholders at all organizational levels, including executive leadership. Demonstrated experience designing and executing talent management strategies in complex, global organizations. Strong business acumen with the ability to connect talent initiatives to measurable business outcomes. Advanced analytical and problem-solving skills with the ability to interpret complex data and deliver actionable insights. Detail oriented with the ability to also see the bigger picture and comfortable and willing to do “hands-on” work. Excellent communication, presentation, and facilitation skills across cultures and geographies. Expertise in performance management, succession planning, competency modeling, and organizational effectiveness frameworks. High comfort level navigating change management, system rollouts, and process transformation. Strong project management and prioritization skills; able to balance long-term strategic initiatives with near-term business needs. Proficient in Microsoft Office Suite (PowerPoint, Excel, Word); experience leveraging data visualization and HR analytics tools preferred. Experience working across international operations and global workforce environments. Ability to travel as required to company sites, including international locations. Minimum Qualifications: Bachelor's Degree in Human Resources, Organizational Development, Business, Psychology, or related field of study. 10+ years of progressive HR or talent management experience with increasing scope of responsibility, including global or enterprise program leadership. Preferred Qualifications: Master's Degree in HR, Organizational Development, or related field of study. Certification in Talent Management, Organizational Development, or related discipline (e.g., PHR or SHRM-CP). Experience in the Oil & Gas Industry. Experience with Oracle HCM or other enterprise systems experience. Additional Details: Work is primarily in a climate controlled / office environment with minimal safety / health hazard potential. The employee is regularly required to sit, stand, or walk with occasional lifting (overhead, waist level) from floor, bending and frequent near vision use for reading and use of computer, telephone, and other office equipment. May include travel to other Company offices and employee will be expected to properly use designated personal protective equipment (PPE) as may be required.

The Weather Channel is the world's leading cross-platform media company with a portfolio that includes The Weather Channel television network, TWC digital properties (weather.com, mobile and tablet applications) and Weather Services International (WSI). Headquartered in Cobb County since 1982, The Weather Channel brand has connected millions of consumers by providing the most accurate weather forecasts, 24 hours a day. Seen in more than 100 million U.S. households, The Weather Channel network is one of the most widely-distributed cable networks. The Weather Channel online properties reach 60 million unique Web consumers each month. This includes 32 million consumers monthly through weather.com on mobile Web and mobile apps. TWC has the No.1 app on all smartphones and is the second most used app on all smartphones. WSI provides business-to-business weather services to media, aviation, marine and energy sectors. Job Description The Human Resources Manager provides partnership, leadership and support to all levels of management in achieving agreed-upon business results through the development and implementation of a broad range of systems, strategies and talent management programs. This includes assisting management in identifying and developing high performing associates, maintaining conditions for a high degree of engagement and productivity in the workplace and ensuring flawless execution.Reporting RelationshipsThis role will report directly to the Sr. Director of Human Resources. Primary Responsibilities ·Understand our business, strategy, and mission to deliver integrated Human Resources management services and programs across all supported client groups ·Partner with business clients in both a strategic/consultative capacity as well as tactical capacity driving the development of department goals, objectives, measurement, and systems that support accomplishment of the company's business strategy ·Assist managers through planned change efforts that are designed to create high associate productivity, engagement and encourage teamwork (such efforts would include assistance in conflict resolution, reorganizations, organizational alignment, job redesign, team building, problem solving and meeting facilitation) ·Ensure that associates are treated in an equitable and consistent manner within company policy. Find the right balance between the business need and associate advocacy ·Proactively work with associates and their managers at all levels of the organization ·Ensure the company is in compliance with Federal and State equal employment and labor laws by advising and counseling managers of their responsibilities ·Handle special projects, as requested, in a timely and professional manner Qualifications ·Minimum 7 years of experience as an HR Manager or Generalist ·Professional experience in the Media and Sales industry is preferred ·Minimum of three years of progressive leadership experience in human resources positions ·Bachelor's degree or equivalent in human resources, business, or organization development or equivalent is required; advanced degree preferred ·Must be willing to travel 15 -25 % of the time ·Excellent interpersonal and coaching skills ·Specialized training in employment law, compensation, organizational planning, organization development, employee relations, talent management, and change management ·PHR certification is preferred ·Experience with sales compensation plans a plus ·Understanding of various HRIS systems (PeopleSoft preferred) ·Possess the ability to successfully work in a highly matrixed organization Key Skills Required ·Leadership capabilities as demonstrated by management of change initiatives and cross functional project teams ·Influencing skills across all levels of the organization ·Decision making ability and sound judgment ·Managing multiple priorities ·Comfort in working with senior management ·Excellent presentation, oral and written communication skills Additional Information WeatherFX is the "Weather Intelligent Marketing Platform", developed in 2011 to enable marketers to leverage TWC's robust proprietary weather data set to better inform marketing initiatives. Powered by real-time modeling based on multi-conditional weather data and client historical sales & business data, WeatherFX generates weather triggering models that are applied to trigger & target optimized marketing communications across desktop, mobile, tablet, cable and offline.

The Human Resources Manager guides and manages the overall provision of Human Resources services, policies, and programs for the companies Northeast locations. Essential Job Functions Recruiting and staffing Organizational and space planning Employment and compliance to regulatory concerns Employee orientation, development, and training Employee relations Advise managers on organizational policy issues Provides oversight, supervision and direction to support the delivery of HR programs and services designed to meet the unique needs of the company Coach and mentor high potential and high professional employees as part of the organization's focus on talent development Assist in building a strong organizational culture Ensure compliance with all pertinent HR-related laws and regulations Contribute to enterprise initiatives and projects Summary The Human Resources Manager guides and manages the overall provision of Human Resources services, policies, and programs for the companies Northeast locations. Essential Job Functions Recruiting and staffing Organizational and space planning Employment and compliance to regulatory concerns Employee orientation, development, and training Employee relations Advise managers on organizational policy issues Provides oversight, supervision and direction to support the delivery of HR programs and services designed to meet the unique needs of the company Coach and mentor high potential and high professional employees as part of the organization's focus on talent development Assist in building a strong organizational culture Ensure compliance with all pertinent HR-related laws and regulations Contribute to enterprise initiatives and projects Competencies Excellent organizational, communication, and presentation skills Ability to build partnerships with leaders at all levels; excellent customer focus Strong negotiation, conflict resolution, influencing, and management skills Education/Experience Bachelor's degree or equivalent combination of education and experience Operations experience preferred but not required, with at least one year working in/supporting a multi-site environment Minimum of 3 years in a HR Manager role or equivalent Physical Demands The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. While performing the duties of this job, the employee is regularly required to talk or hear. The employee is frequently required to stand; walk; use hands to finger, handle or feel; and reach with hands and arms. The employee is occasionally required to sit, climb, balance, stoop, kneel, crouch or crawl. The employee must frequently lift and move up to 10 pounds and occasionally lift and move objects up to 25 pounds. Specific vision abilities required by this job include close vision, distance vision, color vision, peripheral vision, depth perception and ability to adjust focus. Skills & Requirements Competencies Excellent organizational, communication, and presentation skills Ability to build partnerships with leaders at all levels; excellent customer focus Strong negotiation, conflict resolution, influencing, and management skills Education/Experience Bachelor's degree or equivalent combination of education and experience Operations experience preferred but not required, with at least one year working in/supporting a multi-site environment Minimum of 3 years in a HR Manager role or equivalent Physical Demands The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. While performing the duties of this job, the employee is regularly required to talk or hear. The employee is frequently required to stand; walk; use hands to finger, handle or feel; and reach with hands and arms. The employee is occasionally required to sit, climb, balance, stoop, kneel, crouch or crawl. The employee must frequently lift and move up to 10 pounds and occasionally lift and move objects up to 25 pounds. Specific vision abilities required by this job include close vision, distance vision, color vision, peripheral vision, depth perception and ability to adjust focus.

Energy Transfer, recognized by Forbes as one of America's best large employers, is dedicated to responsibly and safely delivering America's energy. We are driven to inspire our employees to create superior value for our customers, our investors, a sustainable future and giving back to the community where we have long-standing commitments to causes including MD Anderson Children's Cancer Hospital, The Salvation Army, The American Red Cross, Ronald McDonald House and many more. We value all of our employees who make our growth and success possible. We are proud to offer industry leading compensation, comprehensive benefits, 401(k) match with additional profit sharing, PTO and abundant career opportunities. Come join our award winning over 12,000 strong organization, as we fuel the world and each other! Summary: The Human Resources Manager will serve as a strategic business partner to support the alignment of operational goals and strategies through talent management. This role oversees the full HR lifecycle while leveraging data and best practices to foster a high-performance workforce. Essential Duties & Responsibilities Strategic HR Partnership * Act as a trusted advisor to leadership, influencing decisions on organizational design, workforce planning, and culture initiatives. * Coach managers on best practices for performance management, career development, and employee recognition. Employee Relations & Performance Management * Lead conflict resolution: conduct thorough investigations, mediate disputes, and recommend and enforce fair and consistent resolutions. * Manage progressive discipline processes in accordance with Company policies. Ensure equitable and consistent practices are applied HR Policy, Compliance & Reporting * Communicate and apply HR policies in accordance with the Employee Handbook to ensure legal compliance (FMLA, ADA, EEO, OSHA). Employee Development & Engagement * Plan and deliver training sessions on leadership, performance improvement, and other HR focused activities. * Conduct exit interviews, analyze feedback, and partner with leadership on retention strategies. Special Projects & Cross-Functional Initiatives * Lead or contribute to projects such as change management rollouts, system implementations, and continuous process improvements. * Represent HR in executive and administrative meetings, presenting updates, insights, and recommendations. * Manage ad-hoc projects and priorities, adapting to shifting business needs and tight timelines. Required Skills & Qualifications Education & Certification * Bachelor's degree in Human Resources, Business Administration, or related field * Preferred: SHRM-CP/SHRM-SCP, PHR/SPHR * Minimum of eight years of experience in an HR generalist or HRBP, with a proven track record in employee relations, performance management, and program administration. * Comfortable with up to 25% travel, including overnight stays, to support field locations and satellite offices. Technical Proficiency * Solid experience with HRIS platforms (e.g., Workday, ADP, Oracle) and advanced skills in Microsoft Office Suite. * Data-driven mindset with the ability to extract insights from HR metrics and benchmark studies. Core Competencies * Exceptional interpersonal, coaching, and conflict-resolution skills; able to influence at all organizational levels. * Demonstrated integrity and discretion in handling sensitive information. * Strong project management skills, adept at juggling competing deadlines and shifting priorities. * Self-motivated, solution-oriented, and comfortable working in a fast-paced, service-driven environment. Additional Requirements * Outstanding written and verbal communication skills, capable of presenting HR topics to diverse audiences. * Ability to thrive in a culture of change, supporting field personnel with empathy and efficiency. Working Conditions: The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. * In-office working conditions. * Must be able to remain in a stationary position due to prolonged periods of sitting or standing. * Occasional overnight travel may be requested. * Occasional visits to industrial/manufacturing settings, which may include exposure to various materials and chemicals, as well as extreme temperature conditions and loud machinery, and require appropriate personal protective equipment.

Are you ready to join a fast-paced, innovative team making a real impact in the renewable energy industry? Join Shoals Technologies Group (NASDAQ: SHLS), a leading provider of electrical balance of systems (EBOS) solutions for solar and energy storage. Headquartered just north of Nashville, Tennessee, we have been driving industry innovation since 1996 by delivering cutting-edge technologies that improve efficiency, safety, and reliability for solar systems worldwide. With over 60 GW of solar systems deployed globally, we're setting the standard for the renewable energy industry. We are a collection of engineers, renewable advocates, curious minds, and collaborators. Our manufacturing facilities in Tennessee and Alabama, along with sales teams across Spain and Australia, enable us to power clean energy solutions across Europe, Latin America, Africa, and Asia-Pacific. We push boundaries and challenge each other to design, develop, and deliver solutions with the potential to change the world. We are the rebellious hero. Summary: The Human Resources Business Partner (HRBP) serves as a trusted advisor to business leaders, aligning people strategy with organizational goals. The HRBP provides strategic and hands-on support in the areas of employee relations, talent management, organizational design, workforce planning, and culture initiatives. This role ensures that HR practices drive performance, engagement, and retention while reflecting Shoals values. HR Business Partner Duties and Responsibilities: Partner with leaders to understand business objectives and support HR solutions that drive results. Provide data-driven insights to guide decision-making on talent, workforce planning, and organizational effectiveness. Support change management initiatives to ensure smooth transitions and adoption Lead workforce planning, succession planning, and talent reviews within assigned business groups. Partner with Talent Acquisition to address current openings and forecasted needs. Support performance management processes, including goal setting, check-ins, and reviews. Partner with Talent Acquisition to address current openings and forecasted needs. Conduct salaried onboarding and orientation to ensure a smooth transition for new employees. Lead the salaried termination process to ensure all offboarding procedures are followed. Assist in updating and maintaining HRIS data to ensure accurate record-keeping. Promote programs that drive employee engagement, recognition, and culture-building. Maintain knowledge of trends, best practices, and regulatory changes in training and human resources. Serve as a primary point of contact for employee relations matters, ensuring fair and consistent resolution. Support annual HR processes (compensation planning, engagement surveys, benefits enrollment, etc.). Partner with Total Rewards on compensation and benefits matters to ensure fairness and competitiveness. Other duties as assigned. Qualifications Bachelor's degree in human resources, business administration, or a related field preferred. Minimum 5+ years of experience in human resources, preferably in a manufacturing environment. Strong knowledge of HR regulations and compliance. Demonstrated experience in developing and leading company-wide training initiatives. Exceptional communication, problem-solving, and relationship-building skills. Experience in a manufacturing or fast-paced environment preferred. Ability to work independently and as part of a team. Ability to speak Spanish a plus. Proficiency in HRIS systems and MS Office applications. Shoals Technologies Group, LLC provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state or local laws. This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation, and training.

Are you ready to join a fast-paced, innovative team making a real impact in the renewable energy industry? Join Shoals Technologies Group (NASDAQ: SHLS), a leading provider of electrical balance of systems (EBOS) solutions for solar and energy storage. Headquartered just north of Nashville, Tennessee, we have been driving industry innovation since 1996 by delivering cutting-edge technologies that improve efficiency, safety, and reliability for solar systems worldwide. With over 60 GW of solar systems deployed globally, we're setting the standard for the renewable energy industry. We are a collection of engineers, renewable advocates, curious minds, and collaborators. Our manufacturing facilities in Tennessee and Alabama, along with sales teams across Spain and Australia, enable us to power clean energy solutions across Europe, Latin America, Africa, and Asia-Pacific. We push boundaries and challenge each other to design, develop, and deliver solutions with the potential to change the world. We are the rebellious hero. Summary: The Human Resources Business Partner (HRBP) serves as a trusted advisor to business leaders, aligning people strategy with organizational goals. The HRBP provides strategic and hands-on support in the areas of employee relations, talent management, organizational design, workforce planning, and culture initiatives. This role ensures that HR practices drive performance, engagement, and retention while reflecting Shoals values. HR Business Partner Duties and Responsibilities: * Partner with leaders to understand business objectives and support HR solutions that drive results. * Provide data-driven insights to guide decision-making on talent, workforce planning, and organizational effectiveness. * Support change management initiatives to ensure smooth transitions and adoption * Lead workforce planning, succession planning, and talent reviews within assigned business groups. * Partner with Talent Acquisition to address current openings and forecasted needs. * Support performance management processes, including goal setting, check-ins, and reviews. * Partner with Talent Acquisition to address current openings and forecasted needs. * Conduct salaried onboarding and orientation to ensure a smooth transition for new employees. * Lead the salaried termination process to ensure all offboarding procedures are followed. * Assist in updating and maintaining HRIS data to ensure accurate record-keeping. * Promote programs that drive employee engagement, recognition, and culture-building. * Maintain knowledge of trends, best practices, and regulatory changes in training and human resources. * Serve as a primary point of contact for employee relations matters, ensuring fair and consistent resolution. * Support annual HR processes (compensation planning, engagement surveys, benefits enrollment, etc.). * Partner with Total Rewards on compensation and benefits matters to ensure fairness and competitiveness. * Other duties as assigned.

Ready for your next HR move? The HR Operations Manager plays a key role in ensuring smooth and efficient HR processes across the entire employee lifecycle. This position is responsible for supporting day-to-day HR operations, maintaining accurate employee data, ensuring compliance with applicable regulations, and delivering exceptional employee service. This position will also be responsible for the management of benefits administration and payroll processes in support of the company globally. Sounds like you? Then apply now and become part of our international team that combines professionalism with true team spirit. Minimum Qualifications and Skills You are fluent in German. You bring along a university or college degree in Human Resources or a related field. You have 5+ years of experience in payroll, benefits, and HR administration. You have worked with HRIS and payroll systems (e.g., ADP, Personio). You are experienced in managing external vendors and service providers. Excellent organizational skills and strong attention to detail. You have a high integrity and ability to handle confidential information. You are proficient in Microsoft Office, especially Excel. What the role is about Manage full benefits administration and annual open enrollment and ensure compliance with all federal/state regulations including ERISA, HIPAA, COBRA, FMLA, ACA, and IRS regulations and complete required filings. Coordinate with providers, support audits, and evaluate benefit plan performance, including renewals and improvement opportunities. Prepare, process, and reconcile payroll (regular and off-cycle), ensuring accuracy of timecards, deductions, and contributions. Maintain payroll records and handle bonuses, commissions, and adjustments in line with legal and company requirements. Maintain accurate HRIS records and manage the employee lifecycle (onboarding, changes, terminations). Handle employment documentation and ensure consistent application of HR policies and procedures. Ensure compliance with employment laws and company policies. Prepare HR reports/metrics and support internal and external audits with required documentation. Identify and implement opportunities to streamline HR processes and enhance system effectiveness. Contribute to developing and maintaining HR standard operating procedures and HR system optimizations. Act as the primary contact for employee inquiries related to HR policies, benefits, and payroll. Provide guidance on HR processes and support a positive employee experience. The ParshipMeet Group values and embraces diversity and inclusion. We do not discriminate based on race, religion, color, national origin, sex (including pregnancy, childbirth, or related medical conditions), sexual orientation, gender, gender identity, gender expression, transgender status, sexual stereotypes, age, status as a protected veteran, status as an individual with a disability, genetic information, or other applicable legally protected characteristics. We also consider qualified applicants with criminal histories in accordance with applicable federal, state, and local laws. The Meet Group is committed to providing reasonable accommodations to applicants if needed during the interview process. We are proud to be an Equal Opportunity Employer.

Job Title: Human Resources Manager (On-Site)

Job Title: Human Resources Manager (On-Site) TransTech is a leading provider of specialized infrastructure and custom-engineered equipment for diverse industries. Our expansive capacity and technical expertise enable large-scale production of complex, high-quality equipment while meeting rigorous quality and safety standards. TransTech's companies provide comprehensive solutions for gas and liquid processing, storage, transfer, and utilization, adhering to ASME, API, and TEMA standards to ensure reliability and precision in every project. From individual services to full project solutions, TransTech's teams deliver expert engineering, fabrication, construction, operations and maintenance, supporting projects nationally and internationally. We help customers achieve impactful, sustainable results with a commitment to safety, community, and environmental responsibility. Job Summary: The HR Manager will oversee and support all aspects of the employee life cycle, ensuring a positive and compliant workplace experience. This role is responsible for fostering strong employee relations, guiding performance management processes, and advising leadership on HR best practices. You will serve as a trusted partner to employees and managers, addressing concerns with discretion and professionalism while promoting engagement and retention. We're looking for someone with exceptional communication and organizational skills who can think strategically and implement practical solutions. The HR Manager will ensure compliance with multi-state employment laws, maintain accurate HR records, and contribute to initiatives that strengthen company culture and drive organizational success. Primary Duties and Responsibilities: Provides first point of contact support to incoming calls, emails, and other forms of requests from employees to answer questions, resolve issues, and respond to inquiries related to broad HR based processes and systems. Maintains contact until request is resolved, including informing employee of status and resolution. Provides accurate, consistent, and timely responses to HR process, system and policy requests which may require research. Performs basic administration processing and approval of transactions, data input and verification of required documentation. This could include benefits elections, employee communication, disciplinary actions etc. Educates employees on company practices and tools. Refers complex cases requiring deeper interpretation and/or additional research or expertise to HR Director. Supervise assigned HR team members and collaborate with other team members as needed on departmental and company objectives. Build applicant sources by researching and contacting professional organizations, colleges, employment agencies, media, and internet sites, providing TransTech company information, opportunities, and benefits. Source candidates using a variety of search methods to build a robust candidate pipeline. Evaluate and screen candidates by reviewing resumes and job applications, and performing interviews via MS Teams, Zoom or face-to-face meetings. Consult with managers to discover staff requirements and specific job objectives. Utilize an applicant tracking system. Facilitate the offer process by extending the offer and negotiating employment terms. Use recruiting tools to assess candidates' skills. Help the hiring team with recruiting methods and interview questions. Contact new employees and schedule the onboarding process. Maintain a complete record of interviews and new hire activity. Stay up to date with current recruiting methods and sources. Attend job fairs and careers events. Other Duties as assigned. Competencies: Excellent communication organizational and administrative skills Ability to prioritize and complete projects within deadlines. Solid knowledge of HR policies and best practices Hands-on experience with various selection processes like telephone and/or in-person interviews Familiarity with HR databases, applicant tracking systems and candidate management systems. Education & Experience: Bachelor's degree in Human Resources Management, Business Administration or equivalent professional experience is required. 5-7 years of Human Resources management experience in a manufacturing environment required Relevant Human Resources certifications such as the PHR, SPHR, SHRM-CP, or SHRM-SCP Travel: Quarterly travel may be required. Salary is commensurate with Education and Experience. Benefits Designed to Work for You: Free HSA health plan or traditional PPO 401(k) with generous company match (Safe Harbor) Dental, vision, and optional coverage like accident & critical illness insurance HSA and FSA accounts to save on healthcare costs Company-paid Life, Long Term Disability, and AD&D insurance Confidential support for mental health, family matters, legal concerns, and more through our Employee Assistance Program Discounts on gyms, shopping & entertainment Health benefits kick in fast - first of the month after 30 days Time Off We offer a variety of paid time off options to support rest, wellness, and personal needs: Paid Time Off Paid Holidays Bereavement Leave This organization provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state, or local laws. This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation, and training. #TTE

It's fun to work in a company where people truly BELIEVE in what they're doing! We're committed to bringing passion and customer focus to the business. Director of Human Resources, Customer Engineering Solutions Region is the "HR Partner" for the region/business unit, reporting into the VP of Human Resources, Global Shared Services. They will partner with region and site leadership to drive the talent agenda and create goals and objectives to encourage and deliver business results and engagement initiatives across the business. As the Director of Human Resources, you will provide HR leadership and manage human resources activities for the CES region and at our manufacturing sites. You will lead and execute critical HR processes for talent acquisition, talent management, development, succession planning, and participate as a member of the Region/Business Unit Leadership Team. DUTIES AND RESPONSIBILITIES include, but not limited to: * HR Partner for the Regional Senior Vice President, and their direct reports * Work collaboratively with the Senior Leadership Team to develop an engaging and supportive culture * Serve as an active member of the Regional Leadership team, guiding both the longer-term strategy for the region and delivering on the region's day-to-day priorities. * Provide strong strategic guidance and support to senior leadership team across multi-site/multi-country geographies * Provide strong employee relations having frequent contact with employees and responding to daily employee inquiries. * Ensure a robust internal pipeline of talent through rigorous performance management, talent reviews, coaching & development, as well as candid and timely performance feedback. * Forecast and plan the region's talent pipeline requirements in line with the business strategy in collaboration with Region Leadership * Execute region talent strategies for high-potential development, succession planning, and collaborating with Corporate Talent on systems and processes for Career Profiles and Planning. * Diagnose organization issues, develop solutions, and implement action plans. * Execute regional/site-level strategies to improve engagement, retention, and overall positive culture * Led the talent management strategy, including the talent calibration process, leadership development, training initiatives, and facilitating training sessions. * Using standardized screening techniques assess the skills, qualifications, and experience of potential candidates to ensure the 'right fit." * Shape and implement strategies that will help Creation develop and retain high performing individuals. * Partner with the regional finance team to create workforce plans and financial forecasts to support the growth of the business. * Partner with the Creation Talent Acquisition team to lead critical position searches that address organizational gaps and future workforce planning. * Participate with Global Shared Services HR Team in creating programs and initiatives and roll them out to the CES Region * Facilitate employee relations, conduct investigations, and resolve any human resource issues as required with the aim of building a positive and engaged work environment. * Collaborate with the Regional Leadership team and the Creation VP, Total Rewards to continuously evaluate the Business Unit's wage / salary and Total Rewards offerings. * Manage and direct the site safety program. * Implement company policies and procedures at the local level. * Serves as an advisor to management for employment-related legal issues and ensures local compliance with federal, state, provincial, local governance, regulatory and legislative requirements. * In partnership with Creation Learning and Development team, identify and monitor training needs in the organization, implement training programs, policies, and procedures to fulfill those needs. * Maintains employee information in HRIS system used for production management. * Supports timely, accurate payroll processing via timecard approval and providing information to payroll team. * Assists with employee leaves, including FMLA, short/long term disability, and worker's compensation. * Plans and executes Company events, including town hall meetings, employee recognition events, holiday celebrations, cultural events. * Manage all onboarding and offboarding activities. Qualifications: * Bachelor's degree in human resources, Business Administration or equivalent experience required. * Ten (10) or more years of experience in human resources leadership or business partner role, preferably in a manufacturing environment * Strategic thinker with a passion to support and grow Creation employees. * Strong organizational and time management skills * Deals well with complexities and change management. * Knowledge of local and regional Human Resources legislation and related policies and procedures. Proficient and tech-savvy with Microsoft products and preferably with Workday experience In compliance with pay transparency requirements, the anticipated starting pay for new hires for this position is between $130,000-$160,000 USD per year. Full-time employees are also eligible for performance-based bonuses and benefits. This is not a guarantee of compensation or salary, as a final offer amount may vary based on factors including but not limited to experience, education, location, and shift. The specific programs and options available to an employee may vary depending on the date of hire, schedule type, and hours worked. If you like wild growth and working with happy, enthusiastic over-achievers, you'll enjoy your career with us! Creation Technologies is an equal opportunity/affirmative action employer. All qualified applicants will receive consideration for employment without regard to sex, gender identity, sexual orientation, race, color, religion, national origin, disability, protected Veteran status, age, or any other characteristic protected by law. If you require any accommodations to complete the application process or need the job posting in an alternative format, please email Accessibility@creationtech.com. You will be connected with our Talent Acquisition team. If you are contacted regarding the position, please inform our Talent Acquisition team of any accommodations you may need during the recruiting process. All information related to accommodation requests will be handled confidentially. Canada: Title for the position will be in accordance with applicable national and local laws.

An exciting career awaits you At MPC, we're committed to being a great place to work - one that welcomes new ideas, encourages diverse perspectives, develops our people, and fosters a collaborative team environment. The Senior/Lead Human Resources Business Partner (HRBP) will support MPC's CFO organization with a wide range of human resource functions. The Senior HRBP's primary role is to partner with organizational leaders to achieve their business objectives by providing guidance and input on employee relations and human resources objectives (including, but not limited to, restructuring business units, workforce/succession planning, employee development, performance, staffing, investigations, championing diversity, equity, and inclusion initiatives, and administering and implementing HR policies). Successful HRBPs serve as employee champions and change agents. Specifically related to their assigned client groups, HRBPs will be expected to develop and maintain an effective level of business literacy and trusted client partnerships. This position requires the ability to build and foster business partner relationships, influence stakeholders and redirect focus, bring about change, and a strong drive for achieving results and positive outcomes. The position is part of a family of jobs with increasing levels of responsibility, competency, and skill. The title and pay grade of the position will be determined by the experience and qualifications of the selected candidate. RESPONSIBILITIES: Implements HR strategies that are aligned with business needs through influence and change management. Develops and maintains strong business relationships with client groups to drive business results; serves as a key member of business unit leadership teams. Guides and assists employees in the interpretation and administration of various HR policies, procedures, practices, and programs. Provides performance consulting to client organizations including, but not limited to training, needs assessments, organizational development and meeting facilitation. Collaborates with HR Centers of Excellence (COE) to develop strategies to respond to changing needs. Responsible for conducting investigations for the preparation and presentation of facts leading to the resolution of employee disputes and grievances related to various issues. Where applicable, participates in negotiations with employee unions and provides assistance in the interpretation and administration of labor contracts to include arbitration. Promotes and fosters diversity, equity, and inclusion (DEI) in the workplace to support a high performing culture. Partners with assigned client groups in the interpretation and administration of various human resources policies and programs, as assigned, involving employment, compensation, benefits, employee/and or labor relations issues, and other matters. Researches, documents and presents special projects as assigned. Assimilates information and recommends company action based on findings and available funding. EDUCATION AND EXPERIENCE: Bachelor's degree required. Degree in Human Resources, Labor & Industrial Relations, or related field highly preferred. Masters in HR strongly preferred. Four (4) or more years of related HR Business Partner experience required. Experience in a role supporting senior leadership is required. Proficient working in a large HRIS is preferred. (ex. Workday) SKILLS: Strong ability to work both independently and collaboratively to meet organization needs and goals Strong time management and organizational skills Comfortable working with ambiguity and limited information and engaging stakeholders to reach clarity. Ability to manage multiple projects and organization needs simultaneously and work effectively in a fast-paced, high-output environment Adapts seamlessly to changing priorities and deadlines Strong collaboration skills and the ability to build good working relationships with internal clients and external partners High curiosity; eager to learn and understand a wide range of energy industry, business and creative subject matter Advanced experience with relationship management (building healthy working relations and partnerships with all levels of employees) Proficient knowledge of Microsoft Office applications to include Word, Excel and PowerPoint. Attention-to-detail, analytical and team oriented. TRAVEL REQUIREMENT: Travel required throughout the year to meet with clients, travel can increase throughout the year as business needs required. As an energy industry leader, our career opportunities fuel personal and professional growth. Location: Findlay, Ohio Additional locations: Job Requisition ID: 00019996 Location Address: 539 S Main St Education: Bachelors (Required) Employee Group: Full time Employee Subgroup: Regular Marathon Petroleum Company LP is an Equal Opportunity Employer and gives consideration for employment to qualified applicants without discrimination on the basis of race, color, religion, creed, sex, gender (including pregnancy, childbirth, breastfeeding or related medical conditions), sexual orientation, gender identity, gender expression, reproductive health decision-making, age, mental or physical disability, medical condition or AIDS/HIV status, ancestry, national origin, genetic information, military, veteran status, marital status, citizenship or any other status protected by applicable federal, state, or local laws. If you would like more information about your EEO rights as an applicant, click here. If you need a reasonable accommodation for any part of the application process at Marathon Petroleum LP, please contact our Human Resources Department at ***************************************. Please specify the reasonable accommodation you are requesting, along with the job posting number in which you may be interested. A Human Resources representative will review your request and contact you to discuss a reasonable accommodation. Marathon Petroleum offers a total rewards program which includes, but is not limited to, access to health, vision, and dental insurance, paid time off, 401k matching program, paid parental leave, and educational reimbursement. Detailed benefit information is available at ***************************** hired candidate will also be eligible for a discretionary company-sponsored annual bonus program. Equal Opportunity Employer: Veteran / Disability We will consider all qualified Applicants for employment, including those with arrest or conviction records, in a manner consistent with the requirements of applicable state and local laws. In reviewing criminal history in connection with a conditional offer of employment, Marathon will consider the key responsibilities of the role.

The Director of Human Resources will lead and scale the HR function for a multi-state construction organization. This role is responsible for building HR infrastructure, policies, and compliance frameworks while serving as a strategic partner to executive leadership. The ideal candidate brings hands-on experience in construction, multi-state employment compliance, and department build-outs from the ground up. Key Responsibilities Strategic HR Leadership Design, build, and lead a scalable HR department to support company growth across multiple states Partner with executive leadership on workforce planning, organizational development, and culture Develop and implement HR strategies aligned with business objectives Multi-State Compliance & Employee Relations Ensure compliance with federal, state, and local employment laws across multiple jurisdictions Oversee employee relations, investigations, and performance management matters Manage leave administration, wage and hour compliance, and state-specific employment requirements Policies, Procedures & Infrastructure Develop, implement, and maintain company-wide HR policies, employee handbooks, and procedures Standardize HR processes while allowing flexibility for state-specific requirements Establish best practices for documentation, recordkeeping, and audits Construction Workforce Support Support field and corporate teams, including project-based and traveling workforces Advise leadership on construction-specific labor issues, job classifications, and workforce compliance Collaborate with safety, operations, and project leadership teams Talent & Performance Management Oversee recruiting, onboarding, performance management, and offboarding processes Implement training, leadership development, and succession planning programs Support compensation strategy and benefit plan administration HR Systems & Payroll Oversee HRIS, payroll, and benefits administration Preferred experience with ADP for payroll, benefits, and HR systems Drive system optimization, reporting, and data accuracy Required Qualifications Bachelor's degree in Human Resources, Business Administration, or related field 8+ years of progressive HR experience, including leadership roles Demonstrated multi-state HR experience with strong compliance knowledge Construction industry experience required Proven experience building HR departments, policies, and processes Strong knowledge of federal and state employment laws Willingness to travel at least 25% Preferred Qualifications Experience working with ADP (Workforce Now, TotalSource, or similar platforms) SHRM-CP, SHRM-SCP, PHR, or SPHR certification Experience supporting fast-growing or project-based organizations Key Competencies Strategic and operational HR leadership Strong judgment and discretion Hands-on, roll-up-your-sleeves approach Excellent communication and relationship-building skills Ability to work effectively with field operations and executive leadership

About TPI We are a leading wind-blade manufacturer and the only independent wind blade manufacturer with a global footprint. We manufacture advanced composite products to our customers' exact specifications in facilities designed, built, and strategically located either near our customers' target markets or in low-cost, world-class locations, to minimize total delivered cost. In addition, we provide global field service maintenance and repairs for wind turbine OEMs and asset owners by leveraging our global footprint and approximately 12,000 capable associates. About the Role In addition to solid human resources and leadership skills, the successful candidate will have passion and demonstrate success in driving diversity & inclusion and employee engagement. If this describes you, we invite you to speak to us about this opportunity to grow wind blade business. Essential Duties and Responsibilities Serve as a link between management and associates by handling questions, interpreting and administering policies and helping resolve work-related problems. Act as “chief of staff” on site management team, advising site leaders on the full spectrum of people programs, policies, and actions. Champion diversity & inclusion and associate engagement programs to ensure an inclusive and engaged work force. Analyze and administer compensation programs to ensure consistency and competitiveness of the organization's compensation program. Advise managers on organizational policy matters, such as equal employment opportunity and sexual harassment, and recommend needed changes. Perform difficult staffing duties, including dealing with understaffing, refereeing disputes, and corrective action/discipline procedures. Plan and conduct new associate orientation to foster positive attitude toward organizational objectives. Identify staff vacancies and recruit, interview and select applicants. Plan, direct, supervise, and coordinate work activities of subordinates and staff relating to employment, compensation, and associate relations. Represent organization at personnel-related hearings and investigations. Provide current and prospective associates with information about policies, job duties, working conditions, wages, opportunities for promotion, and associate benefits. Analyze statistical data and reports to identify and determine causes of personnel problems and develop recommendations for improvement of organization's personnel policies and practices. Maintain records and compile statistical reports concerning personnel-related data such as hires, transfers, performance appraisals, and absenteeism rates. Conduct exit interviews to identify reasons for associate exits. Oversee the evaluation, classification and rating of occupations and job positions. Study legislation recent legal developments to assess industry trends. Develop or administer special projects in areas such as pay equity, community involvement, associate rewards and recognition. Contract with vendors to provide associate services, such as food service, transportation, or relocation service. Adhere to and represent the company's values and behaviors as defined by the TPI Mission and Core Values and EHS policies, while reinforcing leadership and individual associates' responsibility for EHS. Adhere to and represent the company's values and behaviors as defined by the TPI Mission and Core Values and EHS policies, while reinforcing leadership and individual associates' responsibility for EHS. Lead, supervise, and develop subordinate staff. Who we're looking for: BA/BS in human resources, business management, communications, or related field and at least 8 years of experience leading human resources in a manufacturing environment or other industrial setting, or equivalent combination of education and experience. Thorough knowledge of employment laws and regulations, such as EOE, FMLA, ADA, HIPAA, ADEA, and labor relations. Ability to build and sustain relationships across all levels. Ability to positively influence the business. Ability to foster and promote a culturally diverse work force with a variety of people of varying personalities and backgrounds. Strong oral and written communications. Bi-lingual English/Spanish skills highly desired Strong proficiency in Microsoft software, including Word, PowerPoint and Excel. Location This position is on site at our wind blade manufacturing site in Newton, Iowa. Relocation assistance is available. Our Mission is to deliver innovative and sustainable solutions to decarbonize and electrify the world by expanding the adoption of renewable energy. We accomplish this by cultivating an inclusive culture that attracts, develops, excites, and retains exceptional talent. Additional Information TPI Composites, Inc. offer competitive compensation and benefits, including but not limited to, health and dental insurance, 401(k) plan with company match, and paid vacation plans. TPI Composites, Inc. is an equal opportunity employer. Background check and drug test required. All your information will be kept confidential according to EEO guidelines.