Job Type Full-time Description Under the direction of the Prevention and Retention Program Manager (PRPM), the HIV Care Coordinator II (CCII), with a focus on Non-Medical Case Management (NMCM) and Linkage/Retention in care, shall provide linkage and support services to any newly diagnosed HIV positive patient(s) and reengagement of out of care positive patients. The CCII is responsible for providing a trust-based, supportive coordination of care to Ryan White program participants. The CCII is responsible for managing an assigned case load, providing case management assistance to team members from all HIV programs. The CCII coordinates and provides training of staff on HIV testing and documentation. The CCII will collaborate with the outreach team to coordinate education and testing services. Under the PRPM, the CCII will co-facilitate support services and conduct outreach visits/testing events. The CCII will work directly with the PRPM to help create and implement a plan helping Zufall work towards ending the HIV epidemic. The CCII will maintain up to date knowledge regarding HIV, resources, services, PrEP and other initiatives. The CCII will work in collaboration with the RW team to improve overall services. The CCII will maintain accurate records of all patients encounters and submit reports monthly. The CCII will participate in meetings, trainings, staff development and any other duties as Assigned. Essential Functions, Duties and Responsibilities Welcomes and educates new patients on ZHC/grant requirements for care, the process of operation(s) and what to expect from the program Provides assistance to the RW team by meeting patients at appointments to medical, mental health, substance abuse treatment or social service programs to improve attendance if needed, helping to support patients to be independent and on the importance of remaining engaged in care Schedules, coordinates and facilitates program appointments, provides linkage to care and assists with verification of documents. Follows up with outside resources and services for maintaining treatment adherence Helps facilitate ADDP applications, program specific assessments and reassessments and HIPP if applicable Coordinates and provides or facilitates training of staff on HIV testing techniques, paperwork and infection control. Ensures that HIV testing competencies are completed as needed. Provides education and HIV testing to the community within the health centers and at outreach and special activities Provides supervisor with information needed for end of month reporting and/or participates in program evaluation as requested/assigned by the provider Demonstrates appropriate behavioral boundaries including treating persons with respect, abide by the code of conduct expected of Zufall employees, and be respectful of co-workers Maintains a high level of patient confidentiality in accordance with HIPAA and ZHC policies Other duties as assigned by the supervisor Requirements Bachelors degree in psychology/social work, public health or related field required, or a combination of education and experience in lieu of a bachelors degree Must have knowledge of HIV and related services, including case management. If HIV positive, there is no need to divulge status to clients or staff Knowledge of and/or successful completion of trainings in HIV/AIDS testing, education, trauma informed care and stigma A current, valid and unrestricted drivers license for the state of NJ Working knowledge of Windows-based computer, Microsoft Office and Outlook Reliable personal transportation Familiarity with HIV/AIDS, substance use, and mental health issues Ability to work collaboratively as a part of a team in a clinical and non-clinical setting, with excellent interpersonal communication Bilingual (Spanish) preferred Excellent oral and written skills, strong communication skills, problem solving, teamwork and organizational skills Ability to work with multicultural and diverse population is required Must be self-motivated, detail oriented, able to travel locally and work flexible hours. Learn and apply the trauma informed care principles within the scope of the incumbents position Salary Description $23.00-$26.66 per hour

Are you a bilingual administrative professional looking to join a company with a collaborative, supportive, and team-oriented culture? EPI Power is hiring a Bilingual Administrative Assistant to provide support on our job site in Boydton, VA. This person will play a crucial role in keeping the job site organized and running smoothly. This role must be able to work onsite Monday Friday during standard business hours. If you take pride in providing an excellent level of support to an organization, this could be a great fit for you! This role will support a data center project in Cedar Rapids, IA that will last a minimum of 2 years. While the position is not guaranteed beyond the project's end, there is a possibility the project will be extended or for reassignment to another project upon completion. EPI Power, LLC (EPI) is a licensed electrical contractor and subsidiary of The Weitz Company that specializes in data centers. Our mission is to safely deliver industry-leading electrical construction solutions on a fast-track basis. We believe our employees to be our most valuable asset, and we are committed to growing a diverse and inclusive culture that inspires, motivates, and continuously improves. What Youll Do: Provide excellent administrative support to the HR Manager and overall business unit Conduct employee onboarding including assisting with new hire paperwork in both Spanish and English Facilitate the offboarding process including separation details and conducting exit interviews Provide day-to-day support to EPI employees Maintain accurate personnel records and HRIS data Track applicable state and local compliance updates Coordinate pre-employment requirements for employees What Were Looking For: Experience : 3+ years of experience working as an administrative assistant or in a similar role is desired Skills : Bilingual in English and Spanish is required must be fluent Extremely organized and comfortable multi-tasking Ability to work in a busy workplace setting Positive attitude and excellent interpersonal skills High level of professionalism and tact Ability to anticipate needs Excellent written and verbal communication skills Desire to provide quality work in a timely manner Detail oriented High level of confidentiality Technology: Strong experience with Microsoft Office including Word, Excel, PowerPoint, and Outlook Ability to learn specific job-related software upon hire Additional Requirements: Ability to work onsite in the construction job trailer Monday Friday, 40-50 hours per week depending on the needs of the business A desire to partner with Human Resources (HR) to set employees up for success and create an excellent employee experience What We Offer: Competitive Pay Comprehensive Benefits Package with Tax-Advantaged HSA and FSA offerings Employer-Paid Short- and Long-Term Disability Programs Employer-Paid Life Insurance Generous Paid Time Off Provisions 401K Retirement Savings Plan with Company Match Tuition Reimbursement Fully Paid Parental Leave Voluntary Products Including: Critical Illness Insurance and Accident Insurance Corporate Wellness Program with Wellness Time Off and Rewards Visa sponsorship is not available for this position at this time. The Company does not accept unsolicited resumes from search firms or agencies. Any resume submitted to any employee of the Company without a prior written search agreement will be considered unsolicited and the property of the Company. Please, no phone calls or emails. The Weitz Company, LLC (and its U.S.-based subsidiaries and affiliates) recognizes the value of and is committed to hiring and retaining a diverse and inclusive workforce. We are an Equal Opportunity Employer and follow applicable affirmative action guidelines and policies. All qualified applicants will receive consideration for employment (including minorities, females, veterans, and individuals with disabilities, regardless of sexual orientation, gender identity, or other protected categories in accordance with applicable state and federal laws). The Company is a drug and alcohol-free workplace and background checks are required if applicable. Click here to review our Privacy Notice. #LI-MJ1

At Hyatt, we believe our guests select Hyatt because of our caring and attentive associates who are focused on providing efficient service and meaningful experiences. The Bilingual Human Resources Coordinator will assist with greeting all visitors, employees, and applicants while maintaining the day-to-day administrative function of a highly active Human Resources office while performing a variety of functions to support HR operations across our organization. The coordinator will act as a point of contact for employees regarding HR policies, procedures, and benefits, and address employee inquiries and resolve issues as they arise. Responsibilities include, but are not limited to, maintenance of incoming calls, walk in inquiries, special projects, coordination of certain employee relations events, and assisting with general benefit issues. The coordinator position will also handle the upkeep of the office environment including administrative responsibilities such as maintaining employee records and HR databases, while ensuring compliance with labor laws and regulations. This person will support and assist with the welcoming of new hires, maintaining files and providing support for the employment process. Additional responsibilities and projects will be assigned as needed. Benefits include\: Complimentary & Discounted Hyatt Hotel Rooms Flexible Schedules Paid Time Off (PTO) Competitive Pay 401(k) Match Medical, Dental, and Vision Benefits after 30 days Tuition Reimbursement Free Annual VIA Bus Pass/Discounted Parking Free Meals Provided in Employee Cafeteria Opportunities for Career Growth Hyatt associates work in an environment that demands exceptional performance yet reaps great rewards. Whether it's career opportunities, job enrichment or a supportive work environment, if you are ready for this challenge, then we are ready for you. A true desire to satisfy the needs of others in a fast-paced environment. Refined verbal and written communication skills and literacy in both English and Spanish. Strong communication and interpersonal skills are crucial for effectively interacting with employees and management. Must be proficient in general computer knowledge using applications such as Microsoft Office Suite (especially Excel and PowerPoint), and Canva Experience with HRIS computer systems would be beneficial. Familiarity with HR best practices, labor laws, and regulations is essential. Preferred candidates will have a Bachelor's degree in Human Resources, Business Administration, or a related field, along with at least 1 year of relevant entry-level work experience. All qualified candidates will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability or protected veteran status.

Do you want to make a difference in the lives of others? Your skills, experience, and passion are needed on our team. We are looking for a new team member to join us working as a Peer Recovery Support/Engagement Specialist at the new DuPage Crisis Recovery Center on our Mobile Crisis Response Team. We are looking for a team member to join us Saturday, Sunday, Monday and Tuesday from 9:30 pm to 7:30 am or Thursday to Sunday from 9:30 pm to 7:30 am. \* Salary may increase based on experience. ($2.50 per hour Shift differential applies) Located in our new Crisis Recovery Center on the DuPage County Campus in Wheaton, Crisis Services provides 24/7 crisis mental health services to county residents experiencing psychiatric crises or needing support for mental illness symptoms. Our team delivers top-notch care with rapid response times. Click to learn more about the Crisis Recovery Center. This position comes with an outstanding benefits package designed to support your personal and professional well-being. As a DuPage County employee, youll enjoy 12 paid holidays, 12 days of annually, paid sick time, 5 paid personal days and tuition and certification reimbursement to help you continue growing in your career. We also offer 12 weeks of paid parental leave so you can be there for lifes most important moments. The position is pension-eligible through the Illinois Municipal Retirement Fund (IMRF), giving you peace of mind with a guaranteed retirement plan. Plus, you may qualify for the Federal Student Loan Forgiveness Program, making your financial future even brighter. #DuPageCountyHealthDepartment1 What you will do: Supports maintenance of a safe, therapeutic environment for clients seeking assessment, stabilization and observation services through the Crisis Recovery Center. Establish rapport, share experiences, and strengthen engagement with individuals in a mental health or substance use crisis. Assist in de-escalation of clients experiencing a mental health or substance use crisis through engagement with client and coordination with team members providing clinical intervention. Willing to self-disclose personal lived experience in mental health or substance use recovery (or both) for the benefit of supporting the individuals receiving services. Role model positive recovery behaviors with clients in Crisis Programs. Provides skill building and case management to clients with high need. Maintains required training, licensure and/or certification. Completion of required documentation within established timeframes, through use of an Electronic Client Record Participates in team meetings to assess clients progress. Participates in emergency response activities as assigned. Two years of experience in the behavioral health field, including active participation in the recovery process; or an equivalent combination of training and experience. This role requires you to have a valid driver's license, along with your own personal vehicle that is reliable to drive while working in this role. You will also need to have flexibility to attend our on-site paid HR New Hire orientation and two weeks of on-the-job training, during the day shift, prior to starting on your overnight shift. Position requires individual with lived experience and will need to obtain the Certified Recovery Support Specialist (CRSS) credential within one year of hire. The CRSS is a credential for those who provide mental health or co-occurring mental illness and substance use recovery support to others. A person with the CRSS credential uses unique insights gained through personal recovery experience. As it is a requirement of the role, please see the following sites for more information about the CRSS credential, including the application process: href=" style="color: inherit"> href=" style="color: inherit">

Power your Thirst for More at DrinkPAK, where we revolutionize beverage manufacturing, driven by automation and sustainability. Together, through grit and innovation, we break new ground in record time by acquiring the most advanced technology and attracting the brightest talent. Our explosive growth and journey through uncharted territories offers unique career opportunities enabling passionate individuals to reach their full potential. To support our teams, we offer enriching lifestyle accounts, comprehensive benefits, formal development programs, and an energizing environment. Drive your success at DrinkPAK, where we refresh, hydrate and nourish the world and our employees alike. Power your Thirst for More at DrinkPAK, where we revolutionize beverage manufacturing, driven by automation and sustainability. Together, through grit and innovation, we break new ground in record time by acquiring the most advanced technology and attracting the brightest talent. Our explosive growth and journey through uncharted territories offers unique career opportunities enabling passionate individuals to reach their full potential. To support our teams, we offer enriching lifestyle accounts, comprehensive benefits, formal development programs, and an energizing environment. Drive your success at DrinkPAK, where we refresh, hydrate and nourish the world and our employees alike. POSITION DESCRIPTION: The Learning & Development Manager is responsible for leading site-level execution of DrinkPAKs Learning & Development strategy. This role ensures high-quality onboarding, technical training, leadership development, and compliance readiness while maintaining alignment with DrinkPAKs standards. The L&D Manager partners closely with Site Leadership to build workforce capability, support operational excellence, and strengthen DrinkPAKs people pipeline. LOCATION The position is based at DrinkPAKs Fort Worth, TX facility. TYPE : Full-time, Regular. BENEFITS The well-being of our team members and their families is critically important to us. As part of this commitment, we offer: PPO medical, dental, and vision insurance for employees and dependents, 100% paid by the Company Annual discretionary bonus Cell phone stipend 401(k) match program, pet insurance, life insurance, and more RESPONSIBILITIES Lead execution of DrinkPAKs Learning & Development strategy at the site level in alignment with enterprise standards. Directly manage and develop L&D Coordinators, providing coaching, performance feedback, and development planning. Own the site onboarding experience, including scheduling, facilitation, on-the-job training coordination, and continuous improvement. Develop and maintain the site training calendar covering onboarding, technical training, leadership programs, and compliance requirements. Partner closely with Site Leadership (General Manager, Operations, Quality, Maintenance, Safety) to align training priorities with business needs. Ensure consistency with corporate programs (PAK U, LEAD, Apprenticeships, technical taxonomies) while adapting execution to local site needs. Support audits and compliance readiness by ensuring training documentation, records, and certifications are accurate and audit-ready. Track and analyze training metrics, including completion rates, contact hours, and workforce readiness indicators. Identify high-potential employees at the site and support succession planning and internal mobility efforts. Drive continuous improvement by collecting feedback, identifying gaps, and implementing enhancements to training content and delivery. Maintain strong working relationships across all levels of the organization and promote a culture of learning and development. Ensure compliance with all safety regulations, GMPs, and DrinkPAK policies and procedures. Please note this job description is not designed to contain a comprehensive list 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 prior notice. QUALIFICATIONS Bachelors Degree required; Masters Degree preferred, or an equivalent combination of education and experience. At least 2 - 4 years of progressive experience in Learning & Development, Training, or Workforce Development within manufacturing, food & beverage, or industrial environments. Prior people-management experience required. Strong experience supporting onboarding, technical training, and compliance programs. Demonstrated ability to partner with operations and leadership teams in fast-paced manufacturing environments. Experience tracking training metrics and maintaining documentation for audits and compliance. Strong coaching, facilitation, and team-development skills. Excellent verbal and written communication skills with the ability to influence at all levels of the organization. Continuous improvement mindset with experience improving training processes and systems. Bilingual (English/Spanish) preferred. OUR VALUES Our companys culture is guided by our shared values of Speed, Intensity, and Purpose. These values are demonstrated in the following ways based on the role within the organization. Speed : Take the initiative to promptly identify and address potential issues or opportunities. Maintain a sense of urgency in your work, completing tasks efficiently. Intensity : Remain resilient in the face of challenges and setbacks by possessing a positive attitude, persevering through obstacles, and demonstrating adaptability in your approach. Purpose : Take ownership of your responsibilities, and value the input and skillsets of your peers by working together as One PAK. ABOUT DRINKPAK DrinkPAK is the premiere manufacturer of canned beverages in North America. As producers of the largest and fastest-growing alcoholic and non-alcoholic beverages in the world, DrinkPAK provides full-service support for procurement, batching, processing, filling, packaging, warehousing, and distribution. Founded in 2020, DrinkPAK has revolutionized canned beverage manufacturing by offering extreme capacity and format flexibility through cutting-edge technology and a commitment to the best talent in the industry. For more information, visit WORKING CONDITIONS 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. The employee frequently is required to talk and hear, in person, via video conferencing (e.g., Zoom, Microsoft Teams, Google Meet, etc.), and telephonically. The employee frequently is required to reach with hands and arms. Specific vision abilities required by this job include close vision, distance vision, peripheral vision, and the ability to adjust focus. The employee is occasionally required to stand and walk and is frequently required to sit.

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 DESCRIPTION Summary The HR Manager will oversee all aspects of human resources practices and processes in a plant. This role involves managing activities such as employee relations, performance management, talent management, and other HR processes. The HR Manager will also be responsible for ensuring compliance with employment laws and company policies. Relocation assistance is available. Essential Duties and Responsibilities: Leads employee survey and action planning Plans and conducts new employee orientation to foster positive attitude toward company goals Ensures proper records of personnel transactions such as promotions, transfers, performance reviews and terminations. Knowledgeable on company benefits in order to communicate and assist with open enrolment and other related activities Monitors the corrective action process to ensure fairness and consistency is maintained Monitors Absence control program. Develops and ensures employee recognition and positive employee relations activities. Prepares reports and recommend procedures to reduce absenteeism and turnover. Represents organization at personnel related hearings and investigations. Keeps records of hired employee characteristics for governmental purposes Knows Corporate personnel policies and supports the same. Improves plant personnel policies, sometimes designing and formalizing local policies as needed. Directs the development of Employee Engagement activities designed to give team members a favorable image of their company and local management. Coordinates Yearly performance review process and tracks to ensure timeliness of program. Organize and monitor annual training requirements for example: ADIENT Ethics Training, HS&E, etc Coordinates with EHS on issues relate to Workers Compensation, medical and accommodation programs of the plant. Ensures proper investigations related to employee complaints on harassment, discrimination and related are done fairly and completely. Collaborate with the Plant Manager to align development plans to get a better place to work. Develop and monitor HR KPIs such as turnover rate, absenteeism, employee engagement index, etc. Acts as business partner to operations by aligning workforce planning, training, and leadership development with production objectives. Coordinate company-wide events, celebrations, and community activities that strengthen teamwork, morale, and the sense of belonging. Training and developing HR staff Environmental, Health & Safety: Support the protection of the environment, personal safety, prevention of pollution and the continual improvement of the Environmental Management System. Providing leadership to the HR team in preventing accident and ensure compliance with OSHA and EPA/TCEQ standards. This includes: continuously monitor the workplace for hazardous environmental, health, and safety conditions. Ensure environmental, health and safety hazards are corrected, eliminated or guarded as related to the HR team Within scope of responsibilities assessing engineering controls, administrative controls, and PPE on an on-going basis Assisting in the investigation of accidents. Having the authority to: Stop and prevent unsafe actions; stop the use of unsafe equipment and tools, stop work and/or have employees leave a work area Ability to participate in investigation of near misses and other environmental/safety-related incidents that have occurred Ensure that all department related incident reports are completed in a timely and accurate manner Customer Requirements: Must understand and comply with all applicable Customer Specific Requirements (SQAM) Education and Experience: Bachelors degree in Human Resources, Business Administration, or related field (masters preferred). 5+ years of HR management experience. In-depth knowledge of labor law and HR best practices. Excellent communication and interpersonal skills. Strong leadership and organizational skills. Proficiency in HRIS and MS Office Suite. SHRM-CP or PHR certification is a plus. PRIMARY LOCATION Avanzar San Antonio Facility

JOB DESCRIPTION Summary The HR Manager will oversee all aspects of human resources practices and processes in a plant. This role involves managing activities such as employee relations, performance management, talent management, and other HR processes. The HR Manager will also be responsible for ensuring compliance with employment laws and company policies. Relocation assistance is available. Essential Duties and Responsibilities: Leads employee survey and action planning Plans and conducts new employee orientation to foster positive attitude toward company goals Ensures proper records of personnel transactions such as promotions, transfers, performance reviews and terminations. Knowledgeable on company benefits in order to communicate and assist with open enrolment and other related activities Monitors the corrective action process to ensure fairness and consistency is maintained Monitors Absence control program. Develops and ensures employee recognition and positive employee relations activities. Prepares reports and recommend procedures to reduce absenteeism and turnover. Represents organization at personnel related hearings and investigations. Keeps records of hired employee characteristics for governmental purposes Knows Corporate personnel policies and supports the same. Improves plant personnel policies, sometimes designing and formalizing local policies as needed. Directs the development of Employee Engagement activities designed to give team members a favorable image of their company and local management. Coordinates Yearly performance review process and tracks to ensure timeliness of program. Organize and monitor annual training requirements for example: ADIENT Ethics Training, HS&E, etc Coordinates with EHS on issues relate to Workers Compensation, medical and accommodation programs of the plant. Ensures proper investigations related to employee complaints on harassment, discrimination and related are done fairly and completely. Collaborate with the Plant Manager to align development plans to get a better place to work. Develop and monitor HR KPIs such as turnover rate, absenteeism, employee engagement index, etc. Acts as business partner to operations by aligning workforce planning, training, and leadership development with production objectives. Coordinate company-wide events, celebrations, and community activities that strengthen teamwork, morale, and the sense of belonging. Training and developing HR staff Environmental, Health & Safety: Support the protection of the environment, personal safety, prevention of pollution and the continual improvement of the Environmental Management System. Providing leadership to the HR team in preventing accident and ensure compliance with OSHA and EPA/TCEQ standards. This includes: continuously monitor the workplace for hazardous environmental, health, and safety conditions. Ensure environmental, health and safety hazards are corrected, eliminated or guarded as related to the HR team Within scope of responsibilities assessing engineering controls, administrative controls, and PPE on an on-going basis Assisting in the investigation of accidents. Having the authority to: Stop and prevent unsafe actions; stop the use of unsafe equipment and tools, stop work and/or have employees leave a work area Ability to participate in investigation of near misses and other environmental/safety-related incidents that have occurred Ensure that all department related incident reports are completed in a timely and accurate manner Customer Requirements: Must understand and comply with all applicable Customer Specific Requirements (SQAM) Education and Experience: Bachelors degree in Human Resources, Business Administration, or related field (masters preferred). 5+ years of HR management experience. In-depth knowledge of labor law and HR best practices. Excellent communication and interpersonal skills. Strong leadership and organizational skills. Proficiency in HRIS and MS Office Suite. SHRM-CP or PHR certification is a plus. PRIMARY LOCATION Avanzar San Antonio Facility

Job Type Full-time Description Under the direction of the Prevention and Retention Program Manager (PRPM), the HIV Care Coordinator II (CCII), with a focus on Non-Medical Case Management (NMCM) and Linkage/Retention in care, shall provide linkage and support services to any newly diagnosed HIV positive patient(s) and reengagement of out of care positive patients. The CCII is responsible for providing a trust-based, supportive coordination of care to Ryan White program participants. The CCII is responsible for managing an assigned case load, providing case management assistance to team members from all HIV programs. The CCII coordinates and provides training of staff on HIV testing and documentation. The CCII will collaborate with the outreach team to coordinate education and testing services. Under the PRPM, the CCII will co-facilitate support services and conduct outreach visits/testing events. The CCII will work directly with the PRPM to help create and implement a plan helping Zufall work towards ending the HIV epidemic. The CCII will maintain up to date knowledge regarding HIV, resources, services, PrEP and other initiatives. Essential Functions, Duties and Responsibilities Welcomes and educates new patients on ZHC/grant requirements for care, the process of operation(s) and what to expect from the program Provides assistance to the RW team by meeting patients at appointments to medical, mental health, substance abuse treatment or social service programs to improve attendance if needed, helping to support patients to be independent and on the importance of remaining engaged in care Schedules, coordinates and facilitates program appointments, provides linkage to care and assists with verification of documents. Follows up with outside resources and services for maintaining treatment adherence Helps facilitate ADDP applications, program specific assessments and reassessments and HIPP if applicable Coordinates and provides or facilitates training of staff on HIV testing techniques, paperwork and infection control. Ensures that HIV testing competencies are completed as needed. Provides education and HIV testing to the community within the health centers and at outreach and special activities Provides supervisor with information needed for end of month reporting and/or participates in program evaluation as requested/assigned by the provider Demonstrates appropriate behavioral boundaries including treating persons with respect, abide by the code of conduct expected of Zufall employees, and be respectful of co-workers Maintains a high level of patient confidentiality in accordance with HIPAA and ZHC policies Other duties as assigned by the supervisor Requirements Bachelors degree in psychology/social work, public health or related field required, or a combination of education and experience in lieu of a bachelors degree Must have knowledge of HIV and related services, including case management. If HIV positive, there is no need to divulge status to clients or staff Knowledge of and/or successful completion of trainings in HIV/AIDS testing, education, trauma informed care and stigma A current, valid and unrestricted drivers license for the state of NJ Working knowledge of Windows-based computer, Microsoft Office and Outlook Reliable personal transportation Familiarity with HIV/AIDS, substance use, and mental health issues Ability to work collaboratively as a part of a team in a clinical and non-clinical setting, with excellent interpersonal communication Bilingual (Spanish) preferred Excellent oral and written skills, strong communication skills, problem solving, teamwork and organizational skills Ability to work with multicultural and diverse population is required Must be self-motivated, detail oriented, able to travel locally and work flexible hours. Learn and apply the trauma informed care principles within the scope of the incumbents position Salary Description $23.00-$26.66 per hour

Job Title: Training Coordinator II Location: Newton, NC - 100% onsite Duration: 12+ Months Monday – Friday, 8:00 AM-5:00PM Job Description: Top Skills/Requirements: -Training/Onboarding experience - Organizational skills: regular check-ins with workers, tracking headcount, holding others accountable on tasks that need completion. -4 year degree in HR or Related Field -Will consider those with experience, if no degree We are seeking an experienced and dedicated Employee Onboarding and Talent Development Coordinator to join our Manufacturing site. This role will be responsible for managing the onboarding experience for new salaried employees across Engineering, Supply Chain, Operations, and IT functions, creating standardized training plans, maintaining the hiring plan for a manufacturing site experiencing rapid growth, and supporting mentorship/training initiatives for new employees. Additionally, you will play a key role in hiring and interviewing candidates for new roles as needed. This position is central to ensuring the success of our new team members and fostering a productive, collaborative work environment. Key Responsibilities: Onboarding: Own and manage the end-to-end onboarding experience for salaried employees in Engineering, Supply Chain, Operations, and IT. Ensure all new hires have the tools, resources, and support necessary for a seamless transition into their roles. Collaborate with department leaders to design role-specific onboarding plans and ensure alignment with organizational goals. Training Plans: Develop and implement standardized training plans for new employees across all functions, ensuring best practices and consistency. Create and maintain training templates that are adaptable to various roles and departments. Track and monitor training completion, providing ongoing feedback to department leaders and employees to ensure success. Mentorship Programs: Identify and facilitate mentorship opportunities for new employees to foster professional growth and development. Work closely with managers and senior employees to pair new hires with mentors who can guide them through their onboarding journey and beyond. Hiring and Recruitment: Collaborate with hiring managers and recruiters to support the hiring and interviewing process for new roles as needed. Provide insights and recommendations on candidate selection to ensure alignment with organizational values and objectives. Assist with maintaining and tracking the hiring plan for a rapidly growing manufacturing site, ensuring staffing needs are met in a timely manner. Collaboration and Reporting: Serve as the liaison between HR, department leaders, and new employees to ensure alignment and communication throughout onboarding and training processes. Regularly track and report on onboarding, hiring, and training metrics, identifying opportunities for improvement or optimization. Required Qualifications: Bachelor's degree in Human Resources, Business Administration, or a related field preferred. 5+ years of related experience, including onboarding, recruitment, and training program development. Proficiency in Microsoft Office Suite (Word, Excel, PowerPoint, Outlook). Strong communication, organization, and cross-collaboration skills. Proven ability to manage multiple priorities and projects in a fast-paced environment. Experience working with manufacturing sites or in similar industries is a plus. Preferred Skills: Detail-oriented with strong problem-solving abilities. Ability to analyze and interpret data to guide decision-making processes. High level of adaptability and flexibility in responding to evolving business needs. Strong interpersonal skills with the ability to build relationships and foster collaboration across diverse teams. #TB\_PH #ZR

Overview Clovis Healthcare and Rehab seek an experienced Staff Development Coordinator (RN) At Genesis Healthcare, we are dedicated to improving the lives we touch through the delivery of high-quality care and exceptional service. As a leading provider in the long-term care industry, we believe in fostering a collaborative, inclusive and supportive work environment where every team member is valued and empowered to make a difference. Whether you're an experienced professional or just starting your career, we offer opportunities for growth, development, and advancement in a range of roles. Join us in our mission to enhance the well-being of our patients and residents while making a meaningful impact in the communities we serve. Responsibilities The primary function of the Nurse Educator is to orient and educate all nursing personnel in the nursing center and to ensure safe effective nursing care according to the federal, state, and facility guidelines, policies and procedures. \*Report to the Director of Nursing \*Develop education programs in response to staff needs and teach staff current accepted patient care and nursing center practices. \*Supervise and monitor new nursing employees throughout their individualized orientation period. \*Perform annual competency testing and evaluation and clinically appraise nursing staff performance to identify areas for education. \*Provide oversight to Employee Health Program to include administering and tracking of tuberculosis and hepatitis vaccine and tracking of influenza immunizations for all employees. Qualifications \*Must be a graduate of an accredited School of Nursing with current RN license \* Minimum three years full-time or equivalent clinical experience preferred \* Two years of clinical experience in long-term care nursing with one year as an educator preferred \* Excellence in clinical nursing skills required \* Experience in Gerontology preferred \* Training and/or experience in adult learning preferred Benefits \*Variable compensation plans \*Tuition, Travel, and Wireless Service Discounts \*Employee Assistance Program to support mental health \*Employee Foundation to financially assist through unforeseen hardships \*Health, Dental, Vision, Company-paid life insurance, 401K, Paid Time Off \*Free 24/7 virtual health care provided by licensed doctors for all Anthem medically-enrolled employees and their immediate family members \*On-Demand Pay Program that allows for instant access to a portion of the money you’ve already earned We also offer several voluntary insurances such as: \*Pet Insurance \*Term and Whole Life Insurance \*Short-term Disability \*Hospital Indemnity \*Personal Accident \*Critical Illness \*Cancer Coverage Restrictions apply based on collective bargaining agreements, applicable state law and factors such as pay classification, job grade, location, and length of service. Posted Salary Range USD $76,960.00 - USD $92,560.00 /Hr.

Overview: Clovis Healthcare and Rehab seek an experienced Staff Development Coordinator (RN)

At Genesis Healthcare, we are dedicated to improving the lives we touch through the delivery of high-quality care and exceptional service. As a leading provider in the long-term care industry, we believe in fostering a collaborative, inclusive and supportive work environment where every team member is valued and empowered to make a difference. Whether you’re an experienced professional or just starting your career, we offer opportunities for growth, development, and advancement in a range of roles. Join us in our mission to enhance the well-being of our patients and residents while making a meaningful impact in the communities we serve.

The primary function of the Nurse Educator is to orient and educate all nursing personnel in the nursing center and to ensure safe effective nursing care according to the federal, state, and facility guidelines, policies and procedures.

*Report to the Director of Nursing

*Develop education programs in response to staff needs and teach staff current accepted patient care and nursing center practices.

*Supervise and monitor new nursing employees throughout their individualized orientation period.

*Perform annual competency testing and evaluation and clinically appraise nursing staff performance to identify areas for education.

*Provide oversight to Employee Health Program to include administering and tracking of tuberculosis and hepatitis vaccine and tracking of influenza immunizations for all employees. Qualifications: *Must be a graduate of an accredited School of Nursing with current RN license

* Minimum three years full-time or equivalent clinical experience preferred

* Two years of clinical experience in long-term care nursing with one year as an educator preferred

* Excellence in clinical nursing skills required

* Training and/or experience in adult learning preferred

Tuition, Travel, and Wireless Service Discounts

*Employee Assistance Program to support mental health

*Employee Foundation to financially assist through unforeseen hardships

*Health, Dental, Vision, Company-paid life insurance, 401K, Paid Time Off

*Free 24/7 virtual health care provided by licensed doctors for all Anthem medically-enrolled employees and their immediate family members

*Term and Whole Life Insurance

*Short-term Disability

*Hospital Indemnity

*Personal Accident

*

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 will raise the consistency, quality, and effectiveness of our people processes across the organization. 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

Boston Government Services, LLC. (BGS) is seeking a Human Resources Business Partner (HRBP) / Recruiter 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 commercial projects. We support clients at every stage, from strategic planning and program management to the execution of project management, procurement, supply chain management, quality, safety, security, nuclear and systems engineering and technical activities. We strive to attract and retain the best talent because it delivers the best results and “Delivery Certainty” for our clients. Our capabilities are based on our experience in complex, secure, and highly regulated environments. We leverage our expertise and capabilities to provide mission-driven integrated services, systems, and solutions tuned to our clients’ mission needs, challenges, requirements, expected results, and strategic direction. The HRBP/Recruiter plays a dual role in aligning business objectives with talent acquisition strategies and employee support across designated business units. This position is primarily focused on recruiting top talent, enhancing the candidate experience, and partnering with leadership to meet workforce needs. The HRBP/Recruiter will also collaborate across the HR function to deliver value-added services that reflect the organization’s goals and culture. This is a hands-on role with some administrative responsibilities. What You Will Do: Lead full-cycle recruiting for assigned roles, including sourcing, screening, and interviewing. Partner with hiring managers to understand staffing needs and develop effective recruiting strategies. Build and maintain talent pipelines for current and future hiring needs. Facilitate onboarding and orientation for new hires to ensure a smooth transition and positive experience. Provide guidance to managers on performance management, employee relations, and career development. Support job description development to ensure competitive and accurate role alignment. Minimal local travel may be required during business hours. Hybrid work arrangement: in-office presence in Oak Ridge required on designated days, with remote flexibility. You Have: Bachelor’s degree in Human Resources, Business Administration, or related field. Minimum of 2 years of experience in Human Resources or Recruiting. Ideally, You Will Bring: Progressive experience in recruiting and HR. Strong sourcing and candidate engagement skills. Excellent conflict resolution and interpersonal communication abilities. High attention to detail and confidentiality. Working knowledge of HR disciplines, including compensation, employee relations, and employment law. Proficiency in Microsoft Office Suite and HRIS systems. Experience supporting HR during periods of organizational growth. Ability to analyze employment data to guide recruiting strategies and workforce planning. Experience fostering a culture of engagement and collaboration. Other Duties: This job description is not exhaustive and may evolve based on business needs. Additional responsibilities may be assigned as required. 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.

Department Human Resources Job Summary This leader plans, develops and directs the activities of the Human Resources department. In this role, the leader sets the tone and models positive leadership behavior, while ensuring department and division projects and responsibilities are completed successfully in support of organizational goals. This leader is responsible for a variety of Human Resource specialty functions that may include Compensation, HR Information Systems, HR Regulatory and/or Employee Relations. Required Qualifications - Require a master’s degree in human resource management, business or public administration, or related field from an accredited college or university. - Require a minimum of ten (10) years of overall professional Human Resources experience with five (5) years in Human Resources management, of which leading minimum of two (2) specialties (Compensation, HR Information Systems, HR Regulatory, Employee Relations, etc.). Preferred Qualifications - Prefer experience initiating and managing cultural change and transition/change management. - Prefer knowledgeable in all aspects of Human Resources practices and techniques to include performance management, employee and preventative labor relations, HR regulatory and compliance management recruitment and selection, employment administration compensation and benefits, manpower and succession planning and internal consulting. - Prefer strong understanding of the healthcare industry. - Prefer working knowledge of HR information systems and technology. Employment Screening Requirements As part of Sarasota Memorial Health Care Systems commitment to keeping people safe, all individuals providing care to vulnerable populations are required to undergo background screening through The Florida Care Provider Background Screening Clearinghouse.

Job Title: European HR Manager Location: Veszprém, Hungary Reports To: Global Vice President, Human Resources (Sarasota, Florida) Industry: Medical Simulation Employment Type: Full-Time About the Company: We are a global leader in medical simulation solutions, headquartered in Sarasota, Florida, with a mission to improve patient outcomes through innovative training technologies. With locations in the United States, Canada, Germany, Hungary, and a distributed workforce across the AMEA region, our organization is experiencing significant growth and impact worldwide. Position Summary: We are seeking an experienced and resourceful European HR Manager to join our global HR team. This role will provide comprehensive HR leadership and operational support for approximately 80 employees across our European operations, primarily in Germany and Hungary, and play a key role in supporting a decentralized organizational structure. The European HR Manager will ensure consistent application of HR practices, compliance with local labor laws, and alignment with global HR strategies. The ideal candidate will be a hands-on professional with experience managing payroll through ADP and Celergo, and be fluent in running payroll in both Germany and Hungary. Key Responsibilities: Serve as the primary HR contact for employees and managers in Germany, Hungary, and other locations across Europe and AMEA. Manage all aspects of the employee lifecycle, including recruitment, onboarding, employee relations, performance management, and offboarding. Administer and process payroll for Germany and Hungary using ADP and Celergo systems, ensuring accuracy and compliance with local tax and labor regulations. Collaborate closely with the Global VP of HR to implement HR initiatives aligned with global business strategy. Partner with local leadership to support workforce planning, organizational development, and employee engagement efforts. Ensure compliance with local employment laws, regulations, and company policies across all European operations. Maintain accurate employee records and HRIS data. Support global HR projects, such as compensation reviews, talent development programs, and training initiatives. Manage external vendor relationships, such as payroll providers, benefits brokers, and legal advisors as needed. Qualifications: Bachelor's degree in Human Resources, Business Administration, or a related field. HR certification is a plus (e.g., PHRi, SHRM-CP, CIPD). Minimum 5 years of progressive HR experience in an international and decentralized business environment. Proven experience running payroll in Germany and Hungary, with hands-on proficiency in ADP and Celergo. Strong knowledge of European labor laws and HR best practices. Excellent interpersonal, communication, and organizational skills. Ability to work independently and manage multiple priorities in a dynamic environment. Working knowledge of multiple human resource disciplines, including compensation practices, organizational diagnosis, employee and union relations, diversity, performance management, and federal and state respective employment laws. Fluent in English; German and/or Hungarian language proficiency strongly preferred. Experience in a medical or life sciences environment is a plus. Work Environment and Travel: This is a hybrid position based out of our Veszprém, Hungary office. Occasional travel (up to 10%) may be required to support regional or global HR initiatives. Skills & Competencies Leadership: Strong ability to lead through influence, coaching, and mentorship. Communication: Exceptional verbal and written communication skills, with the ability to present to all areas of the organization. Analytical Abilities: Ability to analyze people data, identify trends and use data to drive programs and policies. Adaptability: Comfortable working in a dynamic, fast-changing environment, and able to adapt strategies as needed to respond to the employment environment. Relationship Management: Strong interpersonal skills with the ability to maintain confidentiality and relationships with the entire organization. About the Company Elevate Healthcare was recently added to the Madison Medical portfolio of companies in February of 2024 with the acquisition from CAE corporation. Elevate designs, manufactures, and services healthcare simulation products used to educate nurses, doctors and medical professionals on the proper techniques and procedures to have confidence and competence in the life saving moments that matter. Currently, society is facing a significant shortage of nurses and doctors needed to treat an aging world population. Medical errors represent the third largest cause of death in the United States. Elevate plays a critical part in reducing medical errors and expanding the workforce for healthcare professionals to improve patient outcomes. Elevate serves all of the major nursing and medical programs at hospitals, universities, nursing schools, medical schools, medical associations and medical technology manufacturers worldwide. Madison Industries Holdings LLC is one of the largest and most successful privately held companies in the world. Driven by a mission to make the world safer, healthier, and more productive, the company is uniquely designed to foster, empower, and build exceptional companies and teams that are essential to collective health and well- being. Founded 25 years ago by Larry Gies, Madison Industries has morphed from a "buy, build, sell" model prevalent among venture capital and private equity firms, into partnerships that mutually benefit customers, employees and the business owners who join it. Madison’s goal is to build something truly remarkable that will long outlast all of us. Through Madison’s strategy, the company has grown into an international manufacturing powerhouse. It has built market leaders in the filtration, medical, safety, healthcare simulation, industrial equipment, process improvement, instruments & controls, plastics, energy, and indoor air quality industries with combined enterprise value of nearly $20 billion. Its footprint spans across Europe, Asia and the Americas operating over 300 facilities in 40+ countries, with over 18,000 engaged employees. Madison/Elevate Culture Elevate is on a mission to make the world safer, healthier, and more productive by inspiring positive outcomes in healthcare. We are committed to an entrepreneurial culture built on a foundation of trust and a strong bias for action. The team at Elevate is committed to building something truly remarkable that long outlasts us while coaching others to reach their highest potential. Elevate is part of the Madison Medical platform which has built its reputation by fostering three key attributes: Trust, Bias for Action, Entrepreneurial. Elevate’s Values Trust – Honesty and transparency are essential to the way we do business. We work with and build management teams we believe in and don’t add arrogancy, complacency or bureaucracy to the mix. We also believe in the power of the team and how critical trust is in that relationship. We work as hard for the person on our left and the person on our right as we do for ourselves. Consequently, our teams operate at the highest level of engagement and are inspired by our mission and their leaders. Trust is: Open, honest, and transparent. Ethics and integrity are assumed, and anything less is not tolerated. We meet all our commitments. We are a team, and we can rely on each other. We are what we do, and we do what we say Trust isn’t: An environment in which we have no oversight, approvals or control. Trust is a cultural attribute, not a management method. A set of rules and policies. Trust is earned, not legislated. Bias for Action – Unless you continually work, evolve and innovate, you will learn a quick and painful lesson from someone who has! Consequently, we lean forward and challenge the status quo. And if there is an opportunity for us to make the world safer, healthier or more productive, we move quickly. In fact, we close our acquisitions in less than 30 days, providing minimal disruption to the companies with which we partner. Bias for Action is: Bold and ambitious. We inject speed and velocity into our processes. We are not victims of things which we cannot control. We control outcomes through our own actions. We act with imperfect information; confident in our ability to adjust as necessary. We embrace change and see it as an opportunity to improve. Bias for Action isn’t: Reckless decision making for the sake of speed. Ready, shoot, aim. An excuse for making poor decisions. Entrepreneurial – Madison Industries is an operating company owned by the team that runs it. Madison has over 900 owner leaders in its ecosystem. The company is not publicly traded, so no quarterly earnings reports. It is not private equity, so no artificial 3-5 year timelines, which means you can build your company for the long term. Businesses are run locally by the entrepreneurial teams who have an 'owner's mindset' and are closest to the customer, product and the team best positioned to make decisions. Therefore, we partner and not acquire; consequently, the name stays on the door and the management team remains in place. This incredible ecosystem of companies will remain a part of the Madison family long after we are gone, ensuring that our companies can continue their missions. Entrepreneurial is: We are self-reliant. We are gritty and tenacious. We have passion and perseverance for our long-term goals We are all salespeople at heart – and in our defined roles. 100% of our team members have the responsibility to be salespeople and to focus on customers. We are optimistic and believe we will be successful. We are adaptable and not set in our ways. We learn, grow and find ways to reinvent ourselves as circumstances change. We are ambitious. We want to great things and have great impact on the world. An attitude and approach to thinking that actively seeks out change, rather than waiting to adapt to change. It’s a mindset that embraces critical questioning, innovation, service and continuous improvement. Creativity and unwillingness to accept that there is not a better way. Constantly questioning. Constantly striving for improvement. Healthy paranoia – that leads to continuous innovation, improvement, and the like. Anticipatory and proactive – we constantly strive to be ahead of the curve. Recognition that we live in an "and" world, not an "or" world – our business requires us to balance multiple priorities with ambiguity and risk. We embrace this paradox and create operating constructs that allow us to make good decisions in that reality. Entrepreneurial isn’t: A sense of entitlement. A free pass to do whatever you want because you are acting like an "owner". An operating construct that has no oversight, no central authority and no hierarchy. A product of the kinds of businesses or sizes of companies from which we came. Elevate is an Equal Opportunity Employer and considers qualified applicants for employment without regard to race, color, creed, religion, national origin, sex, sexual orientation, gender identity and expression, age, disability, veteran status, or any other protected factor

The Human Resources Departments mission is to support our customers in accomplishing their missions by attracting and retaining a highly skilled and diversified workforce that is compensated and rewarded for its effort in an equitable, safe and responsible work environment. Our mission is accomplished within existing resources, in an environment of change, with integrity, and in a manner that is consistent with the Citys policies, Code of Ethics, merit system principles, and federal and state laws. We are responsible for recruitment and testing, classification and compensation, training, benefits administration, and workforce relations. The HR Business Partner, Senior serves as a strategic partner and consultant to City departments and leaders by delivering expert human resources guidance, workforce solutions, and people-centric strategies that align with organizational goals. This role combines strategic HR leadership with advanced employee relations, organizational development, workforce planning, and policy interpretation to support the Citys mission, core values, and service excellence. The HR Business Partner, Senior reports to the Human Resources Manager. ESSENTIAL JOB FUNCTIONS, RESPONSIBILITIES, DUTIES : HR Strategy, Leadership & Governance Manages HR programs, policies, procedures, structures, processes, and technology Ensures the overall administration, coordination, and evaluation of human resources plans and programs Executes strategic plans and program initiatives, including talent acquisition and workforce planning Regularly reviews and evaluates the effectiveness of HR programs; modifies to maintain value and relevance Adopts a growth mindset with a focus on continuous improvement Seeks opportunities to create efficiencies and add value based on unique workforce needs Performance Management, Employee Engagement & Development Manages a citywide performance management process Maintains employee satisfaction and retention strategies for performance and career management Develops and maintains employee satisfaction Ensures employees are completing all relevant training Employee Relations, Compliance & Risk Management Works proactively with the City Attorneys Office to mitigate employee relations/EEO risks Stays abreast of changes in laws, regulations, policies, and programs relevant to employee relations and employment practices Manages a high degree of sensitive and confidential employee and management information Manages highly sensitive and confidential employee data and information HR Operations, Service Delivery & Lifecycle Management Supports and guides employees with general HR inquiries and requests Maintains HR Service Level Agreement (SLA) Manages efficient workflow for onboarding and offboarding of City of Richmond employees Manages and owns seamless onboarding and offboarding processes Manages employment verification processes for current and former employees Data Management & Workforce Analytics Manages all employee data in HRIS to ensure accuracy and timeliness of updates Leverages workforce insights and analytics to focus leaders on people management issues and solutions Payroll & Financial Accuracy Ensures the accuracy of employee payroll and personal income tax in accordance with policies and guidelines Note: The above description is intended to represent only the key areas of responsibilities; specific position assignments will vary depending on the business needs of the department. The employee may perform other duties of a similar nature or level as required. REQUIRED KNOWLEDGE, SKILLS AND ABILITIES Knowledge of core human resources disciplines, including Performance Management, Compensation and benefits, Employee relations, and the Employee lifecycle Managing and maintaining a citywide performance management system City of Richmond community values, priorities, and public-service environment Project management skills Data analysis and data management skills Coaching and consulting skills Presentation skills Verbal and written communication skills Leadership skills Problem-solving skills Customer service skills Collaboration and teamwork skills Advanced Microsoft Office tools and virtual collaboration platform Balance conflicting priorities and adapt to changing demands Maintain confidentiality in all aspects of the job Work with a high degree of confidentiality, autonomy, and accountability Function effectively in a collaborative team environment Apply professional judgment in sensitive or complex situations QUALIFICATIONS/SPECIAL CERTIFICATIONS and LICENSES: REQUIRED MINIMUM QUALIFICATIONS: 5+ years of progressive experience in Human Resources or related; Bachelors degree (equivalency not accepted in place of a required degree) Disciplines Preferred: Human Resources; Business; Public Administration Valid Driver's License with satisfactory driving record and a valid Commonwealth of Virginia Driver's License within 30 days of hire REQUIRED CERTIFICATIONS/LICENSES: HRCI HR Certification (PHRA/SPHR) or SHRM HR Certification (SHRM-CP/SHRM-SCP) or PSHRA HR Certification (PSHRA-CP/PSHRA-SCP) or Completion of a HR certification within one year of hire date Reasonable accommodations may be made to enable qualified individuals with disabilities to perform the essential functions of the job. Prospective and current employees are invited to discuss accommodations. ENVIRONMENTAL HAZARDS: Working conditions may include exposure to travel to other locations within the City of Richmond as well as outside of the City of Richmond; exposure to hazardous physical conditions such as mechanical parts, electrical currents, vibrations, etc.; atmospheric conditions such as fumes, odors, dusts, gases, and poor ventilation; inadequate lighting; intense noise; and environmental hazards such as disruptive people, imminent danger, and a threatening environment. PHYSICAL REQUIREMENTS AND WORKING ENVIRONMENT: Due to the nature of work assignments, incumbents must be able to perform detailed work on multiple, concurrent tasks with frequent interruptions and under time constraint. The essential duties of this classification may require the ability to regularly finger, talk, hear, see, and perform repetitive motions; frequently walk; and occasionally stoop, reach, stand, push, pull, lift, grasp, and feel. The working conditions may contain environmental hazards. In terms of the physical strength to perform the essential duties, this classification is considered to be sedentary, exerting up to 10 pounds of force occasionally, and a negligible amount of force frequently or constantly to move objects.

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.

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.