Pay: $70000  - $70000

At Great Wolf, the Human Resources Manager is responsible for execution of HR strategy to support and grow our most important asset – our Pack. In this role you will partner with lodge leadership to ensure the HR function helps drive success and supports achievement of Great Wolf Lodge business goals.

Essential Duties & Responsibilities

• Provides ongoing support and guidance in day to day recruiting. Oversees recruitment and hiring of supervisor and manager positions as well as other open roles as assigned.
• Effectively assesses and prioritizes staffing needs as well as develop and drive strategy to improve staffing levels.
• Understands labor model and is able to activate recruiting and staffing strategies based on fluctuations in staffing levels
• Plans effectively for hiring needs based on forecast, turnover, and current staffing levels
• Ability to manage and run full scope of performance management including goal setting, coaching and performance management and execution of pack member performance appraisal process.
• Conducts investigations as assigned, presents findings and recommends outcome.
• Conducts training to effectively onboard new Pack and new leaders and ensures assignment and training completion of required courses in Great Wolf University.
• Supports Pack Member development by offering coaching and guidance around career paths.
• Performs gap analysis against competency models and works with leaders to develop their Pack for career growth and succession.
• Oversees leave administration, payroll administration including oversight to tenure increase porcess and other reporting as assigned by HR Director.
• Handles day to day benefits questions and helps lead annual Open Enrollment process.
• Oversees workers compensation claims working with the both the insurance company and with the injured employee.
• Leads employee recognition and Pack culture through event planning, constant reinforcement and marketing of recognition program.
• Communicates information and ideas clearly, confidently and articulately both in oral and written form.
• Provides feedback that supports pack member’s growth, development and engagement
• Assist in building bridges between departments, leaders and Pack Members across the lodge
• Follows all federal and state employment law in decision making process and escalates areas of risk or potential liability.
• Works to stay up to date on federal and state law changes and demonstrates a working knowledge of basic law as it pertains to worker’s comp, payroll, hiring, termination and other employment related decisions.
• Provides administrative support as needed for operations including; payroll, time and attendance, inventory, ordering, and other data input.
• Maintains confidentiality and protects operations by keeping human resource information confidential

Basic Qualifications & Skills

• Bachelor’s Degree in Human Resources, Business or related field or equivalent experience
• Minimum of 1yearprevious HR experience
• Demonstrated proficiency in Microsoft Office suite
• Successful completion of criminal background check and drug screen
• Strong problem solving and organizational skills
• Attention to detail
• Enthusiastic and positive energy
• Multi-tasking ability

Desired Qualifications & Traits

• Previous experience in hotel/resort/theme park industry
• Human Resources certification or other specialized training
• Experience utilizing HR Technology Physical Requirements
• Able to lift up to 20 lbs
• Able to bend, stretch, and twist
• Able to stand or sit for long periods of time

Estimated Salary Range:

$70000  - $70000  annual base salary

An employee’s pay position within the salary range will be based on several factors, including, but not limited to, relevant education, qualifications, certifications, experience, skills, seniority, geographic location, performance, travel requirements, revenue-based metrics, any contractual agreements, and business or organizational needs. The range listed is just one component of Great Wolf’s total compensation package. Other rewards may include annual bonuses, a Paid Time Off policy, and other perks.

This contractor and subcontractor shall abide by the requirements of 41 CFR 60-1.4(a), 60-300.5(a) and 60-741.5(a). These regulations prohibit discrimination against qualified individuals based on their status as protected veterans or individuals with disabilities, and prohibit discrimination against all individuals based on their race, color, religion, sex, sexual orientation, gender identity, national origin, and for inquiring about, discussing or disclosing compensation. Moreover, these regulations require that covered prime contractors and subcontractors take affirmative action to employ and advance in employment individuals without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability or veteran status.

Job Requirements Alkegen brings together two of the world's leading specialty materials companies to create one new, innovation-driven leader focused on battery technologies, filtration media, and specialty insulation and sealing materials. Through global reach and breakthrough inventions, we are delivering products that enable the world to breathe easier, live greener, and go further than ever before. With over 60 manufacturing facilities with a global workforce of over 9,000 of the industry's most experienced talent, including insulation and filtration experts, Alkegen is uniquely positioned to help customers impact the environment in meaningful ways. Alkegen offers a range of dynamic career opportunities with a global reach. From production operators to engineers, technicians to specialists, sales to leadership, we are always looking for top talent ready to bring their best. Come grow with us! The Human Resources Business Partner (HRBP) acts as a strategic partner to business leaders across multiple sites and, where applicable, regions, supporting the delivery of organizational objectives through effective and scalable people strategies. Operating within a global, matrixed organization, the HRBP works in close partnership with Centers of Excellence (COEs) and HR Operations to deliver consistent, high-quality HR solutions while adapting to local business needs and regulatory requirements. The role is accountable for driving organizational effectiveness, workforce planning, talent development, and employee engagement across a multi-site and potentially multi-country environment. The HRBP will proactively identify opportunities for continuous improvement, challenge existing practices, and deliver value-added HR initiatives that enhance performance, productivity, and culture across the enterprise. Required Qualifications & Experience Bachelor's degree in human resources or related field, or equivalent experience Demonstrated experience as an HR Business Partner within a complex, matrixed organization. Experience operating within a global or multi-site environment, managing competing priorities across locations. Proven ability to balance strategic HR partnership with operational delivery. Strong business acumen, with the ability to align HR strategies to business objectives. Experience working within a shared services HR model, partnering with COEs such as Talent Acquisition, Total Rewards, and HR Operations Knowledge of employment legislation across relevant jurisdictions, or ability to work effectively with regional experts Experience managing employee relations matters, including complex cases Experience in industrial or manufacturing environments preferred Proven ability to act as a strategic business partner and influence stakeholders at all levels of the organization Excellent people management, coaching, and workforce development skills Strong analytical and problem-solving skills with a data- and goal-oriented mindset Ability to manage multiple priorities, navigate ambiguity, and challenge the status quo Excellent communication, presentation, and interpersonal skills, with the ability to build relationships across all levels, including union partners and external stakeholders Experience advising on employee relations matters and administering policies and procedures Experience working in union environments, including administering collective bargaining agreements, grievance investigations, and participation in negotiations preferred Experience in an industrial or manufacturing environment preferred Demonstrated proficiency in Microsoft Office applications (Word, Excel, PowerPoint) Experience in HRIS systems, specifically Workday Willingness and ability to travel to site locations on a periodic basis (approximately quarterly) to support high-level employee relations matters, participate in strategic leadership meetings, and conduct in-person engagement with leaders and employees Key Responsibilities: Strategic HR Partnership Act as a trusted advisor and strategic partner to business leaders across multiple sites and regions Develop a deep understanding of business priorities and translate them into effective people strategies Balance global consistency with local adaptation of HR practices, ensuring compliance with regional requirements Provide constructive challenge to leadership, ensuring people decisions align with business objectives and values Act as a connector between sites and global HR functions, ensuring alignment and sharing of best practices Organizational Effectiveness & Workforce Planning Lead workforce planning initiatives to align talent capability with current and future business needs Support organizational design, restructuring, and change initiatives Identify opportunities to improve workforce productivity, efficiency, and cost effectiveness Talent Acquisition & Development Partner with Talent Acquisition to attract, recruit, and retain high-quality talent across sites and regions Drive robust talent management processes, including succession planning and talent reviews Support leadership development and promote a high-performance culture Encourage internal mobility and development opportunities across sites and regions Support onboarding and integration of new employees Employee Relations & Engagement Build strong relationships with employees and leaders to drive engagement, retention, and a positive workplace culture Provide coaching and guidance to managers on people management, policies, and employment matters Manage employee relations matters in line with applicable local legislation, partnering with regional HR and legal teams where required Maintain effective relationships with employee representatives, including unions and/or works councils where applicable Support leadership teams in creating inclusive, collaborative, and engaging work environments HR Operations & Compliance Ensure compliance with company policies and applicable employment legislation across relevant jurisdictions Partner with HR Operations to ensure accurate and consistent delivery of HR processes, including payroll, employee data management, and HR systems Oversee HR documentation, recordkeeping, and compliance activities Support absence management processes, ensuring consistency and fairness HR Analytics, Systems & Continuous Improvement Use HR data and business metrics (e.g., turnover, absence, productivity, labor cost) to support fact-based decision-making Identify trends, risks, and opportunities to improve organizational performance Promote and support HR systems and tools (e.g., Workday, performance management platforms) Lead or contribute to local and global HR projects aligned to business strategy Identify, lead, and implement continuous improvement initiatives to enhance HR effectiveness and employee experience Challenge existing processes and drive adoption of best practices across sites and regions Leadership & Team Support Provide coaching, guidance, and support to managers and leadership teams Support capability development and leadership effectiveness Facilitate collaboration, knowledge sharing, and continuous improvement across teams Where applicable, provide leadership and direction to HR team members Skills & Competencies Strong stakeholder management and influencing skills, with the ability to challenge constructively Ability to work effectively across different cultures, regions, and time zones Excellent communication, interpersonal, and presentation skills Strong analytical and problem-solving capability with a data-driven mindset Ability to manage multiple priorities and navigate ambiguity High level of resilience, adaptability, and sound judgement Proficiency in Microsoft Office applications (Word, Excel, PowerPoint) Experience with HR systems, preferably Workday Travel Requirements Willingness and ability to travel to site locations on a periodic basis (approximately quarterly or as required) At Alkegen, we strive every day to help people - ALL PEOPLE - breathe easier, live greener and go further than ever before. We believe that diversity and inclusion is central to this mission and to our impact. Our diverse and inclusive culture drives our growth & innovation and we nurture it by actively embracing our differences and using our varied perspectives to solve the complex challenges facing our changing and diverse world. Employment selection and related decisions are made without regard to sex, race, ethnicity, nation of origin, religion, color, gender identity and expression, age, disability, education, opinions, culture, languages spoken, veteran's status, or any other protected class. Alkegen is a specialty materials leader serving mission-critical systems that the world is focused on for the future, including: battery technologies, electric vehicles, filtration media, and specialty insulation materials that enable customers to reduce fossil fuel consumption, save energy, and live greener. We help people breathe easier, live greener, and go further than ever before. Our experience speaks for itself. We are a vertically integrated manufacturer with the global reach and talent to solve your most demanding applications. With 60 manufacturing facilities and 9,000+ highly skilled employees located around the world, we can solve any challenge. Dedicated to sustainability and human health, we are uniquely positioned to help customers impact the environment in meaningful ways.

Direct all phases of candidate experience including advertising, recruiting, interviewing, testing, placement of personnel, orientation programs.Creativity in identifying new recruiting platforms and tools that can be added to attract CDL Truck Drivers and revisit existing tools to ensure we have steady pipeline or funnel of candidates to fill positions. Review background screens, PSP, clearing house, MVRS reports to ensure candidates satisfy the hiring criteria. Be part of HR & Safety Coordination Team to review critical information ensuring candidates satisfy the hiring criteria and disposition of applicants. Strong recruiting experience with strong knowledge of the employment laws that intersect during the hiring and onboarding process. Including participating in interviews. Serve as primary source of contact to managers, employees, working under the supervision of the Divisional HR Manager on all recruiting and human resource related matters.Maintain and administer HR reports and records as required by state and federal laws.Assist with personnel files and I-9 files Comply with company policies and procedures.Must be able to multi-task in a fast-paced environment and serve multiple locations.Must be able to manage multiple deadlines and problem solve complex HR related issues in the front end of hiring processes and compliance. Understand the Business needs and support the Regional Managers within the business on headcount, hiring, recruiting and compliance. Work closely with the Divisional HR Manager - keeping Divisional HR Manager updated on recruiting related items and issues. Some travel required Additional duties as assigned by management.LEADERSHIP ATTRIBUTESSuperior time management skills including the ability to manage multiple issues concurrently and the ability to lead an effective and efficient meeting.Strong recruiting skills with high volume recruiting. Excellent crisis manager who demonstrates that he/she has a high emotional control under adverse conditions and can lead his/her personnel to a successful resolution.Excellent employee relations skills including being an active listener, understanding how to appraise personnel, applying both positive and corrective feedback, being able to resolve conflicts. Demonstrated confidence including providing a consistent leadership style with an acceptable level of professional assertiveness.Professional appearance to support his/her role as a managerial representative.REQUIREMENTS/EDUCATION/EXPERIENCEThree to Five years' experience as a HR Manager. Strong experience in Recruiting field and high-volume recruiting Excellent oral and written communication skills.Computer literate (proficient in MS Word, MS Excel)BS degree in HR Management/Business Mgmt.Logistics, Transportation or Manufacturing experience preferred but, will trainPHYSICAL DEMANDSEmployee is regularly required to walk and talk and hear, sit and stand. Vision requirements include: close vision, distance vision, color vision, peripheral vision, depth perception, and ability to adjust focus.WORK ENVIRONMENTWhile performing the duties of this job in the yard or the locations, the employee will be exposed to wet and/or humid conditions, moving mechanical parts, and fumes or airborne particles. The noise level in the work environment can be, at times, loud.The Human Resources Manager for Logistics Division will report to the Divisional HR Manager. This is a hands on/participatory Operational HR Manager position responsible for an applicant tracking and managing compliance in the entire front-end procedures of the hiring process. Some travel will be required to assist and manage the locations within the region. The position is not remote and will physically reside in Pratt Logistics Addison, Texas location.

Are you looking to Optimize your life? Start your exciting path to a rewarding career today! We are Optimum, a leader in the fast-paced world of connectivity, and we're seeking driven and enthusiastic professionals to join our team, empower lives, fuel businesses, and drive innovation. Connectivity is now longer a luxury, but a necessity. A career at Optimum means you'll be enabling progress and enhancing lives by providing reliable, high-speed connectivity solutions that keep the world connected. Our successes, now and in the future, are powered by our amazing product, a commitment to our people and culture, and the connections we make in our communities. If you are resourceful, collaborative, and passionate about delivering consistent excellence, Optimum is for you! Job Summary Reporting directly to the SVP Human Resources, the Sr. Director HR Business Partner is responsible for the design, delivery, and management of talent strategies aligned with business priorities. The primary HR partner to senior business leaders within respective client groups, this role collaborates with business leaders, HR COEs, and other cross-functional partners to execute an employee experience and talent strategy that enables achievement of business outcomes and future growth. Responsibilities Develop a deep understanding of assigned business areas, including strategic objectives, long-term plans, and financial performance; translate knowledge of the business unit into a people strategy, ensuring employees with the right capabilities are in the right roles. Drive key people initiatives within assigned client group, including: staffing/workforce planning, compensation strategies, talent reviews, succession planning, training and development, rewards & recognition, recruitment and retention, and organizational effectiveness. Define how business strategy creates workforce needs and advise/determine how needs are met through workforce strategy decisions. Partner with senior leaders to identify development needs and skill gaps for key individuals and/or roles within their organization; work with Talent team to address gaps and deliver learning and development solutions. Advise leaders on effective job specification development and leveling for new roles within the organization; partner with Talent Acquisition on the interview and selection process with a focus on both attracting top talent and creating a positive candidate experience for potential hires. Oversee and provide guidance on escalated, complex employee relations issues, partnering closely with Employee Relations COE and in-house employment counsel. Proactively coach leaders on the interpretation of engagement survey feedback and strategic action planning to drive an enhanced employee experience and move the company culture forward. Facilitate the effective rollout of recurring, enterprise-wide HR initiatives, including goal setting, year-end performance reviews, salary planning and administration, talent assessments and succession planning, and quarterly engagement surveys. Partner with business leadership and corporate communications team on the development of effective internal messaging on key initiatives and changes. Consistently act as a positive cultural change advocate, consultant, and business advisor to the leadership team. Function as HR lead for assigned business area on M&A activities, including acquisitions, divestitures, and/or joint ventures; partner with cross-functional teams to ensure successful integration of acquired businesses. Qualifications Bachelor's Degree in Human Resources, Business, or a related degree. Advanced degree preferred 10+ years of progressive HR experience, including prior experience in an HR Business Partner role working with senior executives in a large, complex organization Strong analytical skills with the ability to use and interpret data to both guide and validate decisions Demonstrable knowledge and practical application of HR disciplines including employment and labor laws, employee relations, talent acquisition, management & leadership development, performance management, organization design and compensation philosophies Results orientation with the ability to quickly identify problems and use initiative and sound judgment to drive solutions to complex people issues Keen ability to quickly establish credibility and effective business partnerships with leaders and employees at all levels of the organization Exceptional influencing skills coupled with a deep understanding of the business and talent within it Demonstrated track record of good judgement and empathy Ability to maintain an upbeat, positive environment that inspires a sense of urgency, constant innovation, teamwork, and strong commitment to individual and team accountability At Optimum, every action and interaction we take part in, is driven by our three Guiding Principles: Do What's Right, Drive One Optimum, and Make It Happen. These aren't just words, they help us build trust, create real community, and embrace new ways of thinking. Our employees are empowered to do the right thing for our customers and co-workers and to recognize and reward these behaviors when we see them. It's all part of the bigger picture of Be The Difference where each employee knows they have the power to enact real change, share new ideas, and understand that learning never stops. If you have the drive to succeed and are ready to embark on a thrilling career, seize this opportunity today, and join our winning team. Together, we'll shape the future of connectivity. All job descriptions and required skills, qualifications and responsibilities for a particular position are subject to modification by the Company from time to time, in the Company's discretion based on business necessity. We are an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, creed, national origin, religion, age, disability, sex, sexual orientation, gender identity or protected veteran status, or any other basis protected by applicable federal, state, or local law. The Company provides reasonable accommodations upon request in accordance with applicable requirements. Optimum collects personal information about its applicants for employment that may include personal identifiers, professional or employment related information, photos, education information and/or protected classifications under federal and state law. This information is collected for employment purposes, including identification, work authorization, FCRA-compliant background screening, human resource administration and compliance with federal, state, and local law. Applicants for employment with the Company will never be asked to provide money (even if reimbursable) as part of the job application or hiring process. Please review our Fraud FAQ for further details. Pay is competitive and based on a number of job-related factors, including skills and experience. The starting pay rate/range at time of hire for this position in the posted location is $161,186.00 - $230,265.00 / year. The rate/range provided herein is the anticipated pay at the time of hire, and does not reflect future job opportunity.

Job Description Performs diversified clerical duties related to the operational needs of the office/department. Position is 10a- 6p, in office on site, Monday to Friday with a weekend rotation Job Responsibility Performs diversified clerical duties which may include, but are not limited to: Typing various correspondence, reports, articles; Greeting and directing visitors; Answering telephones, taking messages, directing intercom pages; Scheduling appointments/meetings; Maintaining department/office files, record keeping, patient record filing; Taking meeting minutes; Collecting payments; Keeping inventory and ordering supplies for the department/office; Performs related duties as required. All responsibilities noted here are considered essential functions of the job under the Americans with Disabilities Act. Duties not mentioned here, but considered related are not essential functions. Job Qualification High School Diploma or equivalent required. 1-3 years of relevant experience, required. \*Additional Salary Detail The salary range and/or hourly rate listed is a good faith determination of potential base compensation that may be offered to a successful applicant for this position at the time of this job advertisement and may be modified in the future. When determining a team member's base salary and/or rate, several factors may be considered as applicable (e.g., location, specialty, service line, years of relevant experience, education, credentials, negotiated contracts, budget and internal equity).

The Human Resources Business Partner is responsible for building and maintaining relationships with leadership and team members in order to align HR activities, processes and programs in support of business objectives. Uses an innovative and creative approach to assess and anticipate HR- related needs. Seeks to develop solutions using prescriptive HR data and analytics through consultation with leadership, as a strategic partner. Conducts regular, recurring meetings with respective business units to align HR activities with business unit objectives. Consults with all levels of management and leadership to provide HR guidance and decision support. Manages and resolves complex employee relations issues. Conducts effective, thorough and objective investigations, including the investigative interviews, documentation, and action plan(s). Provides day-to-day performance management guidance to line management (e.g., coaching, counseling, career development, corrective actions). Makes data-informed recommendations to business partners based on HR related issues, levering and presenting HR metrics. Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention. Assist in the management and execution of bonus plans, merit processes, and routine/special request reports. Provides HR policy guidance and interpretation, as the subject matter expert on HR organization policy, updating policies and procedures as needed. Page 1 of 8Human Resources Business Partner Provides a high level of customer service to internal customers by adapting communication styles and methods to ensure effective collaboration and communication. Maintains an up to date understanding of organization and business unit strategy in order to provide the most relevant HR advice and consultation. Provides guidance and input on business unit restructures, workforce planning and succession planning. Maintains an in-depth knowledge of federal, state and local employment law and best practices related, particularly Title VII of the Civil Rights Act, the Americans with Disabilities Act. Acts as a leader and change agent both for the HR team and the organization. Partners with leadership and employees to continuously enhance engagement, productivity, retention and overall team performance, providing quality HR support and partnership. Facilitates engagement discussions and action planning on an annual basis, to align with our annual engagement survey results. Collaborates with other members of the HR Management/Leadership team to ensure consistency in processes, HR philosophy and support level. Maintains a basic knowledge of Benefit offerings in order to accurately answer basic employee questions; partners with Director, Total Rewards & Engagement and Benefits team to resolve complex issues or questions pertaining to an employees benefits. Responsible for Unemployment Claims Management process, including thoroughly responding to and attending unemployment claims hearings. Ensures various letters, memos and notifications are issued and documented, including but not limited to Separation letters, Transfer/Promotion letters, telework agreements, notification memos, etc. Partners with Talent Acquisition to ensure a positive candidate experience occurs for both internal and external candidates. Provides insight and participate in the selection process for internally posted positions or internal applications, transfers and promotions. Oversees the hire process for respective client groups and partners with Talent Acquisition and IT departments, including contractors/non-employees. Collaborates with Learning & Organizational Development team to facilitate HR content during our New Hire Orientation classes. Participates in and executes successful completion of required regulatory reporting and data management as assigned by HR leadership. Updates and reviews job descriptions, collaborating with leadership to ensure a thorough and accurate job description and competitive pay grade. Participates in external and internal audits/review and compliance monitoring, ensuring that pertinent HR documentation, requested information and other requirements are furnished and in compliance. QUALIFICATIONS Education: Bachelors degree in human resources, business administration, or related field required. Masters degree, preferred. Experience: Minimum of 5 years experience in Human Resources with a minimum of 3 years of employee relations experience to include performance management, corrective/disciplinary action and conducting investigations. Experience consulting with senior leadership teams, with a proven track record of prior healthcare experience, preferred. Certification: SHRM-CP, SHRM-SCP, PHR, or SPHR Certification(s), strongly preferred.

OBJECTIVES The Human Resources Coordinator provides comprehensive administrative and operational support to the Human Resources Department. This role assists in key HR functions including recruitment, onboarding, employee relations, compliance, benefits administration, and HRIS management. The Human Resources Coordinator serves as a primary point of contact for employees and contributes to fostering a positive, compliant, and efficient workplace culture in support of Edgewater Health's mission. ESSENTIAL DUTIES AND RESPONSIBILITIES Support full-cycle recruitment efforts, including posting job openings, screening resumes, scheduling interviews, and coordinating pre-employment processes such as background checks and drug screenings. Coordinate onboarding and offboarding processes, ensuring timely completion of new hire paperwork, orientation scheduling, system access, and exit procedures. Maintain and update employee records in the Human Resources Information System (HRIS), ensuring accuracy, compliance, and confidentiality of sensitive information. Assist with benefits administration, including employee enrollments, status changes, open enrollment, and responding to employee inquiries. Support payroll processes by reviewing timesheets, verifying accuracy, and assisting in resolving discrepancies in collaboration with payroll staff. Help plan, coordinate, and facilitate employee training sessions, orientations, and engagement initiatives. Ensure compliance with federal, state, and local employment laws and regulations, as well as organizational policies and procedures. Serve as a point of contact for employee inquiries, providing guidance or directing questions to appropriate resources. Provide administrative support including document preparation, filing, reporting, and meeting coordination. Schedule HR and organizational meetings; record and distribute meeting minutes as needed. Serve as HR front desk support by greeting visitors, answering and routing phone calls, and managing general inquiries. Coordinate routine purchasing activities, including ordering supplies, tracking receipts, and submitting documentation for payment processing. Maintain and monitor required clinical and management credentials (e.g., NP, OIG, IACP) in accordance with assigned programs and regulatory standards. Assist with audits, compliance reviews, and reporting requirements as needed. Support employee relations efforts by documenting concerns and assisting with follow-up actions under HR leadership. REQUIRED COMPENTENCIES-KSAS Communication Skills: Demonstrates strong verbal and written communication skills; able to interact professionally and effectively with employees at all levels of the organization. Confidentiality & Integrity: Maintains strict confidentiality of sensitive employee and organizational information; exercises sound judgment and ethical decision-making. Attention to Detail: Ensures accuracy in data entry, documentation, and HR processes; identifies and resolves discrepancies proactively. Organizational & Time Management: Effectively manages multiple tasks, prioritizes responsibilities, and meets deadlines in a fast-paced environment. Customer Service Orientation: Provides responsive, courteous, and solution-focused support to employees and applicants, promoting a positive employee experience. Team Collaboration: Works cooperatively with HR staff, leadership, and other departments to achieve organizational goals. Problem-Solving Skills: Identifies issues, analyzes information, and supports practical and timely solutions. Adaptability & Flexibility: Adjusts to changing priorities, organizational needs, and regulatory requirements with a positive attitude. Technical Proficiency: Utilizes HRIS systems, payroll platforms, and Microsoft Office tools effectively to support HR functions. Knowledge of Employment Practices: Demonstrates understanding of HR principles, employment laws, and compliance requirements. Initiative: Takes proactive steps to improve processes, support team needs, and enhance HR operations without constant supervision. Cultural Competence & Inclusion: Supports a diverse and inclusive workplace by demonstrating respect, cultural awareness, and equitable practices. MINIMUM QUALIFICATIONS Education: Associate's or bachelor's degree in human resources, Business Administration, or a related field required. Experience: Minimum of 1-3 years of experience in Human Resources or an administrative support role, preferably in a healthcare or behavioral health setting. PREFERRED QUALIFICATIONS Working knowledge of HR functions, employment laws, and HR best practices. Experience with HRIS platforms such as Workday, ADP, or Paycom. Strong organizational skills with the ability to manage multiple priorities and meet deadlines. Excellent interpersonal, customer service, and communication skills. Demonstrated ability to handle confidential information with discretion and professionalism. Proficiency in Microsoft Office Suite (Word, Excel, Outlook, PowerPoint). Experience in a community mental health or healthcare environment preferred. SUPERVISORY Reports To: Chief Human Resources Officer Supervises: None WORK ENVIRONMENT & PHYSICAL REQUIREMENTS Frequent sitting, with occasional standing, walking, bending, and reaching. Ability to lift and/or move up to 25 pounds occasionally. Manual dexterity sufficient for computer use and office equipment operation. Visual acuity for reading and reviewing documents. Ability to communicate effectively in person and via telephone. OTHER DUTIES This job description is not meant to cover or include all the tasks, duties or responsibilities the employee may be required to perform. Job duties and responsibilities can change at any time, with or without notice to meet the needs of the organization.

Position Summary: The Human Resources Business Partner provides both strategic and tactical HR support for assigned business units and serves as an internal consultant to leaders on organizational, workforce, and human capital–related matters. This role proactively assesses and anticipates HR needs and challenges, recommending and implementing effective, timely solutions aligned with organizational goals. Reporting to the Director of Employee Experience, the HR Business Partner collaborates with HR leadership to support the implementation of HR initiatives, processes, tools, and training. The HR Business Partner plays an active role in advancing business unit objectives by aligning people strategies with operational priorities and organizational values. Minimum Education Bachelor’s degree required. A degree in Human Resources is preferred; however, candidates with a bachelor’s degree in another field and relevant HR experience will be considered. Minimum Experience Three years experience in Human ResourcesHealthcare Human Resource experience preferred Required Registration/License/Certification PHR, SPHR, SHRM-CP, SHRM-SCP preferred Physical Demands Mostly sedentary workRequires occasional walking, standing, bending, balancing, and stoopingLight physical effort (lift/carry up to 20 pounds)Manual dexterity and mobilityNear acuity; ability to see clearly at 20 inches or lessAbility to speak English clearly and distinctly Working Conditions Subject to varying and unpredictable situationsSubject to many interruptionsOccasionally subjected to irregular hoursLow hazardous waste exposureOccasional travel required Employment Type: Full Time Bonus/Commission: No

Job DetailsJob Location: Dallas-Corporate - Dallas, TX 75230Position Type: Full TimeJob Category: Human ResourcesJob Summary The Regional Human Resource Generalist is responsible for performing HR-related duties on a professional level and works directly with senior HR management in supporting designated geographic regions. This position carries out responsibilities in the following functional areas: benefits administration, employee relations, training, performance management, onboarding, policy implementation, recruitment/employment, employee file maintenance, HR transactional needs and employment law compliance. Under the guidance of the Senior Human Resources Manager: Duties and Responsibilities Administers various human resource plans and procedures for all company personnel assigned to their region. Conducts exit interviews, analyzes data and makes recommendations to their regional management team for corrective action and continuous improvement. Responds to employee relations issues such as employee complaints, harassment allegations and managerial/co-worker concerns Guides the resolution of such issues by providing advice and procedural support to front-line and regional managers. Represents the company for any unemployment claims in their region. Facilitates or provides training (including orientation) to the workforce. Maintains and coordinates employee recognition programs. Conducts recruitment efforts for needs in their region including writing and placing advertisements. Interviews, screens and recruits job applicants to fill entry-level, professional and technical job openings. Reviews applications and interviews applicants to match experience with specific job-related requirements. Conducts new-hire orientation, when appropriate. Assists in the development and implementation of personnel policies and procedures. Participates in accomplishing department goals, objectives and system updates. Performs benefits administration via change reporting and communicating benefit information to employees. Assists in evaluation of reports, decisions and results of department in relation to established goals. Recommends new approaches, policies and procedures to effect continual improvements in efficiency of the department and services performed. Maintains human resource information system records and compiles reports from various databases and systems. Maintains compliance with federal and state regulations concerning employment. Assists in the acquisition of new organizational entities. Adheres to all safety policies and procedures in performing job duties and responsibilities while supporting a culture of high quality and great customer service. Performs other duties that may be necessary or in the best interest of the organization. QualificationsExperience Requirements 1+ years of experience in HR support roles with a bachelor’s degree; or… Combination of experience or education as listed in Section 4 Bachelor's degree in Human Resources, Business Administration, or related fields preferred Knowledge, Skills and Abilities Requirements An effective Regional HR Generalist is expected to have mastered the following competencies: Human Resources Capacity Problem Solving/Analysis Project Management Communication Proficiency Ethical Conduct Time Management Knowledgeable in applicable state & federal labor laws and procedural requirements necessary to support each (i.e. FMLA, ADA, ADEA, etc.) Detail oriented, professional attitude, reliable Management and organizational skills to support the leadership of this function Ability to follow or provide verbal & written instructions with sufficient grammar and spelling skills to avoid mistakes or misinterpretations Interpersonal skills to support customer service, functional, and team mate support needs Able to communicate effectively in English, both verbally and in writing Mathematical and/or analytical ability for basic to intermediate problem solving Basic to intermediate computer operation Proficiency with Microsoft Excel, Word, and Outlook Specialty knowledge of systems relating to job function Knowledge of state and federal regulations for this position; general understanding of HIPAA guidelines Supervisory Responsibilities: This position has no supervisory responsibilities.

Sonoma County is in Northern California. It's known for the Sonoma Valley wine region, as well as other notable winemaking areas such as the Dry Creek and Alexander valleys. The city of Sonoma is home to the 19th-century Mission San Francisco Solano and the central, colonial-era Sonoma Plaza Company Website Job Title Senior Human Resources Manager - Health Services Job Description County of Sonoma Santa Rosa, CA Senior Human Resources Manager - Health Services Salary: $138,042.12 - $167,804.45 Annually Closing Date: 4/27/2026 11:59 PM Pacific The Department of Health Services is looking for an experienced Senior Human Resources Manager to join their team! About the Position The Senior Human Resources Manager - Health Services is a vital position responsible for administering an effective and comprehensive human resources program within the Department of Health Services, one of the largest departments at the County of Sonoma. The Department of Health Services employs a staff of around 750 and provides services to the community that promote and safeguard the health and well-being of our community members. This position will be expected to manage, plan, organize, implement, and supervise the full complement of human resources activities within the department, while following all County and Department policies, ordinances, Civil Service Rules, collective bargaining agreements, and applicable federal, state, and local laws and regulations. This position will lead an amazing team of 18 human resource managers and professionals who work in a variety of department program areas, including employee and labor relations, risk management, recruitment, safety, employee benefits, leave administration, disability management, workers' compensation, training and retention, and payroll. This position will often work with the Health Services executive management team, divisional and administrative managers, and other stakeholders to provide strategic leadership, advice, recommendations, and consultation to ensure effective and timely action. The ideal candidate for this position will possess prior experience in employee and labor relations, be able to foster a positive and collaborative team environment, and possess many of the following: Excellent communication skills, both written and verbal Experience supervising a team of individuals with diverse backgrounds The ability to be a trustworthy and approachable leader who can respond to high-stress situations in a non-reactionary manner Demonstrated ability to manage and prioritize multiple high-impact assignments simultaneously, ensuring timely completion and consistent follow-through with minimal oversight The ability to proactively bring forward concerns or issues as they arise, accompanied by informed recommendations for leadership consideration The ability to assess and resolve issues at a systemic level, paying close attention to the patterns and details that arise The ability to maintain flexibility and a constructive, solution-oriented approach in rapidly changing environments What We Offer Working at the County of Sonoma offers expansive opportunities for growth and development, the ability to be a part of a challenging and rewarding work environment, and the satisfaction of knowing you're working to better our communities. You can also look forward to flexible work arrangements and excellent benefits\* including: Hybrid Telework - A schedule that meets the needs of our staff, department operations, and the communities we serve may be available depending on the assignment Salary Advancement - A salary increase after 1,040 hours (6 months when working full-time) for good work performance; eligibility for a salary increase for good performance every year thereafter, until reaching the top of the salary range Paid Time Off - Competitive vacation and sick leave accruals, 12 paid holidays, and an additional 8 floating holiday hours per year Staff Development/Wellness - Annual benefit allowances of up to $2,000 and ongoing education/training opportunities County Paid Health Premium Contributions - 100% premium contribution for the majority of employee-only and employee + family health plan options Post-Retirement Health Reimbursement Arrangement - County contributions to help fund post-retirement employee health insurance/benefits Retirement - A pension fully integrated with Social Security Incentive Retirement Savings Plan (IRSP) and 457 Voluntary Deferred Compensation - 3% of salary County contribution to a 401(a), in addition to the County matching up to 1% of base salary in 401(a), based upon employee contribution Paid Parental Leave - May be eligible for up to 8 weeks (320 hours) after 12 months of County employment Additional Benefits - Excellent dental, vision, disability, life insurance, employee assistance program, professional development, and more Student Loan Debt Relief - County employees may be eligible for Public Service Loan Forgiveness through the U.S. Department of Education Learn more and apply: \*Salary is negotiable within the established range for the position and benefits described herein do not represent a contract and may be changed without notice. For more information, including minimum qualifications, & to apply, visit yourpath2sonomacounty.org or call 707-565-2331. The County of Sonoma is an Equal Opportunity Employer. We value diversity and are committed to having a workforce that is representative of the communities we serve. Job Requirements Excellent communication skills, both written and verbal Experience supervising a team of individuals with diverse backgrounds The ability to be a trustworthy and approachable leader who can respond to high-stress situations in a non-reactionary manner Demonstrated ability to manage and prioritize multiple high-impact assignments simultaneously, ensuring timely completion and consistent follow-through with minimal oversight The ability to proactively bring forward concerns or issues as they arise, accompanied by informed recommendations for leadership consideration The ability to assess and resolve issues at a systemic level, paying close attention to the patterns and details that arise The ability to maintain flexibility and a constructive, solution-oriented approach in rapidly changing environments Apply by Mon, 04/27/2026 - 12:00 To Apply, Contact Human Resources (707) 565-3800 Events 30 Apr Thursday Central Valley Chapter Spring Meeting 19 May Tuesday SoCAL Chapter Meeting 26 May Tuesday Sacramento Chapter Meeting 31 Jan Sunday PARMA 53rd Annual Conference 2027

CBFG0279 Working at QVC Group means joining a live social shopping company with incredible teams, ambitious projects and amazing careers. QVC Group, Inc. is a Fortune 500 company with six leading retail brands - QVC, HSN, and our four Cornerstone brands. The Cornerstone brands deliver inspirations that help customers enjoy, enhance and celebrate life. Cornerstone comprises four interactive, aspirational home and apparel lifestyle brands: Ballard Designs, Frontgate, Grandin Road and Garnet Hill. Your Opportunity, Your Team The HR Coordinator supports Frontgate, Grandin Road, Retail and other centralized functions at Cornerstone Brands. You will assist the HR team recruiting efforts, sourcing and screening potential team members, maintaining team member records, and conducting new hire orientations. Where You'll Work This role is hybrid and will require you to be onsite at the West Chester, OH corporate office several days per month. Job seekers must reside in one of the following states to be considered: Ohio, Kentucky or Indiana. Relocation assistance is not available for this role. What You'll Do Complete basic HR functions to include: Recordkeeping, including new hire paperwork, and maintaining team member files. Complete Unemployment Audits. Support internal and external audits. Process HR reports for Frontgate, Grandin Road, CBI Marketing and e-Commerce teams. Support HR operational and cyclical activities, including: Annual Performance and Development Reviews Annual Our Voice Survey Benefits Open Enrollment Required team member trainings Serve as the primary Talent Acquisition coordinator in the posting of open positions, sourcing and screening candidates and scheduling interviews. Manage timekeeping administration, coordinate bi-weekly payroll processing, and administer the monthly retail incentive program. Coordinate HR activities and company events, in tandem with the Fun Committee. Organize events for volunteer and community engagement that support QVC Group's Together for Good campaign. Handle worker's compensation claims by obtaining incident/accident reports and generating first report of injuries (FROIs) for the corporate office. Conduct New Hire Onboarding and Orientation for the Frontgate corporate team, and our brand partners. Oversee internal audits for the HR department gathering and providing requested documentation promptly to ensure compliance and controls are intact as defined according to company procedure. Manage all FMLA, PLOA and leaves of absences to ensure accuracy. As a member of the CBI HR team, supports coordination and implementation of CBI-wide programs and activities. Promote and administer company procedures in coherence with CBI and QVC Group. Perform related work as assigned by the Human Resources team, including support for our brand partners. What You'll Bring Bachelor's degree in a related field, preferred or equivalent experience. 2-3 years general business experience, Human Resources experience. Knowledge of business and organizational operations. Workday experience. Experience coordinating Talent Acquisition activities (e.g., posting requisitions, scheduling interviews, and supporting candidate communications). Proficient in Outlook, Word, and Excel in a Microsoft Windows environment. General knowledge of various employment laws and practices. Superior judgment, professionalism, attention to detail, and ability to maintain the highest level of confidentiality. #LI-Hybrid Our Total Rewards package includes benefits youll love such as competitive compensation, paid time off, an employee assistance program, parental leave, paid volunteer hours, and amazing company discounts! In our US market, you can also expect health care benefits starting on day 1, 401(k), and tuition reimbursement benefits. QVC Group is committed to inclusion and belonging for all and ensuring that our workplace provides equal employment opportunities for all team members and candidates and complies with all applicable federal, state, and local laws and regulations. As an equal opportunity employer, QVC Group is committed to a barrier-free employment process. If you need reasonable accommodations/support throughout, please contact us at workwithus@qvcgrp.com for assistance. If provided, salary ranges are a general guideline only, and actual salaries will vary and are based on factors such as a candidate's qualifications, skills, experience, and geographic location as well as business and market conditions.

OBJECTIVES The Human Resources Coordinator provides comprehensive administrative and operational support to the Human Resources Department. This role assists in key HR functions including recruitment, onboarding, employee relations, compliance, benefits administration, and HRIS management. The Human Resources Coordinator serves as a primary point of contact for employees and contributes to fostering a positive, compliant, and efficient workplace culture in support of Edgewater Health's mission. ESSENTIAL DUTIES AND RESPONSIBILITIES Support full-cycle recruitment efforts, including posting job openings, screening resumes, scheduling interviews, and coordinating pre-employment processes such as background checks and drug screenings. Coordinate onboarding and offboarding processes, ensuring timely completion of new hire paperwork, orientation scheduling, system access, and exit procedures. Maintain and update employee records in the Human Resources Information System (HRIS), ensuring accuracy, compliance, and confidentiality of sensitive information. Help plan, coordinate, and facilitate employee training sessions, orientations, and engagement initiatives. Ensure compliance with federal, state, and local employment laws and regulations, as well as organizational policies and procedures. Provide administrative support including document preparation, filing, reporting, and meeting coordination. Schedule HR and organizational meetings; Serve as HR front desk support by greeting visitors, answering and routing phone calls, and managing general inquiries. NP, OIG, IACP) in accordance with assigned programs and regulatory standards. Support employee relations efforts by documenting concerns and assisting with follow-up actions under HR leadership. Attention to Detail: Ensures accuracy in data entry, documentation, and HR processes; Customer Service Orientation: Works cooperatively with HR staff, leadership, and other departments to achieve organizational goals. Adjusts to changing priorities, organizational needs, and regulatory requirements with a positive attitude. Utilizes HRIS systems, payroll platforms, and Microsoft Office tools effectively to support HR functions. Demonstrates understanding of HR principles, employment laws, and compliance requirements. Initiative: Takes proactive steps to improve processes, support team needs, and enhance HR operations without constant supervision. Cultural Competence & Inclusion: Associate's or bachelor's degree in human resources, Business Administration, or a related field required. Experience: Minimum of 1-3 years of experience in Human Resources or an administrative support role, preferably in a healthcare or behavioral health setting. PREFERRED QUALIFICATIONS Working knowledge of HR functions, employment laws, and HR best practices. Experience with HRIS platforms such as Workday, ADP, or Paycom. Excellent interpersonal, customer service, and communication skills. Demonstrated ability to handle confidential information with discretion and professionalism. Proficiency in Microsoft Office Suite (Word, Excel, Outlook, PowerPoint). Experience in a community mental health or healthcare environment preferred. SUPERVISORY Reports To: Chief Human Resources Officer Supervises: None WORK ENVIRONMENT & PHYSICAL REQUIREMENTS Frequent sitting, with occasional standing, walking, bending, and reaching. Manual dexterity sufficient for computer use and office equipment operation. Visual acuity for reading and reviewing documents. Ability to communicate effectively in person and via telephone.

Job Description The Department of Family Medicine has an outstanding opportunity for a Human Resource Coordinator to join their team. About this Opportunity Reporting to the Human Resources Manager of Staff, Student, and Resident Affairs, the Human Resource Coordinator is responsible for providing administrative coordination and logistical support for human resources activities within the Department of Family Medicine. This position supports both Staff and Faculty Human Resources Managers by assisting with recruitment coordination, onboarding logistics, personnel documentation, and HR record management. The Department of Family Medicine includes multiple divisions, academic programs, clinical sites, and research units operating across the WWAMI region. The Human Resource Coordinator plays an important role in supporting departmental HR operations by coordinating scheduling, tracking personnel processes, maintaining HR records, and assisting with recruitment and onboarding activities. This role supports both staff and faculty human resources processes by coordinating HR workflows, maintaining tracking systems, and ensuring documentation and records are organized and accessible. The position serves as a key logistical support resource to the HR team, helping ensure personnel activities across the department run efficiently. Key Responsibilities HR Operations Coordination 75% Coordinate scheduling and calendaring for HR-related meetings, interviews, onboarding sessions, and faculty or staff personnel discussions Schedule candidate interviews and coordinate interview logistics including meeting invitations, room reservations, and candidate communications Coordinate onboarding schedules for new employees including orientation meetings, introductions, and required onboarding sessions Assist with preparation and distribution of onboarding materials and new hire information Track onboarding progress and maintain onboarding checklists to ensure required steps are completed Coordinate offboarding logistics including scheduling exit meetings and updating internal tracking systems Maintain departmental HR tracking tools and spreadsheets related to recruitment, hiring status, onboarding progress, and personnel actions Maintain personnel files and electronic employee records in accordance with University record retention guidelines Scan, file, and organize HR documentation including appointment letters, personnel forms, and employment records Monitor shared HR email inboxes and route inquiries to the appropriate HR manager Assist with preparation of HR correspondence and documentation for staff and faculty personnel actions Coordinate signature routing for HR documentation and maintain organized records of completed forms Prepare HR-related reports or summaries using spreadsheets or database tools Maintain departmental employee directories and HR contact lists Assist HR managers with tracking timelines for personnel actions such as faculty reappointments, staff hiring processes, and onboarding activities Recruitment and Hiring Coordination 15% Schedule candidate interviews and coordinate interview logistics with hiring managers and search committees Communicate interview schedules and logistics with candidates Maintain recruitment tracking spreadsheets and assist with organizing candidate materials Assist with preparation of recruitment documentation and hiring correspondence Coordinate meeting space or virtual meeting logistics for recruitment activities Staff and Faculty Process Support 10% Assist with coordination of faculty and staff personnel processes including appointments, reappointments, position updates, and employment changes Track timelines related to staff and faculty personnel actions and maintain departmental tracking systems Coordinate document routing and signature collection for personnel documentation Maintain staff and faculty personnel records and departmental tracking databases Assist HR managers with preparation and organization of personnel documentation and correspondence Required Qualifications To be considered for this opportunity your application must demonstrate you meet both the minimum qualifications and additional qualifications listed below. Equivalent education and/or experience may substitute for minimum qualifications except when there are legal requirements, such as a license, certification, and/or registration. Minimum Qualifications High School diploma or GED certificate and two years of office/clerical experience including at least six months of experience in a human resources or related setting. Applicants who do not meet these qualifications WILL NOT be forwarded to the Hiring Manager. Preferred Qualifications Experience supporting human resources operations in an academic, healthcare, or large organizational environment Familiarity with University of Washington systems including Workday Experience coordinating recruitment, onboarding, or personnel processes Strong organizational skills and attention to detail Ability to manage multiple tasks and maintain accurate records Ability to maintain confidentiality and handle sensitive personnel information Working Conditions Hybrid work environment (approximately 80% remote, 20% in-person) Requires frequent computer use Requires coordination across multiple stakeholders May require flexible hours during peak operational periods About the Team The Department of Family Medicine is a large and complex academic department with faculty, professional staff, classified staff, trainees, and student employees working across multiple programs and clinical locations. The Human Resource Coordinator plays an important role in supporting HR operations that enable the departments clinical, education, and research missions. Compensation, Benefits and Position Details Pay Range Minimum: $45,288.00 annual Pay Range Maximum: $57,480.00 annual Other Compensation: - Benefits: For information about benefits for this position, visit Shift: First Shift (United States of America) Temporary or Regular? This is a regular position FTE (Full-Time Equivalent): 100.00% Union/Bargaining Unit: SEIU Local 925 Nonsupervisory About the UW Working at the University of Washington provides a unique opportunity to change lives on our campuses, in our state and around the world. UW employees bring their boundless energy, creative problem-solving skills and dedication to building stronger minds and a healthier world. In return, they enjoy outstanding benefits, opportunities for professional growth and the chance to work in an environment known for its diversity, intellectual excitement, artistic pursuits and natural beauty. Our Commitment The University of Washington is committed to fostering an inclusive, respectful and welcoming community for all. As an equal opportunity employer, the University considers applicants for employment without regard to race, color, creed, religion, national origin, citizenship, sex, pregnancy, age, marital status, sexual orientation, gender identity or expression, genetic information, disability, or veteran status consistent with UW Executive Order No. 81. To request disability accommodation in the application process, contact the Disability Services Office at 206-543-6450 or dso@uw.edu. Applicants considered for this position will be required to disclose if they are the subject of any substantiated findings or current investigations related to sexual misconduct at their current employment and past employment. Disclosure is required under Washington state law.

HR Business Partner - Manufacturing Req Id: 1575 State/Province: Arizona Business: Gore Medical Products Category: Business Support Sub-Category: Human Resources Work Arrangement: Hybrid Posting Start Date: 4/17/26 Posting End Date: 5/2/26 About the Role We are looking for an HR Business Partner (HRBP) to join Gore Medical. In this role, you will support the success of the medical manufacturing organization by partnering closely with operations and supply chain leaders across Gore Medical. This role focuses heavily on supporting a large, complex, direct labor manufacturing population while ensuring alignment with supply chain and organizational objectives. The HRBP will serve as a trusted advisor, providing solutions through a people-first lens, influencing leaders, and helping drive a culture of engagement, development, and operational excellence. This position will be located at our facility in Flagstaff, Arizona, with the possibility of a hybrid work arrangement. Responsibilities Provide HR leadership and consultation to operations and supply chain leaders, supporting the full associate and leader lifecycle (hiring, onboarding, development, performance, and transitions) Collaborate with leadership to advance workforce strategies aligned with business objectives and priorities Monitor and evaluate the effectiveness of HR programs and processes in relation to supporting manufacturing operations; leverage metrics and feedback to drive continuous improvement Lead key HR processes (Performance Management, Compensation Review, Talent Calibration, and Succession Planning), ensuring rigor, equity, and consistency across client groups, which may include training and facilitation as needed Guide leaders on handling associate relations cases, conflict resolution, and disciplinary actions while ensuring fair and consistent practices Maintain up-to-date knowledge of employment law, regulatory requirements, and industry HR trends to ensure compliant and effective practices Support organizational restructuring efforts, workforce planning, and large-scale change initiatives Collaborate with cross-functional HR teams to design and implement strategic initiatives in support of organizational priorities Partner with leaders to address workforce challenges such as staffing, retention, skills development, shift structures, and labor efficiency Understand the dynamics of manufacturing environments, safety culture, and operational excellence to ensure HR alignment with business needs Required Qualifications Bachelor's degree in Human Resources, Business Administration, Organizational Development, Psychology, or a related field; OR a minimum of 8 years of equivalent progressive experience in manufacturing, operations, or people leadership roles that demonstrate strong capability in coaching, employee relations, and workforce development Experience working with hourly/direct labor populations and navigating complex labor dynamics Knowledge of HR disciplines such as Associate relations, performance management, compensation practices, and talent development Working knowledge of human resources policies, practices, and processes, with the ability to handle sensitive associate issues and maintain strict confidentiality Strong capability in leadership coaching, facilitation, conflict resolution, and change management, with the ability to influence and support leaders at all levels Ability to use data and metrics to diagnose issues, evaluate program effectiveness, and drive improvements Demonstrated ability to lead through change and manage projects of varying scale and complexity Strong communication (written and verbal), interpersonal, and relationship building skills Ability to operate through risk and uncertainty in a high-volume work environment Ability to travel up to 5% Desired Qualifications Strong proficiency with HR systems and technology, including the ability to navigate, analyze, and maintain data across multiple platforms; demonstrates advanced computer skills and the ability to quickly learn and adapt to new systems and tools SHRM-CP or PHR certification or equivalent Ability to support a 24/7 manufacturing operation and partner with leaders across shifts/time zones This position offers a hybrid work arrangement in the country from which the Associate is employed. Eligibility is dependent on the responsibilities of the role and business needs, and the Associate must agree to comply with Gore's work arrangement policies. What We Offer Our success is based on the capability and creativity of our Associates, and we are proud to offer a comprehensive and competitive total rewards program that supports your everyday and helps you build your tomorrow. We provide benefits that offer choice and flexibility and promote overall well-being. And in keeping with our belief that every Associate should share in the collective success of the enterprise; we provide a distinctive Associate Stock Ownership Plan in each country as well as potential opportunities for profit-sharing. Learn more at gore.com/careers/benefits Gore is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, gender, national origin, ancestry, age, status as a qualified individual with a disability, genetic information, pregnancy status, medical condition, marital status, sexual orientation, status as a protected veteran, gender identity and expression, and any other characteristic protected by applicable laws and regulations. Gore is committed to a drug-free workplace. All employment is contingent upon successful completion of drug and background screening. Gore will consider qualified applicants with criminal histories, e.g., arrest and conviction records, in a manner consistent with the requirements of applicable laws. Gore requires all applicants to be eligible to work within the United States. Gore generally will not sponsor visas unless otherwise noted on the position description. Information at a Glance Job Alerts Apply now About Gore For over 65 years, Gore has improved lives through discovery, product innovation and rewarding careers for Associates. We push the boundaries of what's possible not just through our products and technologies but also through individual growth and development. We believe in the strength of a diverse and inclusive workplace. With diverse perspectives, ideas and experiences, we uncover new possibilities and make a greater impact in the world. Our Associates build on a rich history of innovation, upholding Gore's values and supporting an inclusive work environment where we treat each other and our external partners with fairness, dignity and respect. Apply now

Direct all phases of candidate experience including advertising, recruiting, interviewing, testing, placement of personnel, orientation programs.Creativity in identifying new recruiting platforms and tools that can be added to attract CDL Truck Drivers and revisit existing tools to ensure we have steady pipeline or funnel of candidates to fill positions. Review background screens, PSP, clearing house, MVRS reports to ensure candidates satisfy the hiring criteria. Be part of HR & Safety Coordination Team to review critical information ensuring candidates satisfy the hiring criteria and disposition of applicants. Strong recruiting experience with strong knowledge of the employment laws that intersect during the hiring and onboarding process. Serve as primary source of contact to managers, employees, working under the supervision of the Divisional HR Manager on all recruiting and human resource related matters.Maintain and administer HR reports and records as required by state and federal laws.Assist with personnel files and I-9 files Comply with company policies and procedures.Must be able to multi-task in a fast-paced environment and serve multiple locations.Must be able to manage multiple deadlines and problem solve complex HR related issues in the front end of hiring processes and compliance. Understand the Business needs and support the Regional Managers within the business on headcount, hiring, recruiting and compliance. Work closely with the Divisional HR Manager - keeping Divisional HR Manager updated on recruiting related items and issues. Some travel required Additional duties as assigned by management.LEADERSHIP ATTRIBUTESSuperior time management skills including the ability to manage multiple issues concurrently and the ability to lead an effective and efficient meeting.Strong recruiting skills with high volume recruiting. Excellent employee relations skills including being an active listener, understanding how to appraise personnel, applying both positive and corrective feedback, being able to resolve conflicts. Professional appearance to support his/her role as a managerial representative.REQUIREMENTS/EDUCATION/EXPERIENCEThree to Five years' experience as a HR Manager. Strong experience in Recruiting field and high-volume recruiting Excellent oral and written communication skills.Computer literate (proficient in MS Word, MS Excel)BS degree in HR Management/Business Mgmt.WORK ENVIRONMENTWhile performing the duties of this job in the yard or the locations, the employee will be exposed to wet and/or humid conditions, moving mechanical parts, and fumes or airborne particles. The Human Resources Manager for Logistics Division will report to the Divisional HR Manager. This is a hands on/participatory Operational HR Manager position responsible for an applicant tracking and managing compliance in the entire front-end procedures of the hiring process. Some travel will be required to assist and manage the locations within the region.

2626 W Beryl Ave Phoenix Arizona, 85021,Starting Pay :$75,000.00 Annual Position Description : Designs and administers proactive programs, procedures and plans to facilitate and support business growth, a high performance culture, a strong employer reputation, employee engagement, employee relations and legal compliance. Provides strategic partnership through being a collaborative creator of solutions to business objectives and a partner in solving business problems for Goodwill of Central and Northern Arizona (GCNA) and its affiliated entities. This role is a trusted advisor and subject matter expert ensuring alignment, inclusion, collaboration and communication. Drives efficiencies with metric-driven continuous improvement, and solicits client group involvement to help drive change. Essential Duties and Responsibilities : Reduces risk and ensures compliance with all Federal, State and local regulations relating to employment such as Fair Labor Standards Act, Family and Medical Leave Act, Americans with Disabilities Act, and Equal Employment Opportunity Commission (FLSA, FMLA, ADA, EEOC). Manages unemployment claims and represents the company during appeal hearings. Consults and advises client groups regarding people solutions; collaborates with line leadership in problem solving, in pursuit of corporate and team goals. Works with business leaders as part of a team on organization design and any restructuring efforts for client groups. Administers and monitors exit interviews and assists in the preparation of separation notice paperwork. May provide recruiting services in rural areas, as needed. Researches, manages, and resolves complex situations as they arise, related to Employee Relations issues; conducts effective and objective investigations. First point of contact for leadership and employees regarding HR related concerns, answering inquiries. Participates in HR work streams to advance talent and career development; analyzes trends and metrics; evaluates success of Talent Management & Development programs. Provides strategies to increase morale, productivity and retention; engages in workforce and succession planning and encourages employee engagement. Serves as HR Ambassador by managing multiple HR initiatives designed to ensure a positive, productive, and high-paced work environment. Conducts various trainings related to benefits, compensation, employment law, and business procedures or strategies. Advises and coaches managers on Performance Management, Leadership Development, Talent Management, Compensation, Employee Relations, Rewards and Recognition. Models Goodwill Core Values Trust, Collaboration, Engagement, Ownership, and Innovation. Plays a critical role in driving company culture change efforts and change management processes. Maintains regular and consistent in-person attendance. Performs other related duties, as assigned. Minimum Qualifications (Education, Experience, Skills) : Bachelors Degree or equivalent work experience in Business Administration, Human Resources, Industrial Relations, Psychology, Accounting, or another related field preferred. Four or more years of Human Resources Business Partner or Generalist experience preferably within a services or retail environment. Customer focused orientation with strong communication skills and the ability to function as an effective and respected partner to internal clients. Ability to understand and interpret the labor market and trends over time. Strong verbal and written communication skills with the proven ability to drive communication across a broader group. Ability to speak and read English proficiently. Proven ability to be analytical and handle confidential and sensitive data effectively. Attention to detail and well organized; project management skills a plus. Ability to juggle multiple tasks while still delivering high quality results in a fast paced environment, working well under pressure. Strong MS Office skills. Valid drivers' license and clean MVR. Ability to pass a background check and drug screen, where applicable for position. Reasonable Accommodation Statement: To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. Reasonable accommodations may be made to enable qualified individuals with disabilities to perform the essential functions. You will be eligible for a comprehensive Total Rewards package, 1st of the month following 60 days of employment that includes the following: 5 Medical Plans Employer Funded Health Reimbursement Account (HRA) 3 Dental Plans Vision Plan 401K Employer Paid Life Insurance Employee Assistance Program (EAP) Paid Time Off; Sick and Vacation Paid Holidays These are just a few highlights of our key benefit offerings! Become a valued member of an organization where good work meets community impact. Our mission is: Empowering Individuals, Strengthening Families, and Building Stronger Communities. Goodwill provides no-cost career development, training, and education services to help individuals build a better life for themselves and their families. Our core values are Trust, Collaboration, Engagement, Ownership, and Innovation. Everything we accomplish as a team is centered around these core values. Together, we create an inclusive and welcoming environment for each other. With stores conveniently located near you, you can work for a company where team strength and success are valued and encouraged. Join our team and gain opportunities for job growth at Goodwill and beyond. Goodwill of Central and Northern Arizona is an equal opportunity employer. Qualified individuals seeking employment are considered without regard to race (including traits associated with race, e.g., hairstyles), color, religion, sex (including pregnancy and related conditions, sexual orientation, or gender identity), national origin, disability, military status, age, genetic information, or any other category protected by applicable federal, state and local fair employment practice laws. Individuals with a disability may be entitled to a reasonable accommodation under the Americans with Disabilities Act and/or state or local laws. Please contact Goodwill of Central and Northern Arizona at 1-833-624-0920 option 6 or leaves@goodwillaz.org if you need assistance or an accommodation due to a disability as defined by the Americans with Disabilities Act. For questions about your application or employment with Goodwill of Central and Northern Arizona, please contact our Candidate Support Line at 1-833-624-0920, option 5. PHISHING SCAM WARNING: Goodwill of Central and Northern Arizona/Goodwill Industries of Monocacy Valley, Inc. (GCNA/GIMV) are among several companies recently made aware of a phishing scam involving con artists posing as hiring managers recruiting via email, text and social media. The imposters are creating misleading email accounts, conducting remote interviews, and making artificial job offers in order to collect personal and financial information from unsuspecting individuals. Please note that GCNA/GIMV only use company email addresses, which contain @goodwillaz.org or @gimv.org, to communicate with candidates via email. The company also uses secure tools on our website to receive data from applicants and would never ask them to submit their personal banking information to apply for an open job. If you are contacted by someone about an open job at GCNA/GIMV, please verify the domain of the senders email address and that they are asking you to apply on this website. If you believe you have been a victim of a phishing scam, please visit the Department of Homeland Securitys Cyber Smart website ( ) to learn how to report it.

Posting Number: S06706P Position Title: Business Operations and Staff Development Manager Department: VP Development Location: Arlington Position Status: Full-time Work Schedule: Monday-Friday; 8:00 am-5:00 pm. May require occasional travel, evening, and weekend hours. Use of a personal vehicle for work-related local travel. Salary: Salary is commensurate based on qualifications and relevant experience. Pay Basis: Monthly Job Summary: The Business Operations and Staff Development Manager oversees business operations for Development and Alumni Relations ( DAR ), including human resources, accounting, and office management. Partners with the Division Business Administrator to support budget planning and financial processes. Collaborates with UTA Talent, Culture and Engagement to manage talent acquisition and develop strategies that promote employee engagement and retention across DAR. Essential Duties and Responsibilities: Talent Management: Manage the full talent lifecycle for DAR in partnership with Talent, Culture & Engagement, including pipeline development, job descriptions, hiring requests, postings, recruitment, and onboarding. Lead DARs employee engagement and recognition initiatives to support retention. Support and advise the Vice President and DAR leadership on staffing and organizational structure needs. Serve as senior staff support for personnel matters and act as DARs liaison to Talent, Culture, and Engagement, including attending HR Service Partner meetings and sharing updates. Maintain DARs organizational charts, directory, and emergency contact list. Office Management: Oversee day-to-day administrative operations for the division. Review and update divisional operating policies and procedures to promote efficiency. Manage space usage, remote work agreements, and related planning. Serve as the primary UTShare timekeeping contact and facilitate corrections. Support the AVP for Development Services & Administration in preparing annual reports. Serve as the Building Emergency Safety Team ( BEST ) Coordinator and implement required safety procedures and training. Accounting Functions: Manage all aspects of procurement, including contract review and coordination of required approvals with Legal Affairs and Information Technology. Review expenditures, budget transfers, interdepartmental transfers, and accounting corrections for accuracy. Partner with the Division Business Administrator to review monthly Statement of Accounts (Sahara). Budget Functions: Collaborate with the Division Business Administrator to support the Vice President and DAR leadership team in annual budget development and planning as it relates to contracts and procurement items. Other duties as assigned. Minimum Qualifications: Bachelors degree in accounting, business, finance or related field. Four (4) years of experience managing budgets human resources related matters, office operations, and special projects. OR eight (8) years of an equivalent combination of education and experience. Preferred Qualifications: Working knowledge of University policies and procedures. Proficiency in Microsoft Office platform, PeopleSoft, Raisers Edge NXT or similar platform. Familiarity with the dynamics of higher education. Knowledge, Skills and Abilities: Strong organizational, communication, and interpersonal skills. Skilled in the use of all components of Microsoft Office and PeopleSoft. Must be detail oriented and able to exercise strict discretion and confidentiality. Other Requirements : Use of a personal vehicle for work-related local travel. Workplace and Eligibility Conditions: Benefits Eligible: Yes Benefits at UTA: We are proud to offer a comprehensive benefits package to all our employees at the University. To help you understand the full value of these benefits, we have created a tool that calculates the total worth of your compensation package. This tool takes into account all of the benefits that you are eligible for, including health insurance, retirement plans, and paid time off. To access this tool and learn more about the total value of your benefits, please click on the following link: CBC Requirement: It is the policy of The University of Texas at Arlington to conduct a criminal background check on any applicant who is under final consideration for employment with the University. This position may have access to critical infrastructure as defined by Section 113.001(2) of the Texas Business and Commerce Code. If so, to be hired for and continue to be employed in this position you must maintain the security or integrity of the infrastructure as set forth in Texas Executive Order GA-48. By assuming this position, and if you have access to critical infrastructure, you authorize the University to conduct routine background checks. EEO Statement: It is the policy of The University of Texas at Arlington ( UTA or The University) to provide an educational and working environment that provides equal opportunity to all members of the University community. In accordance with federal and state law, the University prohibits unlawful discrimination, including harassment, on the basis of race, color, national origin, religion, age, sex, sexual orientation, pregnancy, disability, genetic information, and/or veteran status. The University also prohibits discrimination on the basis of gender identity, and gender expression. Retaliation against persons who oppose a discriminatory practice, file a charge of discrimination, or testify for, assist in, or participate in an investigative proceeding relating to discrimination is prohibited. Constitutionally-protected expression will not be considered discrimination or harassment under this policy. It is the responsibility of all departments, employees, and students to ensure the Universitys compliance with this policy. University Information: The University of Texas at Arlington ( UTA ) is located in the heart of the Dallas-Fort Worth-Arlington metroplex, a vibrant and diverse metropolitan area that is home to over 7 million people, one of the fastest-growing tech economies in the United States, and a wide array of arts, entertainment, and cultural activities. As a comprehensive teaching, research, and public service institution, UTA is dedicated to the advancement of knowledge through scholarship and creative work. With an enrollment of more than 42,000 students, UTA is the second largest in the University of Texas System. As a result of its combination of rigorous academics and innovative research, UTA is designated as a Carnegie R-1 Very High Research Activity institution and nationally recognized for its commitment to student success and service. It ranks No. 5 in Military Times Best for Vets: Colleges and is the top university in North Texas for its graduates salaries (The Wall Street Journal). UTA is designated as both a Hispanic-Serving Institution and an Asian American and Native American Pacific Islander-Serving Institution and is No. 6 for undergraduate ethnic diversity in the United States (U.S. News & World Report, 2023). With a global alumni network of approximately 280,000 including leaders at many of the 24 Fortune 500 companies headquartered in North Texas UTA contributes an estimated $29 billion annually to the Texas economy. UTA is expanding its regional footprint by building a regional campus, called UTA West, in Parker County on the far west side of Fort Worth. It is scheduled to open in fall 2028. This initiative aligns with the universitys strategic growth and commitment to serving the broader community. Furthermore, UTA has launched the RISE 100 initiative, aiming to recruit 100 new tenure-system faculty to strengthen its research enterprise and leadership in key academic areas. Learn more at. This is an exciting time to join UTA and contribute to its bold vision for the future. ADA Accommodations: The University of Texas at Arlington is committed to providing reasonable accommodation to individuals with disabilities. If you require reasonable accommodation in completing this application, interviewing or otherwise participating in the employee selection process, please direct your inquiries to 817-272-5554 or email ADADocs@uta.edu. Posting Detail Information Number of Vacancies: 1 Open Until Filled: Minimum Number of References Required: 3 Maximum Number of References Accepted: 3 Special Instructions to Applicants: Applicants must include in their online resume the following information: 1) Employment history: name of company, period employed (from month/year to month/year), job title, summary of job duties and 2) Education: school name, degree type, and major.

SpaceX was founded under the belief that a future where humanity is out exploring the stars is fundamentally more exciting than one where we are not. Today SpaceX is actively developing the technologies to make this possible, with the ultimate goal of enabling human life on Mars. HUMAN RESOURCES BUSINESS PARTNER (EMPLOYEE RELATIONS INVESTIGATION) As a Human Resources Business Partner at SpaceX, you will be given the opportunity to partner with some of the most talented professionals in the world: executing people strategies to retain talent, coaching employees and managers on HR policies and guidelines and working to ensure the SpaceX mission is a constant reality for all employees. We serve as trusted professionals providing guidance and feedback to our client groups, driving efficiencies and best practices in a highly dynamic and fast-paced organization. RESPONSIBILITIES: Respond to employee inquiries, questions and complaints, and provide information, guidance and direction on employee relations issues, performance management, and other core HR functions Operate as a key business partner to employees, managers, directors and senior leaders on workforce analytics, organizational optimization, leadership development, and other strategic initiatives Work closely with the functional experts in HR (recruiting, training and development, compensation, and benefits) to ensure programs are optimized for the needs of your client groups and to shape SpaceX-wide programs Counsel and assist employees and managers, guided by the Company's policies and relevant laws/regulations Facilitate internal transfers, oversee and facilitate promotion opportunities, conduct exit interviews, and identify trends to support retention, career development and to minimize risk for the business Work with managers and above to implement key HR recommendations and change efforts Assist with the creation, documentation, and implementation of human resources policies, programs, and processes Uphold standards of strict confidentiality with respect to all matters and documents Maintain employee files and process HR transactions in Workday BASIC QUALIFICATIONS: Bachelor's degree 2+ years of human resources experience PREFERRED SKILLS AND EXPERIENCE: Experience in an engineering, production or manufacturing environment supporting an exempt and hourly workforce Demonstrated success at building effective relationships Ability to lead with a positive attitude and approach challenges head-on Experience independently handling employee relations issues Familiarity with Greenhouse, UltiPro, and/or Workday Excellent interpersonal, verbal and written communication skills Ability to use independent judgment to make decisions as well as organize and prioritize work Demonstrated excellence thriving in a fast-paced environment Experience with Microsoft Outlook, Word, Excel, and PowerPoint ADDITIONAL REQUIREMENTS: This is not a remote or hybrid position and will require relocation if not already local to the Cape Canaveral, FL area Position requires ability to work extended hours and weekends when needed Ability to pass Air Force background checks for Cape Canaveral ITAR REQUIREMENTS: To conform to U.S. Government export regulations, applicant must be a (i) U.S. citizen or national, (ii) U.S. lawful, permanent resident (aka green card holder), (iii) Refugee under 8 U.S.C. 1157, or (iv) Asylee under 8 U.S.C. 1158, or be eligible to obtain the required authorizations from the U.S. Department of State. Learn more about the ITAR here. SpaceX is an Equal Opportunity Employer; employment with SpaceX is governed on the basis of merit, competence and qualifications and will not be influenced in any manner by race, color, religion, gender, national origin/ethnicity, veteran status, disability status, age, sexual orientation, gender identity, marital status, mental or physical disability or any other legally protected status. Applicants wishing to view a copy of SpaceX's Affirmative Action Plan for veterans and individuals with disabilities, or applicants requiring reasonable accommodation to the application/interview process should reach out to EEOCompliance@spacex.com.

We are Optimum, a leader in the fast-paced world of connectivity, and we're seeking driven and enthusiastic professionals to join our team, empower lives, fuel businesses, and drive innovation. Connectivity is now longer a luxury, but a necessity. Our successes, now and in the future, are powered by our amazing product, a commitment to our people and culture, and the connections we make in our communities. Job Summary Reporting directly to the SVP Human Resources, the Sr. Director HR Business Partner is responsible for the design, delivery, and management of talent strategies aligned with business priorities. The primary HR partner to senior business leaders within respective client groups, this role collaborates with business leaders, HR COEs, and other cross-functional partners to execute an employee experience and talent strategy that enables achievement of business outcomes and future growth. Responsibilities Develop a deep understanding of assigned business areas, including strategic objectives, long-term plans, and financial performance; translate knowledge of the business unit into a people strategy, ensuring employees with the right capabilities are in the right roles. Drive key people initiatives within assigned client group, including: staffing/workforce planning, compensation strategies, talent reviews, succession planning, training and development, rewards & recognition, recruitment and retention, and organizational effectiveness. Define how business strategy creates workforce needs and advise/determine how needs are met through workforce strategy decisions. work with Talent team to address gaps and deliver learning and development solutions. partner with Talent Acquisition on the interview and selection process with a focus on both attracting top talent and creating a positive candidate experience for potential hires. Oversee and provide guidance on escalated, complex employee relations issues, partnering closely with Employee Relations COE and in-house employment counsel. Proactively coach leaders on the interpretation of engagement survey feedback and strategic action planning to drive an enhanced employee experience and move the company culture forward. Facilitate the effective rollout of recurring, enterprise-wide HR initiatives, including goal setting, year-end performance reviews, salary planning and administration, talent assessments and succession planning, and quarterly engagement surveys. Partner with business leadership and corporate communications team on the development of effective internal messaging on key initiatives and changes. Consistently act as a positive cultural change advocate, consultant, and business advisor to the leadership team. Function as HR lead for assigned business area on M&A activities, including acquisitions, divestitures, and/or joint ventures; partner with cross-functional teams to ensure successful integration of acquired businesses. Qualifications Bachelor's Degree in Human Resources, Business, or a related degree. Advanced degree preferred 10+ years of progressive HR experience, including prior experience in an HR Business Partner role working with senior executives in a large, complex organization Strong analytical skills with the ability to use and interpret data to both guide and validate decisions Demonstrable knowledge and practical application of HR disciplines including employment and labor laws, employee relations, talent acquisition, management & leadership development, performance management, organization design and compensation philosophies Results orientation with the ability to quickly identify problems and use initiative and sound judgment to drive solutions to complex people issues Keen ability to quickly establish credibility and effective business partnerships with leaders and employees at all levels of the organization Exceptional influencing skills coupled with a deep understanding of the business and talent within it Demonstrated track record of good judgement and empathy Ability to maintain an upbeat, positive environment that inspires a sense of urgency, constant innovation, teamwork, and strong commitment to individual and team accountability At Optimum, every action and interaction we take part in, is driven by our three Guiding Principles: Do What's Right, Drive One Optimum, and Make It Happen. These aren't just words, they help us build trust, create real community, and embrace new ways of thinking. Our employees are empowered to do the right thing for our customers and co-workers and to recognize and reward these behaviors when we see them. All job descriptions and required skills, qualifications and responsibilities for a particular position are subject to modification by the Company from time to time, in the Company's discretion based on business necessity. All qualified applicants will receive consideration for employment without regard to race, color, creed, national origin, religion, age, disability, sex, sexual orientation, gender identity or protected veteran status, or any other basis protected by applicable federal, state, or local law. Optimum collects personal information about its applicants for employment that may include personal identifiers, professional or employment related information, photos, education information and/or protected classifications under federal and state law. This information is collected for employment purposes, including identification, work authorization, FCRA-compliant background screening, human resource administration and compliance with federal, state, and local law. Applicants for employment with the Company will never be asked to provide money (even if reimbursable) as part of the job application or hiring process. Please review our Fraud FAQ for further details. The starting pay rate/range at time of hire for this position in the posted location is $161,186.00 - $230,265.00 / year. The rate/range provided herein is the anticipated pay at the time of hire, and does not reflect future job opportunity.

Ocean Spray is hiring for a(n) Plant Training Coordinator! In this role, The Plant Training Coordinator will be responsible for administering comprehensive training systems for plant team members inclusive of technical training, required compliance training, new hire onboarding, and more. You will develop training materials, document team member completion, and evaluate program effectiveness. Additionally, you will lead the Train the Trainer program, lead training efforts, maintain a training calendar, administer the MPOWER LMS, and partner with cross-functional teams to provide comprehensive training experiences for all plant team members. Act as primary owner of plant learning management and content management systems (Mpower, etc.), inclusive of program governance like: managing users, reporting participation rates, developing content, managing and assigning relevant content, reporting and troubleshooting Identify and develop hourly trainers through ongoing facilitation of trainthetrainer sessions; ensure trainers are fully equipped to deliver highquality instruction, maintain training standards, and continuously evaluate and elevate trainer effectiveness Administer the onboarding program, including assigning trainers, and ensuring compliance with program requirements Create content, develop courses within Mpower Conduct onboarding and other training as needed Work independently within established procedures; facilitate open communication with cross-functional stakeholders Coordinate training schedules, inclusive of in-plant and external training programs, to minimize production disruptions Assess external vendors for training effectiveness; research and recommend training partners Collaborate with Training peers across the plant networks to align content, delivery, and application Analyzes training effectiveness and implements corrective action plans with measurable outcomes Act as site champion for all training initiatives What We Are Looking For: Manufacturing experience Previous curriculum development experience Strong facilitations and technical training skills Learning Management System (LMS) administration Solid IT/computer application skills, including full proficiency with Office Suite Strong relationship building, motivation, and negotiation skills Analytical, troubleshooting Knowledge of OSHA standards, quality assurance requirements, and industry-specific regulations. Understanding of training documentation standards and audit requirements. Awareness of Lean, Six Sigma, or similar methodologies for process optimization. Required Minimum 3 years' experience in human resources, technical training roles, learning and development, or a related field Excellent verbal and written communication skills Proficiency in Microsoft Office Suite Experience collaborating with cross-functional partners Strong organizational skills and attention to detail Preferred Experience in using or administering learning management systems (i.e., Workday Learning, Cornerstone, TalentLMS) Experience with authoring tools (i.e., Camtasia, Articulate, Canva) Training facilitation or teaching experience Comfort with virtual instructor-led delivery platforms (i.e., Zoom, Microsoft Teams) Experience working in an organization with competency-based development Physical Requirements Must be able to lift low to medium weight (10-30 lbs) materials on an occasional basis. Education: Bachelor's or University Degree (Preferred) Work Experience: At least 3 Years of Experience Benefits: Complete insurance package on Day-1 that includes a plethora of health and wellness programs Health, Dental, and Vision insurance Health savings account Flexible spending account Life and accident insurance Employee assistance program Telehealth services 1:1 health coaching Supportive benefits for all the stages of your life 401(k) with up to 6% Company matching; additional potential discretionary match at year-end Short-Term Incentive/Performance bonuses Flexible scheduling options Vacation pay, up to three weeks of time (pro-rated for your first year of employment) Holiday pay for 12 holidays Career development and growth opportunities Tuition/Education assistance programs Access to LinkedIn Learning Scholarship programs for children of employees Parental leave Bright Horizons Family Solutions - Back-up care, tutoring, etc. Adoption assistance Bereavement leave Up to $300 fitness reimbursement Up to $300 massage reimbursement Employee appreciation events Employee discounts Charitable giving Who We Are: You might have our iconic cranberry juice in your fridge or have gotten into heated holiday debate about what's better - canned or fresh cranberry sauce. They entrust us with what is most precious to them to create new and innovative products that will delight consumers and grow this beloved brand today and into the future. Team members, farmers, consumers and communities alike--we value what makes us unique and strive to connect our farms to families for a better life by living our values: Integrity Above All - We are ethical, doing the right thing for our grower-owners, customers, consumers and each other Inclusive Teamwork - We build diverse and inclusive teams that strengthen our cooperative. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability or veteran status. They entrust us with what is most precious to them to create new and innovative products that will delight consumers and grow this beloved brand. Today, the cooperative's cranberries are currently featured in more than a thousand great-tasting, good-for-you products in over 100 countries worldwide. The innovative, entrepreneurial spirit of our founders remains rooted in our cooperative's culture, and most of all, our purpose of connecting our farms to families for a better life.

In accordance with the Master Agreement, written notice is hereby given for the following anticipated vacancy. Current employees, as well as external candidates, should apply on-line within seven (7) business days of the posting date. Go to the Grandville Public School website and click on the application information link found on the Human Resources Department page or go to Building Secretary Cummings Elementary School Year Position - 205 days - 8.0 hours/day SUMMARY : To provide secretarial support services to the middle school principal, assistant principal and guidance office staff. The secretary must handle matters discreetly between administration, staff, and students; make decisions within the scope of assigned authority; be able to communicate with staff, students, and community. Assure efficient and effective operation of the office and make a positive impact on all educational services. QUALIFICATIONS Minimum two (2) years of secretarial experience preferably in the educational environment. Proficient in the use and application of Windows, Word, Excel, Infinite Campus and database software. Ability to meet deadlines, to concentrate and pay attention to details. Ability to prioritize and work independently and co-operatively. Relate effectively with staff and public; maintain integrity of data and information; work independently; maintain composure in stressful situations. Experienced in dealing with personal and confidential information. Ability to perform duties with knowledge of district requirements and policies. Excellent verbal and written communication skills and a high level of interpersonal skills such as discretion, integrity and flexibility to interact effectively with administrators, peers, constituent districts and the general public. Ability to handle multiple projects, meets deadlines in a fast paced environment, and prioritizes work. Previous experience preferred. RESPONSIBILITIES Enter student data, work with master schedule and student schedules. Responsible for report cards and verification reports. Manage and organize school office. Typing, filing, clerical duties as needed for building principal, assistant principal and dean of students. Be able to operate, train, maintain and supply all machines in building (fax machine, PA system, copy machine, etc.) Maintain student accounting records in software program. Provide student count day data to Superintendent's office. Provide appropriate first aid needs and administer medications. Provides positive public relations to students/callers/visitors. Answer phone, route calls and help with the counter (students, parents, staff, etc.) Other duties as assigned John Philo Assistant Superintendent of Human Resources Grandville Public Schools 3839 Prairie Street Grandville, Michigan 49418 Phone: 616.254.6589 - Fax: 616.254.6580 - Email: jphilo @gpsbulldogs.org Grandville Public Schools is an equal opportunity educational institution. It is our expressed policy that no person shall be unlawfully excluded from participation, be denied benefits of, or otherwise subjected to discrimination in employment on the basis of race, color, national origin, sex, including sexual orientation or transgender identity, disability, age, religion, height, weight, marital or family status, military status, ancestry, handicap/disability, genetic information, or any other legally protected category, (collectively, Protected Classes), in its activities or programs as required by Title VI, Title IX and Section 504. Any person believing that the Grandville Public School District or any part of the school organization has inadequately applied the principles and/or regulations of (1) Title IX of the Education Amendment Act of 1972, (2) Section 504 of the Rehabilitation Act of 1973, (3) Title VI and Title VII of the Civil Rights Act of 1964, (4) Title II of the Americans with Disability Act (as amended), and (5) the Age Discrimination in Employment Act may bring forward a complaint, which shall be referred to as a grievance, to John Philo, the local Coordinator at the following address: 3839 Prairie SW, Grandville, MI 49418. Phone (616) 254-6589.