Head Of Human Resources jobs at WorldPantry.com

Are you interested in being part of an innovative team that supports Westinghouse's mission to provide clean energy solutions? At Westinghouse, we recognize that our employees are our most valuable asset and we seek to identify, attract and recruit the most qualified talent while recognizing and encouraging the value of diversity in the global workplace. About the role: As a Vice President, Total Rewards and HR Systems you will develop a comprehensive total rewards strategy that attracts, motivates, and retains top talent. You will oversee compensation, benefits, executive rewards, global recognition programs, payroll and HRIS and analytics. You will ensure all programs are equitable, cost-effective, and aligned with our strategic goals and values. You will report to the Chief Human Resources Officer. This is a remote position. Key Responsibilities: * Strategic Leadership: Design and implement a global total rewards strategy aligned with our goals and talent priorities. Be the trusted advisor to senior leadership on compensation, benefits, and workforce analytics. Lead the annual compensation planning cycle, including merit increases, bonus programs, and equity awards. * Compensation: Oversee the design, benchmarking, and administration of base pay, incentive plans, and executive compensation. Ensure compliance with all legal and regulatory requirements related to compensation. Partner with Finance and Legal on compensation governance and reporting. * Benefits: Lead the strategy, design, and administration of health, wellness, retirement, and other employee benefit programs. Evaluate and improve vendor relationships and plan performance. Ensure benefits offerings are competitive and support employee well-being. * Payroll: Lead end-to-end payroll operations across multiple geographies, ensuring compliance with local, state, federal, and international regulations. Lead payroll strategy, vendor management, and system integrations to support scalability and efficiency. Ensure accurate tax filings, year-end reporting, and audit readiness. Partner with Finance and Legal to ensure agreement on payroll accounting, compliance, and risk mitigation. * HRIS Strategy and Operations: Lead the strategic roadmap for HR technology, including system selection, implementation, upgrades, and integrations. Ensure data integrity, security, and governance across all HR systems. * Executive Compensation: Support the CHRO and Board Management Development & Compensation Committee with executive pay strategy, disclosures, and governance. Prepare materials for compensation committee meetings. * Team Leadership: Lead a high-performing Total Rewards team. Foster a culture of innovation, accountability, and continuous improvement. Qualifications: * Bachelor's degree in human resources, business, finance, or related field; master's degree or MBA preferred. * 15+ years of progressive HR experience with expertise in compensation and benefits, HRIS and payroll, including leading the total rewards function in a complex, global organization, and publicly traded company. * Knowledge of executive compensation, equity programs, and regulatory compliance (e.g., FLSA, ERISA, and SEC). * Experience influencing senior leaders and driving strategic plans. We are committed to transparency and equity in all of our people practices. The base salary range for this position, which is dependent upon experience, qualifications and skills, is estimated to be $230,000 to $287,500 per year. In addition to the base pay, this role may be eligible for incentive pay based on company and individual performance. #LI-Remote Why Westinghouse? Our benefits package is tailored to meet the diverse needs of our employees, while also promoting wellness and career growth. The following are representative of what we offer: * Comprehensive Medical benefits which could include medical, dental, vision, prescription coverage and Health Savings Account (HSA) with employer contributions options * Wellness Programs designed to support employees in maintaining their health and well-being including Employee Assistance Program providing support for our employees and their household members * 401(k) with Company Match Contributions to support employees' retirement * Paid Vacations and Company Holidays * Opportunities for Flexible Work Arrangements to promote work-life balance * Educational Reimbursement and Comprehensive Career Programs to help employees grow in their careers * Global Recognition and Service Programs to celebrate employee accomplishments and service * Employee Referral Program Westinghouse Electric Company is the global nuclear energy industry's first choice for safe, clean, and efficient energy solutions. We enable our delivery of this vision by living our value system: * Safety and Quality * Integrity and Trust * Customer Focus and Innovation * Speed and Passion to Win * Teamwork and Accountability While our Global Headquarters are located in Cranberry Township, PA, we have over 11,000 employees working at locations in 19 different countries. You can learn more by visiting

Primary Duties & Responsibilities Strategic HR Support Maintain an effective level of business literacy about the business unit's financial position, plans, culture, and competition to ensure HR strategies are aligned with overall business objectives. This includes workforce planning and calibration aligned with the Annual Operating Plan (AOP) for the business. Serve as the primary strategic partner to the Optical Solutions business, collaborating closely with the VP of Optical Solutions and senior leadership across regions to design and deliver both strategic and tactical HR solutions that enable business success. Collaborate with leadership teams at various sites to streamline leadership expectations, optimize segment-specific HR strategies, and align budgeting and people engagement initiatives across the Optical Solutions BU. Align business objectives with employee and management needs in the designated business unit to foster a culture of accountability, innovation, and collaboration. Partner with Functional and Site HRBPs and HR Centers of Excellence (COEs) to build and implement strategic HR programs and enterprise-wide initiatives that strengthen workforce capability and engagement. Lead strategic workforce planning efforts, identifying current and future talent gaps, succession risks, and capability needs to ensure the organization has the right talent in place for long-term success. Drive organizational design and development, recommending structure and role enhancements that improve agility, scalability, and collaboration across functions. Act as a trusted advisor to business leaders, providing insight and guidance on people strategy, leadership effectiveness, and culture transformation. Champion change management, partnering with senior leadership to plan, communicate, and embed major business changes that enhance organizational effectiveness. Leverage HR analytics and workforce metrics to deliver data-driven insights that influence business decisions and measure the impact of HR initiatives. Shape and sustain a high-performance culture aligned with company values, fostering employee engagement, inclusion and leadership accountability for people outcomes. Talent Management and Development Consult and support all levels of management to build high-performing, diverse, and inclusive teams that align with business goals. Support and execute talent strategies to attract, develop, reward, and retain key talent. Partner with senior business leaders to design and implement succession and development strategies for critical roles. Participate in and support the employee succession planning process to ensure leadership continuity and readiness. Provide leadership coaching to enhance management capability and employee experience. Data Utilization and Analysis Utilize workforce data and analytics to identify talent trends, opportunities, and risks, and recommend strategic interventions. Collaborate with HR teams to analyze trends and metrics, designing data-informed programs, policies, and solutions that drive organizational performance. Monitor key HR KPIs (turnover, engagement, DEI, performance) and present actionable insights to leadership. Employee Relations and Engagement Partner with management and employees to enhance work relationships, morale, productivity, and retention. Act as a liaison for employees seeking assistance with leave management, HRIS systems, or workplace concerns. Collaborate with Site HR Partners to manage and resolve employee relations issues effectively and equitably. Lead efforts to improve employee engagement and organizational culture, ensuring alignment with company values and business objectives. Talent Acquisition and Onboarding Support full-cycle talent acquisition processes including recruitment, interviewing, selection, and hiring to ensure alignment with talent strategy. Coordinate and enhance new hire orientation and onboarding programs to strengthen engagement and retention. Partner with Shared Services to manage new hire data, job changes, and personnel records accurately and efficiently. Performance Management and Compliance Oversee and coordinate performance management cycles, including reviews, OTR's (org talent reviews), merit increases, and goal-setting to ensure equity and consistency through robust calibration sessions with leaders. Conduct thorough and objective investigations of employee issues and partner with in-house counsel to mitigate legal risk and ensure compliance with all regulations. Develop and maintain succession plans for key positions to safeguard leadership continuity. Ensure HR practices are compliant with company policy, employment law, and ethical standards. General HR Support Provide guidance, support, and direction to the Site HRBP in Saxonburg and other HR partners as needed. Perform other related duties and special projects assigned to support HR and business objectives. Education & Experience Bachelor's degree at a minimum. Master's preferred; preferably in Human Resources Management, or related field. 8+ years of relevant experience or equivalent combination of education and work experience. Working knowledge of multiple human resource disciplines, including compensation practices, talent acquisition, organizational diagnosis, employee and union relations, diversity, performance management, and federal and state respective employment laws PHR/SPHR or HRCI certification preferred. Bachelor's degree required; Master's degree strongly preferred - ideally in Human Resources Management, Business Administration, Organizational Development, or a related field. Minimum of 8+ years of progressive HR leadership experience, with demonstrated success as a strategic business partner in complex, matrixed organizations. Proven working knowledge of multiple HR disciplines, including compensation strategy, talent acquisition, organizational design, employee and labor relations, diversity and inclusion, performance management, and federal and state employment laws. PHR, SPHR, SHRM-CP, or SHRM-SCP certification preferred. Lean Six Sigma Green Belt or Black Belt certification preferred; demonstrated ability to apply continuous improvement methodologies to streamline HR processes, enhance efficiency, and drive measurable business outcomes. Strong capability in data analytics, HR metrics interpretation, and translating insights into strategic recommendations that inform leadership decision-making. Exceptional consultative, interpersonal, and influencing skills with the ability to partner effectively with senior executives and cross-functional teams in a global environment. Skills Excellent organizational skills and attention to detail. Ability to retain absolute confidentiality of personnel issues/information. Strong Proficiency with Microsoft Office; especially Excel. Problem solving skills. Familiarity with standard HR concepts, practices, and procedures. Familiarity with HRIS software systems (Oracle Fusion a plus). Excellent time management skills with a proven ability to meet deadlines. Demonstrate knowledge of local employment laws and regulations. Excellent communication (both verbal and written) and interpersonal skills, to include conflict resolution. Proven ability to effectively interact with all levels of the workforce. Working Conditions This position is required to have a regular presence of 5 days a week in the Saxonburg office. Occasional onsite support may ne needed for the off shifts. Travel while rare may be up to 5%. Prolonged periods of sitting at a desk and working on a computer. Minimal lifting up to 20lbs. Safety Requirements All employees are required to attend scheduled training, follow the site EHS procedures and Coherent Corporate EHS standards. This includes the use of proper protective equipment (PPE) as required by the job responsibilities. Managers will ensure that all safety and environmental procedures are followed consistently. They will ensure that risk assessments are performed, proper training, work instructions, required PPE is available, and will monitor compliance. Quality and Environmental Responsibilities Depending on location, this position may be responsible for the execution and maintenance of the ISO 9000, 9001, 14001 and/or other applicable standards that may apply to the relevant roles and responsibilities within the Quality Management System and Environmental Management System. Culture Commitment Ensure adherence to company's values (ICARE) in all aspects of your position at Coherent Corp.: Integrity - Create an Environment of Trust Collaboration - Innovate Through the Sharing of Ideas Accountability - Own the Process and the Outcome Respect - Recognize the Value in Everyone Enthusiasm - Find a Sense of Purpose in Work Coherent Corp. 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 need assistance or an accommodation due to a disability, you may contact us at ****************************** .

The Regional Human Resources Operations Director is a strategic and operational human resources leader responsible for driving human resource excellence across a large, geographical network inclusive of Saint-Gobain sites (Region Business Units, including former HPS, and Industrial Solutions Business Units). This role leads a team of HR professionals and partners closely with operations leadership to align people strategies with business goals, ensuring workforce readiness, compliance and a high-performing, TEC culture. The Regional Human Resource Operations Director also collaborates with HR central functions to execute Saint-Gobain HR strategies consistently across North America aligned with the Employee Value Proposition (EVP). **Responsibilities** **-** **Team Leadership & Development:** + Manage, coach, and develop a team of 15 - 20 HR professionals in a geographic region + Foster a culture of accountability, collaboration, and continuous improvement through Trust Empowerment and Collaboration (TEC) + Drive leadership development and succession planning across the HR function + Plan, monitor, forecast and report on an annual regional budget to ensure effective resource allocation, cost control and alignment with organizational goals **Strategic Leadership:** + Develop and execute HR strategies that support business objectives + Lead organizational design, workforce planning and change management initiatives + Prioritize collaboration with other regional HR Leaders for consistency across all geographies **HR Operational Excellence:** + Standardize and optimize HR processes across all locations in collaboration with HR central functions and the Employee Value Proposition (EVP) initiatives + Ensure compliance with employment law and internal policies across designated states **Employee Relations & Engagement:** + Manage escalations and complex employee relations issues + Promote a safe, positive, and inclusive culture **-** **Community Relations:** + Drive community activities and outreach through program execution + Support partnerships with universities, colleges, technical and vocational schools + Represent the organization in industry and community engagement efforts to strengthen employe brand and pipelines **Learning & Development:** + Oversee compliance and culture training initiatives + Support M&A integration needs **Workforce Planning:** + Lead the execution of workforce planning, competency and skills matrix development and succession planning activities + Oversee end to end recruitment for sites in a designated geographic region in collaboration with the Talent Acquisition team + Must reside in the assigned region with the ability to travel 50%+ to support states and locations within the assigned region (WA, OR, CA, NV, ID, UT, AZ, HI) + 15+ years progressive HR experience, particularly in manufacturing operations and multi-site management support is required + Bachelors Degree in HR or related field is preferred + Union/CBA experience is required + Considerable experience managing teams is required, in particular from a remote perspective + A strong ability to influence and gather and influence teams + Advanced communication abilities are vital in the success of the position as a conduit between corporate HR functions, business unit priorities, and site HR support At Saint-Gobain, our employees have pride in belonging to an organization whose culture is made up of these core values: Trust, Empowerment, & Collaboration. Our company encourages diversity and inclusion in all its forms while our products make the world a more beautiful, safer, and sustainable home (*************************** . Saint-Gobain provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, gender, sexual orientation, gender identity or expression, national origin, age, disability, genetic information, marital status, amnesty, or status as a covered veteran in accordance with applicable federal, state and local laws. Saint-Gobain is an equal opportunity employer of individuals with disabilities and supports the hiring of veterans. Applicants for roles based in Washington state or remote roles that would be worked from Washington state are encouraged to direct any concerns regarding the state's Pay Transparency laws to the SGNA HR Compliance team at SGNA_HR_*************************** . Certain locations require pay information be provided in job postings. Saint-Gobain aims to deliver a comprehensive Total Rewards package to support our employees' wellbeing and help improve daily life for themselves and their families. We believe in the importance of pay transparency in what we offer potential candidates. Provided is the national pay range for this position which is $165,500 to $264,500 per year. However, the base pay offered may vary depending on geographic region, internal equity, job-related knowledge, skills, and experience among other factors. In addition to base salary, this position is eligible for an annual bonus. The targeted bonus amount is 24% of base salary based on company and individual performance measures. The Total Target Cash range (base pay and annual bonus) for this position, is $172,053 to $327,980. Bonus payments are part of variable compensation and by nature can vary based on company and individual performance and is not a guarantee. This role may also be eligible to participate in the Long-Term Incentive (LTI) program which is awarded annually at management's discretion.] Saint-Gobain is committed to helping you and your family _be well_ in all aspects of your life. Be Well.- Be You brings together inclusive programs and meaningful resources to support all aspects of your physical, emotional, financial, and social well-being.- Employees have the flexibility to choose the benefits that best fit their individual needs. + Health and Well-being - Supporting your wellbeing, to thrive in life and work. + Medical, Prescription Drug, Vision, and Dental Insurance + Healthcare Saving Account and Flexible Spending Account options + LiveWell Wellness Program + Employee Assistance Program (EAP) + Paid Time Off and Paid Parental Leave: 15 days PTO per year, 11 paid holidays per year + Retirement and Protection - Helping to make the future life you want a reality. + 401(k) with Company Match, Retirement Accumulation Plan (RAP) Cash Balance Pension Plan + Company-provided Life Insurance, AD&D, Short-Term Disability + Voluntary employee and dependent life insurance, Long-Term Disability, Critical Illness and + Accident Insurance + Additional Benefits - Helping shape the experience and impact you want + Commuter Benefits + Group Legal + Identity Theft Protection + Auto and Home Insurance + Pet Insurance and Discounts + Back-up Child and Elder Care + PerkSpot Employee Discount Program + Volunteer Day

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.

Job Type: Full Time Regular Job Function: Human Resources Remote Eligible:Hybrid Schedule, 2 Days on Site Company Overview: 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: Our HRIS, Analytics, & Shared Services team is on an exciting journey of transformation, introducing powerful new tools, process & system optimizations across HR. This encompasses everything from leveraging data insights and ensuring seamless payroll to strengthening our core operations, with compliance as a cornerstone. We're looking for this role to be a vital part of our journey, leading critical Compliance and HR Operations that are fundamental to achieving our ambitious goals and supporting our entire HR ecosystem. Reporting to the Vice President of HRIS, Analytics, & Shared Services, the Director, HR Compliance and Operations is a strategic and hands-on leader responsible for developing, implementing, and overseeing comprehensive HR compliance programs, including immigration, and optimizing HR operational processes. This role ensures all HR policies and practices align with legal requirements and company standards, while driving efficiency and positive employee experience from onboarding through offboarding. This Director will lead Compliance for the US, while providing consultative guidance and oversight for Canada. For HR Operations, this role holds responsibility for both the US and Canada. The Director serves as a key advisor and collaborator with HR Business Partners, Legal, and senior leadership on all matters related to HR compliance, Immigration and operational excellence. As Director, HR Compliance and Operations, you'll lead a five-member team comprising an Immigration and HR Operations Manager, Immigration Specialist, HR Operations Senior Specialist, and HR Operations Specialists. HR Compliance & Risk Management: Develop, implement, and maintain robust HR compliance programs, policies, and procedures in alignment with all federal, state, and local employment laws and regulations. Proactively monitor changes in employment law and regulations, assessing their impact on Sephora's HR practices and recommending necessary adjustments. Conduct HR audits (e.g., I-9, policy adherence) to identify compliance gaps and recommend corrective actions. Partner with Legal and Employee Relations on internal HR-related investigations on an as needed basis. Develop and deliver compliance training programs for HR teams, managers, and employees. Partner with Legal in ensuring data privacy and security of employee information, and adherence to relevant regulations (e.g., CCPA). Manage and ensure I-9 compliance and e-Verify processes. Oversee the effective management of HR vendors and contracts (e.g., compliance course provider, I9 Vendor etc. Leadership & Strategic Partnership: Provide expert guidance and consultation to HR Business Partners, legal counsel, and business leaders on complex HR compliance, and operational matters. Collaborate with other HR functional leaders (Talent Acquisition, Total Rewards, Talent Management) to ensure cohesive HR Operations strategies and seamless execution. Direct a team of 5 FTEs, fostering their development and ensuring effective management of this area. Drive a culture of accountability, continuous improvement, and customer service within the HR operations function. Contribute to strategic HR initiatives and projects, bringing an operational and compliance lens. Leadership & Strategic Partnership: Provide expert guidance and consultation to HR Business Partners, legal counsel, and business leaders on complex HR compliance, and operational matters. Collaborate with other HR functional leaders (Talent Acquisition, Total Rewards, Talent Management) to ensure cohesive HR Operations strategies and seamless execution. Direct a team of 5 FTEs, fostering their development and ensuring effective management of this area. Drive a culture of accountability, continuous improvement, and customer service within the HR operations function. Contribute to strategic HR initiatives and projects, bringing an operational and compliance lens. We'd love to hear from you if you have… 10 years of progressive HR experience, with a minimum of 5+ years in a leadership role focusing on HR compliance, Immigrations, and/or HR operations. Deep and current knowledge of federal, state, and local employment laws and regulations across multiple US jurisdictions. Policy Development & Implementation: Expertise in drafting clear, legally compliant HR policies and procedures, and effectively rolling them out across an organization. Audit Management: Experience in leading and responding to internal and external audits. Training & Facilitation: Ability to develop and deliver engaging and effective training programs on HR compliance topics to various employee groups. Negotiation: Skilled in negotiating terms with vendors and potentially navigating complex situations with internal stakeholders. Process Optimization & Automation: Proven ability to analyze operations processes, identify inefficiencies, and design/implement improved or automated processes to enhance speed, accuracy, and scalability. Attention to Detail: Meticulous and highly accurate, particularly when dealing with legal requirements, data integrity, and financial implications. Project Management: Ability to manage multiple projects simultaneously, from planning and execution to monitoring and completion, often involving cross-functional teams and external vendors. Vendor Management: Experience in selecting, negotiating with, and managing relationships with external HR service providers. Demonstrated expertise in U.S. immigration laws, visa types, and processes. Proven experience developing and implementing HR compliance programs and policies. Extensive experience in HR operations (SuccessFactors experience a plus). Strong analytical skills with the ability to interpret complex data, identify trends, and drive data-driven decisions. Exceptional communication (written and verbal), interpersonal, and presentation skills. Demonstrated ability to lead, influence, and collaborate effectively with diverse stakeholders at all levels. High degree of integrity, discretion, and ability to handle highly confidential information. Ability to manage multiple priorities in a fast-paced, dynamic retail environment. The annual base salary range for this position is $200,855.00 - $224,485.00 The actual base salary offered depends on a variety of factors, which may include, as applicable, 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. This job will be posted for a minimum of 5 days. 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.

We are seeking an HR Director to join our Penn Color team. You will play a pivotal role in executing HR strategies that align with organizational goals, with a strong focus on building and implementing a comprehensive HR roadmap. This is a true HR generalist role that requires a well-rounded background across all functional areas of Human Resources, including Recruitment & Talent Acquisition, Performance Management, Compensation & Benefits, Training & Development, Compliance & Legal, HR Policies & Procedures, HRIS (specifically Workday), Workforce Planning & Talent Management, Health & Safety, Change Management, and Employee Relations. This position requires someone who can balance strategic and tactical responsibilities, shaping long-term HR programs and strategies while remaining hands-on in daily operations. The ideal candidate is a strategic thinker who thrives on building from the ground up, with the ability to design and implement programs that drive engagement, talent development, and operational excellence while fostering trusted relationships with leaders and employees. A deep understanding of manufacturing environments is essential. The ultimate goal of this role is to help Penn Color achieve recognition as a “Best Company to Work For.” This position will have one direct report and report to the Vice President of Human Resources. It is an onsite role (no hybrid option), located at our Hatfield, PA Corporate facility, with a business casual environment. Key Responsibilities: Strategic HR Leadership & Program Design: Partner with the VP of HR to execute the multi-year HR Roadmap by designing, building, and optimizing HR programs and processes that strengthen Penn Color's people foundation. Focus areas include talent management, leadership development, performance enablement, total rewards, onboarding, and recognition. Ensure programs are scalable, compliant, and aligned with both operational needs and long-term business strategy. Corporate Site Business Partner: Serve as the primary HR partner for the Corporate site, supporting leadership and department managers on all aspects of HR including by not limited to Employee Relations, workforce planning, employee engagement, and organizational design. Leadership Coaching & Support: Provide trusted counsel to leaders on performance management, employee relations, and organizational effectiveness, ensuring alignment with business and people priorities. Employee Relations: Support the HR Generalist in managing day-to-day employee relations matters, ensuring fair, consistent, and timely resolution of issues. Talent Acquisition & Development: Partner with Talent Acquisition team and hiring managers to attract, onboard, and develop a diverse, high-caliber workforce. Design and deliver training programs that build capability and support career growth. Training & Capability Building: Design, deliver, and evaluate training programs that enhance employee skills, leadership capability, and organizational effectiveness. Ensure learning initiatives align with business goals and support a culture of continuous development. Employee Experience & Culture: Champion Penn Color's Core Values by fostering a positive, inclusive, and high-performing culture. Develop initiatives that strengthen engagement, retention, and cross-functional collaboration. Data-Driven Insights: Utilize HRIS (Workday) to monitor workforce trends, ensure data accuracy, and provide actionable insights to inform decision-making. Compliance & Policy Stewardship: Maintain compliance with employment laws and internal policies while driving continuous improvement in governance and process consistency. Manufacturing & Global Alignment: Apply knowledge of manufacturing environments to address unique workforce challenges, while ensuring alignment with global HR practices and standards. Team Leadership: Lead, coach, and develop one HR Generalist responsible for supporting daily HR operations and employee engagement activities. Qualifications: Bachelor's degree in Human Resources or HR certification; Master's degree preferred. 10+ years of progressive HR experience, with a strong background in manufacturing environments. Familiarity with program designs, implementation and change management Strong knowledge of labor laws, safety regulations, and HR best practices within a manufacturing setting. Excellent leadership, communication, and interpersonal skills, with the ability to influence at all levels of the organization. Experience with HR technologies and systems, with a focus on process optimization and efficiency. Ability to thrive in a fast-paced, dynamic environment with a focus on continuous improvement. Workday experience a plus Working Conditions: This position is based in a manufacturing facility, requiring occasional travel to other sites as needed. The role may require working beyond standard business hours to meet deadlines or address urgent HR matters. We are a 5 day, 3 shift operation and from time to time will need to attend early or late meetings to accommodate all 3 shifts. Penn Color offers many tangible and intangible benefits to our full-time employees: Tangible benefits include: Highly competitive compensation A choice between 3 outstanding medical plans 401K with a strong company match PTO to balance your life Additional company perks And More! Our intangible benefits really set us apart: Unmatched company stability Long-term career opportunity True open door, friendly environment Ability to "own" your role Company events that bring us all together If you desire a long-term career, want to work alongside an exceptional group of people, and wish to use your talents to shape a world-class company, then we are your employer of choice! Penn Color, Inc. is an Equal Employment Opportunity employer. We adhere to a policy of making employment decisions without regards to race, color, religion, sex, age, disability or any other protected categories. It is our intention that all qualified applicants be given an equal opportunity and that selection decisions be based on job-related factors.

Optima Office is recruiting for an experienced HR Manager for one of our most prestigious organizations in Temecula, CA. The Human Resources Manager will provide hands-on strategic direction, leadership, and support for the day-to-day Human Resources function. By aligning with our core values, business goals, and objectives, this individual will liaise with multiple department managers across three business segments in California. This is a highly dynamic role that will manage and support the staff in the Human Resources department. This is an exempt position with a Company that operates 24 hours per day and 7 days a week. A successful candidate must be available and willing to work on the property and respond to calls on a needed basis outside of regular business hours, including but not limited to, nights and weekends. Requirements Required Experience and Qualifications: · Bachelor's degree in Human Resource Management, Business Administration, or related field; PHR or SPHR strongly preferred. · 10+ years of prior extensive experience managing all functional HR disciplines for 300+ employees, preferably in the food and beverage and/or hospitality industry. · Expert knowledge of state and federal employment law, including technical knowledge of all California laws such as FEHA, CFRA, PAGA, CA Wage and Hour and unemployment laws as well as federal laws governing the employment relationship such as Title VII, EEO, AA, FMLA, ADA, ACA, and OSHA. Ability to interface with outside employment counsel in any matter involving a potential legal issue. · Proven experience in unemployment and workers compensation claims, investigation processes, compensation practices, benefit programs, and current state and federal Human Resources legislative policies/laws. · Bilingual Spanish/English preferred. Essential Duties and Responsibilities: The Human Resources Manager will manage activities in the following functional HR disciplines: • Manage all HR Functions in the Company. • Manage support staff. • Facilitate a diverse and inclusive culture based on Company values/standards. • Direct recruiting, training, orientation, onboarding, and performance management. • Manage benefits administration in coordination with the Controller. • Know and practice federal and state labor law compliance. You Will Be a Good Fit for This Role if You Are: Diplomatic and strategic while working independently and managing competing priorities to meet deadlines. • Willing to take the initiative and be an influential member of management. • A strong communicator who can lead group meetings and training. • Resourceful, with strong problem-solving and analytical skills. • Detail oriented and focused on quality in a faced paced manner. • Proficient in MS Office (Outlook, Excel, Word, PowerPoint), HRIS, and ATS Software. Able to push and pull, stand for extended periods, stoop, bend, climb stairs, work in an outside agricultural and kitchen environment and occasionally in extreme heat as needed, and lift items repetitively weighing up to 25 pounds. Benefits: • Health, Dental & Vision • 401K Matching Plan • Life Insurance • Hospital Confinement Plan • Pet Insurance • 3 weeks of PTO • 2 Paid Holidays (Thanksgiving + Christmas) + 6 Admin Holidays Compensation: $105,000+ $110,000 DOE Salary Description 105,000-110,000

ABOUT THE ROLE Reporting to the global SVP Human Resources, we are seeking an experienced and strategic Director of Human Resources to lead our People Team across North America. This role requires strong operational HR expertise to oversee HR service delivery, process implementation, and alignment with business objectives across a dynamic, multi-state, and international environment (U.S., Puerto Rico, and Canada). SCHEDULE: Monday-Friday, 8:00 AM - 5:00 PM | Hybrid schedule: On-site at our Radnor, PA corporate office on Tuesdays and Wednesdays, and remote on Mondays, Thursdays, and Fridays COMPENSATION: $150K - $175K + annual bonus Key Responsibilities * Lead and manage the North American HR function in the region. * Supervise and mentor the HR Business Partner and HR Specialist, fostering a high-performance and service-oriented team. * Partner with North American leadership to develop and execute people strategies that enable business success. * Develop and execute the employee relations strategy aligned with company values and culture. Oversee complex cases, including investigations, conflict resolution, disciplinary actions, and separations, ensuring fairness, consistency, and legal compliance. * Partner with outside legal counsel on employment law, compliance, and broader HR risk matters to ensure consistent, legally sound people practices across North America. * Design and implement scalable HR processes and systems to support a geographically dispersed workforce. * Ensure compliance with federal, state, provincial, and local employment laws and regulations across the U.S., Puerto Rico, and Canada. * Collaborate closely with global HR teams in the UK and EU to ensure alignment, consistency, and knowledge sharing across regions. * Support and participate in design and implementation of global HR process and policy with the RS Group COE leaders and teams. * Partner with the shared North America Total Rewards team based in Texas to support compensation, benefits, and recognition programs. * Drive initiatives in employee engagement, performance management, workforce planning, talent development, and diversity, equity, and inclusion (DEI). * Manage vendor relationships related to HR services (e.g., payroll, benefits, HRIS). * Lead change management efforts related to organizational development and process improvements. * Serve as a strategic business partner and trusted advisor to leadership on all people-related matters. Qualifications * Bachelor's degree in human resources, Business Administration, or related field; Master's degree or HR certification (e.g., SHRM-SCP, SPHR) preferred. * 8+ years of progressive HR experience, with at least 3 years in a leadership role. * Experience managing HR in a multi-state and international context (U.S., Puerto Rico, Canada). * Strong knowledge of employment laws and HR best practices across North America. * Strong operational, hands-on experience across the full HR lifecycle. * Proven track record of managing a disciplined, process-driven HR function with clear SOPs, metrics, and accountability. * Proven ability to lead teams, implement HR systems, and drive strategic initiatives. * Excellent communication, interpersonal, and organizational skills. * Experience in a BPO, supply chain, or service-oriented industry is a plus. What We Offer * Competitive compensation and benefits * Flexible work arrangements * A collaborative and mission-driven culture * Opportunities for professional growth and impact #LI-IS

ABOUT THE ROLE Reporting to the global SVP Human Resources, we are seeking an experienced and strategic Director of Human Resources to lead our People Team across North America. This role requires strong operational HR expertise to oversee HR service delivery, process implementation, and alignment with business objectives across a dynamic, multi-state, and international environment (U.S., Puerto Rico, and Canada). SCHEDULE: Monday-Friday, 8:00 AM - 5:00 PM | Hybrid schedule: On-site at our Radnor, PA corporate office on Tuesdays and Wednesdays, and remote on Mondays, Thursdays, and Fridays COMPENSATION: $150K - $175K + annual bonus Key Responsibilities Lead and manage the North American HR function in the region. Supervise and mentor the HR Business Partner and HR Specialist, fostering a high-performance and service-oriented team. Partner with North American leadership to develop and execute people strategies that enable business success. Develop and execute the employee relations strategy aligned with company values and culture. Oversee complex cases, including investigations, conflict resolution, disciplinary actions, and separations, ensuring fairness, consistency, and legal compliance. Partner with outside legal counsel on employment law, compliance, and broader HR risk matters to ensure consistent, legally sound people practices across North America. Design and implement scalable HR processes and systems to support a geographically dispersed workforce. Ensure compliance with federal, state, provincial, and local employment laws and regulations across the U.S., Puerto Rico, and Canada. Collaborate closely with global HR teams in the UK and EU to ensure alignment, consistency, and knowledge sharing across regions. Support and participate in design and implementation of global HR process and policy with the RS Group COE leaders and teams. Partner with the shared North America Total Rewards team based in Texas to support compensation, benefits, and recognition programs. Drive initiatives in employee engagement, performance management, workforce planning, talent development, and diversity, equity, and inclusion (DEI). Manage vendor relationships related to HR services (e.g., payroll, benefits, HRIS). Lead change management efforts related to organizational development and process improvements. Serve as a strategic business partner and trusted advisor to leadership on all people-related matters. Qualifications Bachelor's degree in human resources, Business Administration, or related field; Master's degree or HR certification (e.g., SHRM-SCP, SPHR) preferred. 8+ years of progressive HR experience, with at least 3 years in a leadership role. Experience managing HR in a multi-state and international context (U.S., Puerto Rico, Canada). Strong knowledge of employment laws and HR best practices across North America. Strong operational, hands-on experience across the full HR lifecycle. Proven track record of managing a disciplined, process-driven HR function with clear SOPs, metrics, and accountability. Proven ability to lead teams, implement HR systems, and drive strategic initiatives. Excellent communication, interpersonal, and organizational skills. Experience in a BPO, supply chain, or service-oriented industry is a plus. What We Offer Competitive compensation and benefits Flexible work arrangements A collaborative and mission-driven culture Opportunities for professional growth and impact #LI-IS

WE'RE CHANGING ENTERTAINMENT. COME JOIN US. We're always looking for talent that believes in having fun. At PENN Entertainment, you'll get to be a part of an exciting industry, where the days and nights are fast-paced. You'll work with an incredibly diverse set of coworkers driven by their enthusiasm for helping people find and have more fun. You'll also get to work at a company that cares about your career growth and will help you get the support you need to expand your possibilities. Initial placement within the salary range is based on an individual's relevant knowledge, skills, and experience. Base salary is just one component of our competitive Total Rewards package, which includes wellness programs designed to support our team members' financial, physical, and mental well-being. Specific benefits-such as day-one medical coverage, 401(k) matching, and annual performance bonus-may vary by position. Paid time off is earned according to the local policy and increases with the length of employment. Click HERE to discover how we empower team members to grow, thrive, and advance in their careers. WE LOVE OUR WORK. POSITION SUMMARY The Vice President of Human Resources will serve as a strategic partner and key member of the executive leadership team for Hollywood Casino St. Louis and River City Casino & Hotel. This role is responsible for crafting and executing the talent strategy from attraction through exit, including workforce strategy, talent management, engagement, employee relations, development, and compliance, in alignment with Company values and business objectives. * Lead the development and execution of a strategic human resources plan to provide the Company with the best talent available and an engaged workforce that positions the Company as the employer of choice. * Participate in the development and implementation of the property's strategic logic to include plans and programs as a strategic partner, but particularly from the perspective of the impact on recruitment and talent. * Develop and execute strategies to attract, select, and hire talent for high-volume positions. * Develop programs, initiatives, and/or policies for effective talent management, including employee relations, engagement, performance management, training and development, career pathing, and general HR operations. * Lead and modernize HR, policies, and processes for effectiveness, efficiency, and scalability, focusing on innovation and technology. * Guide employee engagement programs, recognition, leadership development, performance management, and succession planning efforts. * Track and analyze a variety of talent metrics, developing actionable insights. * Serve as a trusted advisor to the executive team on organizational design, talent planning, compensation, workforce trends, etc. * Champion a positive workplace culture that reflects Company values, with a focus on diversity, belonging, and employee satisfaction. * Establish credibility and trust throughout the property by leading focus groups, collecting feedback, and solving problems. * Ensure full compliance with federal, state, and local laws and regulations, HR-related audits, and risk mitigation activities. * Maintain knowledge of HR trends, policies, programs, and laws. * Provide technical advice and human resources knowledge to others. * Manage the budget and other financial measures of the Human Resources Department. * Focus on continuous improvement by making recommendations to increase effectiveness and efficiencies across both properties. BRING US YOUR BEST. * A bachelor's degree (B.A./B.S.) from an accredited four-year college or university. * Ten years of progressive experience in human resources (with at least five years of experience at a senior/executive level), including recruitment, development, engagement, retention, and employee relations. * Must be proficient in Microsoft applications (Excel, Access, Word). * Must have prior experience in high-volume recruiting, experience developing and leading HR teams with a business partner model. * Extensive knowledge of principles, theories, and practices of human resources management. * Ability to craft and effectively present information to a variety of audiences. * Demonstrate abilities to meet performance expectations with communications, initiative, problem solving, guest service, work habits, and conduct, and Responsible Gaming/Business Ethics * Candidates with the following skills or experience are preferred but not required: * PHR or SPHR professional designation preferred * Master's degree in human resources, business, or related field from an accredited college or university * Prior experience in the casino industry SUPERVISORY RESPONSIBILITIES * Responsible for staff development and training programs. * Responsible for the rewards and recognition program to maximize employee engagement. * Evaluates team members within the department and delivers constructive feedback to employees in regards to performance. * Determines recommendations for staffing (including interviewing and hiring) and scheduling (planning, assigning, and directing work) to meet business needs. * Determines work procedures and expedites workflow. * Responsible for employee performance (disciplining, coaching, counseling). LANGUAGE SKILLS Ability to read and interpret documents such as safety rules, operating and maintenance instructions, and procedure manuals. Ability to write routine reports and correspondence. Ability to communicate effectively and diplomatically with executives, visitors, fellow employees, and the general public. MATHEMATICAL SKILLS Ability to add, subtract, multiply, and divide in all units of measure, using whole numbers, common fractions, and decimals. Ability to compute rate and percent. COMPUTER SKILLS To perform this job successfully, an individual should have proficient skills in using Microsoft Office products, specifically, Word, Excel, PowerPoint, Outlook, and Lotus Organizer, and be comfortable searching and retrieving information from the Internet. REASONING ABILITY Ability to solve practical problems and deal with a variety of concrete variables in situations where only limited standardization exists. PHYSICAL DEMANDS The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. While performing the duties of this job, the employee is regularly required to sit and talk, or hear. The employee frequently is required to walk; use hands to finger, handle, or feel; and reach with hands and arms. The employee is occasionally required to stand. The employee may occasionally lift and/or move up to 25 pounds. Specific vision abilities required by this job include close vision, distance vision, color vision, peripheral vision, depth perception, and the ability to adjust focus. WORK ENVIRONMENT The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. While performing the duties of this job, the employee is occasionally exposed to outside weather conditions. STAY IN THE GAME. FOLLOW US. We've grown to become the leading provider of integrated entertainment, sports content, and casino gaming experiences thanks to our 43 destinations across North America, online sports betting, and iCasino via ESPN BET and the Score Bet Sportsbook and Casino. Being an industry leader means more than being a purveyor of fun. We are also committed to values like diversity and sustainability - for our community, our team members, our vendors, and our planet. We're changing entertainment. Follow us. Equal Opportunity Employer STARTING SALARY Starting from $170,000, may increase with experience.

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

This is an extraordinary opportunity to join a movementnot just a company. At Mendoza Companies, were on a mission to build a $1 billion enterprise by 2040, connecting 1,000 families and communities through business. Were not a construction business acting like a familywere a family doing construction, driven by purpose, discipline, and an unrelenting pursuit of more: more impact, more growth, and more legacy. If youre an experienced professional who thrives under pressure, leads with integrity, and wants to help shape a billion-dollar future, your next chapter starts here. IMPORTANT NOTE: This HR Director position is a build-first, operate-second leadership role. In the initial months, the HR Director will act as the architect of Mendozas people systemsdesigning, implementing, and stabilizing the structures, processes, and tools required for a high-growth, multi-site organization. This is not a department ready to be driven; it is a vehicle that must be built, aligned, and tested before scaling. The ideal leader is hands-on, resourceful, and energized by creating systems from the ground upand then leading them with discipline and excellence. Role Purpose: The HR Director provides strategic leadership for Mendoza Companies people systems, ensuring culture, compliance, and growth remain tightly aligned to our Mission 2040. This role bridges vision and executionhelping translate the CEOs long-term goals into operational reality across all departments. The HR Director partners with the CEO and the Executive Team to drive key initiatives, workforce programs, and leadership development that connect Mendozas north star vision to daily action. This seat must anticipate needs, propose solutions, and help steer the organization through growth while protecting the Mendoza Way and its family-centered foundation. This position also plays a key role in establishing Mendozas offices in new locations and will lead HRs role in integrating future acquisitions into the Mendoza ecosystem. Mendoza Way The HR Director is a cultural architect and integrator of Mendozas visiontranslating long-term goals into daily execution while preserving the companys family feel. This role embodies the Mendoza Way by ensuring every HR decision strengthens our people, systems, and discipline as we advance toward Mission 2040. The HR Director balances empathy with execution, serving as the connective force between vision and reality. They build trust with employees, partner with leaders to develop people, and safeguard culture as we expand across states and borders. By modeling resilience, discretion, and urgency, the HR Director keeps teams aligned under pressure, integrates innovation into people systems, and helps navigate and build the companys vision in real time. Their leadership will catapult Mendoza toward its billion-dollar goal while protecting the integrity and humanity that make Mendoza unique. Accountability Roles: Lead, Manage, and Hold Accountable (LMA): Lead the HR team through our weekly meetings, reviews, and coaching, ensuring cultural alignment and performance discipline. Strategic Leadership & Vision Execution: Collaborate with all departments to operationalize the CEOs vision into actionable strategies. Track progress on companywide initiatives, align HR objectives with Mission 2040, and execute final decisions with urgency. Culture & Compliance: Carry the flag of the Mendoza Way by embedding values into HR systems and ensuring compliance across jurisdictions with discretion and confidentiality. Talent & Succession Development: Oversee recruitment, onboarding, and advancement programs that build leadership pipelines and prepare the company for scalable growth. Payroll, Benefits & Union Programs: Ensure accurate payroll, competitive benefits, and effective union agreements, proactively modeling costs for executive approval. Performance Systems & Accountability: Own HR scorecards and Rocks, applying evaluation tools to drive clarity, alignment, and accountability. Innovation, Integration & Growth: Champion HR technology and AI/AR solutions, support new offices establishment, and lead HR integration for future acquisitions while maintaining cultural consistency across offices. Core Responsibilities: Lead and mentor the HR team, ensuring cultural alignment and operational discipline. Facilitate weekly departmental meetings, setting clarity on goals, scorecards, and performance (EOS-based). Own and present HR Scorecards and Rocks at weekly company meetings with transparency (EOS-based). Collaborate with the CEO and Executive Team to develop and implement workforce initiatives that advance the companys strategic vision. Serve as a thought partner in shaping programs, incentives, and organizational initiatives that translate vision into measurable results. Present HR strategies, risks, and recommendations to executives, then execute final decisions with precision. Maintain discretion and confidentiality in handling sensitive information. Oversee payroll and benefits administration, ensuring compliance and equity. Participate in union agreement negotiation forums as a representative of Mendoza Companies. Manage external benefits partners to secure cost-effective programs. Drive recruitment, onboarding, and succession planning to strengthen leadership readiness. Implement HR technology and innovation, leveraging AI/AR for scalability. Translate strategic concepts into actionable initiatives, programs, and trainingsincluding leadership development and Mendoza Universityensuring ideas move from vision to execution with measurable impact. Support acquisitions by leading HR integration efforts to align people, systems, and culture. Remain flexible and available beyond traditional hours to support executive needs. Act as an integrator for the Mendoza visionbridging strategic direction and execution, ensuring initiatives stay aligned with long-term goals while navigating evolving conditions. Core Values Expectations: Optimistic & Positive Mindset: Communicate solutions under pressure, building trust and confidence. Disciplined Expects and Delivers Excellence: Establish accuracy and consistency in payroll, compliance, and people systems. Leads and Conducts with Integrity & Respect: Model transparency, confidentiality, and accountability with employees, executives, and union partners. Driven by Desire, Guided by Purpose: Continuously improve HR practices, systems, and leadership development while ensuring every initiative aligns to Mendozas long-term vision. Embrace Change & Enjoy the Ride: Adapt quickly to new challenges, technologies, and growth opportunities while encouraging others to see transition as a chance to strengthen the Mendoza legacy. Operate with independence and initiativebuilding forward from the companys north star vision, pivoting as needed, and driving progress without waiting for perfect plans or constant direction. Competencies: Soft Skills Strategic thinker with financial discipline. Exceptional communication in English (verbal and written); bilingual (English/Spanish) preferred. Collaborative leader able to coach and influence across departments. Hands-on approach with strong delegation and follow-through. High accountability, confidentiality, and resilience under pressure. Flexible availability to meet executive needs. Proven ability to translate executive vision into operational results. Hard Skills Expertise in payroll systems, benefits administration, and union negotiations. Proficiency with HRIS, workforce analytics, and AI/AR integration. Knowledge of U.S. labor law; resourceful in navigating Mexico compliance with external partners. Proven ability to integrate HR in acquisitions and organizational transitions. Education and Experience: Bachelors or masters degree in human resources, Business Administration, or Finance (dual emphasis or major/minor combination strongly preferred). 10+ years of progressive HR leadership in multi-site organizations. Proven track record of scaling HR systems, aligning culture, and translating strategic vision into operational outcomes. Experience in payroll, benefits, and union negotiations. Experience scaling HR structures for multi-site organizations. Construction, infrastructure, or unionized industry experience preferred. Physical Requirements: Most work is performed in a temperature-controlled office environment. May sit for extended periods at a desk or computer terminal. Regular use of computers, phones, and office equipment. Occasional travel to project sites and regional offices or project sites. EEO Statement: HLE is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, gender, sexual orientation, gender identity or expression, national origin, age, disability, protected veteran status, genetic information, or any other characteristic protected by applicable law. Other duties: Please note this job description is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities that are required of the employee for this job. Duties, responsibilities and activities may change at any time with or without notice. This isnt a place for coasting or comfort. At Mendoza, every seat is earned dailythrough action, not intention. We expect excellence, hunger, and resilience from those who join us, and in return, we offer purpose, challenge, and growth inside a culture that feels like family. We will achieve our Mission 2040there is no other option. The only question is: will you be one of the right people who rise with us?

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

OVERVIEW OF THE COMPANY Fox TV StationsFOX Television Stations owns and operates 29 full power broadcast television stations in the U.S. These include stations located in 14 of the top 15 largest designated market areas, or DMAs, and duopolies in 11 DMAs, including the three largest DMAs (New York, Los Angeles and Chicago). Of these stations, 18 are affiliated with the FOX Network. In addition to distributing sports, entertainment and syndicated content, our television stations collectively produce approximately 1,200 hours of local news every week. These stations leverage viewer, distributor and advertiser demand for the FOX Network's national content.JOB DESCRIPTION KTTV/KCOP Fox 11 and Fox 11 Plus is looking for an exceptional HR leader who will be a key member of our Executive team. Responsibilities include performing all generalist duties for this Fox Owned and Operated duopoly in Los Angeles. Job requirements include: Managing the Stations' employee relations and employment programs and initiatives. Recruiting/applicant tracking, on-boarding new employees, performance management and performance evaluation administration. Administration of FMLA, worker's compensation, policy administration, and affirmative action compliance and monitoring. Responsible for employee programs including HR training and employee engagement events. Director will work in concert with Station management and Corporate Human Resources to ensure that all employment regulatory requirements are met and all company policies are adhered to. Other duties as deemed appropriate and assigned. Position requires five years of proven HR Management experience. This position requires a strong skill set that includes effective written/verbal communications, creative problem solving and conflict resolution. Proficiency with common applications such as Microsoft Office including Excel, Word, and Outlook; Slack; use of AI technologies; and Workday. Experience working with multiple unions and a SHRM certification are a strong plus. This is a high volume, hands-on strategic and administrative position. Our ideal candidate must possess strong leadership skills and the ability to develop solid collaborative relationships with all levels of staff. Excellent attention to detail, accuracy, and strong organizational skills. Must work efficiently under specific time constraints. Bachelor's degree in HR Management, Organizational Development or related discipline, or equivalent work experience highly desirable. Knowledge and experience working with the OFCCP regulations is a plus. We offer a generous benefits package, which includes medical, dental, and vision coverage, 401k, and tuition reimbursement among other benefits. #LI-IS1 We are an equal opportunity employer and all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, gender identity, disability, protected veteran status, or any other characteristic protected by law. We will consider for employment qualified applicants with criminal histories consistent with applicable law. Pursuant to state and local pay disclosure requirements, the pay rate/range for this role, with final offer amount dependent on education, skills, experience, and location is $130,000.00-142,500.00 annually. This role is also eligible for an annual discretionary bonus, various benefits, including medical/dental/vision, insurance, a 401(k) plan, paid time off, and other benefits in accordance with applicable plan documents. Benefits for Union represented employees will be in accordance with the applicable collective bargaining agreement. View more detail about FOX Benefits.

Job Details PHILADELPHIA, PADescription Our company has been providing local restaurants with the finest ingredients available since 1915. Located in Philadelphia, we are a family-owned food wholesale distribution company. In the past several years we have experienced tremendous growth, and we are currently looking to add to our team. We recognize that a quality team is vital to support our quality products and services. With this in mind, we are continually striving to find the most qualified and committed candidates to join our team--those with a talent and passion for what they do! Position Summary: The Director of Human Resources will be strategic and lead recruiting, employee engagement, and benefits administration while ensuring compliance and HR operations run smoothly. This is an on-site, player-coach role, meaning the HR Director will be actively involved in day-to-day HR functions while also driving strategic initiatives. The ideal candidate is a culture builder, problem solver, and change agent who can lead talent acquisition, enhance benefits programs, and foster a high-performance workplace. This position offers long-term career growth, with a pathway upwards. Responsibilities: Strategic HR Leadership & Culture Development Act as a change agent, driving a positive workplace culture and strengthening employee engagement. Develop leadership programs and succession planning to promote internal mobility and long-term retention. Partner with senior leadership to align HR strategies with company growth plans. Talent Acquisition & Workforce Planning Oversee full cycle recruiting for key roles across Warehouse, Operations, IT, and Sales. Collaborate on a proactive hiring strategy to anticipate workforce needs and reduce turnover. Hire and support the external 1099 process, including offshore and onshore staff, consultants, and contractors. Employee Relations & Performance Serve as the on-site leader for employee relations, handling conflict resolution, coaching, and engagement programs. Implement a structured 30-60-90-day onboarding process to increase retention and employee satisfaction. Oversee performance evaluations and career development programs to create growth opportunities for employees. Conduct employee engagement surveys and develop action plans to continuously improve company culture. Lead conflict resolution strategies and crisis management processes to ensure fair and effective solutions for workplace challenges. Insurance & Benefits Administration Manage and enhance Julius Silvert's benefits package, ensuring employees have access to top-tier healthcare, dental, and vision coverage. Administer Independence Blue Cross (IBX) health insurance, providing employees with comprehensive medical coverage, including preventive care, hospital services, and specialist visits. Oversee United Concordia Dental plans, covering routine checkups, major procedures, and orthodontics. Support vision benefits through IBX, ensuring access to affordable eye exams, prescription glasses, and contact lenses. Lead open enrollment, benefits education, and compliance with ACA regulations. Oversee workers' compensation claims, disability benefits, and FMLA administration. HR Operations & Process Optimization Utilize Paycom for HRIS management, payroll processing oversight, and compliance tracking. Maintain light oversight of payroll processing, ensuring accuracy and compliance, while leveraging Paycom's automation capabilities. Lead HR compliance efforts, ensuring adherence to OSHA, EEOC, FMLA, and HACCP regulations. Streamline HR workflows, reporting, and automation to enhance efficiency and data-driven decision-making. Implement HR analytics and metrics tracking to improve hiring, retention, and employee satisfaction through data-driven decision-making. Training & Workforce Development Design and implement employee training programs to enhance skills, knowledge, and career growth opportunities. Oversee the development of leadership and professional training initiatives to ensure continuous workforce development. Collaborate with department heads to identify training needs and execute programs that align with business goals. #IND123 Qualifications Qualifications: Education & Experience: Bachelor's degree in human resources, business administration, or related field. Minimum of 7 years of HR leadership experience with a focus on recruiting, benefits, and culture development. Solid job history of 5+ years at previous employers (outside of COVID-related gaps). Prior experience in food distribution, logistics, warehousing, or manufacturing industries preferred. Strong knowledge of HR laws, compliance, and employee relations best practices. Skills & Competencies: Conversational Spanish highly preferred. Proven experience leading recruiting efforts for hourly and salaried roles in high-demand industries. Strong culture-building and employee engagement skills-must be an HR change agent. Ability to coach employees and managers, fostering a high-performance work environment. Experience with HR technology, ATS systems, and benefits platforms (Paycom experience preferred). Excellent communication, negotiation, and conflict resolution skills. Understanding of international labor laws and compliance for managing offshore staff and consultants.

About the Company: Headquartered in Santa Ana California, Veros (************** is a proven technology company that develops and delivers advanced data, software, and analytics solutions for enhanced risk management in financial services. We are looking for a self-motivated, independent person to play a critical role, supporting the company's end user technology needs. Veros offers a unique opportunity that encourages creativity and professional growth along with a competitive salary and benefits package including medical, dental, vision, life, 401(k), vacation, sick, holidays, and more. We are seeking driven and motivated individuals interested in being part of an amazing team and making a difference. Position Summary: The Director, Human Resources leads the development and integration of HR initiatives that support the company's mission, vision, values, and goals, managing HR across sister companies while ensuring consistent practices and entity-specific compliance. This important role leads and directs the Human Resources team and serves as the organization's strategic advisor on change management, all matters related to our team members and organizational culture. The position directs and guides all phases of the employee life-cycle including: recruiting, training and development, performance management, compensation and benefits, safety and workers compensation, employee relations, and employment law compliance. Principal Responsibilities: Leadership and Strategy Plan, lead, develop, coordinate, and implement HR policies, processes, training, and initiatives that support company goals. Serve as primary advisor to executives and managers on HR matters, workforce planning, and organizational health. Develop and manage the HR department budget and allocate resources effectively. Supervise and develop the HR team, setting clear goals and fostering growth. HR Programs and Operations Administer HR programs, including compensation, benefits, and leave of absence. Oversee team member relations, investigations, disciplinary actions, and dispute resolution. Lead performance and talent management, including goal setting, reviews, succession, and development. Drive programs that support productivity, recognition, morale, health and safety, and training. Compliance and Risk Management Maintain responsibility for compliance with federal, state, and local employment laws and regulations. Monitor regulatory changes, best practices, and communicate policy updates and resources to leadership and employees. Consult with legal counsel as needed or as directed by the CEO on personnel matters. Compensation and Benefits Partner with executive leadership on the annual compensation cycle, salary structures, and pay practices. Manage compensation, benefits, recognition, and leave programs to ensure market competitiveness and internal fairness. Data, Systems, and Analytics Develop and maintain the HRIS to meet organizational needs and ensure data integrity. Conduct research and analysis of workforce trends using reports and metrics from HRIS and talent systems to inform decisions. Communications and Engagement Communicate changes to HR policies and procedures and ensure consistent adoption. Coordinate and, as needed, conduct exit interviews to identify trends and inform retention strategies. Participate on cross-functional committees and lead special projects. Qualifications Required 10+ years of progressive HR experience, including 5+ years leading an HR team. Proven experience advising executives and managing complex employee relations. Strong knowledge of employment law, compensation, benefits, performance management, and organizational development. Demonstrated ability to turn data into clear insights and actions. Excellent judgment, discretion, and communication skills. Preferred HRIS/ADP experience Experience in a multi-state or multi-country environment. Bachelor's degree in HR, Business, or related field; advanced degree or HR certification (SHRM-CP/SCP or PHR/SPHR) preferred. Experience partnering with external auditors and CPAs on 401(k) or payroll-related audits. Competencies Strategic thinking with practical execution Relationship building and influence Problem solving and sound judgment Change leadership and coaching Data fluency and systems orientation Veros is an Equal Opportunity/Affirmative Action Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, pregnancy, sexual orientation, gender identity, national origin, age, protected veteran status, or disability status.

Human Resources Director Murphy Company, the Best Choice in Mechanical construction since 1907, is hiring a Human Resources Director. Position will be based in our St. Louis, Missouri office and will have frequent interaction with employees in our regional office in Denver, Colorado. ***************** About Murphy Company Since 1907, Murphy Company has been a leading mechanical contractor in the St. Louis and Denver markets that provides its professionals the environment, opportunities, technology, and tools to experience a rewarding career. Being a company that prides itself on its core values of employee well-being, enduring relationships, and integrity and professionalism, we know it starts with our employees. We strongly believe our people are our most important asset, and we strive every day to make Murphy a great place to work as we build our clients' visions. We Are Looking For Someone Like You The Human Resources Director (HR Director) is responsible for planning, leading, developing, coordinating, administering, and executing the major operational human resource functions of the company. HR Director will maintain personnel records and ensure compliance with regulatory requirements of federal, state, and local entities related to personnel matters. The HR Director will also oversee the day-to-day operations of the Human Resources Department and the Administrative Support group. Your Day-to-Day at Murphy Company Coordinates, administers, and executes the following aspects of company-wide human resources processes: Talent Acquisition/Recruiting Employee Orientation/On-Boarding Employee Retention Employee Benefits Employee Training/Development Staff Succession Planning Employee Performance Management Employee Wellness Initiatives Supports management by providing human resources advice, counsel, and guidance on the interpretation of personnel policies and collective bargaining agreements as they relate to individuals and to company objectives. Guides management and employee actions by researching, developing, writing, and updating policies, procedures, methods, and guidelines; communicating and enforcing organization values. Continually assesses the competitiveness and effectiveness of all programs, practices and policies against comparable companies, industries, and markets. Works with executive leadership to develop effective internal communications (between and among management and employees) to promote employee morale and achieve company-wide goals. Appropriately maintains confidentiality and establishes credibility throughout all levels of the organization by being an effective communicator and problem solver of people issues. Ensures compliance with federal, state, and local requirements related to personnel matters, including but not limited to FMLA, CO-FAMLI, Affirmative Action & EEOC compliance and labor relations. Maintains employee personnel files and related records, including time off, training records, and professional licenses. Administers and provides reporting on quarterly employee survey results. Administers pre-employment and random drug screening for employees. Develop and proactively manage the financial budget for the Human Resources and Administrative Support departments. Provides day-to-day management of the Human Resources team members in St. Louis and Denver Provides day-to-day management of the company-wide Administrative Support team. Performs other duties as assigned by CFO and CEO. Travel required (less than 10% of time). Prolonged period of sitting at a desk and working on a computer. Required to stand, walk, and interact with other employees and vendors. Must be able to lift and or move up to 15 pounds at times Bring Your A-Game! Our ideal candidate should possess the following traits: At least ten years of human resource management experience desired Bachelor's Degree in Human Resources, Business Administration, or related field required. PHR certification preferred. Thorough knowledge of employment-related laws and regulations. Proficient with Microsoft Office. Ability to effectively utilize and navigate HRIS (Paycor preferred). 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. Excellent supervisory, mentoring and delegation skills. Excellent ability to deal with conflict and remain calm under pressure. Strong supervisory and leadership skills. Strong analytical and problem-solving skills. Ability to build inter-personal relationships. Maintain high degree of confidentiality and trust. Ability to prioritize tasks and delegate when appropriate. What We Will Bring to the Table A collaborative, family-friendly work environment Competitive pay and an excellent benefits package, including health and life insurance, a robust wellness program, 401(k), and profit sharing. A personal time off plan that rivals our competitors

We're seeking a forward-thinking Director, HR Partner Group to lead a team of HR Business Partners (HRBP) supporting multiple business units. This role is focused on strategic enablement, organizational effectiveness, and ensuring our people strategy directly supports business growth. You will work as a trusted advisor to senior leadership and drive the evolution of our culture, talent development, leadership capability, and workforce strategy. Key Responsibilities Lead and coach a high-performing team of HR Business Partners, enabling them to act as trusted advisors and strategic influencers across the organization Serve as a thought partner to senior leaders, aligning people strategies with business goals and driving key initiatives such as organizational design, change leadership, and workforce planning Develop and implement enterprise-wide talent strategies in collaboration with Centers of Excellence (COEs) in areas such as succession planning, employee engagement, total reward and leadership development Provide guidance on complex people issues, including team dynamics, leadership transitions, and capability development Drive organizational health and culture initiatives that support performance, innovation and employee experience Serve as a key voice in enterprise planning discussions, ensuring HR is embedded in strategic business conversations Partner closely with HR Centers of Excellence to ensure cross-functional alignment and delivery of integrated HR solutions Champion the adoption of data-driven decision making and leverage insights to inform talent and organizational strategies Drive operational excellence in employee relations and HR compliance Oversee HRBP support for fall functional areas, including hourly and salaried employee groups Lead the HRBP (Human Resource Business Partner) function, providing strategic guidance and mentorship to HRBP's aligned to various business units Build capability through training and coaching on core people practices Analyze trends, manage corrective actions, and proactively minimize risk exposure Qualifications 10+ years of progressive HR experience with at least 5 years in an HRBP or HR leadership capacity Demonstrated success leading teams and building strong partnerships with senior business leaders Proven experience in organizational effectiveness, strategic workforce planning, and change management Deep understanding of talent management best practices and their application in high-growth or complex environments Strong business acumen, with the ability to quickly understand business strategies and translate them into actionable people initiatives Excellent communication, coaching and influencing skills Bachelor's degree in Human Resources, Business or related field (Master's preferred) Bilingual in English and Spanish (both written and verbal) preferred

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