Reynolds American is evolving into a global multi-category business. Our purpose is to create A Better Tomorrow by Building a Smokeless World. To achieve our ambition, we are looking for colleagues who are ready to join us on this journey. Tomorrow cant wait, lets shape it together! REYNOLDS AMERICAN has an exciting opportunity for a Payroll Analyst III in Wiston-Salem The Payroll Analyst III supports accurate and timely Operations payroll with a significant focus on benefitsrelated transactionsincluding retroactive benefitsand serves as a trusted resource for employees and management. This role ensures data accuracy, resolves complex payroll inquiries, and contributes to a positive and compliant payroll experience. Your key responsibilities will include: Process bi-weekly Operations payroll and support bi-weekly Trade and monthly payroll processing, ensuring accurate and timely completion of scheduled and unscheduled payrolls in compliance with established deadlines. Maintain accurate employee tax profiles and process updates related to address changes, job transfers, and other employee status changes. Enter, review, and monitor payroll transactions; perform pre- and post-processing audits each pay period to ensure data integrity. Review, validate, and correct time and attendance entries. Monitor payroll interfaces including benefits, garnishments, and other system inputs and outputs. Execute quarterly and annual payroll-related SOX controls and process quarterly Factory Incentive Plan payments. Research, resolve, and communicate payroll-related inquiries to employees and management in a timely and professional manner. Collaborate with internal teams and external partners to ensure compliant and accurate payroll processing while safeguarding confidential HR and payroll data. Train and serve as backup the UKG Time and Attendance system. What are we looking for? Minimum of 2+ years experience in a corporate environment supporting 5,000+ exempt and non-exempt employees. Experience with SAP Payroll, including Employee Central (EC) Payroll, preferred. Working knowledge of timekeeping systems, UKG experience preferred. Demonstrated ability to work both independently and collaboratively in a team environment. Strong technical aptitude with the ability to understand data flow and system integrations. Excellent interpersonal and communication skills, with experience working directly with employees and external service providers. Bachelors degree or equivalent professional experience required; payroll certification (FPC or CPP) preferred. Proven experience processing multi-state, multi-FEIN payrolls, including knowledge of state tax requirements and reciprocal agreements. BENEFICIAL Proven ability to lead and sustain continuous process improvement initiatives Hands-on experience with employee benefits administration, including pre-tax and post-tax deductions and retroactive benefit processing WE ARE REYNOLDS AMERICANA member of the BRITISH AMERICAN TOBACCO GROUP At Reynolds American, we are committed to our Purpose of creating A Better Tomorrow. This is what drives our people and our passion for innovation. See what is possible for you at REYNOLDS AMERICAN. BELONGING, ACHIEVING, TOGETHER Collaboration and teamwork underpin everything we do here at Reynolds American. We know that collaborating with colleagues is what makes us stronger and best prepared to meet our business goals. SALARY AND BENEFITS OVERVIEW Benefit Information The following is a general summary of the competitive compensation and benefit plans we offer: 401(k) plan that offers opportunity to save on pre- and post-tax basis up to 50 percent of eligible compensation. Company matches 100 percent of employee pre-tax/Roth (401k) contributions up to six percent Company contributes an additional three percent to 401(k) whether employee participates or not Comprehensive health- and welfare-benefits package (including medical, dental, vision, and prescription drugs) Health Savings Account start-up contribution for employees who elect the high deductible health plan Flexible spending accounts for both Health Care and Dependent Care allowing employee to use pre-tax dollars to pay for qualified expenses during the calendar year Employee assistance program offering 8 free counselling sessions, per issue, each calendar year for employees and their dependents Company paid life insurance of 1x annual base pay ($50,000 minimum) Company paid accidental death or dismemberment insurance of 2x annual base pay ($50,000 minimum) Voluntary insurances offered at group rates: employee and dependent life insurance, AD&D insurance, critical illness, accident coverage, disability buy-up, and auto & home insurance Tuition reimbursement and student loan support Dependent Scholarship Programs Free confidential personal financial counselling service On-site health centers and 24/7 fitness centers at certain company locations A charitable giving matching grants program that enables employees to direct and double their donations to qualifying charitable organizations of their choice Health-care concierge service Volunteer service opportunities Extensive training opportunities Company vehicle for eligible employees Mobile phone allowance for eligible employees Paid Leave: Sick and Personal Time (exempt employees may be excused with pay for brief absences; non-exempt employees receive up to 6 days) Vacation (levels Below Senior Director receive 15 days (pro-rated during first year of service); Senior Director and Officers receive 25 days (pro-rated during first year of service)). Holidays (Nine company recognized and two annual personal holidays to be used at the employees discretion) Paid Parental Leave + temporary reduced work schedule opportunity Funeral Leave Short-Term Disability Leave Long-Term Disability Leave Jury Duty Leave Military Leave Released Time for Childrens Education Community Outreach Leave Other paid leave benefits, as required by state or local law Your journey with us is not limited by boundaries; it is propelled by your aspirations. Join us at Reynolds American and become a part of an environment that thrives on internal advancement, where your career progression is not just a statement it is a reality, we are eager to build together. Seize the opportunity and own your development; your next chapter starts here. You will have access to online learning platforms and personalized growth programs to nurture your leadership skills. We prioritize continuous improvement within a transformative environment, preparing for ongoing changes. Our organization offers a level of challenge, responsibility, and creativity for motivated employees who want to grow their careers. We are also committed to valuing different perspectives, experiences, and talents to improve the company's potential for optimally achieving its business objectives! Reynolds American Inc. and its affiliated companies is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to age, race, color, religion, sex, sexual orientation, gender identity, national origin, protected veteran status, disability status, or any other status protected by law. Only applicants requiring reasonable accommodation for any part of the application and hiring process should contact us directly via email at wppgeneral@RJRT.com California Privacy Notice

Director of Human Resources Multi Business Unit Leader Location: Reston, VA Travel Required Overview NVR is seeking an experienced and strategic Director of Human Resources to support multiple business unitsincluding Manufacturing, Procurement, Architectural Services, and Corporate functionswhile leading a team of HR Business Partners. This role reports to the Head of Human Resources and partners closely with the COO, driving key initiatives across employee engagement, talent strategy, leadership development, and organizational effectiveness. Key Responsibilities Partner with business and plant leaders to align HR strategy with organizational goals. Lead and develop three HR Business Partners, ensuring aligned, highquality HR support across all business units. Advise on HR policies, benefits, performance management, coaching, talent acquisition, and training. Lead culture-building and employee engagement initiatives. Ensure compliance with HR best practices, legal requirements, and internal standards. Manage employee relations, investigations, and retention efforts. Oversee HR policy implementation and communication across business units. Utilize HRIS reporting to provide data-driven insights and continuous improvement. Qualifications Bachelors degree in HR or Business. 10+ years of HR leadership experience (Director/HRBP level or above). Manufacturing HR experience preferred. Strong leadership, coaching, influencing, and relationship-building skills. Ability to drive process improvements through data and project management. Proficiency in Microsoft Office and HRIS systems; ability to travel. Life at NVR As the parent company of Ryan Homes, NVHomes and Heartland Homes, NVR is a Top 5 US homebuilder that has been helping families build their happily ever after since 1948. All our roles here at NVR, whether you are in the field or in the office, allow you to make a major impact in the lives of those who are looking to achieve home ownership. Our management team is tenured and talented (nearly 80% of them promoted from within), so you will have mentors who can share their knowledge, provide career guidance and encourage your success. Our comprehensive benefits package also includes a New Home Purchase Discount and a Mortgage and Settlement Services Discount when purchasing one of our homes. Drug Testing and Credit Check are required. |

Business Partners support the implementation of effective people strategy in assigned operational areas. Strategy addresses key performance results for customer service, communication, retention, employee satisfaction, and engagement. Business Partner support will encompass all areas of human capital including but not limited to recruitment, retention, development, performance management, talent management, total rewards and employee relations. Responsibilities: Compile and analyze data from HR activities and make recommendations for changes Partner with managers and Associates to resolve HR issues and concerns Ensure legal compliance and adherence to company policy Handle day-to-day delivery of HR services locally for issues requiring face-to-face intervention Coordinate with HR Shared Services to deploy HR solutions in the market/region Monitor Associate services provided in the field and support culture and engagement initiatives Monitor Service Level Agreements to ensure success of the HR Shared Service Center Assist managers with various HR activities, including performance management, Equal Employment Opportunity/Affirmative Action (EEO/AA) related activities, training needs, and ad hoc requests Collect and analyze data in assigned functional area pertaining to HR activities and compliance with employment law and company policies Identify trends, perform root cause analysis on issues, and make recommendations for improvement Requirements: Associate Degree required 4+ years of experience in Human Resources preferred Work Schedule: 8AM - 5PM Monday-Friday Work Type: Full Time

The Regional Human Resources Manager is accountable for Ascent’s enterprise people strategy, owning how the company identifies, attracts, recruits, develops, and retains top talent across a multi-site manufacturing organization. This role designs, governs, and continuously improves the systems, standards, and leadership practices that enable Ascent to build a high-performing workforce at scale. This role will raise the consistency, quality, and effectiveness of our people processes across the organization. Core Accountability Areas 1. Enterprise People Strategy Ownership Own and continuously evolve Ascent’s end-to-end people strategy, including: Talent identification and workforce planning Employer positioning and talent attraction Recruiting strategy and selection standards Leadership development and capability building Retention, engagement, and succession planning Translate business and growth priorities into clear talent and workforce strategies Establish enterprise standards, success metrics, and accountability for all people-related outcomes 2. Enterprise HR Ownership & Direction Define and own Ascent’s HR operating model, governance, and decision rights Set enterprise policies, frameworks, and standards while simplifying where possible Ensure consistency, rigor, and scalability across all sites as the business grows Eliminate fragmentation and redundancy in how HR work is performed 3. Leadership & Organizational Architecture Serve as the primary people advisor to the CEO and executive leadership team Own organizational design, leadership models, and succession planning Evaluate leadership effectiveness and intervene when structure, capability, or behavior limits performance Lead change management efforts tied to growth, restructuring, and performance improvement 4. Employee Relations Risk & Labor Strategy Own enterprise employee relations strategy and risk posture across union and non-union environments Serve as final escalation point for complex, high-risk, or precedent-setting employee matters Set labor relations strategy, including negotiation posture, bargaining principles, and governance Partner with Legal to manage investigations, disputes, and employment-related risk 5. Talent, Performance & Reward Architecture Design and govern enterprise frameworks for: Performance management and differentiation Leadership and professional development Succession planning and critical role coverage Compensation philosophy and incentive design Ensure reward and development systems reinforce accountability, results, and retention of top performers 6. HR Operating Model & Service Provider Ownership Own the HR operating model, including internal structure and external leverage Maintain direct accountability for all non-payroll HR-related service providers, including: Benefits administration Leave of absence and disability management Recruiting and search partners HRIS and people analytics vendors Employment counsel and labor advisors Set service standards, cost discipline, and performance expectations across the HR ecosystem 7. Cross-Functional Partnership Build strong, collaborative partnerships with Finance, Legal, IT, Operations, and the Payroll team Partner with Payroll leadership to: Simplify employee lifecycle touchpoints Drive efficiency and experience improvements while preserving clear ownership boundaries Manage all aspects of due diligence to support M&A 8. Evolution of Regional HR Execution Initially provide leadership, standards, and oversight for regional and site-level HR execution Over time, assume direct accountability for regional HR execution, consolidating responsibility and reducing unnecessary layers Ensure continuity of service while raising expectations for consistency, judgment, and impact Qualifications 15+ years of progressive HR leadership experience in multi-site, manufacturing or industrial environments Strong written and verbal communication skills; strong ability to communicate with all levels of the workforce Demonstrated success owning enterprise talent strategies across the full employee lifecycle Proven ability to design systems, govern execution, and absorb responsibility as organizations scale Strong judgment in employee relations, labor strategy, and executive decision-making Experience operating in public or highly regulated environments strongly preferred Success Looks Like Ascent consistently identifies, attracts, develops, and retains top talent Leaders are accountable for people outcomes, not just results HR operates as a unified, disciplined system rather than a collection of local practices Employee relations risk is proactively managed and reduced

Job Type Full-time Description Job Summary SkyHop Global is building a stronger, modernized People (HR) structure to support its growth and a people-first culture. The People Business Partner (PBP) for the West Coast Region will play a key role in shaping and implementing new People (HR) processes, tools, and strategies. The People (Human Resources) Business Partner (PBP) for the West Coast Region is a very hands-on, key strategic role that partners closely with the Regional Director of Operations and their leadership team. This individual helps ensure operational accountability around all people-related functions, while delivering high-impact People (HR) guidance and support.This position is responsible for workforce planning, employee relations, compliance, and performance management across the region. The role reports directly to the Senior Director of People Business Partnership and Shared Services at SkyHop Global Headquarters (HQ) and serves as the primary People (HR) liaison for the West Coast operations. Key responsibilities include, but are not limited to: Strategic Partnership & Accountability Serve as the People (HR) advisor to the Regional Director of Operations, ensuring strong alignment between business goals and people strategies Help keep Operations teams accountable for consistent, compliant, and effective employee management practices Champion a culture of leadership, ownership, and high performance at all levels Workforce Planning Work with operations leaders to analyze and forecast staffing needs to support business growth and service delivery Develop and maintain succession plans for key roles within the region Collaborate with the Talent Acquisition (TA) team to drive recruitment strategies and execution Performance Management Partner with managers to address performance issues and corrective actions Lead promotion and internal transfer review processes Support the development of performance coaching and documentation standards Employee Relations & Compliance Manage employee separations, ensuring proper documentation, compliance and offboarding Collaborate with Headquarters People (HR) team for workplace investigations and ensure fair and consistent application of policies Prepare and manage compliance reporting as required by local, state, and federal regulations HR Program & Operations Management Work with HQ People team and Legal on Workers Compensation cases and ensure timely communication and resolution Complete unemployment claim processing in coordination with Payroll and participate in any appeals meetings on behalf of the organization Work with HQ People team to administer and track Leaves of Absence (LOA) Support People elements of new station setups within the West Coast region Leadership Development & Coaching Coach and support regional and station leadership in developing high-performing teams Assist in executing change management, organizational development, and training initiatives Why SkyHop Global Joining SkyHop Global means becoming part of a fast-growing, mission-driven team dedicated to excellence in transportation and logistics for the airline industry. We offer a fast-paced and innovative environment, competitive compensation and benefits packages, PTO, holidays, career growth opportunities as we grow, and a direct impact to the mission of the company. SkyHop Global is proud to be an Equal Opportunity Employer. We value diversity and are committed to building an inclusive workplace for all. All qualified applicants will be considered without regard to race, color, religion, gender, sexual orientation, gender identity, national origin, disability, veteran status and any other status protected by law. Apply now and join us in driving innovation in the travel and airline ground transportation industry. Requirements Education & Credentials Bachelor's degree in Human Resources, Business or related field preferred. Masters degree or HR certification highly preferred. Experience and Skills 7+ years of progressive experience in a strategic HR/People role, preferably in a regional or multi-site setting Strong knowledge of federal and multi-state employment law, HR compliance, and operational processes, including CA state and local laws. Strong track record overseeing high-volume, multi-site, field People (HR) needs- 24/7 operations transportation, logistics, retail or hospitality experience preferred. Strong skills with HRMS management, including optimization and compliance. Demonstrated ability to implement People (HR) processes, ensure accountability, and influence across several levels of the company to increase the employee experience and business results Skilled in data analysis, spreadsheets and KPI reporting to HQ. Strong partnership-building skills and a track record of achieving desired outcomes through internal and external relationships. Exceptional interpersonal communication, people leadership, and project management skills. Ability to speak conversational Spanish preferred Physical Requirements This position requires the ability to remain in a stationary position for prolonged periods, as well as frequent operation of a computer and other office productivity equipment. The person in this role must be able to communicate effectively in both verbal and written form. Travel within the region to station locations (7), events, or partner sites will be required (up to 15%) The role may occasionally involve moving or transporting HR materials or equipment weighing up to 25 pounds. The employee must be able to navigate a variety of work environments, including office spaces, airport facilities, and transportation staging areas. Reasonable accommodation may be made to enable individuals with disabilities to perform the essential functions of this role. Salary Description $90,000 - $100,000

Classification: Exempt | Full-Time Location: Tampa, FL | Hybrid (Tuesday-Thursday in office; Monday & Friday remote) Compensation: $120,000-$160,000 base + variable performance bonus Reports To: Chief Executive Officer Team Size: 2-3 About the Organization: What You'll Do: The Director, Human Resources is a hands-on, strategic people operations role inside a close-knit, collaborative organization that operates with an intentional work/life blend and market-leading benefits. You will be both the architect and the operator of the people function, partnering directly with executive leadership while also staying close to the day-to-day work that keeps the employee experience running well. As part of the small team of two, you will set the strategy and together with the HR Generalist implement strategic initiatives. The ideal candidate is equally comfortable presenting to the Board and managing day-to-day responsibilities. Day-to-Day Responsibilities Executive & Strategic Partnership Develop and implement HR plans and strategies that directly support business operations objectives and the company's mission. Serve as a strategic advisor to the executive team and Board on workforce planning, organizational health, and people risk. Articulate workforce needs and outcomes in business and financial terms. Lead the people side of organizational change with structured methodology and strong manager enablement. People Operations Own the full HR operational cycle including onboarding, offboarding, leave administration, employee relations, policy management, and day-to-day HR service delivery. ensure data integrity, workflows, and reporting are accurate and efficient. Develop, implement, and enforce HR policies and procedures; Manage HR-related costs and adhere to the approved HR budget. Compliance & Risk Management Maintain full compliance with applicable federal, state, and local employment laws including FLSA, FMLA, ADA, EEO, NLRA, OSHA, ERISA, and state-specific equivalents. Conduct regular policy and compliance audits; maintain documentation standards that reduce organizational legal exposure. Partner proactively with legal counsel on employment matters, classification reviews, and regulatory changes. Maintain I-9 compliance, recordkeeping standards, and data privacy practices. Prepare and file required regulatory reports (EEO-1, AAP where applicable, OSHA 300 logs) accurately and on schedule. Build manager capability on compliance obligations to reduce risk where most violations occur. Talent Acquisition & Retention Lead recruiting end-to-end for most roles; develop and maintain a pipeline strategy that reduces reactive hiring over time. Build retention approaches that address the real drivers of turnover, using stay interview data and exit trends, not assumptions. Design compensation and benefits structures that are externally competitive, internally equitable, and financially sustainable; Performance, Development & Succession Lead succession planning for key roles with executive visibility on critical role coverage. Implement performance frameworks that increase manager accountability and connect employee development to business outcomes. Support employee development plans and career pathing for a workforce that values growth. Culture & Engagement Use listening data to diagnose and act on culture and engagement; own action accountability with the business, not just HR. track internal mobility and promotion equity. What We're Looking For: Must Have's: Bachelor's degree from an accredited institution. Minimum 10 years of progressive HR experience with at least 5 years in a senior HR leadership role. Proficiency with HRIS platforms, Rippling preferred and Microsoft Office Suite. Prior experience operating in a HR team under 5 within a growing organization. able to build and act on workforce data without a dedicated analytics team. Thorough, current knowledge of multi-jurisdictional employment law and HR compliance. Demonstrated conflict resolution skills and sound judgment in employee relations matters. Nice-to-Have's: Experience in financial or insurance services.

Director of Human Resources Multi Business Unit Leader Location: Reston, VA Travel Required Overview NVR is seeking an experienced and strategic Director of Human Resources to support multiple business unitsincluding Manufacturing, Procurement, Architectural Services, and Corporate functionswhile leading a team of HR Business Partners. This role reports to the Head of Human Resources and partners closely with the COO, driving key initiatives across employee engagement, talent strategy, leadership development, and organizational effectiveness. Key Responsibilities Partner with business and plant leaders to align HR strategy with organizational goals. Lead and develop three HR Business Partners, ensuring aligned, highquality HR support across all business units. Advise on HR policies, benefits, performance management, coaching, talent acquisition, and training. Lead culture-building and employee engagement initiatives. Provide leadership development and coaching to managers and supervisors. Ensure compliance with HR best practices, legal requirements, and internal standards. Manage employee relations, investigations, and retention efforts. Oversee HR policy implementation and communication across business units. Utilize HRIS reporting to provide data-driven insights and continuous improvement. Qualifications Bachelors degree in HR or Business. 10+ years of HR leadership experience (Director/HRBP level or above). Manufacturing HR experience preferred. Strong leadership, coaching, influencing, and relationship-building skills. High attention to detail, confidentiality, and sound judgment. Adaptability and strong organizational, problem-solving, and prioritization skills. Ability to drive process improvements through data and project management. Proficiency in Microsoft Office and HRIS systems; ability to travel. Life at NVR As the parent company of Ryan Homes, NVHomes and Heartland Homes, NVR is a Top 5 US homebuilder that has been helping families build their happily ever after since 1948. All our roles here at NVR, whether you are in the field or in the office, allow you to make a major impact in the lives of those who are looking to achieve home ownership. Our management team is tenured and talented (nearly 80% of them promoted from within), so you will have mentors who can share their knowledge, provide career guidance and encourage your success. Our comprehensive benefits package also includes a New Home Purchase Discount and a Mortgage and Settlement Services Discount when purchasing one of our homes. View more about our exceptional culture and benefits at We are an Equal Opportunity Employer. | Drug Testing and Credit Check are required. | Applicants must be legally entitled to work in the United States, as NVR does not provide visa sponsorships. #LI-Onsite

Your Role The Director, HR Business Partner Operations serves as the strategic HR leader supporting the EVP, Chief Operating Officer, and their leadership team across the health plan operations organization of approximately 2,900 employees. This role is responsible for shaping and delivering people strategies that enable large scale operational transformation and excellence across multiple teams supporting Commercial, Medicare, and Medi-Cal lines of business. Acting as a trusted advisor, the Director works closely with senior leaders to design organizational structures, build workforce capability, advance leadership effectiveness, accelerate modernization, and drive change initiatives that elevate member experience, operational performance, and business outcomes. The Director leads a team of HR Business Partners and collaborates extensively with the People and Engagement Centers of Excellence to execute integrated talent programs. Partner with Operations executives to develop and execute people strategies that accelerate modernization, regulatory readiness, digital transformation, and scalable operating models across operations teams. Serve as a trusted advisor to leaders related to demonstrating the leadership model, ensuring there is a human capital plan in place that enables the business plan, organizational development, design and transformation, hiring decisions, promotions, total rewards, employee relations issues, and overall talent management. Lead, coach, and develop a team of HR Business Partners, ensuring consistent delivery of high impact HR consultation and strategic guidance. impact HR consultation and strategic guidance. Drive organizational design solutions that support transformation initiatives, streamline operational workflows, and enhance cross functional performance. functional performance. Drive organizational design, performance improvement initiatives, and workforce planning strategies. Champion and execute talent management efforts including succession planning, performance management, and leadership development. Collaborate proactively with Centers of Excellence (Talent Acquisition, Learning & Development, Employee Relations, Compensation & Benefits, DEI) to develop and execute integrated HR people programs and solutions that enable business outcomes. Lead change management initiatives to support business transformation and growth. Analyze HR metrics and provide insights to guide decision-making and measure effectiveness of programs. Foster a high-performance culture through effective leadership coaching and employee engagement initiatives. Ensure compliance with employment laws and regulations and minimize organizational risk. QUALIFICATIONS Your Knowledge and Experience Requires a college degree or equivalent experience (masters degree preferred) and a minimum of 10 years prior relevant experience, with 6 years of management experience with direct reports Requires a minimum of 5+ years HR Business Partner experience supporting senior executives. Requires proven experience partnering with executive-level leadership in a complex organization. Requires proven track record of designing and executing people strategies that drive business outcomes. Requires strong knowledge of employment law, talent management, and organizational development practices. Requires experience managing and developing a team of HRBPs or HR professionals. Requires strong business and financial acumen. Requires expert level ability to lead, coach, consult with, and influence business executives towards success and effectiveness in team leadership and workforce capability. SPHR, SHRM-SCP) are preferred Travel Requirement: Some travel, primarily in-state, will be required.

Your Role The Director, HR Business Partner Operations serves as the strategic HR leader supporting the EVP, Chief Operating Officer, and their leadership team across the health plan operations organization of approximately 2,900 employees. This role is responsible for shaping and delivering people strategies that enable large scale operational transformation and excellence across multiple teams supporting Commercial, Medicare, and Medi-Cal lines of business. Acting as a trusted advisor, the Director works closely with senior leaders to design organizational structures, build workforce capability, advance leadership effectiveness, accelerate modernization, and drive change initiatives that elevate member experience, operational performance, and business outcomes. The Director leads a team of HR Business Partners and collaborates extensively with the People and Engagement Centers of Excellence to execute integrated talent programs. RESPONSIBILITIES Your Work In this role, you will: Partner with Operations executives to develop and execute people strategies that accelerate modernization, regulatory readiness, digital transformation, and scalable operating models across operations teams. Serve as a trusted advisor to leaders related to demonstrating the leadership model, ensuring there is a human capital plan in place that enables the business plan, organizational development, design and transformation, hiring decisions, promotions, total rewards, employee relations issues, and overall talent management. Lead, coach, and develop a team of HR Business Partners, ensuring consistent delivery of high impact HR consultation and strategic guidance. impact HR consultation and strategic guidance. Drive organizational design solutions that support transformation initiatives, streamline operational workflows, and enhance cross functional performance. functional performance. Drive organizational design, performance improvement initiatives, and workforce planning strategies. Champion and execute talent management efforts including succession planning, performance management, and leadership development. Collaborate proactively with Centers of Excellence (Talent Acquisition, Learning & Development, Employee Relations, Compensation & Benefits, DEI) to develop and execute integrated HR people programs and solutions that enable business outcomes. Lead change management initiatives to support business transformation and growth. Analyze HR metrics and provide insights to guide decision-making and measure effectiveness of programs. Foster a high-performance culture through effective leadership coaching and employee engagement initiatives. Ensure compliance with employment laws and regulations and minimize organizational risk. QUALIFICATIONS Your Knowledge and Experience Requires a college degree or equivalent experience (masters degree preferred) and a minimum of 10 years prior relevant experience, with 6 years of management experience with direct reports Requires a minimum of 5+ years HR Business Partner experience supporting senior executives. Requires proven experience partnering with executive-level leadership in a complex organization. Requires proven track record of designing and executing people strategies that drive business outcomes. Requires strong knowledge of employment law, talent management, and organizational development practices. Requires excellent leadership, influencing, collaboration and interpersonal skills. Requires experience managing and developing a team of HRBPs or HR professionals. Requires ability to navigate and drive change in a dynamic, fast-paced highly matrixed environment. Requires strong analytical, problem-solving, and decision-making skills. Requires strong business and financial acumen. Requires executive presence and the ability to build strong, trusted relationships at all levels of the organization. Requires expert level ability to lead, coach, consult with, and influence business executives towards success and effectiveness in team leadership and workforce capability. Professional certifications (e.g., SPHR, SHRM-SCP) are preferred Travel Requirement: Some travel, primarily in-state, will be required.

General Information Ref # 48471 Department Clerical Job Site Monument Road Animal Hospital Date Published 03-09-2026 Pay Class Full-Time Base Min. $ 16 Base Max. $ 18 Description & Requirements Company Overview If you are looking for a hospital where commitment to excellent patient care defines the day-to-day culture, Monument Road Animal Hospital is your next career destination. We are proud to be an AAHA Accredited practice, reflecting our dedication to the highest standards of veterinary medicine and operations. Our strong reputation is clearly mirrored in our outstanding 4.9-star Google rating, demonstrating the deep trust we have built within the Jacksonville community. This is an exciting opportunity for you to join a dedicated team focused entirely on helping small animals succeed. As a member of our veterinary network, we believe in providing every resource necessary for you to achieve your career goals. We are committed to ensuring all teammates have access to continuous learning and mentorship that supports professional development. Whether you are interested in moving into a leadership role or seeking reimbursement and support to become a credentialed technician, we have formalized programs in place designed to help you grow. We ensure you have the infrastructure and support necessary to do your best work every single day. Quality medicine is our primary focus, and you will work alongside skilled professionals who prioritize diagnostics and advanced care. We focus on small animal health, including robust internal medicine services. To ensure we can address the most complex cases, our veterinarians have direct access to internal specialty consultation support across the network, providing unparalleled collaborative care without requiring outside referral for every specialized case. This emphasis on high-quality medical services allows you to practice medicine at the level you aspire to. Located in the vibrant, sprawling city of Jacksonville, Florida, you will find a coastal lifestyle rich in cultural activities and natural beauty. Jacksonville offers an excellent blend of city amenities and relaxed, ocean-side living. Whether you enjoy exploring the lengthy coastlines, utilizing the many public parks, or seeking out the diverse culinary scene, Jacksonville provides a high quality of life. This metropolitan area is an ideal place for veterinary professionals seeking a dynamic environment both inside and outside of the hospital setting. Job Description At Mission Pet Health, we do things a little differently! As part of our hiring process, we invite candidates to complete a short online assessment so we can better understand your skills and strengths. If you are being considered for the position, you will receive an e-mail from a Mission Pet Health recruiter with a link to complete the assessment at your convenience. Please be sure to check your spam or junk folder - sometimes these messages get filtered out. Your Impact as a Receptionist Be the Director of First Impressions: You'll manage a multi-line phone system, greet clients with a positive attitude, and ensure every interaction reflects our commitment to compassionate care. Ensure Seamless Care Coordination: You'll maintain accurate medical records, manage appointment schedules, and handle financial transactions, keeping the hospital running smoothly and efficiently. Advocate for Pet Health: You'll be a key partner in pet wellness, educating clients on preventative care and other hospital services to ensure every pet gets the best care possible. Embody Compassion and Empathy: You'll be a calming presence for clients, demonstrating empathy and respect in every situation and treating each pet like your own. What You'll Bring to the Team A passion for providing excellent customer service and a genuine love for animals. Exceptional communication skills with the ability to manage stressful situations with good judgment and a positive attitude. Strong organizational skills with the ability to prioritize and multitask in a fast-paced environment. A collaborative, team-first mindset and the ability to work both independently and with direction. Experience with veterinary software is preferred. A flexible schedule, including some weekends and holidays, is required. Responsibilities and Benefits How You're Supported As part of the Mission Pet Health family, you get the stability of a local practice backed by the comprehensive benefits and resources of a larger network. The focus is on investing in you, so you can focus on what you love. Note: Our comprehensive benefits package is designed to support you at every stage. Eligibility for specific benefits varies based on your role and hours worked. Competitive Compensation A competitive hourly rate or salary based on your experience and role. Health & Wellbeing We offer comprehensive coverage options including Medical, Dental, and Vision insurance, along with access to our Employee Assistance Program (EAP) for all teammates. Financial Security Plan for your future with our 401k retirement options and additional financial protection benefits like Life Insurance and Disability coverage. Commitment to Growth We support your career goals with opportunities for professional development, including educational assistance for qualified teammates to enroll in AVMA-accredited veterinary technician programs. The Power of a Network Join a nationwide community of over 20,000 veterinary professionals who share a passion for collaboration, career growth, and sharing best practices. Valuable Perks Enjoy discounted veterinary care for your own pets, access to an online discount platform, and free 24/7 access to doctors through Teladoc. About Mission Pet Health Mission Pet Health was founded by veterinarians on the belief that local practices thrive with clinical autonomy, collaboration, and medical excellence. The organization provides world-class support to its 850+ hospital teams on a hyper-local basis so they can focus on what matters most: the medicine, their patients, and their team culture. Learn more at. Driving the award-winning culture are the WAG values - Work Together, Amaze, and Grow. Mission Pet Health is veterinarian-led, people-focused, and on a mission to be the best place to work in veterinary medicine. We are proud to be recognized as a 2025 "Most Loved Workplace," ranked #2 in America's Top 100 and #1 in veterinary care. Reasonable Accommodations: Applicants with disabilities may be entitled to reasonable accommodation. Please contact benefits@mvetpartners.com with your request and contact information. EEO Statement: Mission Pet Health is an equal opportunity employer. We embrace diversity and are committed to creating an inclusive environment for all employees.

Job Summary: The Human Resources Business Partner (HRBP) serves as a strategic advisor to the Environmental/Industrial Business Unit (EIBU), supporting field operations and regional leadership by aligning people strategies with business objectives. This role acts as a trusted partner to operational leaders within the assigned business unit, driving initiatives that enhance safety culture, employee engagement, performance accountability, and retention, while ensuring compliance with employment laws and company policies. This is a highly visible, relationship-driven role that requires sound judgment, responsiveness, and the ability to balance business needs with employee advocacy. Job Responsibilities: Strategic Partnership with Operations Partner directly with Regional and Operational Leadership to align HR initiatives with business goals and growth plans. Support workforce planning efforts to ensure the right talent is in place to meet operational demands. Provide practical, solutions-oriented guidance to leaders navigating employee matters. Support change management initiatives across growing and evolving business units. Employee Relations & Performance Support Serve as a trusted resource for employees and leaders on workplace concerns. Counsel managers on performance coaching, corrective action, documentation, and conflict resolution. Conduct employee relations investigations as needed and recommend appropriate outcomes. Promote a culture grounded in accountability, fairness, respect, and safety. Talent, Development & Retention Support recruitment and onboarding efforts to ensure a strong and compliant new hire experience. Partner with leadership to identify development opportunities and succession planning needs. Assist in driving retention strategies, particularly within field operations. Coordinate HR-related training and development initiatives. Compliance & Risk Management Ensure compliance with federal, state, and local employment regulations. Oversee required employment reporting, including E-Verify and new hire reporting. Support unemployment claim responses and documentation. Maintain accurate personnel files and ensure proper record retention. HR Operations & Systems Maintain data integrity within the HRIS and generate reports to support leadership decision-making. Collaborate with compensation and benefits partners to ensure accurate information flow. Assist in policy development, communication, and implementation. Participate in cross-functional HR and operational initiatives as assigned. Required Qualifications: Bachelors degree in Human Resources, Business Administration, or related field. 5+ years of progressive Human Resources experience, preferably supporting operational or multi-site environments. Strong employee relations background Solid working knowledge of federal and state employment laws Experience partnering with frontline supervisors and operational leadership teams preferred. Ability to influence, coach, and build credibility with leaders at all levels. Strong organizational, analytical, and problem-solving skills Excellent communication skills and professional judgment High level of discretion and ability to manage confidential information. Experience with HRIS systems and workforce reporting Proficiency in Microsoft Office, particularly Excel Ability to travel 10%-15% based on operational needs. Preferred Qualifications: SHRM-CP, SHRM-SCP, PHR, or SPHR certification a plus What We Offer Medical, Dental, and Vision Insurance Company paid Life, AD&D, and Long-Term Disability Insurance Plans Employee Assistance, Health Advocate, and Wellness Programs Generous 401(k) Plan with 4% match Company paid Financial Advice Program Paid Vacation based on years of service Moran Environmental Recovery is an Equal Opportunity Employer.

General Atomics (GA), and its affiliated companies, is one of the worlds leading resources for high-technology systems development ranging from the nuclear fuel cycle to remotely piloted aircraft, airborne sensors, and advanced electric, electronic, wireless and laser technologies. Do you want to be a key part of a team that is on the cutting edge of developing and operating many of the worlds highest technology system programs ranging from the nuclear fuel cycle to remotely piloted aircraft, airborne sensors, and advanced electric, electronic, and wireless and laser technologies? The HR Business Partner is integral to the success of these General Atomics business groups that are changing the worlds technology landscape. In this critical role you will be responsible for organizational and employee development at various levels. Youll also consult with employees and managers to leverage best practices in human resource management. In addition, you will have the opportunity to address the root causes of human resource challenges by resolving organizational and employee relations issues with a systematic approach. You will also participate in first-of- a-kind business support programs and initiatives to help improve efficiency and morale across the enterprise. Further, you will assist senior managers at all levels to develop sound solutions to business problems by pioneering smart organizational design and introducing fresh cultural and process-oriented perspectives. Finally, you will also play a critical role at General Atomics by helping to administer talent management and succession planning activities within the client organizations you support. The key skills and abilities that you should bring to the table include coaching, influencing, facilitating, presenting, communicating, developing processes and analyzing and solving problems. DUTIES AND RESPONSIBLITIES: Building credibility by joining with business leaders to identify employee behaviors and performance indicators that accomplish desired results. Adding your experience in the proactive uses of human resource principles to drive career development, engagement, and retention efforts. Facilitate talent development sessions based on people topics including, but not limited to, Performance Management and the Performance Review Process. Developing training on HR topics for client groups and supports Leadership Development programs. Having a solid knowledge of Federal and State (CA) employment laws and the ability to educate business leaders and employees on these laws and apply them in handling employee issues and utilizing your knowledge of employment law, company policies, and best practices to resolve employee issues. Have the ability to build earn trust with leaders to diagnose root causes of performance concerns and the ability to help conduct performance management conversations and advise on progressive documentation processes. Partnering with talent acquisition and business leaders to interview and select candidates for key jobs and conduct salary analyses to determine candidate offers and ensure organizational equity. Leading the annual merit, bonus and out of cycle compensation programs for your assigned client groups and ensure a fair and consistent application as well as company equity. Helping make the organization better by utilizing exit interview data and other tools and data to identify trends and make recommendations to reduce turnover and improve employee engagement. Utilize Excel (pivot tables, vlookup, charts etc.) to analyze and sort data to present actionable information for both HR and client business groups. We recognize and appreciate the value and contributions of individuals with diverse backgrounds and experiences and welcome all qualified individuals to apply. Job Qualifications Typically requires a Bachelors degree in Business Administration with an emphasis in Human Resources, Organizational Development or a related discipline and six or more years of progressive professional experience in a Human Resources department. May substitute a certificate in human resources from a recognized organization and/or equivalent experience in lieu of education. The ability to identify issues and develop solutions to a variety of problems of diverse scope and complexity; Excellent analytical, verbal and written communication skills to accurately document, report, and present findings to a variety of audiences including senior management and senior external parties: Excellent interpersonal skills to influence and guide all levels of employees, including senior managers and senior external parties; The ability to maintain the confidentiality of sensitive information; The ability to initiate, plan, and manage projects; Excellent computer skills. Ability to work independently or in a team environment is essential as is the ability to work extended hours and travel as required.

Come join an exciting and innovative company that puts the care back in healthcare!Why do Administrative Assistants want to work here? The reason people love working for KabaFusion is because of the impact we have on our patients. Here, it doesnt matter what your role is, you will be part of a team that works collaboratively to change lives. You will go home knowing youve made a difference and improved someones life.About us: What started as a single pharmacy in 2010 has grown into KabaFusion becoming the largest privately held home infusion company in the country. We have a national network of pharmacies and nursing offices strategically placed to service 40+ states. Couple that with over 30 years of combined experience and its no wonder why KabaFusion is the industry leader in home infusion.About the role: As an Administrative Assistant with KabaFusion, your role is much bigger than just answering the phone. You will interact with our employees and department leaders along with frequent interaction with our C-Suite and will be the face of the company to everyone who walks through the door. Essential Duties & Responsibilities:Assist department managers with special projects and administrative tasks Maintain inventory of office supplies and ensure office equipment is operational Arrange meetings, conferences, and travel arrangements for executives What you bring as an Administrative Assistant: High school diploma or equivalent A positive attitude and a smile Previous experience working in a professional office setting Compensation:Our Benefits:Benefits start on your 1st day of employment 401k w 4% match no waiting or vesting period PTO / Floating Holidays / Paid Holidays Company paid life insurance and short-term disability Employee Assistance programs to help with mental health / wellness Learning & Development Programs Perks includes discounts on travel, cell phone, clothing and more Generous employee referral program To learn more about KabaFusion, please visit our careers page: If, as an Administrative Assistant, you are looking for a career, not just a job, then come grow with us!

Join the GDI Team! One provider. One solution. All your facility maintenance services. GDI provides unequalled capability and expertise in the facility services sector across Canada and the United States. Our broad knowledge and competencies in integrated facility services will contribute to the success of our business partners. With nearly a century of experience, our excellent service delivery distinguishes us from other facility services providers. Our team of over 30,000 individuals offer innovative cleaning techniques, best-in-class capabilities, and unrivaled experience. Summary: Accurate and timely data entry of all employee data into our HRIS/Payroll system. Uphold HR and Payroll controls and ensure compliance with all Federal, State and Local laws. Essential Duties: Enter data for all employee hires and terminations. Process changes to employee profiles. Ensure employee profiles are complete and accurate. Enforce policies in procedures to support HR and Payroll controls. Review submitted data and files for deficiencies or errors. Research and obtain further information for incomplete documents. Follow-up to ensure all issues are resolved. Scan documents and print files, when needed. Maintain confidentiality always. Comply with data integrity and security policies. Ensure deadlines and timelines are adhered to always and any delays are effectively communicated. Provide HR Clerical support Ensure all Form I-9s are accurate, complete, filed properly. Purge electronic Form I-9s following documented processes and controls. Conduct I-9 Audits as necessary. Assist with Payroll Audits as directed. Qualifications: One (1) year customer service and HR experience preferred. Working knowledge of UKG HRIS systems. High School Diploma, GED and/or equivalent work experience Must be able to effectively work in a team environment. Proven data entry work experience, as a Data entry operator or Office clerk. Microsoft Office Experience. Problem-solving skills, ability to manage multiple projects with competing deadlines #BU99

Marietta, GA 30008 Pay Rate: $28.00 - $30.00 Hourly Department: Administration Division: Mental Health Job Status: Full-Time Work Shift: 8:00 AM - 4:30 PM Days Worked: Mon., Hour Per Week: 40 Status: 2nd Round Interviews Position Type: Full-Time Position Description Are you an organized multitasker who thrives on keeping things running smoothly? We're looking for an Office Coordinator to help create efficiency, support leadership, and ensure our operations flow seamlessly. In this role, you'll coordinate daily administrative activities, assist with HR and compliance processes, and help maintain a well-functioning, professional workplace environment. What You'll Do Coordinate daily office operations, including supply management, scheduling, and communications. Draft and review memorandums, reports, and correspondence for leadership. Support HR functions such as credentialing, recordkeeping, and benefits inquiries. Maintain and audit employee files to ensure compliance with contract and regulatory requirements. Help plan and facilitate meetings, team celebrations, and recognition events. Oversee use of shared office areas and ensure smooth coordination of activities. Track inventory, manage purchasing, and maintain organized records of office resources. Support data collection systems, reporting, and administrative tasks as needed. What We're Looking For Education & Training High School Diploma or equivalent (required) Experience 1+ year of administrative or office management experience (required) Proficiency in Microsoft Office Suite (required) Why Join Us As an Office Coordinator, you'll be the backbone of our daily operationskeeping things organized, supporting leadership initiatives, and ensuring compliance across departments. You'll gain exposure to HR, credentialing, and administrative processes while contributing to a positive, efficient workplace culture. We value proactive thinkers who bring structure, energy, and teamwork to every task. Perks and Benefits In addition to comprehensive benefits including medical, dental, vision, paid time off, and 401k, we foster a work, life balance for team members and their family to support physical, mental, and financial wellbeing, including: DailyPay Tuition Assistance Employee Assistance Program (EAP) including free counseling and health coaching Company paid life insurance Tax free Health Spending Accounts (HSA) Wellness program featuring fitness memberships and product discounts Pet insurance Discount and reward programs for Theme Parks & Attractions, Hotels, Rental Cars, Water Parks, Virtual Events & Shows, Movie Tickets, Gift Cards, and more. \*If there is one unifying characteristic of everyone at Recovery Solutions, it is the deep desire to make a difference by helping society's most vulnerable and often overlooked individuals. For those of you whose calling it is to serve others, this is your moment. Your chance to join our family and be a part of our mission to care for those desperately in need, and to do your part to heal the world, one patient at a time. We are an Affirmative Action Employer in accordance with applicable state and local laws.

Who We Are: At Neurocrine Biosciences, we pride ourselves on having a strong, inclusive, and positive culture based on our shared purpose and values. We know what it takes to be great, and we are as passionate about our people as we are about our purpose - to relieve suffering for people with great needs. What We Do: Neurocrine Biosciences is a leading neuroscience-focused, biopharmaceutical company with a simple purpose: to relieve suffering for people with great needs. We are dedicated to discovering and developing life-changing treatments for patients with under-addressed neurological, neuroendocrine and neuropsychiatric disorders. The company's diverse portfolio includes FDA-approved treatments for tardive dyskinesia, chorea associated with Huntington's disease, classic congenital adrenal hyperplasia, endometriosis\* and uterine fibroids,\* as well as a robust pipeline including multiple compounds in mid- to late-phase clinical development across our core therapeutic areas. For three decades, we have applied our unique insight into neuroscience and the interconnections between brain and body systems to treat complex conditions. We relentlessly pursue medicines to ease the burden of debilitating diseases and disorders because you deserve brave science. For more information, visit neurocrine.com, and follow the company on LinkedIn, X and Facebook. ( \*in collaboration with AbbVie ) About the Role: Neurocrine Biosciences is experiencing significant growth, and we are seeking a strategic HR Business Partner Manager to support our expanding Commercial organization across the United States. This role partners closely with Field Sales and Marketing leaders to drive performance, talent strategy, organizational effectiveness, leadership capability, and a high-performance culture in a fast-paced, growth-oriented environment. This is a highly visible role requiring strong business acumen, leadership presence, and the ability to operate independently while influencing leaders across a geographically dispersed workforce. \_ Your Contributions (include, but are not limited to): Strategic Commercial Partnership Serve as a trusted advisor to Commercial leaders within assigned client groups Translate revenue goals, market expansion plans, and product strategies into aligned people strategies Use business data, field insights, and performance trends to proactively diagnose organizational and performance needs Workforce Planning & Organizational Effectiveness Support workforce planning aligned to growth projections and evolving market demands Partner on role clarity, and organizational design to optimize employee and team effectiveness Guide leaders through realignments, scaling efforts, and change initiatives with structured change management Talent Strategy & Pipeline Development Drive talent reviews and succession planning to strengthen leadership bench strength Partner with Talent Acquisition to support rapid hiring while maintaining quality and cultural alignment Implement strategies to accelerate ramp time, improve retention, and build long-term capability Performance & Leadership Development Coach leaders on accountability, engagement, and performance management in a distributed sales environment Navigate complex employee relations matters with sound judgment and risk awareness Strengthen leadership capability in feedback, inclusion, and change leadership Compensation & Motivation Partnership Partner with Commercial Operations and Compensation teams to help leaders effectively leverage compensation programs and incentive structures Reinforce alignment between performance outcomes and reward practices to support motivation and retention Growth & Cross-Functional Collaboration Lead people-related aspects of rapid growth while maintaining culture and engagement Partner with HR Centers of Excellence to deliver scalable, business-aligned solutions Represent Commercial priorities in enterprise HR initiatives Requirements: 6+ years of progressive HR experience (or 4+ with advanced degree), including experience supporting Commercial, Field Sales, or Marketing organizations Experience supporting geographically dispersed teams Strong business acumen and understanding of performance-driven environments Life Sciences or pharmaceutical industry experience strongly preferred Demonstrated experience in workforce planning, talent management, organizational effectiveness, and change leadership Ability to influence senior leaders and navigate ambiguity Knowledge of employment law and compliance practices Proven ability to balance strategic thinking with hands-on execution Regional travel required up to 15% Neurocrine Biosciences is an EEO/Disability/Vets employer. We are committed to building a workplace of belonging, respect, and empowerment, and we recognize there are a variety of ways to meet our requirements. We are looking for the best candidate for the job and encourage you to apply even if your experience or qualifications dont line up to exactly what we have outlined in the job description. \_ The annual base salary we reasonably expect to pay is $119,700.00-$164,000.00. Individual pay decisions depend on various factors, such as primary work location, complexity and responsibility of role, job duties/requirements, and relevant experience and skills. In addition, this position offers an annual bonus with a target of 30% of the earned base salary and eligibility to participate in our equity based long term incentive program. Benefits offered include a retirement savings plan (with company match), paid vacation, holiday and personal days, paid caregiver/parental and medical leave, and health benefits to include medical, prescription drug, dental and vision coverage in accordance with the terms and conditions of the applicable plans.

SUMMARY Responsible for coordination of estimates to assure timely and accurate completion. Responsible for the preparation of indirect and direct cost estimates. Responsibilities include pre-construction services, budgeting, and conceptual estimates, including a collaborating relationship with the Sr. Preconstruction Manager. Occasionally analyzes blueprints, specifications, proposals, and other documentation to prepare time, cost, and labor estimates for products, projects, or services. ESSENTIAL DUTIES AND RESPONSIBILITIES include the following. Other duties may be assigned. Obtains and distributes bid documents. Holds strategy meetings. Conducts estimating/progress meetings. Acts as team leader for each job assignment. Reviews bid documents. Attends or holds pre-bid meetings. Assists trade partners in prequalification approval process. Reviews and updates trade specific scope of work with standard requirements. Obtains labor rates, taxes, and insurance requirements. Identifies owners and A/E contracts for questions on bid documents. Makes site visits. Prepares detailed preparation of all job estimates. Continually updates unit cost and programs for MC2 program. Monitors and promotes the use of automated estimating. Assists project managers with the analysis of major subcontractors and purchase orders during the transition from Estimating to Project Management. Reviews and approves new subcontractors and vendors for the bid list. Assists with development and maintenance of minority subcontractors and vendors bid list. Coordinates Bid Deposit/Trail run to bid deposit. Reviews estimates with VP of Construction, Sr. Pre-Construction Manager or Director of Operation 24 hours before bid dates. Responsible for establishing and meeting aggressive safety goals for all areas under his/her supervision and ensuring that others do the same. SUPERVISORY RESPONSIBILITIES Supervises assigned employees in the Estimating Department. Carries out supervisory responsibilities in accordance with the organization's policies and applicable laws. Responsibilities include interviewing, hiring, and training employees; planning, assigning, and directing work, and appraising performance. QUALIFICATIONS To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. EDUCATION and/or EXPERIENCE Bachelor of Science degree from a four-year college or university; six to ten years extensive take-off and pricing experience; or one to two years related experience and/or training; or equivalent combination of education and experience. LANGUAGE SKILLS Ability to read and interpret documents such as safety rules, operating and maintenance instructions, and procedure manuals. Ability to write routine reports and correspondence. Ability to speak effectively before groups of customers or employees of organization. MATHEMATICAL SKILLS Ability to work with mathematical concepts such as probability and statistical inference, and fundamentals of plane and solid geometry and trigonometry. Ability to apply concepts such as fractions, percentages, ratios, and proportions to practical situations. REASONING ABILITY Ability to apply principles of logical or scientific thinking to a wide range of intellectual and practical problems. Ability to deal with nonverbal symbolism (formulas, scientific equations, graphs, etc.,) in its most difficult phases. Ability to deal with a variety of abstract and concrete variables. OTHER QUALIFICATIONS Work in various offices, tour construction sites and work with computer digitizer and other equipment. Must be able to perform under pressure and evaluate situation and make accurate decision immediately. PHYSICAL DEMANDS The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. While performing the duties of this job, the employee is frequently required to sit; use hands to finger, handle, or feel objects, tools, or controls; reach with hands and arms; and talk or hear. The employee is occasionally required to stand; walk; climb or balance; stoop, kneel, crouch, or crawl; and taste or smell. The employee must regularly lift and/or move up to 10 pounds, frequently lift and/or move up to 25 pounds, and occasionally lift and/or move up to 50 pounds. Specific vision abilities required by this job include close vision, distance vision, color vision, peripheral vision, depth perception, and the ability to adjust focus. WORK ENVIRONMENT The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. While performing the duties of this job, the employee occasionally works near moving mechanical parts; in high, precarious places; and in outside weather conditions and is occasionally exposed to wet and/or humid conditions, fumes, or airborne particles, toxic or caustic chemicals, extreme cold, extreme heat, risk of electrical shock, and vibration. The noise level in the work environment is usually moderate.

General Atomics (GA), and its affiliated companies, is one of the worlds leading resources for high-technology systems development ranging from the nuclear fuel cycle to remotely piloted aircraft, airborne sensors, and advanced electric, electronic, wireless and laser technologies. Do you want to be a key part of a team that is on the cutting edge of developing and operating many of the worlds highest technology system programs ranging from the nuclear fuel cycle to remotely piloted aircraft, airborne sensors, and advanced electric, electronic, and wireless and laser technologies? The HR Business Partner is integral to the success of these General Atomics business groups that are changing the worlds technology landscape. In this critical role you will be responsible for organizational and employee development at various levels. Youll also consult with employees and managers to leverage best practices in human resource management. In addition, you will have the opportunity to address the root causes of human resource challenges by resolving organizational and employee relations issues with a systematic approach. You will participate in first-of-its-kind business support programs and initiatives to help improve efficiency and morale across the enterprise. Further, you will assist senior managers at all levels to develop sound solutions to business problems by pioneering smart organizational design and introducing fresh cultural and process-oriented perspectives. Finally, you will also play a critical role at General Atomics by helping to administer talent management and succession planning activities within the client organizations you support. The key skills and abilities that you should bring to the table include coaching, influencing, facilitating, presenting, communicating, developing processes, and analyzing and solving problems. DUTIES AND RESPONSIBLITIES: Building credibility by joining with business leaders to identify employee behaviors and performance indicators that accomplish desired results. Adding your experience in the proactive uses of human resource principles to drive career development, engagement, and retention efforts. Facilitate talent development sessions based on people topics including, but not limited to, Performance Management and the Performance Review Process. Developing training on HR topics for client groups and supports Leadership Development programs. Having a solid knowledge of Federal and State (CA) employment laws and the ability to educate business leaders and employees on these laws and apply them in handling employee issues and utilizing your knowledge of employment law, company policies, and best practices to resolve employee issues. Build trust with leaders to diagnose root causes of performance concerns and the ability to help conduct performance management conversations and advise on progressive documentation processes. Partnering with talent acquisition and business leaders to interview and select candidates for key jobs and conduct salary analyses to determine candidate offers and ensure organizational equity. Leading the annual merit, bonus, and out of cycle compensation programs for your assigned client groups and ensure a fair and consistent application as well as company equity. Helping make the organization better by utilizing exit interview data and other tools and data to identify trends and make recommendations to reduce turnover and improve employee engagement. Utilize Excel (pivot tables, vlookup, charts etc.) to analyze and sort data to present actionable information for both HR and client business groups. Collaborating effectively with international teams or addressing HR challenges in a global context is highly desirable. We recognize and appreciate the value and contributions of individuals with diverse backgrounds and experiences and welcome all qualified individuals to apply. Job Qualifications Typically requires a Bachelors degree in Business Administration with an emphasis in Human Resources, Organizational Development, Training or a related discipline and ten or more years of progressive professional experience in a corporate Human Resources department. May substitute a certificate in human resources from a recognized organization and equivalent experience in lieu of education. The ability to identify issues and develop solutions to a variety of problems of diverse scope and complexity. Excellent analytical, verbal, and written communication skills to accurately document, report, and present findings to a variety of audiences including senior management and senior external parties: Excellent interpersonal skills to influence and guide all levels of employees, including senior managers and senior external parties; The ability to maintain the confidentiality of sensitive information; The ability to initiate, plan, and manage projects; Excellent computer skills. Ability to work independently or in a team environment is essential as is the ability to work extended hours and travel as required.

Responsive recruiter Benefits: Bonus based on performance Opportunity for advancement Paid time off Training & development ComForCare Home Care South Fairfax is a franchise of a premier non-medical home care agency supporting clients in Fairfax County. We take time to understand the needs of our clients and work diligently to keep them safe at home. With ComForCare, clients can live independently and continue to do the things they love. As the HR/Office Coordinator you will manage all HR responsibilities and provide administrative support to the Owner and the team. You will be responsible for maintaining a positive working relationship with all caregivers and clients and work independently in a fast-paced environment while multi-tasking to assist with various Agency functions and providing general administrative support. This role is best suited to someone who communicates clearly, follows established processes, and takes responsibility for keeping the office running smoothly. Youll be working onsite in our Falls Church office. Experience in Human Resources is essential. Responsibilities include: Assist with staffing management, recruitment, interviewing, and on-boarding Facilitate New Hire Orientation Facilitate New Client Intake Plan and organize employee and client appreciation/recognition events Accurately maintain the HR and client records Complete caregiver annual evaluations Assign and document caregiver trainings Plan and organize employee and client appreciation/recognition events Perform tasks as needed Performs on-call coordinator duties on a rotating basis Other duties as assigned Required Skills and Education: Excellent interpersonal skills and emotional intelligence Strong verbal and written communication skills. Detail-oriented with strong organizational and time management skills Strong computer skills, including Microsoft Office, Google Suite, and social media 3+ year(s) of prior work experience providing administrative support (preferred) 1+ year(s) Human Resources experience (preferred) Caregiving experience (preferred) Availability to rotate after hours and weekend phone coverage High school diploma/equivalent (required) Associates or Bachelors Degree preferred Compensation & Benefits Salary: $40,000$45,000, based on experience Paid time off Paid orientation and training Opportunities for growth Supportive team environment Ability to increase salary through bonus structure By selecting the positions below, you acknowledge that you are applying for employment with an independently owned and operated ComForCare franchisee, a separate company and employer from ComForCare and any of its affiliates or subsidiaries. You understand that each independent franchisee is solely responsible for all decisions relating to employment including (and without limitation to) hiring and termination, and ComForCare does not accept, review or store my application. Any questions about your application or the hiring process must be directed to the locally owned and operated ComForCare franchisee. Equal Opportunity Employer: Disability/Veteran. Job Type: Full-time Monday to Friday 9am to 5pm Work Location: Falls Church, VA Compensation: $40,000.00 - $45,000.00 per year Live your best life possible while helping others live theirs. Our Caregivers are the heart and soul of what we do. For that reason, we put our CaregiversFirst each and every day. At ComForCare, it is our CaregiverFirst promise, that our caregivers will be: Treated with respect and dignity. Provided exceptional training on a regular and ongoing basis. Are never alone in the field - support is always available. Thoughtfully matched with clients that they are compatible with. Join our team and be a part of a certified Great Place To Work! Thousands of ComForCare employees were surveyed and the response was overwhelmingly positive, with 90% agreeing that ComForCare is in fact a Great Place To Work. By selecting the positions below, you acknowledge that you are applying for employment with an independently owned and operated ComForCare franchisee, a separate company and employer from ComForCare and any of its affiliates or subsidiaries. You understand that each independent franchisee is solely responsible for all decisions relating to employment including (and without limitation to) hiring and termination, and ComForCare does not accept, review or store my application. Any questions about your application or the hiring process must be directed to the locally owned and operated ComForCare franchisee. Equal Opportunity Employer: Disability/Veteran.

Boston Government Services, LLC. (BGS) is seeking a Human Resources Business Partner (HRBP) to join our team in our Oak Ridge office. BGS is an engineering, technology, and security firm helping to advance missions of national importance for government programs, national laboratories, national security facilities, nuclear operations, and complex projects. We support clients at every stage, from strategic planning and program management to the execution of engineering and technical activities. We work to attract and retain the best talent because the best talent delivers the best results for our clients. Our capabilities are based on our experience in complex, secure, and highly regulated environments. We leverage our experience and capabilities to provide mission-driven solutions tuned to our client's mission needs and strategic direction. We are passionate about our culture! At BGS, we hire people who will bring their whole self to work each day because we value operating with openness and inclusivity, welcoming and respecting all. BGS cares for each employees’ well-being by offering a comprehensive benefit package and providing a culture of exciting work, excellence, and fun. If you align with BGS’ company values and culture, we would love for you to explore opportunities to join our growing team by checking out the job description below! The Human Resources Business Partner is responsible for aligning business objectives with employees and management in designated business units. The HRBP will develop and foster partnerships across the HR function to deliver value-added service to management and employees that reflects the business objectives of the organization. The HRBP maintains an effective level of business literacy about the business unit's financial position, its midrange plans, its culture, and its competition. This is a hands-on position that requires some administrative work and while there are no direct supervisory responsibilities, the HRBP does serve as a coach and mentor for other team members within the department. What You Will Do: Provides day-to-day performance management guidance to line management (e.g., coaching, counseling, career development, disciplinary actions, investigations). Participates in strategic planning activities and partners with Business Development and the Management Team to determine viable business options to pursue. Helps administer and analyze the following Company Compensation Program, Job Descriptions, Annual Salary Surveys, and the annual Performance Evaluation Program. Helps with Benefits administration. Work with brokers to ensure claim resolution, change reporting, approve invoices, Consolidated Omnibus Budget Reconciliation Act (COBRA) administration, annual plan re-evaluation, evaluation of systems used, and manage the Open Enrollment process. Administer the company's 401k plan according to plan document and enrollment cycle. Support employees with leave requests such as Family and Medical Leave Act (FMLA), Short-Term Disability (STD), and Americans with Disabilities Act (ADA). Assist with coordination of disciplinary discussions, terminations, and investigations. Review employee payroll for accuracy and ensure the company is registered for state employment taxes and workers compensation and ensure quarterly/annual filings deadlines are met. Assist with facilitation of the Workplace Substance Abuse Program, including tracking and documentation. Crosstrain and back up for HR Team during absences. Assign compliance training as needed. Facilitate new employee orientation as needed. Other duties as assigned. You Have: Bachelor's degree in Human Resources, Business Administration or a related field required. A minimum of five (5) years of experience in Human Resources. Ideally, You Will Bring: Ten (10) years of progressive and broad experience in Human Resources. Superb conflict resolution skills. Strong attention to detail. Ability to display integrity, professionalism, and confidentiality always. Strong working knowledge of multiple human resource disciplines, including compensation practices, organizational diagnosis, employee relations, diversity, performance management, and federal and state respective employment laws. Proficient with Microsoft Office Suite and Human Resources Information System. Proven ability to support HR effort during a time of strong growth for the company. Demonstrated effectiveness in written and verbal communication. Experience with creating a culture of engagement, collaboration, and teamwork. Capable of compiling and analyzing employment data to guide strategic planning as well as to use relevant information in proposals for new business. Additional Eligibility Qualifications: Society for Human Resource Management Certified Professional (SHRM-CP), or Professional in Human Resources (PHR) is desired however not required if knowledge has been acquired through experience. Federal contractor (GovCon) experience highly desired. Other Duties: Please note this job description is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities that are required of the employee for this job. Duties, responsibilities, and activities may change at any time with or without notice. Location/Work Arrangement: Minimal travel may be needed, primarily local during the business day. This position can be a hybrid work arrangement and will require days working in our Oak Ridge office as well as the option to work remotely other days. Benefits: BGS offers a competitive total compensation package to eligible employees. Benefits include Health, Dental, Vision, Life Insurance, Paid Vacation, 401K, Long and Short-Term Disability. EEO: BGS is an Equal Opportunity/Affirmative Action employer. All qualified applicants are encouraged to apply and will receive consideration for employment without regard to race, color, religion, sex, national origin, disability, or protected veteran status. Exclusive Agreement Disclaimer: BGS has standing contracts with federal agencies throughout the United States. We require an affirmative exclusive agreement to represent all candidates to our clients. By submitting this application, you are consenting to allow BGS to represent you as a candidate for the role in which you are applying.

Boston Government Services, LLC. (BGS) is seeking a Human Resources Business Partner (HRBP) to join our team in our Oak Ridge office. BGS is an engineering, technology, and security firm helping to advance missions of national importance for government programs, national laboratories, national security facilities, nuclear operations, and complex projects. We support clients at every stage, from strategic planning and program management to the execution of engineering and technical activities. At BGS, we hire people who will bring their whole self to work each day because we value operating with openness and inclusivity, welcoming and respecting all. The Human Resources Business Partner is responsible for aligning business objectives with employees and management in designated business units. The HRBP will develop and foster partnerships across the HR function to deliver value-added service to management and employees that reflects the business objectives of the organization. The HRBP maintains an effective level of business literacy about the business unit's financial position, its midrange plans, its culture, and its competition. This is a hands-on position that requires some administrative work and while there are no direct supervisory responsibilities, the HRBP does serve as a coach and mentor for other team members within the department. What You Will Do: Provides day-to-day performance management guidance to line management (e.g., coaching, counseling, career development, disciplinary actions, investigations). Participates in strategic planning activities and partners with Business Development and the Management Team to determine viable business options to pursue. Helps administer and analyze the following Company Compensation Program, Job Descriptions, Annual Salary Surveys, and the annual Performance Evaluation Program. Helps with Benefits administration. Work with brokers to ensure claim resolution, change reporting, approve invoices, Consolidated Omnibus Budget Reconciliation Act (COBRA) administration, annual plan re-evaluation, evaluation of systems used, and manage the Open Enrollment process. Administer the company's 401k plan according to plan document and enrollment cycle. Support employees with leave requests such as Family and Medical Leave Act (FMLA), Short-Term Disability (STD), and Americans with Disabilities Act (ADA). Review employee payroll for accuracy and ensure the company is registered for state employment taxes and workers compensation and ensure quarterly/annual filings deadlines are met. Crosstrain and back up for HR Team during absences. Assign compliance training as needed. You Have: Bachelor's degree in Human Resources, Business Administration or a related field required. A minimum of five (5) years of experience in Human Resources. Ideally, You Will Bring: Ten (10) years of progressive and broad experience in Human Resources. Strong working knowledge of multiple human resource disciplines, including compensation practices, organizational diagnosis, employee relations, diversity, performance management, and federal and state respective employment laws. Proficient with Microsoft Office Suite and Human Resources Information System. Proven ability to support HR effort during a time of strong growth for the company. Capable of compiling and analyzing employment data to guide strategic planning as well as to use relevant information in proposals for new business. Additional Eligibility Qualifications: Society for Human Resource Management Certified Professional (SHRM-CP), or Professional in Human Resources (PHR) is desired however not required if knowledge has been acquired through experience. Federal contractor (GovCon) experience highly desired. Minimal travel may be needed, primarily local during the business day. This position can be a hybrid work arrangement and will require days working in our Oak Ridge office as well as the option to work remotely other days. Benefits include Health, Dental, Vision, Life Insurance, Paid Vacation, 401K, Long and Short-Term Disability. All qualified applicants are encouraged to apply and will receive consideration for employment without regard to race, color, religion, sex, national origin, disability, or protected veteran status. By submitting this application, you are consenting to allow BGS to represent you as a candidate for the role in which you are applying.