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3,902,668,440 | HR | Sr Human Resource Generalist | SUMMARY
THE SR. HR GENERALIST PROVIDES HR EXPERTISE ACROSS VARIOUS FUNCTIONS INCLUDING EMPLOYEE RELATIONS, TALENT ACQUISITION, PERFORMANCE MANAGEMENT, PAYROLL, COMPENSATION AND BENEFITS. THE SR. HR GENERALIST HAS RESPONSIBILITIES THAT ARE STRATEGIC, ADMINISTRATIVE, AND CONSULTATIVE. THIS ROLE PROVIDES CONSULTATIVE HR BUSINESS PARTNER SUPPORT TO ASSIGNED BUSINESS UNITS ACROSS ALL ASPECTS OF THE EMPLOYEE LIFE CYCLE. THIS ROLE ALSO SUPPORTS HR OPERATIONS WITH WEEKLY PAYROLL PROCESSING. THE SR. HR GENERALIST IS ALSO RESPONSIBLE FOR DEVELOPING AND IMPLEMENTING HR SOLUTIONS THAT ALIGN WITH THE COMPANY'S GOALS, ENSURING A HIGH LEVEL OF EMPLOYEE ENGAGEMENT, AND FOSTERING A POSITIVE AND INCLUSIVE WORKPLACE CULTURE.
KEY RESPONSIBILITIES:
· CONSULT WITH ASSIGNED BUSINESS PARTNERS ON ALL ASPECTS OF HR. · FACILITATE AND COMMUNICATE ORGANIZATIONAL POLICIES AND PROGRAMS TO ASSIGNED BUSINESS PARTNERS AND ENSURE LABOR LAW AND REGULATORY COMPLIANCE.· PARTNER WITH BUSINESS LEADERS IN ASSIGNED AREAS TO UNDERSTAND ORGANIZATIONAL GOALS AND DEVELOP HR STRATEGIES THAT ALIGN WITH BUSINESS OBJECTIVES.· CONTRIBUTE TO THE CREATION AND IMPLEMENTATION OF POLICIES AND PROCEDURES GOVERNING EMPLOYEES.· ASSIST IN DESIGNING AND IMPLEMENTING PERFORMANCE MANAGEMENT FRAMEWORKS AND PROCESSES TO DRIVE EMPLOYEE ENGAGEMENT AND PRODUCTIVITY AND ACHIEVE BUSINESS GOALS.· TRAIN AND PARTNER WITH LEADERS ON SUPERVISORY RESPONSIBILITIES.· CONDUCT INVESTIGATIONS INTO EMPLOYEE COMPLAINTS OR GRIEVANCES, ENSURING FAIR AND CONSISTENT RESOLUTION IN ACCORDANCE WITH COMPANY POLICIES AND LEGAL REQUIREMENTS.· NAVIGATE COMPLEX HR RELATED SITUATIONS AND CONTRIBUTE TO DECISION MAKING.· COLLABORATE WITH HIRING MANAGERS IN ASSIGNED BUSINESS UNITS TO IDENTIFY STAFFING NEEDS AND DEVELOP RECRUITMENT STRATEGIES TO ATTRACT TOP TALENT.· CONDUCT RECRUITMENT, INCLUDING SOURCING, SCREENING AND SELECTION FOR SELECTED ROLES.· CREATE AND REVISE JOB DESCRIPTIONS TO ALIGN WITH ORGANIZATIONAL NEEDS.· PARTNER WITH LEARNING AND DEVELOPMENT TO SUPPORT THE DEVELOPMENT AND IMPLEMENTATION OF EMPLOYEE DEVELOPMENT PROGRAMS AND TRAINING INITIATIVES.· SUPPORT HR OPERATIONS IN THE ADMINISTRATION OF HEALTH, WELFARE, AND 401K PLANS.· IDENTIFY OPPORTUNITIES TO IMPROVE THE EMPLOYEE EXPERIENCE AND DEVELOP AND IMPLEMENT SOLUTIONS.· PROCESS WEEKLY PAYROLL AS NEEDED.· ENSURE COMPLIANCE WITH FEDERAL, STATE, AND LOCAL PAYROLL REGULATIONS AND COMPANY POLICIES.· ASSIST IN THE DEVELOPMENT AND IMPLEMENTATION OF HR POLICIES AND PROCEDURES, ENSURING COMPLIANCE WITH APPLICABLE LAWS AND REGULATIONS.· SEEK OUT LEARNING AND PROFESSIONAL DEVELOPMENT OPPORTUNITIES TO STAY CURRENT WITH HR TRENDS AND ENSURE COMPLIANCE WITH EMPLOYMENT LAWS AND REGULATIONS. · PARTICIPATE IN HR AUDITS AND ASSESSMENTS TO IDENTIFY AREAS FOR IMPROVEMENT AND ENSURE HR PRACTICES ARE CONSISTENT AND EQUITABLE.
QUALIFICATIONS:
· IN-DEPTH KNOWLEDGE OF EMPLOYMENT LAWS AND REGULATIONS, INCLUDING BUT NOT LIMITED TO FMLA, ADA, FLSA, ERISA AND EEOC GUIDELINES.STRONG ANALYTICAL SKILLS WITH THE ABILITY TO INTERPRET DATA AND GENERATE ACTIONABLE INSIGHTS.· DEMONSTRATED ABILITY TO BUILD STRONG RELATIONSHIPS AND INFLUENCE STAKEHOLDERS AT ALL LEVELS OF THE ORGANIZATION.KNOWLEDGE OF PAYROLL PROCESSING.SKILL IN DETAIL ORIENTATION AND ACCURACY IN PROCESSING PAYROLL DATA.KNOWLEDGE OF PERFORMANCE MANAGEMENT FRAMEWORKS AND PROCESSES.· SKILLS IN JOB DESIGN AND WRITING JOB DESCRIPTIONS.SKILLS IN SALARY ADMINISTRATION.SKILL IN EMPLOYEE BENEFITS ADMINISTRATION. · EXCELLENT COMMUNICATION AND INTERPERSONAL SKILLS, WITH THE ABILITY TO COLLABORATE EFFECTIVELY WITH CROSS-FUNCTIONAL TEAMS.• ABILITY TO INFLUENCE AND MANAGE CHANGE. • PROFICIENCY IN ADMINISTERING HR ACTIONS, INCLUDING PAYROLL IN A HUMAN CAPITAL MANAGEMENT SYSTEM.· DEMONSTRATED ABILITY TO HANDLE CONFIDENTIAL INFORMATION WITH DISCRETION AND PROFESSIONALISM.· HIGH DEGREE OF INTELLECTUAL CURIOSITY AND DRIVE TO CONTINUOUSLY LEARN AND DEVELOP.
EDUCATION
BACHELOR'S DEGREE IN HUMAN RESOURCES, BUSINESS ADMINISTRATION, OR A RELATED FIELD REQUIRED. LICENSES AND CERTIFICATIONS· CURRENT HR CERTIFICATION (E.G., SHRM-CP OR SCP, PHR OR SPHR) REQUIRED.
EXPERIENCE
· MINIMUM OF SIX (6) YEARS OF EXPERIENCE IN HR ROLES, WITH A FOCUS ON HR GENERALIST RESPONSIBILITIES AND/OR HR BUSINESS PARTNER ROLES REQUIRED.· PAYROLL ADMINISTRATION EXPERIENCE REQUIRED.· EXPERIENCE ADMINISTERING DAYFORCE OR SIMILAR HCMS PREFERRED. OTHER MANAGE PEOPLE- NO | ['employee relations', 'talent acquisition', 'performance management', 'compensation and benefits', 'employment laws and regulations', 'analytical skills', 'employee benefits administration', 'HR policies and procedures', 'recruitment strategies', 'FMLA', 'ADA', 'communication', 'interpersonal skills', 'collaboration', 'influence', 'change management', 'professional development', 'payroll processing', 'job design', 'salary administration', 'human capital management system', 'HR audits and assessments', 'FLSA', 'ERISA', 'EEOC guidelines', 'confidentiality', 'intellectual curiosity'] |
3,905,823,748 | HR | Human Resources Manager | BE PART OF A STELLAR TEAM AT YSB AS THE MANAGER OF HUMAN RESOURCES. JOIN US AS YSB ENTERS A NEW AND VIBRANT ERA WITH THE COMPLETION OF THE YSB CENTER FOR YOUTH SUCCESS THIS SUMMER. AS PART OF THE SENIOR LEADERSHIP TEAM AT YSB, THE HR MANAGER WILL DEVELOP, LEAD, AND COORDINATE ALL ACTIVITIES UNDER THE HUMAN RESOURCES UMBRELLA.
THIS ROLE IS RESPONSIBLE FOR PLANNING, DEVELOPING, LEADING, AND COORDINATING ALL ACTIVITIES UNDER THE HUMAN RESOURCES UMBRELLA INCLUDING BUT NOT LIMITED TO TALENT ACQUISITION, COMPENSATION AND BENEFIT STRUCTURE, EMPLOYEE EXPERIENCE, PERFORMANCE MANAGEMENT, AND POLICY. MUST HAVE A THOROUGH UNDERSTANDING OF FEDERAL AND STATE LEGAL COMPLIANCE.
DUTIES/RESPONSIBILITIES:COLLABORATE WITH LEADERSHIP TO IDENTIFY PROPER STAFFING LEVELS; CREATE A RECRUITMENT STRATEGY BY DEVELOPING AND EXECUTING BEST PRACTICES IN TALENT ACQUISITION.ENSURE ALL ON-BOARDING ACTIVITIES FOLLOW LEGAL AND ORGANIZATIONAL POLICY INCLUDING PRE-EMPLOYMENT SCREENING, ORIENTATION, REQUIRED PAPERWORK.DEVELOP AND MAINTAIN EMPLOYEE PERFORMANCE TOOLS FOR PRODUCTIVITY, RECOGNITION, ENGAGEMENT, PERFORMANCE REVIEW, INVESTIGATIONS, AND DISCIPLINARY MATTERS.PARTICIPATE IN EMPLOYEE HEALTH AND SAFETY USING TRAINING AND DEVELOPMENT PLATFORMS.IMPLEMENT AND MONITOR THE ORGANIZATION'S COMPLIANCE OF FEDERAL, STATE, AND LOCAL EMPLOYMENT LAWS AND REGULATIONS, RECOMMEND BEST PRACTICES, REVIEW AND MODIFY POLICIES AND PRACTICES AS APPLICABLE TO MAINTAIN COMPLIANCE.PROCESS PAYROLL AND ALL REQUIRED ACTIVITIES.CREATE A SYSTEM FOR PERSONNEL RECORDS AND DOCUMENT RETENTION.FACILITATE AND MAINTAIN PROFESSIONAL DEVELOPMENT, TRAINING, AND CERTIFICATION ACTIVITIES FOR STAFF.ASSIGN TECHNOLOGY ASSETS TO STAFF.COLLECT AND MAINTAIN DOCUMENTS REQUIRED TO CREATE A DRIVER RECORD FOR ALL STAFF.RESPONSIBLE FOR ADMINISTRATION OF BENEFIT PACKAGE AND POINT OF CONTACT FOR STAFF.ASSIST ADMIN/FINANCE DIRECTOR IN OFF-BOARDING OF STAFF.ASSIST DURING AUDITS WITH PERSONNEL PROCESS AND DOCUMENTATION.COORDINATE WITH LEADERSHIP TO ATTRACT AND ON-BOARD INTERNS AND VOLUNTEERS.CONDUCT BACKGROUND CHECKS FOR INTERNS AND VOLUNTEERS, AS NEEDED.ENSURE ALL AGENCY HANDBOOKS, OPERATION MANUALS, AND PROGRAM MANUALS FOLLOW REGULATORY AND AGENCY GUIDELINES.ACT AS LIAISON TO ENSURE BEST PRACTICES, REGULATORY CHANGES, EMPLOYMENT LAW, TRENDS, ETC. ARE COMMUNICATED TO UPPER MANAGEMENT.PERFORMS OTHER DUTIES AS REQUIRED.
EDUCATION:BACHELOR'S (REQUIRED)
EXPERIENCE:
MICROSOFT OFFICE: 3 YEARS (REQUIRED)HUMAN RESOURCES: 2 YEARS (REQUIRED)
LICENSE/CERTIFICATION: SHRM -CP PREFERRED | ['Talent Acquisition', 'Employee Performance Management', 'Legal Compliance', 'Payroll Processing', 'Microsoft Office', 'Policy Development', 'Training and Development', 'Background Checks', 'Collaboration', 'Communication', 'Problem Solving', 'Leadership', 'Organizational Skills', 'Attention to Detail', 'Adaptability', 'SHRM-CP Certification'] |
3,905,854,799 | HR | Director of Human Resources | OUR CLIENT IS A THRIVING ORGANIZATION OFFERING A UNIQUE OPPORTUNITY FOR A DIRECTOR OF HUMAN RESOURCES TO JOIN ITS DYNAMIC TEAM. WITH A STRONG FOCUS ON EMPLOYEE OWNERSHIP, EXCEPTIONAL BENEFITS, AND A FAMILY-ORIENTED ENVIRONMENT. OUR CLIENT IS COMMITTED TO PROVIDING A REWARDING AND FULFILLING WORK EXPERIENCE. AS THE COMPANY CONTINUES TO GROW AND EXPAND, THERE ARE AMPLE OPPORTUNITIES FOR CAREER ADVANCEMENT WITHIN THE ORGANIZATION. **TOP REASONS TO JOIN OUR CLIENT:**1. **EMPLOYEE OWNERSHIP:** OUR CLIENT IS 33% ESOP (EMPLOYEE OWNED), OFFERING THE CHANCE TO THRIVE FROM THE COMPANY'S SUCCESS WITH A SHORT 3-YEAR VESTING PERIOD.2. **GREAT BENEFITS:** ENJOY 100% PAID HEALTH PREMIUMS FOR INDIVIDUALS AND FAMILIES, 401K MATCHING, VEHICLE/GAS BENEFITS, BONUSES, AND MORE.3. **SECURITY:** THE COMPANY HAS A STRONG OUTLOOK FOR THE FUTURE OF THE MARKET, PARTICULARLY IN GRID EXPANSION, UPGRADES, AND SOLAR FIELD CONSTRUCTION, WITH SUBSTANTIAL GROWTH OVER THE PAST 15 YEARS.4. **COMPETITIVENESS:** OUR CLIENT OFFERS FULL SUBCONTRACTOR ABILITIES, SERVING AS A ONE-STOP SHOP FOR ROW CONSTRUCTION, INCLUDING DRILLING.5. **FAMILY ORIENTED:** EMBRACE A CLOSE-KNIT COMPANY CULTURE WITH EASY ACCESS TO THE EXECUTIVE TEAM THROUGH AN OPEN DOOR POLICY.6. **CAREER ADVANCEMENT POTENTIAL:** BENEFIT FROM THE GROWTH OF THE COMPANY WITH AMPLE OPPORTUNITIES FOR CAREER PROGRESSION.
**JOB SUMMARY:**THE DIRECTOR OF HUMAN RESOURCES AT OUR CLIENT IS RESPONSIBLE FOR LEADING THE HUMAN RESOURCES FUNCTIONS, PROGRAMS, AND STAFF. THIS ROLE INVOLVES ENSURING THAT THE COMPANY IS RESOURCED TO EFFECTIVELY MEET CURRENT AND FUTURE WORKFORCE DEMANDS, PROVIDING "BEST IN CLASS" BENEFITS PROGRAMS, ENSURING CONTINUOUS IMPROVEMENT IN HR SYSTEMS, AND FOCUSING ON TALENT DEVELOPMENT TO BUILD AND SUSTAIN A HIGH-PERFORMANCE AND POSITIVE CULTURE. THE DIRECTOR OF HUMAN RESOURCES ACTS AS A KEY ADVISOR TO THE LEADERSHIP TEAM AND WORKS COLLABORATIVELY WITH ALL DEPARTMENTS TO ENSURE A COMMITMENT TO SAFETY, PROFESSIONALISM, AND FAIR AND CONSISTENT APPLICATION OF ALL POLICIES. **ESSENTIAL DUTIES AND RESPONSIBILITIES:**- ALIGN HUMAN RESOURCES FUNCTIONS TO IMPLEMENT STRATEGIC INITIATIVES AND EXECUTE BUSINESS PLANS.- OVERSEE ALL HUMAN RESOURCES FUNCTIONS INCLUDING RECRUITMENT, RETENTION, EMPLOYEE RELATIONS, DATA/RECORDS MANAGEMENT, TRAINING & DEVELOPMENT, PERFORMANCE MANAGEMENT, RECOGNITION, POLICY, AND BENEFITS.- ENSURE COMPLIANCE WITH ALL LAWS, RULES, AND REGULATIONS RELATING TO PERSONNEL PRACTICES.- LEAD AND SUPERVISE THE PAYROLL AND BENEFITS STAFF, CONDUCTING PERFORMANCE REVIEWS AND SETTING GOALS FOR THE DEPARTMENT.- FOSTER A TEAM-BASED WORK ENVIRONMENT THROUGH PROACTIVE COMMUNICATION, PARTICIPATION IN MEETINGS, AND DEVELOPMENT OF COLLABORATIVE RELATIONSHIPS.- ENSURE COMPLIANCE WITH STATE/FEDERAL/LOCAL REGULATIONS/LAWS INCLUDING FMLA, COBRA, ADA, EEO, I-9’S, E-VERIFY, ETC.- HANDLE EMPLOYEE RELATIONS ISSUES, CONDUCT INVESTIGATIONS, AND MAKE RECOMMENDATIONS AS WARRANTED.- STAY UPDATED ON EFFECTIVE HUMAN RESOURCES MANAGEMENT PRINCIPLES AND PRACTICES.- UPDATE AND MAINTAIN THE EMPLOYEE HANDBOOK, AND EXECUTE THE RANDOM DRUG TESTING PROGRAM IN CONJUNCTION WITH VENDORS. **COMPETENCY & ABILITY:**- EFFECTIVE COMMUNICATION SKILLS FOR DIFFERENT TYPES OF AUDIENCES, BOTH VERBALLY AND IN WRITING.- HIGH LEVEL OF ATTENTION TO DETAIL. **EXPERIENCE/EDUCATION/CERTIFICATION/LICENSE:**- BACHELOR’S DEGREE AND A MINIMUM OF EIGHT YEARS OF HUMAN RESOURCES GENERALIST EXPERIENCE, PREFERABLY IN CONSTRUCTION OR FIELD-BASED INDUSTRIES.- VALID DRIVER’S LICENSE WITH A GOOD DRIVING RECORD. **WHAT YOU NEED TO SUCCEED:**- STRONG VERBAL AND WRITTEN COMMUNICATION SKILLS.- DRIVE FOR ACHIEVING RESULTS AND ABILITY TO CONVEY A SENSE OF URGENCY WHEN APPROPRIATE.- STRONG TEAM-BUILDING, ORGANIZATION, AND ADMINISTRATION SKILLS WITH ATTENTION TO DETAIL.- HIGHLY PROFICIENT IN COMPUTER SKILLS.- ABILITY TO DEMONSTRATE ALIGNMENT WITH COMPANY CULTURE AND VALUES.- EXPERIENCE MANAGING MULTIPLE PROJECTS/JOBS AND WORKING DIRECTLY WITH CLIENTS/PROSPECTS.- EXCELLENT TIME AND PROJECT MANAGEMENT SKILLS.- COMPETENT IN CONFLICT AND CRISIS MANAGEMENT.- ABILITY TO ANALYZE SITUATIONS, IDENTIFY PROBLEMS, EXERCISE GOOD JUDGMENT, AND UTILIZE CREATIVITY IN PROBLEM-SOLVING.- ABILITY TO DRIVE TEAM DEVELOPMENT AND MOTIVATE OTHERS TO STRIVE FOR SUCCESS AND EXCELLENCE.- TEAM PLAYER WHO CAN PARTICIPATE IN PLANNING PROCESSES AND WORK WITH OTHERS TO MEET GOALS AND OBJECTIVES. **ADDITIONAL INFORMATION:**OUR CLIENT IS A DRUG-FREE WORKPLACE. PRE-EMPLOYMENT DRUG TESTING IS REQUIRED. THE SUPREME GROUP IS AN EQUAL OPPORTUNITY EMPLOYER AND BELIEVES THAT DIVERSITY AND INCLUSION AMONG ITS TEAM IS CRITICAL TO ITS SUCCESS. JOIN OUR CLIENT AND BE PART OF A COMPANY THAT VALUES ITS EMPLOYEES, OFFERS EXCEPTIONAL BENEFITS, AND PROVIDES OPPORTUNITIES FOR CAREER GROWTH AND ADVANCEMENT. APPLY NOW TO BECOME THE DIRECTOR OF HUMAN RESOURCES AND CONTRIBUTE TO THE CONTINUED SUCCESS OF OUR CLIENT. | ['Human Resources Management', 'Recruitment', 'Employee Relations', 'Performance Management', 'Compliance with Labor Laws', 'Data Management', 'Training & Development', 'Payroll Management', 'Project Management', 'Computer Skills', 'Communication', 'Team Building', 'Attention to Detail', 'Problem Solving', 'Conflict Management', 'Leadership', 'Time Management', 'Collaboration', 'Motivation', 'Adaptability'] |
3,905,834,061 | HR | Chief Human Resources Officer | JOB TITLE: CHIEF HUMAN RESOURCES OFFICER (CHRO)INDUSTRY: ENTERTAINMENT & MEDIA
JOB DESCRIPTION:EAST 57TH STREET PARTNERS IS SEEKING AN EXPERIENCED AND INNOVATIVE CHIEF HUMAN RESOURCES OFFICER (CHRO) FOR A LEADING ENTERTAINMENT AND MEDIA COMPANY. THIS ROLE IS PERFECT FOR A STRATEGIC HR LEADER WHO HAS A PASSION FOR THE DYNAMIC WORLD OF ENTERTAINMENT AND MEDIA, AND IS SKILLED IN MANAGING DIVERSE TALENT IN A CREATIVE ENVIRONMENT.
KEY RESPONSIBILITIES:DEVELOP AND EXECUTE A COMPREHENSIVE HUMAN RESOURCES STRATEGY ALIGNED WITH THE COMPANY’S OVERALL BUSINESS OBJECTIVES AND CREATIVE CULTURE.LEAD ALL ASPECTS OF HR, INCLUDING TALENT ACQUISITION, DEVELOPMENT, RETENTION, AND SUCCESSION PLANNING.FOSTER A POSITIVE AND INCLUSIVE WORKPLACE CULTURE THAT SUPPORTS CREATIVITY, COLLABORATION, AND DIVERSITY.IMPLEMENT EFFECTIVE HR POLICIES AND PRACTICES TO DRIVE ORGANIZATIONAL PERFORMANCE AND EMPLOYEE ENGAGEMENT.OVERSEE COMPENSATION AND BENEFITS STRATEGIES TO ATTRACT AND RETAIN TOP TALENT.WORK CLOSELY WITH THE EXECUTIVE TEAM TO SUPPORT THE COMPANY’S GROWTH AND STRATEGIC INITIATIVES.MANAGE HR COMPLIANCE AND RISK, ENSURING ADHERENCE TO LEGAL AND REGULATORY REQUIREMENTS.QUALIFICATIONS:PROVEN EXPERIENCE AS A CHRO OR SENIOR HR LEADER, PREFERABLY IN THE ENTERTAINMENT, MEDIA, OR RELATED CREATIVE INDUSTRIES.BACHELOR’S DEGREE IN HUMAN RESOURCES, BUSINESS ADMINISTRATION, OR RELATED FIELD; ADVANCED DEGREE OR HR CERTIFICATION PREFERRED.STRONG LEADERSHIP AND COMMUNICATION SKILLS, WITH A TRACK RECORD OF BUILDING HIGH-PERFORMING TEAMS.EXPERTISE IN TALENT MANAGEMENT, ORGANIZATIONAL DEVELOPMENT, AND CULTURE BUILDING.KNOWLEDGE OF HR BEST PRACTICES AND CURRENT LEGAL AND REGULATORY LANDSCAPES.COMPENSATION:COMPETITIVE SALARY PACKAGE WITH COMPREHENSIVE BENEFITS.
JOB TITLE: CHIEF HUMAN RESOURCES OFFICER (CHRO)INDUSTRY: HEALTHCARE
JOB DESCRIPTION:EAST 57TH STREET PARTNERS IS LOOKING FOR A SEASONED CHIEF HUMAN RESOURCES OFFICER (CHRO) FOR A FAST-GROWING HEALTHCARE COMPANY. THE IDEAL CANDIDATE WILL BRING STRATEGIC HR LEADERSHIP TO A DYNAMIC HEALTHCARE ENVIRONMENT, FOCUSING ON TALENT MANAGEMENT AND ORGANIZATIONAL EXCELLENCE.
KEY RESPONSIBILITIES:LEAD THE DEVELOPMENT AND IMPLEMENTATION OF STRATEGIC HR INITIATIVES THAT ALIGN WITH THE COMPANY'S MISSION AND BUSINESS GOALS IN THE HEALTHCARE SECTOR.OVERSEE ALL HR FUNCTIONS, INCLUDING WORKFORCE PLANNING, RECRUITMENT, PERFORMANCE MANAGEMENT, EMPLOYEE DEVELOPMENT, AND RETENTION.CREATE AND NURTURE A WORKPLACE ENVIRONMENT THAT PROMOTES EMPLOYEE WELL-BEING, ENGAGEMENT, AND PROFESSIONAL GROWTH.DEVELOP COMPENSATION, BENEFITS, AND WELLNESS PROGRAMS THAT SUPPORT THE UNIQUE NEEDS OF HEALTHCARE PROFESSIONALS.COLLABORATE WITH EXECUTIVE LEADERSHIP TO DRIVE CHANGE MANAGEMENT AND ORGANIZATIONAL DEVELOPMENT.ENSURE HR COMPLIANCE WITH HEALTHCARE INDUSTRY STANDARDS AND REGULATIONS.QUALIFICATIONS:EXTENSIVE EXPERIENCE IN A SENIOR HR ROLE, IDEALLY IN THE HEALTHCARE INDUSTRY OR A RELATED FIELD.BACHELOR’S DEGREE IN HUMAN RESOURCES, BUSINESS, OR RELATED AREA; MASTER’S DEGREE OR HR CERTIFICATION HIGHLY DESIRABLE.DEMONSTRATED ABILITY IN STRATEGIC HR PLANNING, TALENT MANAGEMENT, AND ORGANIZATIONAL LEADERSHIP.EXCELLENT INTERPERSONAL AND COMMUNICATION SKILLS, CAPABLE OF ENGAGING WITH A DIVERSE WORKFORCE.PROFICIENT IN HR TECHNOLOGY SYSTEMS AND DATA-DRIVEN HR ANALYTICS.COMPENSATION:COMPETITIVE SALARY WITH BENEFITS AND POTENTIAL FOR PERFORMANCE-BASED INCENTIVES. | ['talent management', 'organizational development', 'HR compliance', 'HR technology systems', 'data-driven HR analytics', 'compensation and benefits strategies', 'strategic HR planning', 'workforce planning', 'employee development', 'performance management', 'leadership', 'communication', 'collaboration', 'creativity', 'inclusivity', 'change management', 'employee engagement', 'problem solving'] |
3,906,250,451 | HR | Human Resources Generalist (Hybrid Role) | DESCRIPTION
WHO WE ARE
AVI-SPL IS A DIGITAL ENABLEMENT SOLUTIONS PROVIDER WHO TRANSFORMS HOW PEOPLE AND TECHNOLOGY CONNECT TO ELEVATE EXPERIENCES, CREATE NEW VALUE, AND ENABLE ORGANIZATIONS TO THRIVE AND GROW. WE ARE THE LARGEST PROVIDER OF COLLABORATION TECHNOLOGY SOLUTIONS, WHICH INCLUDE OUR AWARD-WINNING MANAGED SERVICES.
OUR HIGHLY CERTIFIED INDUSTRY EXPERTS AND INNOVATION LEADERS SHARE A VISION TO HELP PEOPLE WORK SMARTER AND LIVE BETTER. WE BELIEVE THAT SUCCESS STARTS WITH A SOUND TEAM AND THAT AN INCLUSIVE AND DIVERSE WORKPLACE MOVES US ALL FORWARD.
WHAT YOU’LL DO
THIS POSITION IS PRIMARILY FOCUSED ON SUPPORTING HR INITIATIVES AND STRATEGIES RELATED TO ORGANIZATIONAL DEVELOPMENT & CHANGE MANAGEMENT.
DAY-TO-DAY RESPONSIBILITIES
DEVELOPS AND EXECUTES EFFECTIVE CHANGE MANAGEMENT STRATEGIES, PLANS AND MATERIALS TO ACCELERATE ORGANIZATIONAL EFFECTIVENESSPROVIDES INPUT ON PROCESSES AND KEY FUNCTIONS AND MANAGEMENT THAT SUPPORT BUSINESS IMPROVEMENTSCOLLABORATES WITH INTERNAL ORGANIZATIONS AND MANAGERS TO IMPROVE ENGAGEMENT AND RETENTION WITHIN THE ORGANIZATION BY AND UTILIZING HR PROGRAMS AND TOOLSCONDUCT EMPLOYEE INVESTIGATIONS AND ASSIST MANAGERS WITH PERFORMANCE IMPROVEMENT PLANS AND DISCIPLINARY ACTIONS AS NECESSARYASSIST WITH EMPLOYEE ONBOARDING AND OFFBOARDINGASSIST WITH COMPLIANCE REPORTINGPROVIDE SUPPORT TO EMPLOYEES ON VARIOUS HR-RELATED TOPICS AND RESOLVES ISSUES THAT MAY ARISERESPONSIBLE FOR ASSISTING MANAGERS AND EMPLOYEES WITH PERFORMANCE MANAGEMENT, GOAL SETTING AND YEAR END CONVERSATIONSGATHER AND ANALYZE DATA FOR THE PURPOSE OF IMPROVING ORGANIZATION PERFORMANCEMAINTAIN EMPLOYEE FILES AND RECORDSASSIST WITH EMPLOYEE EXIT INTERVIEWS AND DEVELOPS PROGRAMS TO IMPROVE RETENTIONRESPONSIBLE FOR CREATING AND REVISING JOB DESCRIPTIONSWORK WITH FINANCE, ACCOUNTING, AND PAYROLL TEAM ON JOB CODE RELATED ISSUESCONTRIBUTE TO CREATING SOLUTIONS FOR BEST PRACTICES INITIATIVES IN SUCH AREAS AS EMPLOYMENT, EMPLOYEE COMMUNICATIONS, CAREER DEVELOPMENT, COMPENSATION, AND HRIS DELIVERYASSIST IN THE DELIVERY OF CHANGE MANAGEMENT PROCESSES TO POSITIVELY IMPACT ORGANIZATIONAL EFFECTIVENESSRESPONDS TO GENERAL INQUIRIES ABOUT HUMAN RESOURCES FORMS, PROCEDURES AND POLICIESPROVIDES COACHING AND GUIDANCE TO MANAGERS ON ORGANIZATIONAL DEVELOPMENT RELATED MATTERS, INCLUDING ORGANIZATIONAL ANALYSIS, STRATEGY, STRUCTURE AND KEY PROCESSES TO SUPPORT ORGANIZATIONAL/BUSINESS NEEDSDEVELOPS HR SOLUTIONS BY COLLECTING AND ANALYZING INFORMATION; RECOMMENDING COURSES OF ACTIONASSISTS IN THE DEVELOPMENT, IMPLEMENTATION AND REVISION OF POLICIES AND PROCEDURES AS APPROPRIATEMAINTAIN IN-DEPTH KNOWLEDGE OF LEGAL REQUIREMENTS RELATED TO DAY-TO-DAY MANAGEMENT OF EMPLOYEES, REDUCING LEGAL RISKS AND ENSURING REGULATORY COMPLIANCE
MUST-HAVES
WHAT WE’RE LOOKING FOR
EXCEPTIONAL STRATEGIC THINKING AND STRUCTURED PROBLEM SOLVING SKILLSABILITY TO NEGOTIATE CONFLICT AND MAINTAIN CONSTRUCTIVE WORKING RELATIONSHIPS WITH PEOPLE AT ALL LEVELS OF THE ORGANIZATIONABILITY TO BALANCE MULTIPLE TASKS WITH CHANGING PRIORITIESABILITY TO WORK AND THINK INDEPENDENTLY AND ENSURING TO MEET DEADLINESDEMONSTRATED ABILITY TO MAINTAIN STRICT CONFIDENTIALITY AND HANDLE SENSITIVE MATTERS WITH DISCRETIONEXCELLENT ATTENTION TO DETAIL AND ORGANIZATIONAL SKILLSMUST HAVE CLEAR AND PROFESSIONAL COMMUNICATION SKILLS (WRITTEN AND ORAL) BOTH INTERNALLY AND EXTERNALLYPROFICIENT WITH MICROSOFT OFFICE (WORD, EXCEL, OUTLOOK)EFFECTIVE COMMUNICATION AND INTERACTION WITH EMPLOYEES, CLIENTS, AND COLLEAGUES AND THE ABILITY TO WORK EFFECTIVELY WITH ALL LEVELS OF THE ORGANIZATIONDEMONSTRATED CUSTOMER SERVICE FOCUS AND CLIENT COMMUNICATION SKILLS
NICE-TO-HAVES
BACHELOR’S DEGREE IN BUSINESS ADMINISTRATION, HUMAN RESOURCES OR SIMILAR OR RELATED FIELD PREFERREDMINIMUM OF 3 - 5 YEARS’ HR GENERALIST EXPERIENCE WITH A STRONG FOCUS ON ORGANIZATIONAL DEVELOPMENT PREFERREDPHR CERTIFICATION A PLUSDEMONSTRATED EXPERIENCE WITH HRIS SYSTEMS PREFERREDEXPERIENCE IN STRATEGIC PLANNING AND EXECUTION, INCLUDING DILIGENCE, ACQUISITION AND INTEGRATION A PLUSEXPERIENCE OPERATING IN A MULTI-STATE AND/OR COMPLEX MATRIX BUSINESS ENVIRONMENT IS DESIRABLE
WHY YOU’LL LIKE WORKING HERE
MEDICAL BENEFITS, INCLUDING VISION AND DENTALPAID HOLIDAYS, SICK DAYS, AND PERSONAL DAYSENJOYABLE AND DYNAMIC COMPANY CULTURETRAINING AND PROFESSIONAL DEVELOPMENT OPPORTUNITIES
MORE ABOUT US
AVI-SPL IS AN EQUAL OPPORTUNITY/AFFIRMATIVE ACTION EMPLOYER. ALL QUALIFIED APPLICANTS WILL RECEIVE CONSIDERATION FOR EMPLOYMENT WITHOUT REGARD TO RACE, COLOR, RELIGION, SEX, PREGNANCY, SEXUAL ORIENTATION, GENDER IDENTITY, NATIONAL ORIGIN, AGE, PROTECTED VETERAN STATUS, DISABILITY STATUS, OR MEMBERSHIP IN ANY OTHER GROUP PROTECTED BY FEDERAL, STATE, OR LOCAL LAW. AVI-SPL IS AN AA/DISABLED/VETERAN PROTECTED EMPLOYER VEVRAA FEDERAL CONTRACTOR. | ['Microsoft Office', 'Data analysis', 'Employee onboarding', 'Strategic thinking', 'Problem solving', 'Time management', 'Attention to detail', 'Communication', 'Customer service', 'Interpersonal skills', 'Independence', 'HRIS systems', 'Organizational development', 'Change management', 'Compliance reporting', 'Performance management', 'Job description creation', 'Employee investigations', 'Conflict negotiation', 'Confidentiality'] |
3,901,389,277 | HR | Human Resources Manager | JOB DESCRIPTION: · THE HR MANAGER WILL SUPPORT COMPANY OBJECTIVES AND PERFORMANCE BY PROACTIVELY MANAGING THEWORKFORCE WITH RESPECT TO ALL HR‐RELATED ISSUES. THIS INCLUDES COMPANY HR POLICIES, PROCEDURES, PROCESSES, AND BEST PRACTICES. THE HR MANAGER SHOULD WORK PROACTIVELY WITH ALL EMPLOYEES AND FUNCTIONAL AREAS TO DELIVER VALUE‐ADDED SERVICES TO EMPLOYEES AND MANAGEMENT REFLECTIVE OF THE CORE VALUES AND BUSINESS OBJECTIVES OF THE ORGANIZATION. THIS POSITION WILL ALSO OVERSEE TALENT ACQUISITION, PLANNING, COMPLIANCE, BENEFITS, AND OTHER PROGRAMS. · THIS ROLE REQUIRES DAILY PRESENCE ON‐SITE AT THE COMPANY HEADQUARTERS, WITH VISITS TO BRANCH OFFICES IN ANAHEIM, CONCORD, WOODINVILLE WA, AND FUTURE LOCATIONS QUARTERLY, AND AS NEEDED AT OTHER TIMES. WHILE THE HR MANAGER ROLE IS NOT A REMOTE WORK ROLE, REMOTE WORK MAY BE POSSIBLE OCCASIONALLY BASED ON NEED. DUTIES/RESPONSIBILITIES: GENERAL:A. PROACTIVELY ADVISE SENIOR LEADERSHIP IN ALL AREAS OF WORKFORCE/EMPLOYEE HR MANAGEMENT TO ENSURECOMPLIANCE WITH LABOR LAW, AND BE A RESOURCE TO THEM.B. ADOPT AND ACT WITHIN THE SPIRIT OF THE COMPANY CORE VALUES IN ALL INTERACTIONS WITH CURRENT EMPLOYEES, FORMER EMPLOYEES, CONSULTANTS, VENDORS, AND OTHER STAKEHOLDERS.C. MAINTAIN HIGH ETHICAL STANDARDS IN ALL MATTERS AND CONFIDENTIALITY.D. EXPLAIN AND EMPHASIZE THE IMPORTANCE OF THE COMPANY CORE VALUES TO ALL EMPLOYMENT CANDIDATES, AND NEW HIRES BY BEING AN AMBASSADOR FOR THEIR PROMOTION AND ADOPTION.E. MAINTAIN THE VIEW THAT HR IS A RESOURCE TO HELP AND SUPPORT ALL EMPLOYEES IN A POSITIVE, PROACTIVE, FAIR, AND EVEN HANDED WAY AND KEEP RESPECT FOR OTHERS AT THE CORE OF ALL INTERACTIONS IN DOING SO.F. ACT IN EVERY WAY POSSIBLE TO MAINTAIN POSITIVE EMPLOYEE RELATIONS.G. HR STRATEGIC PLANNING AS A MEANS TO TAILOR HR SERVICES TO A CHANGING AND GROWING ENVIRONMENT. RECRUITING, ONBOARDING & LABOR COMPLIANCE:A. WORK WITH MANAGEMENT TO RUN AN EFFECTIVE RECRUITING PROGRAM WITH THE GOAL OF LOCATING, AND HIRING, AND RETAINING A QUALIFIED AND EFFECTIVE WORKFORCE.B. APPLICANT TRACKING AND APPLICANT TRACKING SYSTEMS (ATS).C. MANAGE THE THOROUGH ONBOARDING OF NEW EMPLOYEES, WORKING WITH MANAGEMENT AND SUPERVISORS AS NEEDED, INCLUDING BENEFITS, HANDBOOK, POLICIES, TIMEKEEPING.D. PROVIDE GUIDANCE AND SUPPORT TO ALL MANAGERS AND SUPERVISORS IN NAVIGATING LABOR COMPLIANCEREQUIREMENTS FOR PREVAILING WAGE WORKERS, UNION WORKERS, AND OTHER CLASSES.E. STAY INFORMED OF TRENDS AND INNOVATIVE RECRUITING TECHNIQUES TO BE COMPETITIVE IN CURRENT RECRUITING PRACTICES.F. CREATE AND EXECUTE A TALENT ACQUISITION STRATEGY ALIGNED WITH COMPANY'S BUSINESS OBJECTIVES AND CULTURE TO MEET RAPID HIRING GOALS, WITH A FOCUS ON PROACTIVE SOURCING SUCH AS SOCIAL NETWORKING, INTERNET RESEARCH, COLD CALLING, NETWORKING AT EVENTS AND CONFERENCES.G. MANAGE RECRUITING AGENCIES AS NEEDED. POLICIES & HANDBOOKS:A. MAINTAIN AND UPDATE THE EMPLOYEE HANDBOOK.B. PROVIDE DIRECTION TO FIELD STAFF ON COMPANY‐RELATED POLICIES AND PROCEDURES.C. BE A RESOURCE TO HELP EMPLOYEES LOCATE REQUESTED INFO WITHIN THE HANDBOOK OR IN SYSTEMS RESOURCES.D. HANDLE EMPLOYEE RELATIONS WITH ALL CURRENT AND FORMER EMPLOYEES.E. ADMINISTER THE IMPLEMENTATION AND MAINTENANCE OF ALL HR POLICIES, INCLUDING:I. COMMUTE, TRAVEL TIME & PER DIEM POLICYII. DISCIPLINARY POLICYIII. VACATION, SICK, BEREAVEMENT POLICYF. COMMUNICATE AND IMPLEMENT NEW HR PROGRAMS, POLICIES, AND UPDATES AS NEEDED. EMPLOYEE CONCERNS:A. ADDRESS EMPLOYEE CONCERNS REGARDING COMPENSATION, PAY RATE, TIME OFF, AND PERSONALINFORMATION/RECORD UPDATES. PAYROLL & RELATED:A. COLLABORATE WITH PAYROLL AND ACCOUNTING TO ENSURE COMPLETE AND ACCURATE EMPLOYEE SETUP INCLUDING EMPLOYEE TITLE, WORK CLASS, CRAFT, WORKERS COMPENSATION CLASSIFICATION, AND DEPARTMENTAL CODING.B. AUDIT WEEKLY PAYROLL REPORTS AND FOLLOW UP WITH CORRECTIVE ACTIONS, AS NEEDED TO ENSURE PAYROLL IS IN COMPLIANCE WITH COMPANY POLICY, AND REGULATORY REQUIREMENTS.C. ENSURE EMPLOYEE WITHHELD AMOUNTS FOR 401K CONTRIBUTIONS, AND LOANS ARE REMITTED WEEKLY.D. ENSURE THE ACCURACY OF EMPLOYEE WITHHELD AMOUNTS FOR BENEFITS AND OTHER PROGRAMS. DISCIPLINARY & SEPARATIONS:A. ENSURE THE DISCIPLINARY POLICY IS IMPLEMENTED WITH FAIRNESS, RESPECT, WITH THE GOAL OF IMPROVINGPERFORMANCE THROUGH NECESSARY CORRECTIVE ACTIONS, AND WITHIN THE FRAMEWORK OF COMPANY CORE VALUES.B. ENSURE THAT DISCIPLINARY ISSUES ARE DOCUMENTED ADEQUATELY WITH APPROPRIATE MATERIALS, REPORTS, NOTES, PHOTOS, STATEMENTS, AND OTHER DOCUMENTATION AS NEEDED.C. SUPPORT THE COORDINATION OF TIMELY EMPLOYEE SEPARATIONS, INCLUDING ALL PAPERWORK, FINAL PAY, SYSTEM UPDATES, POST‐SEPARATION PAPERWORK.D. ENSURE THE RECOVERY OF ALL COMPANY PROPERTY UPON EMPLOYEE EXIT AND SEPARATION.E. ENSURE TO THE GREATEST EXTENT POSSIBLE THE MINIMIZATION OF WRONGFUL DISMISSAL AND OTHER EMPLOYEECLAIMS. EMPLOYEE BENEFITS:A. ADMINISTERS AND COMMUNICATE ALL EMPLOYEE BENEFIT PROGRAMS TO INCLUDE MEDICAL, DENTAL, VISION, LIFE MINSURANCE, AD&D, FSA, 401(K) RETIREMENT PLAN, AND AFLAC BENEFIT OFFERINGSB. REVIEW AND ENSURE ICS BENEFITS PROGRAMS ARE COMPETITIVE, COST‐EFFECTIVE, AND SATISFY EMPLOYEE NEEDS.C. PARTNER WITH INSURANCE BROKERS AND CARRIERS TO RESOLVE BENEFIT ISSUES.D. MANAGE WEB‐BASED ENROLLMENTS DIRECTLY ON THE CARRIER PORTAL AND IN THE IN‐HOUSE PAYROLL SYSTEM TOENSURE TIMELY MEMBERSHIP ID CARDS ARE PROCESSED, AND CONTRIBUTION DEDUCTIONS ARE SET UP IN PAYROLL.E. MANAGE OPEN ENROLLMENT AND THE DAILY ADMINISTRATION OF COMPANY BENEFITS, AND RETIREMENT PLANS AND UTILIZE POSITIVE PROFESSIONAL RELATIONSHIPS WITH BROKERS, CARRIERS, THIRD‐PARTY ADMINISTRATORS, AND COLLEAGUES TO MAXIMIZE A POSITIVE EMPLOYEE EXPERIENCE.F. LEAD COMPANY‐WIDE BENEFIT PLAN/PROGRAM RESEARCH, ANALYSIS, AND PROJECTS. COLLABORATE WITH THELEADERSHIP TEAM TO REVIEW CHANGES OR ENHANCEMENTS TO ICS BENEFITS OFFERINGS.G. COORDINATES WITH BENEFITS VENDORS FOR TIMELY PROCESSING, BILLING, AND PAYMENT OF MONTHLY INVOICES.PERFORM PERIODIC AUDITS AS NEEDED TO KEEP ENROLLMENT CENSUS CURRENT AND ACCURATE.H. ADDRESS EMPLOYEE QUESTIONS AND CONCERNS REGARDING BENEFIT PLANS IN A TIMELY MANNER.8. BENEFITS COMPLIANCE & 401K ADMINISTRATION:A. ANNUAL 401(K) RETIREMENT PLAN AUDITS, COMPLIANCE TESTING, AND TIMELY 5500 REPORT FILING.B. ENSURE 401K SAFE‐HARBOR MECHANISM IS WORKING ACCURATELY, ESPECIALLY FOR FRINGE DERIVED CONTRIBUTIONS.C. COMPLIANCE FOR GROUP BENEFIT PLANS, INCLUDING DISCRIMINATION TESTING AND REQUIRED FILINGS IN COLLABORATIONWITH ICS CONSULTANTS. EEO COMPLIANCE AND REPORTING.E. PAY DATA REPORTING FOR CALIFORNIA CIVIL RIGHTS DEPARTMENT IN COMPLIANCE WITH SB1162.9. LEAVE REQUESTS & FMLA. PROVIDE SUPPORT FOR ALL ASPECTS OF LEAVE, ACCOMMODATION, AND MODIFIED DUTY PROGRAMS, INCLUDING FMLA, CFRA, PDL, PFL, ADA/FEHA, INCLUDING THE INTERACTIVE PROCESS.B. POINT OF CONTACT FOR ALL EMPLOYEE LEAVE OF ABSENCE REQUESTS FROM INITIAL LEAVE INQUIRY TO COMPLETION OF LEAVE INCLUDING MANAGING REQUIRED DOCUMENTATION SUCH AS LEAVE ELIGIBILITY LETTER, DESIGNATION ANDAPPROVAL LETTER, EXTENSION LETTER, LEAVE EXHAUST LETTER AND OTHER RELATED REQUIREMENTS AS NEEDED.C. ENSURE THE APPROPRIATE VACATION TIME ACCRUALS ARE ACCURATELY SET AT ALL TIMES PER EMPLOYEE TENURE. TRAINING & DEVELOPMENT:A. IDENTIFY AND PROVIDE TRAINING OPPORTUNITIES TO ALL EMPLOYEES AS NEEDED.B. SUPPORT EFFORTS TO IMPLEMENT PAPERLESS ONBOARDING, BENEFITS MANAGEMENT, AND OTHER HRIS FUNCTIONS IN THE VIEWPOINT VISTA ERP SYSTEM INTO USE.C. SUPPORT MANAGERS AND SUPERVISORS IN IDENTIFYING AND PROVIDING TRAINING FOR SPECIFIC AREAS OF CONCERN TO HELP CLOSE PERFORMANCE GAPS.D. ENSURE THAT MANDATORY TRAINING IS PROVIDED AND DOCUMENTED TIMELY TO ALL SUCH AS HARASSMENT, AND WORKPLACE VIOLENCE PREVENTION. HEALTH & SAFETY:A. WORK INTERACTIVELY WITH THE HEALTH AND SAFETY TEAM IN IMPLEMENTING THE COMPANY SAFETY PROGRAMS,INJURY PREVENTION, AND EFFORTS TO KEEP EMPLOYEES SAFE.B. SUPPORT MANAGEMENT OF WORKER’S COMP. CLAIMS AND RELATED OSHA COMPLIANCE WHEN REQUESTED BY THE HEALTH AND SAFETY TEAM. KNOWLEDGE/SKILLS/ABILITIES· HIGH LEVEL OF ACCURACY AND EFFICIENCY WITH ATTENTION TO DETAIL.· ABILITY TO BE INNOVATIVE AND FLEXIBLE TO MEET THE CHALLENGES OF A GROWING ENVIRONMENT.· EXPERIENCE WITH ERP / CONSTRUCTION INDUSTRY SOFTWARE (ICS EMPLOYS VIEWPOINT VISTA).· PREVIOUS EXPERIENCE IN MANAGING GROUP INSURANCE BENEFITS REQUIRED.· INTERMEDIATE TO ADVANCED LEVEL EXCEL AND OTHER O365 TOOLS AS NEEDED.· ABILITY TO WORK BOTH INDEPENDENTLY, AND IN A TEAM SETTING.· ABILITY TO PLAN, ORGANIZE AND SCHEDULE ACTIVITIES EFFICIENTLY AND PRODUCTIVELY.· TAKE DIRECTION AND KEEP A POSITIVE ATTITUDE IN A BUSY ENVIRONMENT.· STRONG COMMUNICATION SKILLS AND THE ABILITY TO PROFESSIONALLY COLLABORATE.· UNDERSTANDING OF PROPER SAFETY PROCEDURES AND RECOGNIZING HAZARDS.· MUST BE A TEAM PLAYER AND CREATE A POSITIVE ENVIRONMENT.· MUST BE A SELF‐STARTER AND MOTIVATED WITH A STRONG FOLLOW THROUGH.EDUCATION/TRAININGBACHELOR’S DEGREE HR MANAGEMENT OR SIMILAR.· THREE TO FIVE YEARS OF EXPERIENCE IN A ROLE AS HR MANAGER· THREE YEARS CONSTRUCTION OR SIMILAR INDUSTRY EXPERIENCE.· VALID DRIVER’S LICENSE, AND RELIABLE TRANSPORTATION.· PROFICIENCY WITH OFFICE 365 WITH EMPHASIS ON WORD, EXCEL, POWERPOINT.PAGE 4 OF 4· ABILITY TO WORK IN A TEAM ENVIRONMENT.· ABILITY TO PRIORITIZE TO MEET DEADLINES AND ACHIEVE GOALS.· EFFECTIVE ORAL AND WRITTEN COMMUNICATION SKILLS.· STRONG LEADERSHIP, ORGANIZATIONAL, AND INTERPERSONAL SKILLS.· ATTENTION TO DETAIL AND DISCREPANCY RESOLUTION.· ABILITY TO DEAL EFFECTIVELY AND TACTFULLY WITH A WIDE VARIETY OF PERSONALITY TYPES IN PERSON,TELEPHONE, AND IN WRITING.· EXCELLENT CUSTOMER RELATIONS SKILLS WITH AN ALWAYS OPEN‐DOOR POLICY. | ['HR management', 'talent acquisition', 'labor compliance', 'employee relations', 'benefits administration', 'payroll management', 'safety procedures', 'communication', 'leadership', 'teamwork', 'problem solving', 'organizational skills', 'attention to detail', 'flexibility', 'positive attitude', 'self-starter', 'ERP software', 'Excel', 'O365 tools', 'discrepancy resolution', 'customer relations'] |
3,902,348,043 | HR | Human Resources Generalist | DRIVE YOUR FUTURE WITH TURN 14 DISTRIBUTION! NAMED SEMA CHANNEL PARTNER OF THE YEAR 2022, AND SEMA WD OF THE YEAR 2021, 2018, 2016, TURN 14 DISTRIBUTION IS ALWAYS SEEKING GREAT TALENT THAT WILL CONTINUE TO ELEVATE US AS AN INDUSTRY LEADER. POSITION OVERVIEW:WE ARE SEARCHING FOR A HR GENERALIST WHO WILL BE RESPONSIBLE FOR PERFORMING A BROAD RANGE OF HUMAN RESOURCES RELATED DUTIES FOR ASSIGNED WAREHOUSE OPERATIONS AND WILL WORK CLOSELY WITH OTHER MEMBERS OF THE HR TEAM IN SUPPORT OF THE BUSINESS OPERATIONAL NEEDS OF THE ORGANIZATION. DUTIES INCLUDE BUT ARE NOT LIMITED TO THE FOLLOWING:
KEY DUTIES INCLUDE:
RECRUITMENT, TRAINING, AND ONBOARDING:SUPPORT THE TALENT ACQUISITION AND RECRUITMENT PROCESS BY ASSISTING WITH THE COORDINATION OF JOB POSTING, REVIEWING RESUMES, PERFORMING BACKGROUND AND PRE-PLACEMENT TESTING; AND, CONDUCTING ONSITE INTERVIEWSCOORDINATE THE PREPARATION OF OFFER LETTERS AND OTHER NEW HIRE MATERIALSLEAD NEW HIRE ORIENTATION AND PERFORM NECESSARY ONBOARDING TASKS IN THE HRIS SYSTEM (CERIDIAN/DAYFORCE)WORK HANDS-ON WITH LEADS, SUPERVISORS, ASSISTANT MANAGERS, AND MANAGERS TO IMPROVE LEADERSHIP SKILLS.ONBOARD, COACH, AND ASSIST IN DEVELOPING ASSOCIATES AT ALL LEVELS IN THE WAREHOUSE TO ENSURE PRODUCTIVITY STANDARDS ARE CONSISTENTLY BEING MET.
PERFORMANCE MANAGEMENT:ASSIST WITH THE PERFORMANCE MANAGEMENT PROCESS, INCLUDING BUT NOT LIMITED TO, THE EVALUATION PROCESS, PERFORMANCE EXPECTATIONS, THE DISCIPLINE PROCESS, ETC.ASSIST WITH EMPLOYEE RELATIONS AND PARTNER WITH THE HR DIRECTOR ON INVESTIGATION-RELATED MATTERSCONDUCT 90 DAY AND ANNUAL CHECK-IN MEETINGSCONDUCT EXIT INTERVIEWS AND JOB DESCRIPTION REVIEW
BENEFITS ADMINISTRATION:CONDUCT ONSITE BENEFIT MEETINGS AND ASSIST WITH BENEFITS INITIATIVESPARTNER WITH PAYROLL ON PAYROLL-RELATED MATTERS, INCLUDING AUDITS, ETC.PARTNER WITH BENEFITS MANAGEMENT ON BENEFITS ADMINISTRATION AND LEAVE MANAGEMENT MATTERSASSIST EMPLOYEES WITH ENROLLMENT AS THEY BECOME ELIGIBLE FOR ANNUAL ENROLLMENT (AS REQUESTED).PARTNER WITH HR DIRECTOR ON THE COMPLETION OF UNEMPLOYMENT CLAIMS AND UNEMPLOYMENT HEARINGS.
HRIS SYSTEM (CERIDIAN):ASSIST COLLEAGUES WITH ANY ISSUESPERFORM TASKS TO UPDATE EMPLOYEE INFORMATION, PROCESS JOB CHANGES, ETC.
MISCELLANEOUS:ABILITY TO ASSIST HR DIRECTOR WITH ADMINISTRATION OF ONSITE WORKERS COMPENSATION CLAIMS AND PARTNER WITH THE WORKERS COMPENSATION ADJUSTER ON REQUESTED INFORMATIONABILITY TO COMPLETE OTHER JOB DUTIES, FUNCTIONS, AND PROJECTS AS ASSIGNEDFOSTER T14 CULTURE:RESEARCH, ORGANIZE, AND OVERSEE TEAM-BUILDING ACTIVITIES WITH AN END GOAL TO CONTINUALLY IMPROVE OUR WORK ENVIRONMENT TO DRIVE A HIGH LEVEL OF EMPLOYEE ENGAGEMENT.LIVE AND DEMONSTRATE OUR CORE VALUESLIAISON FOR ONSITE CELEBRATION COMMITTEE
REQUIREMENTS:BACHELOR'S DEGREE IN HUMAN RESOURCES, PSYCHOLOGY, SOCIOLOGY, BUSINESS, OR RELATED, PLUS 1-2 YEARS RELATED EXPERIENCE.EXPERIENCE PROVIDING HR SUPPORT TO A DISTRIBUTION CENTER OR MANUFACTURING FACILITY STRONGLY PREFERREDADVANCED LEVEL OF PROFICIENCY IN MICROSOFT PROGRAMSEXPERIENCE WITH CERIDIAN/DAYFORCE PREFERRED, BUT NOT REQUIREDKNOWLEDGE OF FEDERAL, STATE, AND LOCAL LAWS AFFECTING HUMAN RESOURCESKNOWLEDGE OF HUMAN RESOURCES PROCESSES AND PROCEDURESKNOWLEDGE OF BENEFITS, RECRUITING COORDINATION, AND EMPLOYEE RELATIONSEXCELLENT WRITTEN AND VERBAL COMMUNICATION SKILLS REQUIREDSTRONG BUSINESS ETHICS, PARTICULARLY REGARDING CONFIDENTIALITYSTRONG ATTENTION TO DETAIL, AND FOLLOW THROUGH SKILLSABILITY TO MAINTAIN A PROFESSIONAL DISPOSITION AND BE COURTEOUSABILITY TO WORK IN A DIVERSE, FAST-PACED ENVIRONMENTABILITY TO ESTABLISH AND MAINTAIN EFFECTIVE WORKING RELATIONSHIPS WITH EMPLOYEES, PEERS, MANAGEMENT, AND CUSTOMERSABILITY TO COLLABORATE COOPERATIVELY WITH OTHER TEAM MEMBERSABILITY TO MANAGE STRESSFUL SITUATIONS AND CONFLICTING PRIORITIESMUST HAVE HIGH INITIATIVE AND SELF-ACCOUNTABILITYPROFICIENT TIME MANAGEMENT SKILLS
WORKING CONDITIONS:WORKS IN A PROFESSIONAL OFFICE ENVIRONMENTTHE NOISE LEVEL IN THE WORK ENVIRONMENT IS USUALLY MODERATEROLE ROUTINELY USES STANDARD OFFICE EQUIPMENT, SUCH AS, LAPTOP, PRINTER, FAX, PHONE, ETC.THIS POSITION MAY HAVE TO WALK-THROUGH THE DISTRIBUTION FACILITY TO MEET WITH EMPLOYEES, TOUR THE FACILITY, AND/OR PROVIDE COACHING, TRAINING, AND DEVELOPMENT TO EMPLOYEES
THERE AT EVERY TURNWE EMPHASIZE MEANINGFUL CAREER DEVELOPMENT AND GROWTH THROUGH CHALLENGING EMPLOYEES WITH PROJECTS AND SUPPORTING THEM WITH CONTINUED EDUCATION AND TRAINING. WE OFFER AN EVER-GROWING ARRAY OF COMPETITIVE BENEFITS AND COMPENSATION, INCLUDING:COMPETITIVE PAY STRUCTURECOMPANY-SPONSORED INSURANCE: MEDICAL, DENTAL, FLEXIBLE SPENDING ACCOUNTS, ANDDEPENDENT CARE ACCOUNTSGENEROUS PAID TIME OFF AND PAID HOLIDAYS401(K) MATCHTUITION REIMBURSEMENTCOMPANY-SPONSORED EVENTSSUBSIDIZED PART PURCHASING PROGRAM
WE VALUE ALL EMPLOYEES. WE BELIEVE WE ARE ONE. THESE BELIEFS EXTEND TO EVERYONE WE ENCOUNTER: CLIENTS, CUSTOMERS, VENDORS, EMPLOYEES, APPLICANTS, ENTHUSIASTS AND FOLLOWERS. WE OFFER CAREER DEVELOPMENT THROUGH TRAINING OPPORTUNITIES, INCLUDING TUITION REIMBURSEMENT, TO FURTHER HONE PROFESSIONAL TALENTS. | ['Microsoft Office', 'communication', 'attention to detail', 'professionalism', 'recruitment', 'training', 'onboarding', 'performance management', 'HRIS (Ceridian/Dayforce)', 'benefits administration', 'knowledge of HR laws', 'employee relations', 'time management', 'teamwork', 'confidentiality', 'stress management', 'initiative', 'relationship building', 'collaboration'] |
3,906,258,424 | HR | Human Resources Information System Specialist | THE ROLE OF AN HR INFORMATION SYSTEMS SPECIALIST IS MULTIFACETED, INVOLVING A BLEND OF HUMAN RESOURCES, DATA ANALYSIS, AND TECHNOLOGY. THE PRIMARY RESPONSIBILITY IS TO COLLABORATE WITH HUMAN RESOURCES, BUSINESS LEADERS, EXECUTIVES, AND IT TO UNDERSTAND BUSINESS NEEDS, GATHER REQUIREMENTS, AND IMPLEMENT SOLUTIONS. THIS INDIVIDUAL WILL COLLECT, COMPILE, AND ANALYZE HR DATA, METRICS, AND STATISTICS AND APPLY THIS DATA TO MAKE RECOMMENDATIONS RELATED TO RECRUITMENT, RETENTION, BUSINESS OPERATIONS, AND COMPLIANCE.
THE ORGANIZATION IS GOING LIVE ON THE ADP HRIS PLATFORM ON OCT 1, 2024.
• ANALYZE HR DATA TO IDENTIFY TRENDS, PATTERNS, AND INSIGHTS.• WORK WITH HR AND BUSINESS LEADERS TO CONFIGURE THE HRIS TO ADDRESS BUSINESS NEEDS.• PROVIDE RECOMMENDATIONS FOR PROCESS IMPROVEMENTS BASED ON DATA ANALYSIS.• UNDERSTAND THE IMPACT OF TECHNOLOGY SOLUTIONS ON HR PROCESSES.• WORK CLOSELY WITH HR, OPERATIONS, AND IT STAKEHOLDERS TO DEFINE BUSINESS REQUIREMENTS.• DEVELOP SIMPLE AND COMPLEX REPORTING BASED ON BUSINESS REQUIREMENTS.• IMPLEMENT AND SUPPORT HR SYSTEMS AND TOOLS.• COLLECT HR DATA FROM EMPLOYEES, SUPERVISORS, CUSTOMERS, OR OTHER RELEVANT INDIVIDUALS.• COMPILE PAST DATA FROM EMPLOYMENT RECORDS AND EXIT INTERVIEWS.• REFER TO LARGER DATABASES, LIKE THOSE THAT STORE GOVERNMENT LABOR STATISTICS.• WORK WITH MULTIPLE SYSTEMS TO COMPILE AND INTEGRATE SYSTEM DATA.• DEVELOP OPTIMAL WORKFLOWS WITHIN THE SYSTEMS.• CLEAN DATA TO ELIMINATE ANY ERRORS AND CREATE MORE MEANINGFUL ANALYSES.• ANALYZE DATA AND BY USING VARIOUS TOOLS (EXCEL) AND PROGRAMS.• BASED ON METRICS AND ANALYSIS, MAKES RECOMMENDATIONS FOR POLICIES AND ACTIVITIES TO IMPROVE THE ORGANIZATIONAL CULTURE INCLUDING SUGGESTIONS TO ATTRACT AND HIRE QUALIFIED CANDIDATES, TO MOTIVATE AND RETAIN EMPLOYEES, ADDRESS STAFFING ISSUES, AND MAINTAIN LEGAL COMPLIANCE.
EDUCATION & EXPERIENCE: A RELEVANT DEGREE, SUCH AS BACHELOR’S DEGREE IN FIELDS LIKE BUSINESS, COMPUTER SCIENCE: IT, HUMAN RESOURCES, OR ACCOUNTING & FINANCE OR AN EQUIVALENT LEVEL OF EXPERIENCE. EDUCATION & EXPERIENCE: A RELEVANT DEGREE, SUCH AS BACHELOR’S DEGREE IN FIELDS LIKE BUSINESS, COMPUTER SCIENCE, IT, HUMAN RESOURCES, OR ACCOUNTING & FINANCE OR AN EQUIVALENT LEVEL OF EXPERIENCE. KNOWLEDGE/TRAINING: DIRECT EXPERIENCE WITH ADP PREFERRED, OTHER SYSTEM EXPERIENCE WOULD BE CONSIDERED. HUMAN RESOURCE EXPERIENCE WELCOMED.COMPUTER SKILLS: MUST BE FAMILIAR WITH GENERAL USE AND FUNCTIONS OF THE COMPUTER, SUCH AS, USERNAMES AND PASSWORD CONCEPTS; INTERNET; E-MAIL; NAVIGATION OF COMPUTER DESKTOP OR LAPTOP, INCLUDING STARTING PROGRAMS, USING FILES, AND WINDOWS, EFFECTIVELY USE NAVIGATION BUTTONS AND TOOL BARS; ABILITY TO SELF-MANAGE ONLINE HR SERVICES AND ONLINE TRAINING PROGRAMS.
VISITING NURSE HEALTH SYSTEM PROVIDES EQUAL EMPLOYMENT OPPORTUNITIES TO ALL EMPLOYEES AND APPLICANTS FOR EMPLOYMENT AND PROHIBITS DISCRIMINATION AND HARASSMENT OF ANY TYPE WITHOUT REGARD TO RACE, COLOR, RELIGION, AGE, SEX, NATIONAL ORIGIN, DISABILITY STATUS, GENETICS, PROTECTED VETERAN STATUS, SEXUAL ORIENTATION, GENDER IDENTITY OR EXPRESSION, OR ANY OTHER CHARACTERISTIC PROTECTED BY FEDERAL, STATE OR LOCAL LAWS.
| ['ADP HRIS', 'reporting', 'data compilation', 'Excel', 'technology solutions', 'compliance knowledge', 'collaboration', 'communication', 'problem solving', 'recommendation making', 'attention to detail', 'self-management', 'organizational skills', 'data analysis', 'HR data metrics', 'data cleaning', 'data integration', 'HRIS configuration', 'business requirements gathering', 'workflow development'] |
3,891,070,825 | HR | Human Resources Generalist | DIRECT-HIRE, $65,000 SALARY
THE IDEAL CANDIDATE WILL BE RESPONSIBLE FOR RECRUITMENT EFFORTS, NEW HIRE ORIENTATION AND ONBOARDING, EMPLOYEE TERMINATION, AND COMPANY POLICY AND PROCEDURE ADHERENCE. IN ADDITION, YOU WILL BUILD STRONG RELATIONSHIPS WITH OUR COMPANY'S MANAGERS IN ORDER TO HELP THEM WITH THEIR HUMAN RESOURCE NEEDS. RESPONSIBILITIESOVERSEE FULL-CYCLE OF RECRUITMENT EFFORTSDEVELOP AND OVERSEE NEW HIRE ORIENTATION, ONBOARDING EFFORTS AND EMPLOYEE TERMINATION PROCESSASSIST WITH PAYROLL AND BENEFITS ADMINISTRATIONENSURES COMPLIANCE WITH COMPANY POLICIES AND PROCEDURES AND LEGAL RESPONSIBILITIES
QUALIFICATIONS
BACHELOR'S DEGREE OR EQUIVALENT EXPERIENCE IN HUMAN RESOURCES IN A MANUFACTURING SETTING, OR RELATED AREA2+ YEARS' OF EXPERIENCE WORKING IN HUMAN RESOURCESSTRONG INTERPERSONAL AND COMMUNICATION SKILLS | ['recruitment', 'payroll administration', 'compliance', 'human resources management', 'policy adherence', 'manufacturing HR experience', 'interpersonal skills', 'communication', 'relationship building', 'onboarding', 'employee termination', 'benefits administration'] |
3,901,949,090 | HR | Human Resources Project Manager | HYBRID ROLEONSITE: REQUIRED TO WORK ONSITE AT OFFICE 1-2 DAYS/WEEK (UP TO 5 DAYS/WEEK DURING BUSY PERIODS IN MAY/JUNE)HOURS PER WEEK: 30-40 HOURS DEPENDING ON WORKLOAD
MUST HAVES: 5+ YOE IN HR PROJECT MANAGEMENTSMARTSHEETS, OR SIMILAR TOOLS CREATING HR TRAINING PROGRAMS CREATING HR COMMUNICATIONS FOR ENTERPRISE ORGANIZATIONS WORKING WITH CONFIDENTIAL INFORMATION SKILL / EXPERIENCE REQUIRED: EXPERIENCE WITH HR PROJECT MANAGEMENTEXPERIENCE MANAGING COMPLEX EMPLOYEE EVENTS ABILITY TO WORK WITH SENIOR LEADERS ABILITY TO WORK WITH HIGHLY CONFIDENTIAL INFORMATION DESCRIPTION: PROVIDE HR PROJECT MANAGEMENT FOR AN OPERATING MODEL TRANSFORMATION, INCLUDING EMPLOYEE EVENTS, NEW TEAM FORMATION, AND ENGAGEMENT WITH LEADERSPROVIDES PROJECT MANAGEMENT AND HR BUSINESS PARTNER STAFF SUPPORT TO OPTIMIZE OPERATING MODEL TRANSFORMATION DEVELOP AND MAINTAIN PROJECT DOCUMENTATION, INCLUDING PROJECT PLANS, STATUS REPORTS, ISSUE LOGS, AND CHANGE CONTROL DOCUMENTATION. DEVELOPMENT MATERIALS TO SUPPORT CHANGE MANAGEMENT, LEARNING & DEVELOPMENT, TEAMING, AND ONBOARDING MANAGE PROJECT RISKS AND ISSUES, AND DEVELOP MITIGATION STRATEGIES TO ENSURE PROJECT SUCCESS. CONDUCT REGULAR MEETINGS WITH PROJECT TEAMS TO PROVIDE UPDATES ON PROJECT STATUS, DISCUSS CHALLENGES, AND MAKE RECOMMENDATIONS FOR IMPROVEMENT. MANAGES STAKEHOLDER EXPECTATIONS AND PROVIDES GUIDANCE AND ADVICE THROUGHOUT PROJECT DURATION. FOSTERS AND MAINTAINS GOOD RELATIONSHIPS WITH HR COLLEAGUES TO ENSURE THAT PROCESSES ARE MAINTAINED AND SUPPORTED FOLLOWING PROJECT COMPLETION. OTHER RELATED DUTIES AS ASSIGNED NICE TO HAVES:SHRM-CP CERTIFICATIONPMP CERTIFICATION | ['Project Documentation', 'Communication', 'Stakeholder Management', 'Relationship Building', 'Problem Solving', 'Team Collaboration', 'Leadership', 'Adaptability', 'HR Project Management', 'Smartsheets', 'Creating HR Training Programs', 'Creating HR Communications', 'Managing Complex Employee Events', 'Change Management', 'Risk Management', 'PMP Certification', 'SHRM-CP Certification', 'Confidentiality'] |
3,903,461,892 | HR | Human Resources Information System Partner III | JOB OVERVIEW
ARE YOU A SYSTEM SETUP EXPERT WITH A HUMAN RESOURCES BACKGROUND AND PROVEN RECORD OF WORKING EFFECTIVELY ACROSS MULTIPLE DEPARTMENTS? IF SO, MARVIN HAS THE PERFECT OPPORTUNITY FOR YOU. THE HUMAN RESOURCES INFORMATION SYSTEMS PARTNER III PLAYS A MEANINGFUL ROLE WITHIN THE HR DEPARTMENT AND IS EMPOWERED TO MAKE CREATIVE ENHANCEMENTS AND CONTINUOUS IMPROVEMENTS TO OUR CURRENT HRIS SYSTEMS. PARTICIPATE IN HR SYSTEM CONFIGURATION AND PARTNER WITH MULTIPLE DEPARTMENTS AS A SUBJECT MATTER AUTHORITY ON BOTH SOPHISTICATED HRIS SETUP AND HR PROCESSES.
CAREER GROWTH, LEADERSHIP TRAINING, AND A CULTURE BUILT ON FAMILY VALUES ARE A FEW OF THE WAYS WE SUPPORT YOU PROFESSIONALLY AND PERSONALLY. WE INVEST IN YOU FROM DAY ONE WITH AN EXTENSIVE BENEFITS PACKAGE, AND A SIGN ON BONUS.
HIGHLIGHTS OF YOUR ROLE
BUILD STRONG PARTNERSHIPS/COLLABORATION WITH DEPARTMENTS TO TRANSLATE INFORMATION INTO BUSINESS PROCESS/SYSTEM FUNCTIONALITY THAT BOTH ALIGNS WITH THE NEEDS OF THE BUSINESS AND KEEPS THE END USER EXPERIENCE IN MIND. TRAIN, MENTOR, AND ACTS AS A TECHNICAL RESOURCE FOR COLLEAGUES, LEADING PRODUCTION SUPPORT FOR HR SYSTEMS. COLLECT/ASSESS CUSTOMER FEEDBACK, PROVIDES SUPPORT AND CONDUCTS ROOT CAUSE ANALYSIS OF SYSTEM ISSUES. CONFIGURE HR SYSTEMS FOR USE ENTERPRISE WIDE, IMPLEMENTING PROCESS IMPROVEMENTS AND POLICY CHANGES CRAFTED TO IMPROVE EFFICIENCY AND THE USER EXPERIENCE WITH THE SYSTEM. RECOMMEND AND IMPLEMENT PROCESS/CUSTOMER SERVICES IMPROVEMENTS, INNOVATIVE SOLUTIONS, POLICY CHANGES AND/OR MAJOR VARIATIONS FROM STANDARD PRACTICE ACQUIRING VITAL INPUT AND APPROVALS.
YOU'RE A GOOD FIT IF YOU HAVE (OR IF YOU CAN)
EXPERIENCE IN UKG PRO AND UKG WORKFORCE MANAGEMENT™ SOLUTION, BUSINESS INTELLIGENCE, AND COGNOS REPORTING. SOLID UNDERSTANDING OF THE CONTEXT OF HUMAN RESOURCES ROLE AND FUNCTION WITHIN THE ORGANIZATION; UNDERSTANDING OF HR PRINCIPLES, PROCESSES, PROGRAMS, PRACTICES AND DATA. DEMONSTRABLE ABILITY TO CONSULT AND TRANSFER KNOWLEDGE OF CRITICAL HRIS SKILLS. ABILITY TO TRANSLATE HIGHLY TECHNICAL CONCEPTS INTO TERMS UNDERSTANDABLE BY BUSINESS PARTNERS INSIDE AND OUTSIDE OF HR.
ALSO WANT TO MAKE SURE YOU HAVE
BACHELOR’S DEGREE IN HUMAN RESOURCES, IT OR COMPUTER SCIENCE. MINIMUM OF 4 YEARS' EXPERIENCE IN HR, INCLUDING HR TECHNOLOGY SYSTEMS AND APPLICATIONS. EFFECTIVE COMMUNICATION AND DIPLOMACY SKILLS TO GUIDE, INFLUENCE, AND CONVINCE OTHERS, PARTICULARLY MANAGEMENT/COLLEAGUES IN OTHER HR.
WE INVITE YOU TO SEE YOURSELF AT MARVIN
FROM PEOPLE TO PRODUCTS, MARVIN IS COMMITTED TO CREATING BETTER WAYS OF LIVING. WHEN YOU JOIN THIS FAMILY-OWNED AND -LED WINDOW AND DOOR COMPANY, YOU BELONG TO A COMMUNITY FULL OF OPPORTUNITIES.
FOR MORE THAN 100 YEARS, WE'VE BEEN DESIGNING, BUILDING, AND ENGINEERING PREMIER PRODUCTS. TODAY, IN OUR 16 LOCATIONS ACROSS NORTH AMERICA, WE MANUFACTURE MARVIN'S PORTFOLIO OF PRODUCTS, WHICH INCLUDES INFINITY REPLACEMENT WINDOWS, TRUSTILE DOORS, AND MARVIN COASTLINE BRANDS.
BENEFITS
TOGETHER, WE LIVE OUR VALUES AND ENJOY A CULTURE THAT FEELS LIKE HOME. OUR BETTER LIVING APPROACH TO BENEFITS SUPPORTS YOU AT WORK AND BEYOND. FROM DAY ONE, YOU RECEIVE HEALTH INSURANCE, PAID HOLIDAYS, PAID PARENTAL LEAVE, A 401(K) RETIREMENT SAVINGS MATCH AND MORE! A FEW UNIQUE OFFERINGS INCLUDE:
$300 ANNUAL WELLBEING ACCOUNT TO SPEND ON WHATEVER MAKES YOU HAPPY + HEALTHY BETTER LIVING DAY! (A PAID DAY OFF TO GO HAVE SOME FUN) $$ ANNUAL PROFIT SHARING - GET REWARDED FOR THE ROLE EVERYONE PLAYS IN MAKING MARVIN A SUCCESS GIVING AT MARVIN - JOIN COORDINATED VOLUNTEER OPPORTUNITIES BRIGHTER DAYS FUND - FINANCIAL SUPPORT THANKS TO YOUR COLLEAGUES AND THE MARVIN FAMILY SHOULD YOU SUFFER A PERSONAL HARDSHIP
WHEN YOU BELONG TO THE MARVIN TEAM, IT'S ALL PART OF THE PACKAGE. APPLY TODAY!
MARVIN IS AN EQUAL OPPORTUNITY EMPLOYER
THIS JOB POSTING IS NOT DESIGNED TO COVER OR CONTAIN A COMPREHENSIVE LISTING OF ACTIVITIES, DUTIES, OR RESPONSIBILITIES OF THE EMPLOYEE. ACCOMMODATION MAY BE MADE TO ENABLE AN INDIVIDUAL WITH A DISABILITY TO PERFORM THE ESSENTIAL FUNCTIONS OF THE POSITION. ANY EMPLOYMENT OFFER DEPENDS ON COMPLETING A BACKGROUND CHECK AND DRUG SCREEN TO COMPANY STANDARDS. | ['HRIS Configuration', 'Data Analysis', 'Process Improvement', 'Communication', 'Collaboration', 'Problem Solving', 'Mentoring', 'Customer Service', 'Diplomacy', 'Consulting', 'UKG Pro', 'UKG Workforce Management', 'Business Intelligence', 'Cognos Reporting', 'Technical Support'] |
3,891,073,623 | HR | Human Resources Specialist | GROUP MANAGEMENT SERVICES IS LOOKING FOR SELF MOTIVATED INDIVIDUAL TO STEP INTO OUR HUMAN RESOURCES SPECIALIST ROLE BASED OUT OF OUR RICHFIELD, OH HEADQUARTERS.
AS WITH ALL POSITIONS HERE AT GMS, WE ARE LOOKING FOR A DRIVEN INDIVIDUAL WITH A CUSTOMER SERVICE ORIENTED MINDSET AND A PASSION FOR DEVELOPING STRONG RELATIONSHIPS. IF EXPANDING YOUR PROFESSIONAL HUMAN RESOURCES CAREER IS YOUR GOAL THAN THIS OPPORTUNITY MAY BE JUST WHAT YOU ARE LOOKING FOR!
WHAT ARE SOME EXPECTATIONS FOR THIS ROLE?ACT AS AN HR POINT OF CONTACT FOR HUNDREDS OF SMALL CLIENTS (UNDER 10 EMPLOYEES)HANDLE HR ADMINISTRATIVE TASKS LIKE ONBOARDING TROUBLESHOOTING, POLICY DEVELOPMENT, AND JOB DESCRIPTION CREATIONPROVIDE BASIC HR CONSULTING SERVICES ON EMPLOYEE ISSUESSOLVE DAY-TO-DAY ISSUES/CONCERNS RELATED TO GMS SERVICES WHILE ACTING AS A LIAISON BETWEEN CLIENTS AND OTHER DEPARTMENTS MONITOR AND MANAGE AN INCOMING QUEUE OF CLIENT EMAILS VIA SHARED INBOX AND MANAGE AND TRACK TASKS AND ACTIONS WITHIN OUR CRMMAINTAIN CLIENT/GMS RELATIONSHIP TO ATTAIN CLIENT RETENTION AND SATISFACTIONASSIST THE HR ACCOUNT MANAGERS WITH HIGHER LEVEL HR PROJECTS AS NEEDEDPERFORM REFERENCE CHECKS, BACKGROUND CHECKS, AND DRUG SCREENINGS FOR CLIENT EMPLOYEES/CANDIDATESWHAT ARE THE QUALIFICATIONS FOR THIS ROLE?BACHELOR'S DEGREE (B.A.) FROM FOUR-YEAR COLLEGE OR UNIVERSITY PREFERRED1-2 YEARS RELATED EXPERIENCED PREFERREDEQUIVALENT COMBINATION OF EDUCATION AND EXPERIENCE IS ACCEPTEDVALID DRIVER'S LICENSE REQUIRED; MUST BE WILLING TO TRAVEL 15% OF THE TIMEWHATS IN IT FOR YOU?BASE SALARY RANGE BETWEEN $50,000-$55,000FULL MEDICAL, DENTAL, VISION, 401(K) WITH COMPANY MATCH, LIFE, AND DISABILITY BENEFITS PACKAGETUITION ASSISTANCETHREE WEEKS OF PTO WITH 7 PAID HOLIDAYSCOMPANY SURFACE PRO OR LAPTOP PROVIDEDMONTHLY CELL PHONE REIMBURSEMENT PLANOPPORTUNITIES FOR GROWTHFLEXIBLE SCHEDULING AND AUTONOMY WHY GMS?
PEOPLE DON'T NECESSARILY BUY WHAT YOU DO, THEY BUY WHY YOU DO IT. GMS IS PASSIONATE ABOUT SMALL BUSINESSES HAVING STARTED OFF AS ONE BACK IN 1996 IN RICHFIELD, OH WITH ONLY A FEW EMPLOYEES. FAST FORWARD TO TODAY AND WE HAVE OVER 500 EMPLOYEES IN 24 OFFICES ACROSS 18 STATES NATIONWIDE. WE TAKE PRIDE IN BUILDING AND MAINTAINING QUALITY RELATIONSHIPS WITH OUR CUSTOMERS AS WE HELP THEM GROW THEIR OWN BUSINESS EXPONENTIALLY JUST AS WE DID BY ALLOWING THEM THE TIME AND ENERGY TO FOCUS SOLELY ON REINVESTING IN THEMSELVES.
AS WE CONTINUE TO EXPAND OURSELVES HERE AT GMS, WE ARE LOOKING FOR INDIVIDUALS WHO ARE WILLING AND ABLE TO PROVIDE EXCELLENT CUSTOMER SERVICE AND SUPPORT TO THEIR CLIENTS. WE ARE LOOKING FOR THOSE WHO ARE PASSIONATE ABOUT THE VALUE SMALL BUSINESS BRINGS AND PROVIDING THEM ASSISTANCE IN THEIR GROWTH AS THEY SEEK GROWTH FOR THEMSELVES. WE ARE COMMITTED TO PROVIDING OPPORTUNITIES FOR UPWARD MOBILITY FROM WITHIN TO THOSE WHO ARE DRIVEN TO SUCCEED AND WHO CARE ABOUT THE RELATIONSHIPS THEY BUILD. JOIN THE GMS TEAM TODAY, BUILD RELATIONSHIPS, SEEK GROWTH AND EXPERIENCE A TRULY FAMILY ORIENTED WORKPLACE CULTURE!
FOR MORE INFORMATION PLEASE VISIT OUR WEBSITE AT WWW.GROUPMGMT.COM #LI-ONSITE
GMS IS AN EQUAL OPPORTUNITY EMPLOYER | ['HR administration', 'onboarding', 'policy development', "Bachelor's degree", 'customer service', 'relationship building', 'problem solving', 'communication', 'self-motivation', 'teamwork', 'flexibility', 'autonomy', 'job description creation', 'HR consulting', 'CRM management', 'reference checks', 'background checks', 'drug screenings', "valid driver's license"] |
3,894,573,937 | HR | Human Resources Generalist | COMPANY INFORMATION
FOR MORE THAN 20 YEARS, AEG HAS PLAYED A PIVOTAL ROLE IN TRANSFORMING SPORTS AND LIVE ENTERTAINMENT. ANNUALLY, WE HOST MORE THAN 160 MILLION GUESTS, PROMOTE MORE THAN 10,000 SHOWS AND PRESENT MORE THAN 22,000 EVENTS AROUND THE WORLD. WE ARE COMMITTED TO INNOVATION, ARTISTRY, AND COMMUNITY, AND LEVERAGE THE POWER OF OUR 300+ VENUES, LEADING SPORTS FRANCHISES, MARQUEE MUSIC BRANDS, INTEGRATED ENTERTAINMENT DISTRICTS, PREMIER TICKETING PLATFORM AND GLOBAL SPONSORSHIP ACTIVATIONS, TO CREATE MEMORABLE MOMENTS THAT GIVE THE WORLD REASON TO CHEER.
OUR BUSINESS IS INTERWOVEN WITH THE HUMAN MIND AND HEART, AND WE STRIVE TO BUILD A DIVERSE AND INCLUSIVE COMPANY THAT REFLECTS THE ARTISTS, ATHLETES, AND FANS THAT WE HOST; REACH BEYOND TRADITIONAL BOUNDARIES TO SUPPORT THE COMMUNITIES IN WHICH WE OPERATE; AND MINIMIZE OUR IMPACT ON THE ENVIRONMENT BY ADOPTING SUSTAINABLE PRACTICES THROUGHOUT OUR BUSINESS OPERATIONS.
IF YOU WANT TO BE CHALLENGED TO UP YOUR GAME AND MAKE A DIFFERENCE, THEN JOIN US IN GIVING THE WORLD REASON TO CHEER!
JOB SUMMARY
THE HUMAN RESOURCES (HR) GENERALIST IS RESPONSIBLE FOR OVERSEEING VARIOUS AREAS OF THE HR LIFE CYCLE. THE INDIVIDUAL WILL PROVIDE ONGOING SUPPORT TO EMPLOYEES & MANAGERS IN THE AREAS OF POLICY INTERPRETATION, ONBOARDING, TRAINING, AND ACTING AS A RESOURCE TO EMPLOYEES ON HR-RELATED MATTERS. ADDITIONALLY, THE INDIVIDUAL WILL BE ABLE TO MAKE RECOMMENDATIONS AND DEVELOP STRATEGIES IN ALIGNMENT WITH THE COMPANY'S VISION.
ESSENTIAL FUNCTIONS
MANAGE THE TALENT ACQUISITION PROCESS IN PARTNERSHIP WITH TALENT ACQUISITION TEAM AT AEG CORPORATE FOR DESIGNATED EMPLOYEE POPULATION INCLUDING POSTING OF REQUISITIONS, MANAGING THE APPLICANT FLOW PROCESS, AND PROVIDING THOUGHTFUL RECOMMENDATIONS TO HIRING MANAGERS CONSISTENT WITH OUR ORGANIZATION'S HIRING AND DEI STRATEGIES. DIRECT THE ENTIRE ONBOARDING AND NEW HIRE EXPERIENCE LIFECYCLE BEYOND DAY ONE.LEAD AND FACILITATE EMPLOYEE ORIENTATION AND ONBOARDING PROGRAMS; MAINTAIN AND UPDATE ONBOARDING COLLATERALS. CONTINUALLY EVALUATE ONBOARDING PROGRAM BY CONDUCTING FOLLOW-UPS, GATHER FEEDBACK, MAINTAIN METRICS, ASSURE ALL NECESSARY TOOLS AND RESOURCES ARE AVAILABLE TO EMPLOYEES TO PERFORM JOB RESPONSIBILITIES AND CREATE TRAINING PLANS FOR CONTINUED IMPROVEMENT OF NEW HIRE EXPERIENCE.TRAIN AND PROVIDE SUPPORT TO DEPARTMENT HEADS AND MANAGERS IN ORDER TO GATHER AND ANALYZE DATA ON THE ONBOARDING EXPERIENCE AND PROVIDE DATA DRIVEN RECOMMENDATIONS AND OPPORTUNITIES FOR PROCESS AND PROGRAM IMPROVEMENTS WHILE DEVELOPING AND ESTABLISHING GREAT WORKING RELATIONSHIPS WITH THEM. CONTINUALLY EVALUATE TRAINING PROGRAMS TO ENSURE EFFECTIVENESS AND RELEVANCE.ACTS AS A TRUSTED RESOURCE TO MANAGERS AND EMPLOYEES. PROVIDE DAY-TO-DAY HUMAN RESOURCES SERVICES IN THE AREAS OF POLICY INTERPRETATION, ONBOARDING, TRAINING.MANAGE EMPLOYEE LEAVES OF ABSENCES AND ACCOMMODATIONS UNDER THE ADA PROCESS; LIAISE WITH EXTERNAL PARTNERS, OUR CORPORATE OFFICE, OUR LOCAL HUMAN RESOURCES TEAM, EMPLOYEE, AND THEIR SUPERVISOR TO FACILITATE THE INTERACTIVE PROCESS, ANSWER QUESTIONS AND MAKE RECOMMENDATIONS.PROVIDE COACHING AND CONFLICT RESOLUTION TO MANAGERS AND EMPLOYEES, AND WORK WITH OTHER MEMBERS OF THE HR TEAM TO MAKE RECOMMENDATIONS FOR IMPROVEMENTS.SERVE AS A LEARNING & DEVELOPMENT AMBASSADOR BY CHAMPIONING AND COMMUNICATING OPPORTUNITIES TO EMPLOYEES AND MANAGERS. CONDUCTS REGULAR AUDITS TO ENSURE COMPLIANCE WITH ALL COMPANY ASSIGNED TRAINING.ASSIST IN THE TRACKING OF HR RELATED ACTIVITY, ANALYZE DATA FOR TRENDS, GAPS AND PROVIDE REPORTS/ STATISTICS TO SUPPORT DEPARTMENTAL GOALS AND INITIATIVES (TERMINATIONS, COMPENSATION, HIRES, DIVERSITY, ETC.)PROACTIVELY AUDIT EXISTING JOB DESCRIPTIONS TO ENSURE THEY ARE ALIGNED TO SUPPORT DEPARTMENTAL/ORGANIZATIONAL CHANGES.CONTINUOUSLY REMAIN INFORMED OF NEW LABOR/EMPLOYEE RELATED LEGISLATIONS. INTERPRETATION AND APPLICATION OF LEGISLATION TO ENSURE THE COMPANY IS IN COMPLIANCE.
REQUIRED QUALIFICATIONS
BA/BS DEGREE (4-YEAR) IN HUMAN RESOURCES, BUSINESS MANAGEMENT, OR A RELATED AREA2-4 YEARS OF RELATED WORK EXPERIENCEEXPERIENCE WITH VARIOUS HRIS SYSTEMS INCLUDING ULTIMATE SOFTWARE, GREENHOUSE, CORNERSTONE AND ABI MASTERMIND IS PREFERREDDEMONSTRATED ABILITY TO PROACTIVELY MANAGE AND RESOLVE COMPLEX AND SENSITIVE HUMAN RESOURCE ISSUESSTRONG VERBAL AND WRITTEN COMMUNICATION SKILLS, HIGH ENERGY, EXCELLENT FOLLOW-UP AND FOLLOW-THROUGH SKILLSEXCELLENT CRITICAL THINKING, PROJECT MANAGEMENT AND ORGANIZATIONAL SKILLSSOLID PROFICIENCY WITH MICROSOFT OFFICE PRODUCTS (WORD, EXCEL, OUTLOOK) WITH THE ABILITY TO LEARN REQUIRED BUSINESS SYSTEMSKNOWLEDGEABLE OF LOCAL, STATE, AND FEDERAL EMPLOYMENT LAW AND REGULATIONSABLE AND WILLING TO DELIVER FRIENDLY, COURTEOUS, AND PROMPT CUSTOMER SERVICESTRONG ANALYTICAL SKILLS WITH ABILITY TO QUICKLY SUMMARIZE AND PRESENT DATA IN A MEANINGFUL FORMATABILITY TO BUILD STRONG RELATIONSHIPS AND COLLABORATE WITH ALL LEVELS OF INTERNAL STAKEHOLDERSINDEPENDENT THINKING AND PROBLEM-SOLVING CAPABILITIESHIGHLY ORGANIZED WITH A RECORD OF PRIORITIZING MULTIPLE PROJECTS AND MEETING DEADLINES. STRONG ATTENTION TO DETAIL WITH A FOCUS ON ACCURACY.MUSIC/ENTERTAINMENT INDUSTRY EXPERIENCE IS A PLUS
PAY SCALE: $67,000 - $81,880
AEG RESERVES THE RIGHT TO CHANGE OR MODIFY THE EMPLOYEE’S JOB DESCRIPTION WHETHER ORALLY OR IN WRITING, AT ANY TIME DURING THE EMPLOYMENT RELATIONSHIP. AEG MAY REQUIRE AN EMPLOYEE TO PERFORM DUTIES OUTSIDE HIS/HER NORMAL DESCRIPTION. | ['HRIS systems', 'Microsoft Office', 'data analysis', 'project management', 'onboarding', 'training development', 'conflict resolution', 'communication', 'problem solving', 'relationship building', 'organizational skills', 'critical thinking', 'independent thinking', 'attention to detail', 'employment law', 'customer service'] |
3,901,372,502 | HR | Human Resources Coordinator | JOB TITLE: HUMAN RESOURCES COORDINATORLOCATION: [NEW YORK, NY, 10036DURATION: 8+ MONTHS CONTRACT
TOP 3 SKILLS: MINIMUM OF 3 YEARS HR EXPERIENCE, EXPERIENCE WITH HR SYSTEMS(TEAM USES SUCCESSFACTORS BUT EXPERIENCE IN WORKDAY/SAP ALSO WORKS),WORKFORCE PLANNING EXPERIENCE, THRIVE UNDER PRESSURE AND ABLE TO MULTI TASK, ATTENTION TO DETAIL AND ACCURACY, PROACTIVE, SELF MOTIVATED, ADVANCED EXCEL/POWERPOINT SKILLS(GURU’S IN EXCEL), OTHER SKILLS/NICE TO HAVES: BACKGROUND OR KNOWLEDGE IN FINANCE, INDUSTRY EXPERIENCE/MULTINATIONAL COMPANY IS A PLUS, EXPERIENCE WITH WORKING WITH INTERNATIONAL TEAMS, SPANISH SPEAKING IS A PLUS DEAL BREAKERS: IF THEY DON’T HAVE EXPERIENCED EXCEL EXPERIENCE. WILL BE DOING V-LOOK UP’S/FORMULAS ETC SPECIFIC INDUSTRY EXPERIENCE REQUIRED: VERY NICE TO HAVE JOB OVERVIEW: KEY RESPONSIBILITIES: • MONITOR AND TRACK DAY-TO-DAY PROJECT ACTIVITIES, DELIVERABLES, AND STRATEGIC INITIATIVES TO ENSURE TIMELY COMPLETION. • COLLABORATE WITH HR BUSINESS PARTNERS, FINANCE AND COMPENSATION CENTER OF EXPERTISE (COE) TO UPDATE TRANSFORMATION PROJECT BUDGETS AND FINANCIAL MEASURES. • ASSIST IN UPDATING AND MANAGING HR PLANNING FORECASTS AND BUDGETS ALONGSIDE SENIOR HR BUSINESS PARTNERS, FINANCE AND COMPENSATION COE. • OVERSEE BUDGET CONTROL, PLANNING PROCESSES, HIRING PROCEDURES, AND OTHER HR-RELATED ACTIVITIES. • COORDINATE ANNUAL COMPENSATION BUDGETING, WORKING CLOSELY WITH HR BUSINESS PARTNERS, FINANCE AND COMPENSATION COE. • MAINTAIN HIRING REQUESTS AND VALIDATE BUDGETING APPROVALS WITH RELEVANT STAKEHOLDERS. • PREPARE INTERNAL COMMUNICATION REPORTS AS NEEDED. • SUPPORT HR STAFF IN VALIDATING REQUESTS AND ENSURING ACCURATE COMPLETION OF INTERNAL PROCESSES. QUALIFICATIONS AND REQUIREMENTS: • BACHELOR’S DEGREE. • MINIMUM OF 3 YEARS HR EXPERIENCE, PREFERABLY IN A RELATED INDUSTRY; MULTINATIONAL COMPANY EXPERIENCE IS A PLUS. • BACKGROUND OR KNOWLEDGE IN FINANCE IS ADVANTAGEOUS. • ABILITY TO THRIVE UNDER PRESSURE AND MANAGE MULTIPLE TASKS SIMULTANEOUSLY. • STRONG ATTENTION TO DETAIL AND ACCURACY. • PROACTIVE, SELF-MOTIVATED, AND FLEXIBLE ATTITUDE. • HIGHLY ANALYTICAL WITH A KEEN EYE FOR DETAIL AND ACCURACY. • ADVANCED PROFICIENCY IN MICROSOFT EXCEL AND POWERPOINT SKILLS. | ['HR experience', 'HR systems (SuccessFactors, Workday, SAP)', 'Workforce planning', 'Advanced Excel', 'PowerPoint', 'Budget control', 'Financial measures', 'Hiring procedures', 'Internal communication reporting', 'Analytical skills', 'Ability to thrive under pressure', 'Multi-tasking', 'Attention to detail', 'Proactive', 'Self-motivated', 'Flexible attitude', 'Collaboration', 'Communication', 'International teamwork', 'Spanish speaking'] |
3,901,176,444 | HR | Director of Human Resources | THIS NONPROFIT ORGANIZATION OPERATES IN APPROXIMATELY EIGHT STATES AND TWENTY CITIES; THE HR DIRECTOR MUST LEARN THE CHILD SERVICES PROGRAMMING AND DEVELOP A STRONG PARTNERSHIP WITH THE PROGRAM DEPUTIES, THE LEADERSHIP COUNCIL, THE ASSOCIATE CEO, AND PRESIDENT/CEO.CLIENT DETAILSW ARE AN ACCREDITED NON-PROFIT, HUMAN SERVICES AGENCY DEDICATED TO FAMILY SUPPORT AND PRESERVATION, TRAUMA-INFORMED CARE, AND SERVING VULNERABLE POPULATIONS WITH UNIQUE NEEDS. FOUNDED IN 1852 IN AUBURN, NY, WE HAVE A LONG HISTORY OF DELIVERING HIGH-QUALITY AND INNOVATIVE SERVICES TO INDIVIDUALS, CHILDREN, YOUTH AND FAMILIES. WE HAVE 22 LOCATIONS ACROSS 8 STATES AND SERVE OVER 10,000 INDIVIDUALS AND FAMILIES ANNUALLY.DESCRIPTIONOVERSEE THE DAILY OPERATIONS OF THE HR TEAM BASED IN AUBURN, PARTNERING WITH THE DEPUTY OF HUMAN RESOURCES BASED IN NYCADMINISTER, UPDATE, DEVELOP, AND COMMUNICATE PERSONNEL POLICIES AND PROCEDURES TO STAFF, ENSURING THAT STAFF UNDERSTANDS BEST PRACTICES FOR PROGRESSIVE DISCIPLINE, LEAVE MANAGEMENT, BENEFITS AND TRAININGLEAD, COACH AND MENTOR HR GENERALISTS BASED IN AUBURN AND PROVIDE SUPPORT TO THE HR TEAM MEMBERS IN OTHER SUBUNITSOVERSEE AND MANAGE EMPLOYEE RELATIONS, LIAISING WITH UPSTATE NEW YORK, DELAWARE, PITTSBURGH, DALLAS, CHICAGO, LOS ANGELES AND BALTIMORECONDUCT NEW-EMPLOYEE ORIENTATIONS; MONITOR CAREER-PATH PROGRAM AND EMPLOYEE RELATIONS COUNSELINGENSURE THE AGENCY COMPLIES WITH FEDERAL, STATE, AND LOCAL LEGAL REQUIREMENTS BY STUDYING EXISTING AND NEW LEGISLATION, ANTICIPATING LEGISLATION, ENFORCING ADHERENCE TO REQUIREMENTS; ADVISING MANAGEMENT ON NEEDED ACTIONSASSIST WITH MAINTENANCE AND WORK WITH THE TEAM TO UPDATE EMPLOYEE HANDBOOK AND STANDARD OPERATING PROCEDURES, PARTNERING WITH THE CQI AND COMPLIANCE TEAMSERVE AS A LIAISON AND PROVIDE EMPLOYEE RELATIONS ADVICE AND COUNSELING TO MANAGEMENT AND EMPLOYEESPROVIDE TRAINING TO OTHER DEPARTMENT DIRECTORS AND SUPERVISORS IN THE AREAS OF HIRING, FIRING, DOCUMENTATION, EVALUATIONS, PRIVACY, FMLA, PFL, WORKPLACE SAFETY, HARASSMENT, DISCRIMINATION, AND WORKPLACE VIOLENCECONDUCT REGULAR FOLLOW-UP WITH ASSISTANT DIRECTOR OF TALENT ACQUISITION TO DETERMINE THE EFFECTIVENESS OF RECRUITING PLANS AND IMPLEMENTATIONGUARDIAN AND EXECUTOR OF AGENCY COMPETENCIES, LIVES OUT OUR AGENCY COMPETENCIESRESPONSIBLE FOR COMPLYING WITH RULES AND REGULATIONS GOVERNING ACCESS TO PROTECTED HEALTH INFORMATION UNDER HIPAA. ACCESS PROTECTED HEALTH INFORMATION IS LIMITED TO THE EXTENT REQUIRED TO PERFORM RESPONSIBILITIES HEREIN, DICTATE THE LEVEL OF ACCESS, USE, AND DISCLOSURE OF CONFIDENTIAL INFORMATIONPERFORM OTHER DUTIES AS REQUESTED BY YOUR IMMEDIATE SUPERVISOR OR THE AGENCY'S C-SUITEPROFILE● BACHELOR'S DEGREE WITH A MINIMUM OF SIX TO EIGHT YEARS EXPERIENCE IN HUMAN RESOURCES, INCLUDING A MINIMUM OF 3-4 YEARS SUPERVISING A LARGE TEAM.● MASTER'S DEGREE AND PHR OR SHR CP OR SCP CERTIFICATION - REQUIRED● EXPERIENCE PROVIDING HUMAN RESOURCES FOR NOT FOR PROFIT AGENCY - PREFERRED● DEMONSTRATED TRACK RECORD IN DEVELOPING AND MAINTAINING SYSTEMS - REQUIRED● HIGHLY SKILLED IN MS OFFICE AND WORKING KNOWLEDGE OF WEB-BASED HRIS OR EQUIVALENT SYSTEMS - REQUIRED● EXCELLENT COMMUNICATION AND ORGANIZATIONAL SKILLS AND ABILITY TO WORK IN A FLEXIBLE TEAM CONTEXT● ABILITY TO HANDLE CONFIDENTIAL MATERIAL RESPONSIBLY● VALID NYS DRIVER'S LICENSE - REQUIRED● ABILITY TO TRAVEL TO ALL AGENCY LOCATIONSJOB OFFER160 HOURS OF VACATION TIME; 12 SICK DAYS PER YEAR● 10 HOLIDAYS, 3 PERSONAL DAYS, MEDICAL APPOINTMENT TIME● MEDICAL, DENTAL, AND VISION INSURANCE● PET AND LEGAL INSURANCE● EMPLOYEE ASSISTANCE PROGRAM● FSA, TRANSIT, AND PARKING SAVINGS ACCOUNTS● SUPPLEMENTAL LIFE INSURANCE, CRITICAL ILLNESS, ENHANCED SHORT-TERM DISABILITY BENEFITS● 401(K) MATCH UP TO 6 %● CORPORATE DISCOUNTS PROGRAM● SICK LEAVE POOL● IDENTITY PROTECTION● HYBRID - ELIGIBLE FOR ONE REMOTE DAY AFTER 90 DAYS OF EMPLOYMENT
MPI DOES NOT DISCRIMINATE ON THE BASIS OF RACE, COLOR, RELIGION, SEX, SEXUAL ORIENTATION, GENDER IDENTITY OR EXPRESSION, NATIONAL ORIGIN, AGE, DISABILITY, VETERAN STATUS, MARITAL STATUS, OR BASED ON AN INDIVIDUAL'S STATUS IN ANY GROUP OR CLASS PROTECTED BY APPLICABLE FEDERAL, STATE OR LOCAL LAW. MPI ENCOURAGES APPLICATIONS FROM MINORITIES, WOMEN, THE DISABLED, PROTECTED VETERANS AND ALL OTHER QUALIFIED APPLICANTS. | ['Human Resources Management', 'Employee Relations', 'Compliance with Labor Laws', 'MS Office', 'HRIS Systems', 'Training and Development', 'Policy Development', 'Recruitment Strategies', 'Data Analysis', 'Project Management', 'Communication', 'Leadership', 'Organizational Skills', 'Teamwork', 'Problem Solving', 'Confidentiality', 'Flexibility', 'Mentoring', 'Interpersonal Skills', 'Adaptability'] |
3,905,824,247 | HR | Human Resources Generalist |
SIGVARIS IS CURRENTLY LOOKING FOR A HUMAN RESOURCES GENERALIST TO JOIN OUR HR TEAM IN PEACHTREE CITY, GA. AS A LEADING COMPRESSION SOLUTION PROVIDER, WE ARE NOT JUST A COMPANY THAT MANUFACTURES PRODUCTS. WE ARE A GLOBAL TEAM ON A MISSION TO HELP PEOPLE FEEL THEIR BEST. UNDER THE GUIDANCE OF THE HUMAN RESOURCES DIRECTOR, THE HUMAN RESOURCES GENERALIST PERFORMS DUTIES AT THE PROFESSIONAL LEVEL IN SOME OR ALL OF THE FOLLOWING FUNCTIONAL AREAS: EMPLOYEE RELATIONS, TRAINING, EMPLOYMENT, BENEFITS MANAGEMENT, SAFETY AND PAYROLL FUNCTIONS. THIS POSITION REQUIRES AN EXTREMELY PERCEPTIVE PERSON WHO IS CAPABLE OF RELATING TO INDIVIDUALS AT ALL LEVELS WITHIN THE ORGANIZATION. THE HUMAN RESOURCES GENERALIST MUST BE SENSITIVE TO CORPORATE NEEDS, EMPLOYEE GOODWILL AND THE BUSINESS NEEDS IN ORDER TO MEET ESTABLISHED ORGANIZATIONAL GOALS AND OBJECTIVES.
DUTIES AND RESPONSIBILITIES: • ASSISTS HIRING MANAGER IN PROCESSING APPLICATIONS AND PRE-EMPLOYMENT SCREENINGS. • PARTICIPATES IN THE NEW EMPLOYEE ONBOARDING PROCESS. • MONITORS MONTHLY EMPLOYEE ELIGIBILITY FOR BENEFITS PLANS. • ENSURES COMPLIANCE WITH USCIS FORM I-9 EMPLOYMENT ELIGIBILITY VERIFICATION; PERIODICALLY AUDITS FORMS I-9 TO ENSURE COMPLIANCE. • ASSISTS DEPARTMENT IN CARRYING OUT VARIOUS HUMAN RESOURCES PROGRAMS AND PROCEDURES FOR ALL COMPANY EMPLOYEES. O ANSWERS OUTSIDE INQUIRIES FOR FACTUAL INFORMATION, SUCH AS VERIFICATION OF DATES OF EMPLOYMENT IN RESPONSE TO TELEPHONE CREDIT CHECKS ON EMPLOYEES. O SENDS OUT MONTHLY SAFETY TRAINING TO ALL DEPARTMENTS AND ENSURES COMPLETION FOR ALL APPLICABLE EMPLOYEES. O REGULARLY AUDITS AND ENSURES ISO FILES ARE MAINTAINED AND UP TO DATE. O PROVIDES BASIC PERSONNEL INFORMATION TO CURRENT AND PROSPECTIVE EMPLOYEES. O GATHERS INFORMATION IN PREPARATION FOR STANDARD TO COMPLEX REPORTS. O ASSISTS IN THE COORDINATION OF OTHER EMPLOYMENT ACTIVITIES, I.E., OPEN ENROLLMENTS, EMPLOYER SPONSORED EVENTS, EMPLOYEE COMMUNICATION MEETINGS, AUDITS, AND ANY OTHER HR PROJECTS. O PROVIDES ADMINISTRATIVE SUPPORT FOR EMPLOYEES HR REQUESTS. O DISTRIBUTES EMPLOYEE HUMAN RESOURCES INFORMATION AND COMMUNICATIONS. O ASSISTS WITH MAINTENANCE OF THE EMPLOYEE BULLETIN BOARDS, (I.E. JOB POSTINGS, EMPLOYER COMMUNICATIONS, FEDERAL AND STATE LAWS, OSHA, ETC.). O ASSISTS IN DEVELOPING AND MAINTAINING PRESENTATIONS FOR BREAK ROOM. O PRIORITIZES MAIL AND INTERNAL CORRESPONDENCE. O RETRIEVES AND REPLACES WORK RELATED DOCUMENTS (FILES, REPORTS, ETC.) FROM STORAGE AREAS. • ORGANIZES, FACILITATES, AND DELIVERS TRAINING PROGRAMS FOR ALL LEVELS OF THE ORGANIZATION. • ENSURES THAT SALES EMPLOYEES HAVE PROPER CREDENTIALS TO ENTER HOSPITAL/MEDICAL ENVIRONMENTS. • FOSTERS POSITIVE MORALE AMONG STAFF, BY PROMOTION OF OPEN COMMUNICATION WITH ALL DEPARTMENTS, TO HELP CREATE AND MAINTAIN AN INNOVATIVE AND COOPERATIVE STAFF RELATIONSHIP AND ENVIRONMENT. O INTERACTS WITH EXTERNAL AND INTERNAL CUSTOMERS IN A MANNER CONDUCIVE TO CONTINUED POSITIVE RELATIONSHIPS. O DISPLAYS PATIENCE, COURTESY AND TACT; DEMONSTRATES FLEXIBILITY, ENTHUSIASM AND WILLINGNESS TO COOPERATE WHILE WORKING WITH OTHERS OR IN PLACE OF OTHERS AS NECESSARY. • DEMONSTRATES EFFECTIVE COMMUNICATION METHODS. O THE HUMAN RESOURCES DIRECTOR AND/OR APPROPRIATE MANAGEMENT STAFF ARE KEPT INFORMED OF DEVELOPMENTS AFFECTING THEIR FUNCTIONS. O RESPONDS QUICKLY TO ALL ORAL AND WRITTEN COMMUNICATIONS. O MAINTAINS AND ENCOURAGES AN OPEN LINE OF COMMUNICATION WITH BOTH INTERNAL AND EXTERNAL CUSTOMERS. O CHECKS AND RESPONDS TO VOICE MAIL MESSAGES IN A TIMELY MANNER. O ACCURATELY AND LEGIBLY PRESENTS WRITTEN DATA TO AFFECTED INTERNAL/EXTERNAL CUSTOMER. • FOLLOWS ESTABLISHED COMPANY POLICIES AND PROCEDURES TO ENSURE COMPLIANCE WITH SIGVARIS POLICIES, INDUSTRY STANDARDS, ISO 13485 STANDARDS, AND FEDERAL, STATE AND LOCAL LAWS. • FOLLOWS ALL WORK INSTRUCTIONS, CREATES AND MAINTAINS ACCURATE RECORDS TO MEET ALL INTERNAL AND EXTERNAL REQUIREMENTS TO SUPPORT THE SIGVARIS QUALITY SYSTEM AND QUALITY POLICY. • ACCURATELY PERFORMS ANY OTHER DUTIES AND RESPONSIBILITIES AS ASSIGNED TO ENSURE AN EFFICIENT WORKFLOW.
MINIMUM REQUIREMENTS:
EDUCATION AND/OR WORK EXPERIENCE: • A BACHELOR'S DEGREE IN HUMAN RESOURCES MANAGEMENT, BUSINESS MANAGEMENT OR EQUIVALENT IN EDUCATION AND EXPERIENCE. • SEVEN (7) TO TEN (10) YEARS OF EXPERIENCE IN A HUMAN RESOURCES OR SIMILAR FUNCTION. • EXPERIENCE WORKING IN A MANUFACTURING ENVIRONMENT PREFERRED.
CRITICAL SKILLS: • DETAIL-ORIENTED AND ABILITY TO MULTI-TASK • EFFECTIVE PROBLEM-SOLVING SKILLS • COMPETENT KEYBOARD SKILLS TO PRODUCE ACCURATE AND WELL-PRESENTED REPORTS, TABLES, FORMS AND SPREADSHEETS • EFFECTIVE COMMUNICATOR BOTH VERBAL AND WRITTEN • PROFICIENT IN MICROSOFT EXCEL, WORD, OUTLOOK AND HRIS SOFTWARE • PROFICIENT WITH BASIC BUDGET MANAGEMENT AND CALCULATIONS • DEMONSTRATED ABILITY TO MEET DEADLINES AND DELIVER EFFECTIVE RESULTS • DEMONSTRATED ABILITY TO WORK UNDER PRESSURE
PHYSICAL REQUIREMENTS:THIS JOB OPERATES IN AN OFFICE ENVIRONMENT. THIS ROLE ROUTINELY USES STANDARD OFFICE EQUIPMENT SUCH AS COMPUTERS, PHONES, PHOTOCOPIERS, FILING CABINETS AND FAX MACHINES. • OCCASIONALLY REQUIRED TO SIT, WALK, USE HANDS TO FINGER, HANDLE OR FEEL, REACH WITH HANDS AND ARMS, TALK OR HEAR, BEND, LIFT OR CLIMB. • OCCASIONALLY REQUIRED TO LIFT LIGHT WEIGHTS (LESS THAN 25 POUNDS). • FINGER DEXTERITY AND HAND COORDINATION REQUIRED. • SPECIFIC VISION ABILITIES REQUIRED FOR THIS JOB INCLUDE: CLOSE VISION, DISTANCE VISION, ABILITY TO ADJUST OR FOCUS.
WHAT WE OFFER YOU: • COMPETITIVE SALARY • MEDICAL (CORE PLAN AND HIGH DEDUCTIBLE PLAN) • HEALTH SPENDING ACCOUNT (APPLIES TO HIGH DEDUCTIBLE PLAN) • FLEXIBLE SPENDING ACCOUNT • DENTAL PLAN • FREE LIFE INSURANCE, SHORT AND LONG TERM DISABILITY • VOLUNTARY BENEFITS INCLUDE VISION, TERM LIFE INSURANCE, ACCIDENT, CANCER AND HOSPITAL CONFINEMENT • 401(K) WITH COMPANY MATCH (DOLLAR FOR DOLLAR 100% UP TO THE FIRST 5% OF EMPLOYEE CONTRIBUTIONS TO THE PLAN) • PAID TIME OFF • 10 PAID HOLIDAYS PER YEAR • EMPLOYEE ASSISTANCE PROGRAM
SUCCESSFUL COMPLETION OF BACKGROUND CHECK AND DRUG TEST WILL BE REQUIRED IN ADVANCE OF HIRE.
SIGVARIS IS AN EOE. | ['employee relations', 'training', 'employment', 'benefits management', 'payroll functions', 'Microsoft Excel', 'Microsoft Word', 'budget management', 'reporting', 'pre-employment screening', 'onboarding', 'communication', 'problem solving', 'detail-oriented', 'multi-tasking', 'interpersonal skills', 'flexibility', 'teamwork', 'time management', 'customer service', 'compliance', 'HRIS software', 'Microsoft Outlook', 'ISO standards', 'patience'] |
3,905,340,218 | HR | Human Resources Assistant | THERMAL CONCEPTS IS LOOKING FOR A NEW HR ASSISTANT! THE IDEAL CANDIDATE WILL HAVE SOME EARLY CAREER HR EXPERIENCE, WITH A FRIENDLY AND EASY-GOING PERSONALITY. THIS POSITION WILL SIT AT THE ADMINISTRATIVE OFFICE FRONT DESK, SO IT WILL REQUIRE SOME FRONT DESK RECEPTION DUTIES AS WELL (GREETINGS GUESTS, ANSWERING PHONE CALLS, GOING THROUGH THE MAIL).
RESPONSIBILITIESVERIFY EMPLOYMENT ELIGIBILITY THROUGH THE E-VERIFY SYSTEMHANDLE JOB VERIFICATIONS FOR CURRENT AND FORMER EMPLOYEESORGANIZE AND MAINTAIN PHYSICAL AND DIGITAL EMPLOYEE RECORDSCREATE AND MAINTAIN EMPLOYEE PERSONNEL FILES (PHYSICAL + DIGITAL)FILE AND MAINTAIN IMPORTANT HR DOCUMENTSASSIST IN THE ONBOARDING PROCESS FOR NEW HIRESCOORDINATE AND SCHEDULE JOB INTERVIEWSCOORDINATE LOGISTICS FOR EMPLOYEE TRAINING SESSIONS AND ORIENTATIONS FOR NEW HIRESSUPPORT THE HR TEAM WITH DAILY ACTIVITIES, AS WELL AS SPECIAL HR PROJECTS AND INITIATIVESFRONT DESK / RECEPTIONIST DUTIES, INCLUDING: GREETING / DIRECTING GUESTS AS THEY ARRIVE AT THE OFFICE, ANSWERING THE TELEPHONE AND TAKING MESSAGES / FORWARDING CALLS, RECEIVE/HANDLE INCOMING AND OUTGOING MAIL, PERFORMING OTHER CLERICAL / ADMIN DUTIES AS NEEDED
REQUIREMENTS AND SKILLSDEMONSTRATED WORK EXPERIENCE IN HUMAN RESOURCESPROFICIENCY IN MICROSOFT OFFICEBILINGUAL (ENGLISH/SPANISH) PREFERREDPROFESSIONAL ATTITUDE AND APPEARANCESOLID WRITTEN AND VERBAL COMMUNICATION SKILLSABILITY TO BE RESOURCEFUL AND PROACTIVE WHEN ISSUES ARISEEXCELLENT ORGANIZATIONAL SKILLSCUSTOMER SERVICE ATTITUDE IS CRITICAL
THERMAL CONCEPTS IS AN EQUAL OPPORTUNITY EMPLOYER | ['Human Resources', 'Microsoft Office', 'Organizational Skills', 'Clerical Skills', 'Communication', 'Customer Service', 'Proactive Problem Solving', 'Professional Attitude', 'Team Support', 'E-Verify System', 'Bilingual (English/Spanish)'] |
3,902,344,478 | HR | Junior Human Resources Consultant | TERMS OF EMPLOYMENTW2 CONTRACT, 12 MONTHS (LIKELY PERMANENT CONVERSION)THIS IS A HYBRID POSITION. CANDIDATES MUST BE COMFORTABLE WORKING ONSITE TWO DAYS PER WEEK IN DELTA, PA (17314) AND REMOTELY THREE DAYS PER WEEK. ONCE UP TO SPEED, THERE WILL BE OPPORTUNITY TO WORK REMOTELY FOUR DAYS PER WEEK.
OVERVIEWOUR CLIENT IS LOOKING FOR A JUNIOR HUMAN RESOURCES GENERALIST TO PROVIDE ADMINISTRATIVE SUPPORT FOR AN HR TEAM THAT IS RESPONSIBLE FOR SUPPORTING EMPLOYEES WORKING AT AN ATOMIC POWER STATION. THIS IS AN EXCELLENT OPPORTUNITY FOR A RECENT HUMAN RESOURCES GRADUATE WITH MINIMAL EXPERIENCE OR A NON-HUMAN RESOURCES GRADUATE WITH A FEW YEARS OF RELEVANT EXPERIENCE TO JOIN A HIGHLY REPUTABLE ORGANIZATION AND RECEIVE HANDS-ON TRAINING IN ‘ALL THINGS’ HR. THE JUNIOR HUMAN RESOURCES GENERALIST WILL BE RESPONSIBLE FOR WORKING WITH HUMAN RESOURCES MANAGERS AND LEADERSHIP TO WRITE DISCIPLINE REPORTS, UPLOAD DISCIPLINE REPORTS IN HRIS, HOLD COACHING DISCUSSIONS WITH MANAGERS, HELP EMPLOYEES NAVIGATE VARIOUS HR SYSTEMS, HELP MANAGERS INTERPRET POLICIES AND PROCEDURES SO THEY ARE APPLIED CORRECTLY, PARTICIPATE IN HR-RELATED AUDITS, GO TO CAREER FAIRS, AND INTERACT WITH INTERNS AND NEW HIRES PERTAINING TO ONBOARDING AND ORIENTATION ACTIVITIES.
REQUIRED SKILLS & EXPERIENCEBACHELOR’S DEGREE IN HUMAN RESOURCES AND SOME PROFESSIONAL EXPERIENCE – OR – NON-HUMAN RESOURCES BACHELOR’S DEGREE AND 1+ YEAR OF HUMAN RESOURCES-RELATED EXPERIENCE.DEMONSTRATABLE EXPERIENCE WORKING WITHIN MICROSOFT WORD, POWERPOINT, AND EXCEL.EXCELLENT WRITTEN AND VERBAL COMMUNICATION SKILLS WITH AN EAGERNESS TO INTERACT WITH AND PRESENT TO A VARIETY OF PERSONALITIES.POSSESS A POSITIVE ATTITUDE WITH HIGH STANDARDS AROUND WORK OUTPUT AND ETHICS.ABILITY TO REPRESENT THEMSELVES AND THE COMPANY PROFESSIONALLY.STRONG ATTENTION TO DETAIL.PREFERRED SKILLS & EXPERIENCEEXPERIENCE LEVERAGING PIVOT TABLES AND/OR VLOOKUPS IN EXCEL. | ['Microsoft Word', 'Microsoft PowerPoint', 'Microsoft Excel', 'HRIS', 'Pivot Tables', 'VLOOKUP', 'Communication', 'Attention to Detail', 'Professionalism', 'Teamwork', 'Positive Attitude', 'Adaptability'] |
3,905,690,261 | HR | Human Resources Business Partner | COMPENSATION RANGE:
40-50
WELCOME TO INTEPROS, A CERTIFIED WOMAN-OWNED COMPANY SPECIALIZING IN INNOVATIVE AND RESULTS-ORIENTED RECRUITING AND STAFFING SOLUTIONS. WE TAKE IMMENSE PRIDE IN GENUINELY UNDERSTANDING WHAT DRIVES AND INSPIRES EXCEPTIONAL INDIVIDUALS LIKE YOU. YOUR SUCCESS IS OUR PRIORITY, AND WE ARE DEDICATED TO ACTIVELY SHAPING YOUR LONG-TERM CAREER JOURNEY. AT INTEPROS, WE BELIEVE IN COMPREHENSIVE WELL-BEING. YOU HAVE ACCESS TO OUR MEDICAL, DENTAL, VISION, AND MENTAL HEALTH PROGRAMS, ENSURING YOUR HEALTH AND WELLNESS ARE TAKEN CARE OF. TO SUPPORT YOUR CONTINUOUS GROWTH, WE ALSO PROVIDE A $1,500 PER YEAR EDUCATION AND PROFESSIONAL CERTIFICATION FUND. DIVERSITY AND INCLUSION ARE CORNERSTONES OF OUR COMPANY ETHOS. INTEPROS IS PROUD TO BE AN EQUAL OPPORTUNITY EMPLOYER. WE DO NOT DISCRIMINATE IN EMPLOYMENT ON THE BASIS OF RACE, COLOR, RELIGION, SEX, PREGNANCY, GENDER IDENTITY, NATIONAL ORIGIN, SEXUAL ORIENTATION, DISABILITY, AGE, VETERAN OR MILITARY STATUS, RETALIATION, OR ANY OTHER CHARACTERISTIC PROTECTED BY LAW. WE CELEBRATE THE RICH TAPESTRY OF BACKGROUNDS AND PERSPECTIVES THAT MAKE US STRONGER AS A TEAM. PLEASE NOTE THAT ONLY QUALIFIED INDIVIDUALS BEING CONSIDERED WILL BE CONTACTED. WE APPRECIATE YOUR INTEREST AND LOOK FORWARD TO POTENTIALLY EMBARKING ON A TRANSFORMATIVE JOURNEY TOGETHER.
INTEPROS IS HIRING AN HRBP FOR OUR PREMIER CLIENT IN KANKAKEE, IL! AS THE INDUSTRIAL RELATIONS HRBP (AMERICAS), YOU WILL HOLD A TWOFOLD ACCOUNTABILITY, IT IS ON ONE HAND A SUBJECT MATTER EXPERT FOR THE COUNTRIES FOR THE HRBP AGILE TEAM ON INDUSTRIAL RELATIONS WITHIN YOUR RESPECTIVE REGION (AMER, APAC, EMEA) AND ON THE OTHER IS A SENIOR HRBP MEMBER OF A GIVEN SQUAD IN A GIVEN GEOGRAPHICAL AREA, HOLDING A COHORT OF CLIENTS. THE PURPOSE COULD BE SUMMARIZED AS FOLLOWS:
INDUSTRIAL RELATIONS:
DELIVER ON INDUSTRIAL RELATIONS QUERIES ACROSS THE CLIENT BY PARTNERING WITH KEY STAKEHOLDERS TO PROVIDE PROFESSIONAL, TIMELY AND ACCURATE ADVICE, RESOLUTION AND/OR REPRESENTATION.BUILD STRONG PARTNERSHIPS WITH THE REGIONAL BUSINESS, SITE & HRBP AGILE SQUAD LEADS TO DEVELOP SHORT- AND LONG-TERM VIEW, SUPPORT PLANNING, DEVELOPMENT AND IMPLEMENTATION OF INDUSTRIAL RELATIONS ROADMAP AND PROBLEM-SOLVING APPROACHES WITH KEY STAKEHOLDERS THAT REPRESENT EMPLOYEES IN THE COUNTRIES ASSIGNED WITHIN THE REGION.BE THE SUBJECT MATTER EXPERT, DELIVER OPERATIONAL EXCELLENCE IN ALL ASSIGNMENTS AND PROJECTS ALLOCATED TO THE AREA OF INDUSTRIAL RELATIONS SO THAT THE RELATIONSHIPS WITH UNIONS, WORK COUNCILS AND OTHER EMPLOYEE REPRESENTATIVE COMMITTEES ARE CONSISTENTLY ALIGNED TO BOTH CLIENT VALUES AND CORE BUSINESS OBJECTIVES ACROSS THEIR COUNTRIES ASSIGNED.ANALYZE INSIGHTS FROM EMPLOYEE POPULATIONS AFFILIATED TO EMPLOYEE REPRESENTATIVE COMMITTEES ACROSS THEIR REMIT, MONITOR/BRING INSIGHTS OF EMPLOYMENT CONDITIONS IN THEIR REGION IN ORDER TO FORMULATE PROACTIVE INPUTS TO PEOPLE PROGRAMS OR POLICY THAT MAY DRIVE POSITIVE OUTCOMES.LEAD/PARTICIPATE IN PROJECTS/EFFORTS FOCUSED ON CONTINUOUS IMPROVEMENT OF THE INDUSTRIAL RELATIONS APPROACH WITHIN THE RESPECTIVE REGION.BE A MEMBER OF THEIR INDUSTRIAL RELATIONS COMMUNITY OF PRACTICE.CONTRIBUTE WITH THEIR SPECIFIC REGIONAL INSIGHTS TO GLOBAL HRBP AGILE PROJECTS AS REQUIRED (E.G., ORGANIZATIONAL DESIGN).COLLABORATE WITH EMPLOYEE RELATIONS TEAM WHERE ER MATTERS THAT MAY HAVE AN IR COMPONENT OR ANY OTHER CONSULTATION/NOTIFICATION/PARTNERSHIP REQUIREMENTS.LEAD THE STRATEGY SETTING AS A SUBJECT MATTER EXPERT FOR THE RESPECTIVE COLLECTIVE AGREEMENT NEGOTIATIONS, CONTRIBUTE TO THE EXECUTION IN PARTNERSHIP WITH THE RESPECTIVE HR SITE LEAD.
HUMAN RESOURCES BUSINESS PARTNERING:
AS AN HRBP FOR THE PROVIDED SQUAD, BUILD RELATIONSHIPS WITH BUSINESS LEADERS FOR THEIR RESPECTIVE CUSTOMER GROUP (MANUFACTURING, OPERATIONS, EF, COMMERCIAL, R&D) WITHIN THEIR GEOGRAPHICAL REGION (AMER, APAC, EMEA) THAT ENABLE THE CREATION OF AN HR OPERATIONAL PLAN THAT OUTLINES THE KEY PRIORITIES TO FOCUS TO ACHIEVE BUSINESS RESULTS WHILST ALIGNING WITH THE CLIENT’S ONE HR IMPERATIVES.AS ONE OF THE MOST SENIOR MEMBERS OF THE SQUAD, THE POSITION HOLDER IS EXPECTED TO BRING FORWARD PEOPLE SOLUTIONS, AND DELIVER ON THE DAY-TO-DAY MANAGEMENT PEOPLE PROCESSES, PROGRAMS AND INITIATIVES THAT DRIVE FORWARD BUSINESS OUTCOMES AND CONTRIBUTE AN EXCEPTIONAL EMPLOYEE EXPERIENCE.ACT AS A TRUE PARTNER FOR THE BUSINESS BY ADVISING PEOPLE LEADERS AND TEAM MEMBERS ON INDIVIDUAL, TEAM AND ORGANIZATION RELATED MATTERS.HELP SHAPE THE ORGANIZATION AND CULTURE OF THEIR RESPECTIVE CLIENT GROUP FOR FUTURE GROWTH (ORGANIZATIONAL CHANGES, LEADERSHIP, AND PEOPLE DEVELOPMENT) AND WORK CLOSELY WITH THE LEADERSHIP TEAM TO ACCELERATE PERFORMANCE AND BUILD FUTURE LEADERS.
| ['industrial relations', 'human resources management', 'employee relations', 'project management', 'data analysis', 'negotiation', 'HR operational planning', 'people development', 'communication', 'relationship building', 'problem solving', 'collaboration', 'strategic thinking', 'leadership', 'adaptability', 'influence', 'empathy', 'organizational design', 'compliance', 'cultural awareness'] |
3,900,984,023 | HR | Human Resources Solutions Manager | ABOUT LUMEN
LUMEN CONNECTS THE WORLD. WE ARE IGNITING BUSINESS GROWTH BY CONNECTING PEOPLE, DATA AND APPLICATIONS – QUICKLY, SECURELY, AND EFFORTLESSLY. TOGETHER, WE ARE BUILDING A CULTURE AND COMPANY FROM THE PEOPLE UP – COMMITTED TO TEAMWORK, TRUST AND TRANSPARENCY. PEOPLE POWER PROGRESS.
LUMEN’S COMMITMENT TO WORKPLACE INCLUSION AND EMPLOYEE SUPPORT SHINES BRIGHT. WE’VE MADE THE NEWSWEEK 2024 GREATEST WORKPLACES FOR DIVERSITY LIST AND ACHIEVED A PERFECT SCORE OF 100 ON THE HUMAN RIGHTS CAMPAIGN CORPORATE EQUALITY INDEX (CEI) FOR THE FIFTH CONSECUTIVE YEAR. PLUS, WE’RE THE TOP EMPLOYER IN THE COMMUNICATIONS AND TELECOM INDUSTRY, RANKING 12TH OVERALL ACROSS ALL INDUSTRIES IN THE AMERICAN OPPORTUNITY INDEX.
WE’RE LOOKING FOR TOP-TIER TALENT AND OFFER THE FLEXIBILITY YOU NEED TO THRIVE AND DELIVER LASTING IMPACT. JOIN US AS WE DIGITALLY CONNECT THE WORLD AND SHAPE THE FUTURE.
THE ROLE
THE HR SOLUTIONS MANAGER IS RESPONSIBLE FOR LEADING CROSS-FUNCTIONAL PROJECT TEAMS TO DEVELOP AND EXECUTE INNOVATIVE TALENT STRATEGIES THAT DRIVE BUSINESS IMPACT. AS A BUSINESS-FACING INTERNAL CONSULTANT AND TALENT LEADER, YOU WILL COLLABORATE WITH BUSINESS LEADERS, PEOPLE STRATEGISTS, AND HR CENTERS OF EXCELLENCE (COE). YOU WILL DRIVE THE EXECUTION OF ASSIGNED PROJECTS THAT CONTRIBUTE TO LUMEN’S CULTURAL TRANSFORMATION OBJECTIVES, INCLUDING DIVERSITY, INCLUSION, AND BELONGING INITIATIVES. YOU WILL LEVERAGE AGILE METHODOLOGIES, TAILORED TO PROJECT NEEDS, TO ENSURE THE SUCCESSFUL EXECUTION OF ASSIGNED PROJECTS.
THE MAIN RESPONSIBILITIES
LEAD MULTIPLE CROSS-FUNCTIONAL TEAMS TO PROVIDE ACTIONABLE INSIGHTS TO ASSIST BUSINESS LEADERS AND PEOPLE STRATEGISTS IN IDENTIFYING HIGH-IMPACT BUSINESS PROBLEMS WITH PEOPLE-RELATED ROOT CAUSES AND DEVELOP AND EXECUTE ON STRATEGIES TO IMPACT ORGANIZATIONAL PERFORMANCE.LEAD ORGANIZATIONAL CHANGE MANAGEMENT (OCM) TO CONNECT BUSINESS AND PEOPLE STRATEGIES, GUIDING THE ORGANIZATION THROUGH CHANGE.BUILD TRUST AND CREDIBILITY THROUGH COURAGEOUS LEADERSHIP AND BUSINESS ACUMEN, LEVERING ANALYTICS TO INFORM DECISION-MAKING AND INFLUENCING BUSINESS AND LEADERSHIP DECISIONS.COLLABORATE CLOSELY WITH PROJECT SPONSORS, CROSS-FUNCTIONAL TEAMS, AND ASSIGNED PROJECT OWNERS TO PLAN AND DEVELOP SCOPE, DELIVERABLES, REQUIRED RESOURCES, WORK PLAN, BUDGET, AND TIMING FOR NEW INITIATIVES.ANALYZE, EVALUATE, AND MITIGATE PROJECT RISKS, AND PROVIDE INPUTS ON PROJECT PRIORITIZATION, LEVERAGING THE ANALYTICAL ABILITY TO DELVE INTO DETAILS WHILE ALSO MAINTAINING A BROADER BUSINESS PERSPECTIVE.PROACTIVELY ENGAGE AND PARTNER WITH HR CENTERS OF EXCELLENCE (COES) TO IDENTIFY, DEVELOP, AND DRIVE KEY TRANSFORMATIONAL INITIATIVES AND PROGRAMS.ENSURE ON-TIME DELIVERY OF PROJECT UPDATES, RUN EFFECTIVE PROJECT TEAM MEETINGS, AND INSTILL ACCOUNTABILITY THROUGHOUT THE PROJECT LIFECYCLE.OUTLINE PROGRAM RISKS AND GENERATE COMPREHENSIVE REPORTS FOR MANAGEMENT AND STAKEHOLDERS.INTEGRATE EMPLOYEE ENGAGEMENT AND EXPERIENCE STRATEGIES, ALONG WITH LUMEN’S CULTURAL TRANSFORMATION OBJECTIVES, INTO PROJECTS.
QUALIFICATIONS
WHAT WE LOOK FOR IN A CANDIDATE
BACHELOR'S DEGREE IN HR OR RELATED FIELD, OR EQUIVALENT EXPERIENCE6+ YEARS OF PROGRESSIVE HR EXPERIENCE WITH EXPERTISE IN SEVERAL KEY AREAS OF THE FIELD3+ YEARS OF DIRECT OR MATRIXED LEADERSHIP EXPERIENCE.STRONG STRATEGIC AGILITY, COLLABORATION SKILLS AND ABILITY TO INFLUENCE BUSINESS-UNIT OR FUNCTIONAL LEADERS.EXCEPTIONAL ORGANIZATIONAL SKILLS AND THE ABILITY TO LEAD MULTIPLE HIGH-PRIORITY PROJECTS SIMULTANEOUSLY.AGILE MINDSET AND STRONG PROJECT MANAGEMENT SKILLS.EXCELLENT TIME AND PROCESS MANAGEMENT SKILLS.FOSTERS A CONTINUOUS IMPROVEMENT MINDSET.EXHIBITS STRONG BUSINESS ACUMEN.SELF-MOTIVATED AND SELF-DIRECTED LEADERSHIP ATTRIBUTES.DEMONSTRATED ANALYTICAL AND PROBLEM-SOLVING SKILLS.HIGH LEARNING AGILITY AND ABILITY TO ADAPT TO AMBIGUITY AND SHIFTING PRIORITIES.
PREFERRED QUALIFICATIONS
PRIOR EXPERIENCE IN PROJECT MANAGEMENTPRIOR EXPERIENCE IN AN AGILE WORK MODEL
COMPENSATION
THE STARTING SALARY FOR THIS ROLE DIFFERS BASED ON THE EMPLOYEE'S PRIMARY WORK LOCATION. EMPLOYEES TYPICALLY DO NOT START AT THE TOP OF THE RANGE, THOUGH COMPENSATION DEPENDS ON EACH INDIVIDUAL'S QUALIFICATIONS.
LOCATION BASED PAY RANGES
$94420 - $125890 IN THESE STATES: AR, ID, KY, LA, ME, MS, NE, SC, AND SD.
$99390 - $132510 IN THESE STATES: AZ, AL, FL, GA, IN, IA, KS, MO, MT, NM, ND, OH, OK, PA, TN, UT, VT, WV, WI, AND WY.
$104360 - $139140 IN THESE STATES: CO, HI, MI, MN, NV, NH, NC, OR, AND RI.
$109330 - $145770 IN THESE STATES: AK, CA, CT, DE, DC, IL, MD, MA, NJ, NY, TX, VA, AND WA.
AS WITH THE PAY RANGE VARIETY THAT'S BASED ON THE REGION OF A COUNTRY, SPECIFIC OFFERS ARE DETERMINED BY VARIOUS FACTORS SUCH AS EXPERIENCE, EDUCATION, SKILLS, CERTIFICATIONS AND OTHER BUSINESS NEEDS.
REQUISITION #: 332732
BACKGROUND SCREENING
IF YOU ARE SELECTED FOR A POSITION, THERE WILL BE A BACKGROUND SCREEN, WHICH MAY INCLUDE CHECKS FOR CRIMINAL RECORDS AND/OR MOTOR VEHICLE REPORTS AND/OR DRUG SCREENING, DEPENDING ON THE POSITION REQUIREMENTS. FOR MORE INFORMATION ON THESE CHECKS, PLEASE REFER TO THE POST OFFER SECTION OF OUR FAQ PAGE. JOB-RELATED CONCERNS IDENTIFIED DURING THE BACKGROUND SCREENING MAY DISQUALIFY YOU FROM THE NEW POSITION OR YOUR CURRENT ROLE. BACKGROUND RESULTS WILL BE EVALUATED ON A CASE-BY-CASE BASIS.
PURSUANT TO THE SAN FRANCISCO FAIR CHANCE ORDINANCE, WE WILL CONSIDER FOR EMPLOYMENT QUALIFIED APPLICANTS WITH ARREST AND CONVICTION RECORDS.
EQUAL EMPLOYMENT OPPORTUNITIES
WE ARE COMMITTED TO PROVIDING EQUAL EMPLOYMENT OPPORTUNITIES TO ALL PERSONS REGARDLESS OF RACE, COLOR, ANCESTRY, CITIZENSHIP, NATIONAL ORIGIN, RELIGION, VETERAN STATUS, DISABILITY, GENETIC CHARACTERISTIC OR INFORMATION, AGE, GENDER, SEXUAL ORIENTATION, GENDER IDENTITY, GENDER EXPRESSION, MARITAL STATUS, FAMILY STATUS, PREGNANCY, OR OTHER LEGALLY PROTECTED STATUS (COLLECTIVELY, “PROTECTED STATUSES”). WE DO NOT TOLERATE UNLAWFUL DISCRIMINATION IN ANY EMPLOYMENT DECISIONS, INCLUDING RECRUITING, HIRING, COMPENSATION, PROMOTION, BENEFITS, DISCIPLINE, TERMINATION, JOB ASSIGNMENTS OR TRAINING.
DISCLAIMER
THE JOB RESPONSIBILITIES DESCRIBED ABOVE INDICATE THE GENERAL NATURE AND LEVEL OF WORK PERFORMED BY EMPLOYEES WITHIN THIS CLASSIFICATION. IT IS NOT INTENDED TO INCLUDE A COMPREHENSIVE INVENTORY OF ALL DUTIES AND RESPONSIBILITIES FOR THIS JOB. JOB DUTIES AND RESPONSIBILITIES ARE SUBJECT TO CHANGE BASED ON EVOLVING BUSINESS NEEDS AND CONDITIONS.
SALARY RANGE
SALARY MIN
94420
SALARY MAX
145770
THIS INFORMATION REFLECTS THE ANTICIPATED BASE SALARY RANGE FOR THIS POSITION BASED ON CURRENT NATIONAL DATA. MINIMUMS AND MAXIMUMS MAY VARY BASED ON LOCATION. INDIVIDUAL PAY IS BASED ON SKILLS, EXPERIENCE AND OTHER RELEVANT FACTORS.
THIS POSITION IS ELIGIBLE FOR EITHER SHORT-TERM INCENTIVES OR SALES COMPENSATION. DIRECTOR AND VP POSITIONS ALSO ARE ELIGIBLE FOR LONG-TERM INCENTIVE. TO LEARN MORE ABOUT OUR BONUS STRUCTURE, YOU CAN VIEW ADDITIONAL INFORMATION HERE. WE'RE ABLE TO ANSWER ANY ADDITIONAL QUESTIONS YOU MAY HAVE AS YOU MOVE THROUGH THE SELECTION PROCESS.
AS PART OF OUR COMPREHENSIVE BENEFITS PACKAGE, LUMEN OFFERS A BROAD RANGE OF HEALTH, LIFE, VOLUNTARY LIFESTYLE AND OTHER BENEFITS AND PERKS THAT ENHANCE YOUR PHYSICAL, MENTAL, EMOTIONAL AND FINANCIAL WELLBEING. YOU CAN LEARN MORE BY CLICKING HERE.
NOTE: FOR UNION-REPRESENTED POSTINGS, WAGE RATES AND RANGES ARE GOVERNED BY APPLICABLE COLLECTIVE BARGAINING AGREEMENT PROVISIONS. | ['project management', 'data analysis', 'business acumen', 'employee engagement strategies', 'leadership', 'collaboration', 'communication', 'problem solving', 'strategic agility', 'time management', 'adaptability', 'self-motivation', 'continuous improvement mindset', 'agile methodologies', 'organizational change management', 'risk analysis'] |
3,905,835,705 | HR | Human Resources Generalist | THE HUMAN RESOURCES GENERALIST WILL BE RESPONSIBLE FOR THE ADMINISTRATION OF COMPANY POLICIES AND PRACTICES, PAYROLL, BENEFITS, AND LEAVES, ALONG WITH PROVIDING HR ADMINISTRATIVE SUPPORT.
JOB DUTIES AND RESPONSIBILITIESPROCESS PAYROLL FOR ALL EMPLOYEES ON A BIWEEKLY SCHEDULEMAINTAIN EMPLOYEE AND PAYROLL RECORDS TO ENSURE COMPLIANCE WITH ALL APPLICABLE LAWS AND REGULATIONSENSURE TIMELY AND ACCURATE SUBMISSION OF PAYROLL TAXES, SOCIAL SECURITY, AND OTHER GOVERNMENT-MANDATED REPORTSCONDUCT AUDITS TO ENSURE COMPLIANCE WITH ALL EMPLOYMENT LAWS, REGULATIONS, PAYROLL PROCEDURES AND POLICIESDEVELOP AND MAINTAIN PAYROLL PROCEDURES AND DOCUMENTATION TO ENSURE CONSISTENCY AND ACCURACYSTAY CURRENT WITH CHANGES IN PAYROLL LAWS AND REGULATIONS TO MANAGE COMPLIANCEADMINISTER VARIOUS EMPLOYEE RELATED BENEFIT PROGRAMS SUCH AS HEALTH INSURANCE, FMLA, PAID TIME OFF, EMPLOYEE RECOGNITIONS, ETC.GENERATE AND DISTRIBUTE REPORTS AS REQUIRED OR REQUESTED.ASSIST WITH ONBOARDING AND OFFBOARDING EFFORTS, ENSURING A SMOOTH TRANSITION FOR NEW HIRES AND DEPARTING EMPLOYEES.ASSIST WITH CREATING A POSITIVE WORK ENVIRONMENT BY PARTICIPATING IN VARIOUS EMPLOYEE RELATED ACTIVITIES AND COMMITTEES PROVIDE GUIDANCE AND SUPPORT TO EMPLOYEES REGARDING HR POLICIES AND PROCEDURESADDRESS EMPLOYMENT-RELATED INQUIRIES FROM ALL PARTIES, REFERRING COMPLEX AND/OR SENSITIVE MATTERS TO THE APPROPRIATE STAFFPERFORMS OTHER DUTIES AS ASSIGNEDQUALIFICATIONS: BACHELOR’S DEGREE IN HUMAN RESOURCEA MINIMUM OF THREE YEARS OF EXPERIENCE IN PAYROLL ADMINISTRATION ONE TO THREE YEARS OF EXPERIENCE IN HUMAN RESOURCESOLID KNOWLEDGE OF PAYROLL, HR LAWS AND REGULATIONSDETAILED ORIENTED WITH STRONG ORGANIZATIONAL SKILLS AND THE ABILITY TO MULTI-TASKSABLE TO COMMUNICATE EFFECTIVELY WRITTEN OR ORALLY WITH ALL LEVELS OF THE ORGANIZATIONABILITY TO HANDLE CONFIDENTIAL INFORMATION WITH DISCRETIONABILITY TO WORK INDEPENDENTLY AND AS PART OF A TEAM | ['payroll administration', 'HR laws and regulations', 'employee benefits administration', 'onboarding and offboarding processes', 'communication', 'organizational skills', 'teamwork', 'discretion', 'independence', 'problem solving', 'compliance auditing', 'report generation', 'documentation management', 'attention to detail'] |
3,891,011,926 | HR | Human Resources Generalist | SEEKING AN EXPERIENCED HUMAN RESOURCES (HR) GENERALIST TO JOIN OUR TEAM AND CONTRIBUTE TO OUR ONGOING SUCCESS. THE IDEAL CANDIDATE WILL HAVE A STRONG BACKGROUND IN EITHER THE CONSTRUCTION, MANUFACTURING, RETAIL, OR SIMILAR INDUSTRIES AND A SUCCESSFUL TRACK RECORD OF MANAGING AND ADVANCING HR PROCESSES.
RESPONSIBILITIES:YOU WILL BE A CRITICAL MEMBER OF OUR TEAM, RESPONSIBLE FOR ENSURING THAT OUR HR STRATEGIES ALIGN WITH OUR BUSINESS GOALS AND SUPPORTING OUR TEAM MEMBERS IN THEIR PROFESSIONAL GROWTH. YOU WILL BE A KEY PLAYER IN DRIVING THE MANAGEMENT AND CONTINUED GROWTH OF OUR HR PROCESSES. YOUR MAIN RESPONSIBILITIES WILL INCLUDE:STRATEGIC HR PARTNERSHIP: COLLABORATE WITH SENIOR LEADERSHIP AND DEPARTMENT HEADS TO UNDERSTAND BUSINESS OBJECTIVES AND PROVIDE STRATEGIC HR GUIDANCE. TRANSLATE BUSINESS NEEDS INTO HR STRATEGIES AND INITIATIVES THAT DRIVE ORGANIZATIONAL PERFORMANCE AND GROWTH.EMPLOYEE RELATIONS: ACT AS A POINT OF CONTACT FOR EMPLOYEES AT ALL LEVELS REGARDING HR-RELATED MATTERS, INCLUDING CONFLICT RESOLUTION, PERFORMANCE IMPROVEMENT, AND CAREER DEVELOPMENT.TALENT ACQUISITION AND ONBOARDING: WORK CLOSELY WITH HIRING MANAGERS TO IDENTIFY STAFFING NEEDS, CREATE JOB DESCRIPTIONS, AND LEAD THE RECRUITMENT PROCESS. OVERSEE THE ONBOARDING PROCESS TO ENSURE A SEAMLESS EXPERIENCE FOR NEW HIRES.PERFORMANCE MANAGEMENT: IMPLEMENT PERFORMANCE MANAGEMENT PROCESSES THAT ALIGN WITH COMPANY GOALS, INCLUDING GOAL SETTING, PERFORMANCE EVALUATIONS, AND DEVELOPMENT PLANS.DIGITAL TRANSFORMATION: LEVERAGE YOUR EXPERIENCE WITH HRIS AND DIGITAL TOOLS TO LEAD THE TRANSFORMATION OF HR PROCESSES. STREAMLINE AND AUTOMATE ADMINISTRATIVE TASKS, SUCH AS PAYROLL, BENEFITS ADMINISTRATION, AND LEAVE MANAGEMENT, TO IMPROVE EFFICIENCY AND ACCURACY.EMPLOYEE DEVELOPMENT: IDENTIFY TRAINING AND DEVELOPMENT NEEDS WITHIN THE ORGANIZATION. DESIGN AND DELIVER TRAINING PROGRAMS TO ENHANCE EMPLOYEES' SKILLS AND CAPABILITIES.COMPLIANCE AND POLICY DEVELOPMENT: ENSURE COMPLIANCE WITH RELEVANT LABOR LAWS AND REGULATIONS. DEVELOP AND UPDATE HR POLICIES AND PROCEDURES TO REFLECT BEST PRACTICES AND INDUSTRY STANDARDS.CHANGE MANAGEMENT: GUIDE EMPLOYEES AND MANAGERS THROUGH ORGANIZATIONAL CHANGES, INCLUDING THE IMPLEMENTATION OF NEW TECHNOLOGIES AND PROCESSES, TO MINIMIZE DISRUPTION AND MAXIMIZE ADOPTIONQUALIFICATIONS:BACHELOR'S DEGREE IN HUMAN RESOURCES, BUSINESS ADMINISTRATION, OR A RELATED FIELD.5 YEARS OF PROGRESSIVE HR EXPERIENCE.PROVEN EXPERIENCE AND PROFICIENCY IN UTILIZING HRIS, HCM, AND/OR HRMS AS A MEANS TO MANAGE HUMAN RESOURCE SYSTEMSIN-DEPTH KNOWLEDGE OF HR BEST PRACTICES, LABOR LAWS, AND REGULATIONS.STRONG INTERPERSONAL AND COMMUNICATION SKILLS, WITH THE ABILITY TO BUILD RELATIONSHIPS AT ALL LEVELS OF THE ORGANIZATION.EXCELLENT PROBLEM-SOLVING AND CONFLICT-RESOLUTION ABILITIES.EXCEPTIONAL ORGANIZATIONAL SKILLS WITH ATTENTION TO DETAIL.HR CERTIFICATION (E.G., PHR, SHRM-CP) IS PREFERRED.BILINGUAL – SPANISH IS PREFERRED. | ['HRIS', 'labor laws', 'policy development', 'performance management', 'talent acquisition', 'onboarding', 'digital tools', 'conflict resolution', 'communication', 'interpersonal skills', 'problem solving', 'organizational skills', 'change management', 'team collaboration', 'relationship building', 'attention to detail', 'HCM', 'HRMS', 'training program design'] |
3,903,808,419 | HR | Supervisory Human Resources Specialist | JOB SUMMARYTHIS POSITION IS IN THE DISTRICT DEPARTMENT OF TRANSPORTATION (DDOT), TALENT BUSINESS AND STRATEGY ADMINISTRATION (TBSA), ADMINISTRATIVE SERVICES DIVISION (ASD). THIS POSITION SERVES AS THE BRANCH MANAGER TO PROVIDE EXPERTISE, LEADERSHIP, COORDINATION, MANAGEMENT AND OVERSIGHT OF THE AGENCY’S BENEFITS, COMPENSATION, AND REWARDS SERVICES, HELPING TO ENGAGE AND RETAIN A WORKFORCE OF OVER 1,500 AND DRIVE EMPLOYEE PERFORMANCE AT ONE OF WASHINGTON, D.C.’S MOST DYNAMIC AGENCIES.
THE BRANCH MANAGER WORKS DIRECTLY WITH THE ASD ASSOCIATE DIRECTOR TO ADVANCE HUMAN RESOURCES MANAGEMENT-RELATED ACTIVITIES REQUIRING THE FACILITATION OF CONFIDENTIAL AND/OR SENSITIVE INFORMATION AND PARTNERS ACROSS THE AGENCY TO DEVELOP AND DELIVER ENGAGING MESSAGES THAT SUPPORT AGENCY-WIDE PROGRAMS AND INITIATIVES. THEY WILL SERVE AS AN HR REPRESENTATIVE TO THE OFFICE OF THE CHIEF FINANCIAL OFFICER (OCFO) AND THE DISTRICT DEPARTMENT OF HUMAN RESOURCES (DCHR) IN MATTERS RELATED TO COMPENSATION, BENEFITS, RECOGNITION AND REWARDS, AND AD-HOC EMPLOYEE MATTERS. THE BRANCH MANAGER SUPERVISES EMPLOYEES RESPONSIBLE FOR UPDATING, DEVELOPING, AND FINALIZING STANDARD OPERATING PROCEDURES (SOPS) BASED ON HR POLICIES AND PRACTICES, IMPLEMENTING WRITTEN GUIDELINES AND RECOMMENDATIONS FOR HR INTERNAL CONTROLS. ADDITIONALLY, THE BRANCH MANAGER WILL MEASURE NEW AND EXISTING PROCESSES TO ENSURE APPROPRIATE QUALITY STANDARDS ARE MET, PROCESSING IS EFFICIENT AND ACCURATE, AND SYSTEMS AND PROCEDURES FOLLOW STANDARDS AND GUIDELINES, IMPLEMENTING IMPROVEMENTS AND SIMPLIFICATIONS TO STREAMLINE PROCESSES AND TO INCREASE EFFICIENCY AND EFFECTIVENESS.
DUTIES AND RESPONSIBILITIESTHE INCUMBENT IS RESPONSIBLE FOR WORKING WITH THE OFFICE OF THE CHIEF FINANCIAL OFFICER (OCFO) IN THE IDENTIFICATION, DISTRIBUTION, ALLOCATION, AND CONTROL OF FTES THROUGHOUT THE AGENCY. ESTABLISHES A VIABLE AGENCY POSITION CONTROL SYSTEM TO MAXIMIZE AVAILABLE MANPOWER ALLOCATION, AND PLAN FOR UNIQUE HUMAN RESOURCE NEEDS. WORKS WITH OCFO IN AGENCY PERSONNEL BUDGET PREPARATION AND CHANGES. THE INCUMBENT PROVIDES HUMAN RESOURCES POLICY GUIDANCE, TECHNICAL EXPERTISE, AND CONSULTATION TO OTHER MANAGERS AND STAFF WITHIN THE AGENCY. ENSURES THAT CONTROLS ARE IN PLACE TO IDENTIFY STAFF DEVELOPMENT AND TRAINING NEEDS RELATIVE TO THE MISSION AND FUNCTION OF THE AGENCY, AND THAT AGENCY EMPLOYEES RECEIVE THE NECESSARY TRAINING.
THE INCUMBENT RECOMMENDS HUMAN RESOURCE POLICY OR OPERATIONS CHANGES, CONSISTENT WITH DISTRICT HUMAN RESOURCE LAWS, RULES, REGULATIONS, PRIORITIES, OBJECTIVES, AND ANY NEW MANDATES TO THE AGENCY HEAD AND MONITORS IMPLEMENTATION WHEN APPROVED. COORDINATES THE HUMAN RESOURCES LIAISON FUNCTION INCLUDING ESTABLISHING A MONITORING AND REPORTING SYSTEM AND RESPONDING TO HUMAN RESOURCE PROBLEMS. WORKS WITH THE DEPARTMENT OF HUMAN RESOURCES (DCHR) ENTITIES, AS APPROPRIATE/NECESSARY, TO ENSURE ACCURATE BENEFITS AND RETIREMENT ADMINISTRATION, POSITION CLASSIFICATION, AND RECRUITMENT AND PLACEMENT OF PERSONNEL FOR/WITHIN THE AGENCY. LASTLY, THE INCUMBENT WILL MAKE DECISIONS ON NON-ROUTINE, COSTLY, OR CONTROVERSIAL TRAINING NEEDS AND REQUESTED TRAINING REQUESTS RELATED TO EMPLOYEES OF THE DEPARTMENT. RECOMMENDS AWARDS FOR BONUSES FOR SUBORDINATE EMPLOYEES.
QUALIFICATIONS AND EDUCATIONAPPLICANT MUST HAVE AT LEAST ONE (1) YEAR OF SPECIALIZED EXPERIENCE EQUIVALENT TO AT LEAST THE NEXT LOWEST GRADE LEVEL, OR ITS NON-DISTRICT EQUIVALENT, GAINED FROM THE PUBLIC OR PRIVATE SECTOR. THIS MEANS THAT ALL APPLICANTS MUST HAVE AT LEAST ONE YEAR OF EXPERIENCE AT A GRADE 13 LEVEL OR SUFFICIENT EXTERNAL EXPERIENCE TO DEMONSTRATE THE ABILITY TO COMPLETE THE ROLE OF THIS GRADE 14 POSITION. SPECIALIZED EXPERIENCE IS DEFINED AS EXPERIENCE THAT HAS EQUIPPED THE APPLICANT WITH THE PARTICULAR KNOWLEDGE, SKILLS, AND ABILITIES TO SUCCESSFULLY PERFORM THE DUTIES OF THE POSITION, SUCH AS DEMONSTRATED SUCCESS LEADING OR SUPERVISING HUMAN RESOURCES TEAMS OR PROJECTS; ADVANCED KNOWLEDGE OF AND DEMONSTRATED EXPERIENCE IN COMPENSATION OR BENEFITS; ABILITY TO UNDERSTAND AND INTERPRET THE DISTRICT PERSONNEL MANUEL (DPM) AND OTHER RELATED REGULATIONS, POLICIES, AND PROCEDURES; AND THOROUGH KNOWLEDGE OF HUMAN RESOURCE THEORIES, PRINCIPLES, PRACTICES, AND TECHNIQUES AS WELL AS LAWS, REGULATIONS AND STANDARDS RELATED TO SUCH PRACTICES IN THE PUBLIC OR PRIVATE SECTOR.
A BACHELOR’S DEGREE IN HUMAN RESOURCES, BUSINESS ADMINISTRATION, OR A RELATED FIELD IS PREFERRED.AT LEAST EIGHT YEARS OF INCREASINGLY RESPONSIBLE, DIRECTLY RELATED EXPERIENCE IN HUMAN RESOURCES IS PREFERRED.
LICENSES AND CERTIFICATIONSPROFESSIONAL IN HR (PHR OR SHRM-CP) OR SENIOR PROFESSIONAL IN HR (SPHR OR SHRM-SCP) CERTIFICATION IS STRONGLY PREFERRED.
WORKING CONDITIONS/ENVIRONMENTTHE WORK IS PERFORMED IN THE OFFICE AND IN A CONFERENCE, MEETING AND TRAINING ROOMS, AND AS APPROPRIATE AT THE EMPLOYEE’S WORK SITE.
OTHER SIGNIFICANT FACTSTOUR OF DUTY: VARIESPAY PLAN, SERIES, AND GRADE: MS-0201-14DURATION OF APPOINTMENT: MANAGEMENT SUPERVISORY SERVICE (MSS) – AT WILL. THIS IS A MANAGEMENT SUPERVISORY SERVICE (MSS) APPOINTMENT. PERSONS APPOINTED TO MSS POSITIONS DO NOT ACQUIRE PERMANENT STATUS BUT SERVE AT THE PLEASURE OF APPOINTMENT PERSONNEL AUTHORITY AND MAY BE TERMINATED AT ANY TIME.PROMOTIONAL POTENTIAL: NO KNOWN PROMOTION POTENTIAL.
POSITION DESIGNATION(S): THE INCUMBENT OF THIS POSITION WILL BE SUBJECT TO ENHANCED SUITABILITY SCREENING PURSUANT TO CHAPTER 4 OF DC PERSONNEL REGULATIONS, SUITABILITY - SECURITY SENSITIVE. ACCORDINGLY, THE INCUMBENT WILL BE SUBJECT TO PRE-EMPLOYMENT CHECKS (CRIMINAL BACKGROUND CHECKS, CONSUMER CREDIT CHECK, TRAFFIC RECORD CHECKS, IF APPLICABLE) AS A CONDITION OF EMPLOYMENT, AND WILL BE SUBJECT TO PERIODIC CRIMINAL BACKGROUND CHECKS FOR THE DURATION OF YOUR TENURE.
EMPLOYEE BENEFITS MAY INCLUDE:DDOT IS AN EMPLOYER OF CHOICE FOR ANY JOB SEEKER WHO HAS PASSION, ENERGY, AND ENTHUSIASM ABOUT OUR CITY. EMPLOYEE BENEFITS INCLUDE:HEALTH AND LIFE INSURANCE BENEFITS AND RETIREMENT BENEFITS (MORE INFORMATION ABOUT THESE BENEFITS IS AVAILABLE ON THE D.C. DEPARTMENT OF HUMAN RESOURCES (DCHR) WEBSITE AT WWW.DCHR.DC.GOV.)COMPLIMENTARY CAPITAL BIKESHARE MEMBERSHIPCONTINUED PROFESSIONAL DEVELOPMENT, AND PROFESSIONAL GROWTH THROUGH D.UNIVERSITY, THE IN-HOUSE TRAINING AVAILABLE FOR ALL DDOT EMPLOYEESFLEXIBLE WORK SCHEDULE (TEAM AND ROLE DEPENDENT)EMPLOYER ASSISTED HOUSING LOAN PROGRAM, PROVIDING PAYMENT AND/OR CLOSING COST FINANCING FOR FIRST-TIME HOME BUYERS (RESTRICTIONS APPLY).
IF THE POSITION YOU ARE APPLYING FOR IS IN THE CAREER, MANAGEMENT SUPERVISORY, OR EDUCATIONAL SERVICE AT AN ANNUAL SALARY OF ONE HUNDRED FIFTY THOUSAND DOLLARS ($150,000) OR MORE, YOU MUST ESTABLISH RESIDENCY IN THE DISTRICT OF COLUMBIA WITHIN ONE HUNDRED EIGHTY (180) DAYS OF THE EFFECTIVE DATE OF THE APPOINTMENT AND CONTINUE TO MAINTAIN RESIDENCY WITHIN THE DISTRICT OF COLUMBIA THROUGHOUT THE DURATION OF THE APPOINTMENT.
EEO STATEMENT: THE DISTRICT OF COLUMBIA GOVERNMENT IS AN EQUAL OPPORTUNITY EMPLOYER. ALL QUALIFIED CANDIDATES WILL RECEIVE CONSIDERATION WITHOUT REGARD RACE, COLOR, SEX, RELIGION, NATIONAL ORIGIN, AGE, DISABILITY, MARITAL STATUS, PERSONAL APPEARANCE, SEXUAL ORIENTATION, GENDER IDENTITY OR EXPRESSION, FAMILY RESPONSIBILITIES, GENETIC INFORMATION, MATRICULATION, POLITICAL AFFILIATION, CREDIT INFORMATION, HOMELESS STATUS, AND/OR VICTIMS OR FAMILY MEMBERS OF VICTIMS OF DOMESTIC VIOLENCE, SEXUAL OFFENSE OR STALKING. | ['Human Resources Management', 'Employee Training and Development', 'Human Resource Theories and Principles', 'Performance Measurement', 'Data Analysis', 'Leadership', 'Communication', 'Team Management', 'Problem Solving', 'Interpersonal Skills', 'Confidentiality', 'Collaboration', 'Adaptability', 'Decision Making', 'Compensation and Benefits', 'Policy Development', 'Standard Operating Procedures (SOPs)', 'Budget Preparation', 'Regulatory Compliance', 'Strategic Thinking'] |
3,904,415,999 | HR | Human Resources Coordinator - A&F Co. | COMPANY DESCRIPTION
JOB DESCRIPTION
THIS ROLE WILL BE SUPPORTING THE A&F CO. HUMAN RESOURCES TEAM. A&F CO. HR TEAM IS DEDICATED TO IDENTIFYING, ACQUIRING, DEVELOPING AND RETAINING THE BEST TALENT WITHIN THE RETAIL INDUSTRY AND BEYOND, OUR HR TEAM EMBODIES OUR CORPORATE PURPOSE TO BE HERE FOR YOU ON YOUR JOURNEY. THEY COLLABORATE ON TALENT ACQUISITION, I&D INITIATIVES, ASSOCIATE RELATIONS, LEARNING AND DEVELOPMENT, BENEFITS, GLOBAL GIVING AND MORE.
THIS JOB IS LOCATED AT OUR GLOBAL HOME OFFICE IN COLUMBUS, OHIO.
WHAT WILL YOU BE DOING?
MANAGE LOGISTICS AND OPERATIONS SUPPORTING AREAS OF OUR HR TEAMBUILD AND MAINTAIN STRONG CROSS-FUNCTIONAL RELATIONSHIPS INTERNALLY WITH GLOBAL HOME OFFICE ASSOCIATES AS WELL AS EXTERNAL PARTNERSCOLLABORATE WITH TEAM TO BUILD STRATEGIC ITINERARIES, CALENDAR INVITES, AND COMPLEX SCHEDULES. COORDINATE EXTERNAL VISITS, INCLUDING BOOKING TRAVEL AND ACCOMMODATIONS, SCHEDULING KEY BUSINESS PARTNERS FOR MEETINGS AND PREPARING NECESSARY PAPERWORK AND SUPPLIESPROMOTE A&F CULTURE AND VALUES THROUGH HIGH QUALITY CANDIDATE INTERACTIONS VIA EMAIL AND IN-PERSONAPPROPRIATELY HANDLE SENSITIVE ISSUES ON A DAILY BASIS, MAINTAINING CONFIDENTIALITY FOR ASSOCIATES AND CANDIDATES AT ALL TIMESCONTRIBUTING TO TEAM OBJECTIVES BY ACCOMPLISHING RELATED TASKS AND AD HOC PROJECTSCREATE AND COLLABORATE WITH TEAM TO BUILD AND SHIP CANDIDATE & PARTNER GIFTING
WHAT DO YOU NEED TO BRING?
BACHELOR’S DEGREE OR RELATED EXPERIENCEATTENTION TO DETAIL AND ACCURACY ARE CRITICALPLANNING AND ORGANIZATIONAL SKILLS; CAPABLE OF MULTI-TASKING ACROSS SEVERAL PROJECTS.PREVIOUS EXPERIENCE IN A TRANSACTIONAL DATA ENVIRONMENTABILITY TO ADAPT AND WORK IN A FAST-PACED ENVIRONMENTPROFICIENCY IN MS OFFICE AND EXCELA COLLABORATIVE APPROACH TO WORKING WITH CROSS-FUNCTIONAL PARTNERS TO ACHIEVE THE VISION OF THE DEPARTMENT AND ORGANIZATIONPERSONAL ATTRIBUTES: CONFIDENT, SELF-STARTER, STRONG WORK ETHIC, HIGHLY MOTIVATED, TEAM ORIENTED
OUR COMPANY
ABERCROMBIE & FITCH CO. (A&F CO.) IS A GLOBAL RETAILER OF FIVE ICONIC, OMNICHANNEL LIFESTYLE BRANDS CATERING TO THE KID THROUGH MILLENNIAL CUSTOMER: ABERCROMBIE & FITCH, ABERCROMBIE KIDS, HOLLISTER, GILLY HICKS AND SOCIAL TOURIST. AT A&F CO., WE’RE HERE FOR OUR ASSOCIATES, CUSTOMERS AND COMMUNITIES ON THE JOURNEY TO BEING AND BECOMING WHO THEY ARE – AND BECAUSE NO JOURNEY IS THE SAME, WE STRIVE TO CREATE AN INCLUSIVE CULTURE, WHERE EVERYONE IS FREE TO SHARE IDEAS.
OUR VALUES
WE LEAD WITH PURPOSE AND ALWAYS PUT OUR PEOPLE FIRST, WHICH IS EVIDENCED BY OUR GREAT PLACE TO WORK™ CERTIFICATION, AS WELL AS BEING A 2021 RECIPIENT OF FORTUNE’S BEST WORKPLACES IN RETAIL, AND NAMED A BEST PLACE TO WORK FOR LGBTQ+ EQUALITY BY THE HUMAN RIGHTS CAMPAIGN FOR 16 CONSECUTIVE YEARS. WE’RE PROUD TO OFFER EQUITABLE COMPENSATION AND BENEFITS, INCLUDING FLEXIBILITY AND COMPETITIVE PAID TIME OFF, AS WELL AS EDUCATION AND ENGAGEMENT EVENTS, INCLUDING VARIOUS ASSOCIATE RESOURCE GROUPS, VOLUNTEER OPPORTUNITIES AND ADDITIONAL TIME OFF TO GIVE BACK TO OUR GLOBAL COMMUNITIES.
WHAT YOU'LL GET
AS AN ABERCROMBIE & FITCH CO. (A&F CO.) ASSOCIATE, YOU’LL BE ELIGIBLE TO PARTICIPATE IN A VARIETY OF BENEFIT PROGRAMS DESIGNED TO FIT YOU AND YOUR LIFESTYLE. A&F IS COMMITTED TO PROVIDING SIMPLE, COMPETITIVE, AND COMPREHENSIVE BENEFITS THAT ALIGN WITH OUR COMPANY’S CULTURE AND VALUES, BUT MOST IMPORTANTLY – WITH YOU! WE ALSO PROVIDE COMPETITIVE INCENTIVES TO REWARD THE COMMITMENT OUR ASSOCIATES HAVE FOR MOVING OUR GLOBAL BUSINESS FORWARD:
INCENTIVE BONUS PROGRAM401(K) SAVINGS PLAN WITH COMPANY MATCHANNUAL COMPANYWIDE REVIEW PROCESSFLEXIBLE SPENDING ACCOUNTSMEDICAL, DENTAL, AND VISION INSURANCELIFE AND DISABILITY INSURANCEASSOCIATE ASSISTANCE PROGRAMPAID PARENTAL AND ADOPTION LEAVEACCESS TO FERTILITY AND ADOPTION BENEFITS THROUGH CARROTACCESS TO MENTAL HEALTH AND WELLNESS APP, HEADSPACEPAID CAREGIVER LEAVEMOBILE STIPENDPAID TIME OFF & ONE PAID VOLUNTEER DAY PER YEAR, ALLOWING YOU TO GIVE BACK TO YOUR COMMUNITYWORK FROM ANYWHERE (MONDAYS AND FRIDAYS ARE “WORK FROM ANYWHERE” DAYS FOR MOST ROLES & SIX WORK FROM ANYWHERE WEEKS PER YEAR)SEVEN ASSOCIATE WELLNESS HALF DAYS PER YEARONSITE FITNESS CENTERMERCHANDISE DISCOUNT ON ALL OF OUR BRANDSOPPORTUNITIES FOR CAREER ADVANCEMENT, WE BELIEVE IN PROMOTING FROM WITHINACCESS TO MULTIPLE ASSOCIATE RESOURCE GROUPSGLOBAL TEAM OF PEOPLE WHO WILL CELEBRATE YOU FOR BEING YOU!
ADDITIONAL INFORMATION
ABERCROMBIE & FITCH CO. IS AN EQUAL OPPORTUNITY EMPLOYER | ['MS Office', 'Excel', 'Data Management', 'Attention to Detail', 'Organizational Skills', 'Communication', 'Teamwork', 'Adaptability', 'Confidentiality', 'Problem Solving', 'Self-Motivation', 'Logistics Coordination', 'Scheduling'] |
3,884,899,919 | HR | Human Resources Recruiter | DESCRIPTION:
MUST LIVE IN OR AROUND OTTUMWA, IOWA- NOT A REMOTE POSITION
INTERESTED IN MAKING A DIFFERENCE IN YOUNG ADULTS' LIVES BETWEEN THE AGES OF 16-24? IF SO WE MAY HAVE THE PERFECT JOB FOR YOU.
JOB CORPS IS A GOVERNMENT-FUNDED, NO-COST EDUCATION AND VOCATIONAL TRAINING PROGRAM ADMINISTERED BY THE U.S. DEPARTMENT OF LABOR THAT HELPS SOCIOECONOMICALLY DISADVANTAGED YOUTH. WE STRIVE TO FULFILL THIS MISSION BY FOLLOWING OUR CORE VALUES OF SAFETY, INDIVIDUAL ACCOUNTABILITY, RESPECT, INTEGRITY, GROWTH, AND COMMITMENT.
COME AND SURROUND YOURSELF WITH TALENTED AND PROFESSIONAL INDIVIDUALS WHO HAVE ALSO TAKEN THE NEXT STEP OF MAKING A DIFFERENCE IN SOMEONE'S LIFE.
YOU WOULD NOT ONLY HAVE A GREAT AND DEDICATED TEAM TO WORK WITH, BUT YOU MAY ALSO BE ELIGIBLE TO TAKE ADVANTAGE OF A COMPREHENSIVE BENEFITS PLAN WHICH INCLUDES MEDICAL, DENTAL, VISION, LIFE INSURANCE, 401(K), LEGAL AND PTO.
THE HUMAN RESOURCES RECRUITER PERFORMS STAFF RECRUITING FUNCTIONS, INCLUDING SCREENING OF ALL APPLICATIONS, CONDUCTING PHONE INTERVIEWS, MAKING RECOMMENDATIONS TO COMPANY OFFICIALS, PROCESSING ALL BACKGROUND INFORMATION, AND SCHEDULING FORMAL INTERVIEWS WITH HIRING MANAGERS.
DUTIES/RESPONSIBILITIES:POSTS ALL POSITIONS IN ATS AND TO EXTERNAL RECRUITMENT WEBSITES.COMMUNICATES WITH HIRING MANAGERS TO DETERMINE STAFFING NEEDS AND KEEPS THE HUMAN RESOURCES MANAGER INFORMED OF ALL RECRUITING ACTIVITIES AND PROGRESS.PERFORMS INITIAL IN-PERSON OR VIRTUAL SCREENING INTERVIEWS.ESTABLISHES OUTREACH PROGRAMS WITHIN THE COMMUNITY, WITH BUSINESSES, COLLEGES, UNIVERSITIES, ETC.PERFORMS REFERENCE AND BACKGROUND CHECKS.MAKES RECOMMENDATIONS TO HIRING MANAGERS.COORDINATES INTERVIEWS WITH HIRING MANAGERS.BUILDS RELATIONSHIPS WITH EXTERNAL CLIENTS TO ENSURE ALL STAFFING NEEDS ARE MET.COMMUNICATES TO APPLICANTS.STAYS CURRENT ON ALL COMPANY POLICIES, AND ALL FEDERAL AND STATE LAWS REGARDING EMPLOYMENT PRACTICES.
REQUIREMENTS:
MINIMUM: HIGH SCHOOL GRADUATE OR EQUIVALENT. ONE YEAR'S EXPERIENCE IN RECRUITING/HUMAN RESOURCES.
PREFERRED: BACHELOR'S DEGREE IN HUMAN RESOURCES. EXPERIENCE IN RECRUITING.
GENERAL INFORMATION: IN ORDER TO PERFORM THE ESSENTIAL JOB FUNCTIONS OF THIS POSITION, CANDIDATE MUST HAVE REGULAR ATTENDANCE.
KNOWLEDGE REQUIRED:ABILITY TO PROFICIENTLY OPERATE PERSONAL COMPUTER; WORKING KNOWLEDGE OF WORD PROCESSING AND MATH SPREADSHEET SOFTWARE APPLICATIONS.ABILITY TO TYPE ACCURATELY AT A MODERATE SPEED.FAMILIARITY WITH BASIC EEO/AAP LEGISLATION.KNOWLEDGE OF BASIC INTERVIEWING SKILLS.SOUND BUSINESS TELEPHONE TECHNIQUES.ABILITY TO USE PROPER BUSINESS ENGLISH, PROOFREAD AND CORRECT GRAMMATICAL, PUNCTUATION AND SPELLING ERRORS.
PM22
PI239178762 | ['human resources', 'computer proficiency', 'communication', 'relationship building', 'teamwork', 'problem solving', 'accountability', 'commitment', 'adaptability', 'recruiting', 'background checks', 'interviewing skills', 'ATS (Applicant Tracking System)', 'word processing software', 'spreadsheet software', 'EEO/AAP legislation', 'business English', 'integrity'] |
3,901,662,440 | HR | Human Resources Intern | WE ARE INSPIRED TO SERVE. JOIN US!
THIS POSITION WILL BE A PART OF THE TALENT ACQUISITION TEAM AND PROVIDE SOURCING AND RECRUITMENT MARKETING SUPPORT TO THE RECRUITING TEAM BY CONTACTING JOB SEEKERS AND CREATING AWARENESS ABOUT JOB OPPORTUNITIES AT COVENANT LIVING. THE INDIVIDUAL IN THIS ROLE WILL BE RESPONSIBLE FOR BUILDING AND NURTURING PASSIVE TALENT PIPELINES. THIS POSITION WILL REPORT TO THE VP OF TALENT ACQUISITION BUT WILL WORK CLOSELY WITH THE RECRUITING MANAGER AND MARKETING.
JOB DUTIES
CREATE AND EXECUTE SOCIAL MEDIA CONTENT HANDLE OUTREACH TO ORGANIZATIONS VIA CIRCA PORTAL (WORKFORCE DEVELOPMENT, VETERANS, PEOPLE WITH DISABILITIES, ETC.) MANAGE WEEKLY EMAIL AND TEXT CAMPAIGNS FOR ALL NURSING AND DINING POSITIONS PERFORM CRM CLEAN-UP CREATE AND UPDATE JOB POSTINGS MAY ASSIST WITH SCHEDULING INTERVIEWS MAY ASSIST WITH FOLLOWING UP ON BACKGROUND CHECKS AND ENSURE COMPLIANCE STANDARDS ARE MET THIS ROLE MAY ALSO SUPPORT OTHER PROJECTS WITHIN THE HUMAN RESOURCES DEPARTMENT
SKILLS AND KNOWLEDGE NEEDED
ABILITY TO LEARN VARIOUS TECHNOLOGIES KNOWLEDGE OF MICROSOFT PRODUCTS: OUTLOOK, EXCEL, POWERPOINT, AND WORD STRONG WRITTEN AND ORAL COMMUNICATION SKILLS USED IN STORY TELLING STRONG TIME MANAGEMENT AND ORGANIZATIONAL SKILLS EXPERIENCE USING SOCIAL MEDIA TO INFLUENCE A PLUS CRITICAL THINKING SKILLS, ALONG WITH GOOD DECISION MAKING AND JUDGEMENT ABILITY TO MAINTAIN CONFIDENTIALITY
KEY TAKEAWAYS
THE CANDIDATE IN THIS ROLE WILL DEVELOP PROJECT MANAGEMENT SKILLS, WRITTEN AND ORAL COMMUNICATION SKILLS, AND INCREASE KNOWLEDGE OF HOW TO DEVELOP AND EXECUTE RECRUITMENT MARKETING CAMPAIGNS USING MULTIPLE TECHNOLOGIES AND TOOLS.
FOR FULL TIME EMPLOYEES, WE OFFER A GENEROUS BENEFITS PACKAGE THAT INCLUDES:
MEDICAL, DENTAL AND VISION INSURANCEEMPLOYER PAID GROUP TERM LIFE AND DISABILITYPAID TIME OFF (PTO) & SIX PAID HOLIDAYS403(B) WITH A 3% EMPLOYER MATCHFITNESS CENTER USE AT MOST FACILITIES.VARIOUS VOLUNTARY BENEFITS:LIFE, AD&DTUITION ASSISTANCE AND SCHOLARSHIPSEMPLOYEE ASSISTANCE PROGRAMLEGAL SERVICES, HOME/AUTO INSURANCE, DISCOUNT PURCHASING PROGRAMPET INSURANCE
FOR MORE INFORMATION ABOUT COVENANT LIVING AND COVENANTCARE AT HOME, PLEASE VISIT WWW.COVLIVING.ORG OR WWW.COVENANTCAREATHOME.ORG.
COVENANT LIVING AND COVENANTCARE AT HOME ARE EQUAL OPPORTUNITY EMPLOYERS. ALL QUALIFIED APPLICANTS WILL RECEIVE CONSIDERATION FOR EMPLOYMENT WITHOUT REGARD TO RACE, COLOR, SEX, SEXUAL ORIENTATION, GENDER IDENTITY OR EXPRESSION, RELIGION, NATIONAL ORIGIN OR ANCESTRY, AGE, DISABILITY, MARITAL STATUS, PREGNANCY, PROTECTED VETERAN STATUS, PROTECTED GENETIC INFORMATION, OR ANY OTHER CHARACTERISTICS PROTECTED BY LOCAL LAWS, REGULATIONS, OR ORDINANCES. | ['Microsoft Excel', 'Microsoft PowerPoint', 'Microsoft Word', 'Project Management', 'Communication', 'Time Management', 'Organizational Skills', 'Critical Thinking', 'Decision Making', 'Microsoft Outlook', 'Social Media Marketing', 'CRM Management', 'Confidentiality'] |
3,891,070,846 | HR | Human Resources Manager | VISHAY MANUFACTURES ONE OF THE WORLD’S LARGEST PORTFOLIOS OF DISCRETE SEMICONDUCTORS AND PASSIVE ELECTRONIC COMPONENTS THAT ARE ESSENTIAL TO INNOVATIVE DESIGNS IN THE AUTOMOTIVE, INDUSTRIAL, COMPUTING, CONSUMER, TELECOMMUNICATIONS, MILITARY, AEROSPACE, AND MEDICAL MARKETS. WE HELP THE WORLD’S MOST IN-DEMAND TECHNOLOGIES COME TO LIFE. EVERY DAY OUR PRODUCTS TOUCH YOUR LIFE AND THE LIVES OF PEOPLE ACROSS THE WORLD, THOUGH YOU LIKELY DO NOT KNOW IT. COME JOIN US AND HELP US BUILD THE DNA OF TECH.™
VISHAY INTERTECHNOLOGY, INC. IS A FORTUNE 1,000 COMPANY LISTED ON THE NYSE (VSH). LEARN MORE AT WWW.VISHAY.COM.
WHAT YOU WILL BE DOING:
RESPONSIBLE FOR THE SMOOTH AND EFFICIENT RUNNING OF THE HUMAN RESOURCES FUNCTION AT THE DIVISION LEVEL INCLUDING RECRUITMENT/SELECTION, BENEFITS, COMPENSATION, EMPLOYEE RELATIONS, HRIS, PAYROLL, AAP/EEO, WORKERS COMPENSATION/SAFETY, EMPLOYEE ACTIVITIES, TRAINING, TEAM BUILDING, ETC. DEPENDING ON DIVISION SIZE, MAY OVERSEE STAFF.
MANAGES COMPLETE EMPLOYMENT PROCESSES AND ENSURES THE QUALITY OF THE WORKFORCE CONTINUALLY REMAINS AT A HIGH LEVEL. INCLUDES THE SOURCING, INTERVIEWING, COORDINATION WITH HIRING MANAGER AND SELECTION OF NON-EXEMPT AND EXEMPT POSITIONS.COUNSELS' MANAGEMENT AND EMPLOYEE REGARDING EMPLOYEE RELATIONS MATTERS AND IS PERSONALLY INVOLVED IN INTERNAL INVESTIGATIONS AND DISCIPLINARY MATTERS.EFFECTIVELY LEADS AND MANAGES HR STAFF, WHERE APPLICABLE. PROVIDES NECESSARY DIRECTION AND DEVELOPMENT OPPORTUNITIES WHILE CONTINUALLY STRIVING TO IMPROVE PEOPLE AND PROCESSES.PARTNERS WITH MANAGEMENT, LOSS-CONTROL PROFESSIONALS AND EMPLOYEES TO REDUCE RISK AND PROVIDE A SAFE WORK ENVIRONMENT FOR EVERYONE. CONDUCTS TRAINING SESSIONS REGARDING LEADERSHIP, POLICIES, PROCEDURES AND BEST PRACTICES TO CONTINUALLY REFINE OUR WORKFORCE.ADMINISTERS COMPANY POLICIES AND PROCEDURES AND COMPLIES WITH ALL STATE AND FEDERAL LAWS INCLUDING ADA, AAP, FMLA, EEO AND OSHA REQUIREMENTS.ADMINISTERS CORPORATE COMPENSATION AND BENEFITS PROGRAMS. PERFORMS LOCAL MARKET ANALYSIS TO MAINTAIN COMPETITIVE POSITION AND INTERNAL EQUITY.ENSURES THE COMPLETION AND ACCURACY OF MONTHLY HEADCOUNT REPORTS AND WORKS ON SPECIAL PROJECTS AS ASSIGNED.
WHAT YOU WILL BRING ALONG:
10 YEARS HUMAN RESOURCES EXPERIENCE WITH KNOWLEDGE OF MICROSOFT OFFICE. WORKDAY EXPERIENCE A PLUS.BACHELOR'S DEGREE IN RELATED DISCIPLINE.
WHAT CAN WE OFFER YOU FOR YOUR TALENT:
VISHAY OFFERS A COMPREHENSIVE SUITE OF BENEFIT PROGRAMS INCLUDING HEALTH CARE COVERAGE, FINANCIAL SUPPORT PROGRAMS AND OTHER RESOURCES DESIGNED TO HELP YOU ACHIEVE YOUR PERSONAL AND PROFESSIONAL GOALS. WITH US, YOU’LL EXPERIENCE UNIQUE CAREER PATHS, AN OPEN AND COLLABORATIVE CULTURE, A STABLE BUSINESS THAT WILL BE THERE FOR YOU, AND OPPORTUNITIES TO WORK GLOBALLY AND LOCALLY. BENEFITS INCLUDE MEDICAL, VISION AND DENTAL INSURANCE, 401K WITH COMPANY MATCH, PAID TIME OFF, EMPLOYEE ASSISTANCE PROGRAM, AND TUITION REIMBURSEMENT.
DO YOU HAVE THE SKILLS WE NEED? ARE YOU READY TO POWER YOUR CAREER AS YOU POWER THE WORLD? IF SO, APPLY TODAY.
VISHAY IS COMMITTED TO A WORKPLACE FREE OF HARASSMENT AND UNLAWFUL DISCRIMINATION. WE DO NOT ENGAGE IN DISCRIMINATION OR HARASSMENT BASED ON RACE, COLOR, AGE, GENDER, SEXUAL ORIENTATION, GENDER IDENTITY AND EXPRESSION, ETHNICITY OR NATIONAL ORIGIN, DISABILITY, PREGNANCY, RELIGION, POLITICAL AFFILIATION, UNION MEMBERSHIP, COVERED VETERAN STATUS, PROTECTED GENETIC INFORMATION OR MARITAL STATUS IN HIRING AND EMPLOYMENT PRACTICES.
THIS POSITION REQUIRES ACCESS TO INFORMATION SUBJECT TO THE INTERNATIONAL TRAFFIC IN ARMS REGULATIONS AND/OR THE EXPORT ADMINISTRATION REGULATIONS. AS SUCH, THIS POSITION IS OPEN ONLY TO APPLICANTS WHO QUALIFY AS “U.S. PERSONS” AS DEFINED BY 22 C.F.R. §120.15 IS REQUIRED. “U.S. PERSON” INCLUDES U.S. CITIZEN, LAWFUL PERMANENT RESIDENT, REFUGEE, OR ASYLEE.
IT IS THE POLICY OF VISHAY TO PROVIDE EQUAL EMPLOYMENT AND ADVANCEMENT OPPORTUNITIES TO ALL COLLEAGUES AND APPLICANTS FOR EMPLOYMENT WITHOUT REGARD TO RACE, COLOR, ETHNICITY, RELIGION, GENDER, PREGNANCY/CHILDBIRTH, AGE, NATIONAL ORIGIN, SEXUAL ORIENTATION, GENDER IDENTITY OR EXPRESSION, DISABILITY OR PERCEIVED DISABILITY, GENETIC INFORMATION, CITIZENSHIP, VETERAN OR MILITARY STATUS OR A PERSON’S RELATIONSHIP OR ASSOCIATION WITH A PROTECTED VETERAN, INCLUDING SPOUSES AND OTHER FAMILY MEMBERS, MARITAL OR DOMESTIC PARTNER STATUS, OR ANY OTHER CATEGORY PROTECTED BY FEDERAL, STATE AND/OR LOCAL LAWS.
AS AN EQUAL OPPORTUNITY EMPLOYER, VISHAY IS COMMITTED TO A DIVERSE WORKFORCE. IN ORDER TO ENSURE REASONABLE ACCOMMODATION FOR INDIVIDUALS PROTECTED BY SECTION 503 OF THE REHABILITATION ACT OF 1973, THE VIETNAM VETERANS’ READJUSTMENT ACT OF 1974, AND TITLE I OF THE AMERICANS WITH DISABILITIES ACT OF 1990, APPLICANTS THAT REQUIRE ACCOMMODATION IN THE JOB APPLICATION PROCESS MAY CONTACT [email protected] ASSISTANCE. | ['Human Resources Management', 'Recruitment', 'Employee Relations', 'HRIS', 'Payroll Management', 'Compensation Analysis', 'Benefits Administration', 'Training and Development', 'Microsoft Office', 'Compliance with Labor Laws', 'Market Analysis', 'Leadership', 'Communication', 'Problem Solving', 'Team Building', 'Collaboration', 'Conflict Resolution', 'Adaptability', 'Interpersonal Skills', 'Organizational Skills', 'Strategic Thinking', 'Workday'] |
3,901,661,179 | HR | Chief Human Resource Officer | HEALTHCARE EXPERIENCE REQUIRED
JOB SUMMARY THE CHIEF HUMAN RESOURCES OFFICER IS DIRECTLY RESPONSIBLE FOR OVERSEEING HR TASKS AND HR SYSTEMS, HANDLING EMPLOYEE RELATIONS, ENSURING COMPLIANCE OF LAWS AND REGULATIONS ARE FOLLOWED, MANAGING BUDGETS, ASSESSING STAFF NEEDS, HIRING, TERMINATION, PROMOTION, PERFORMANCE, DESIGNING AND IMPLEMENTING TRAINING PROGRAMS, REVIEWING AND CREATING HR POLICIES, AND DEVELOPING COMPENSATION PLANS FOR OVER 200 EMPLOYEES.
ESSENTIAL FUNCTIONS:PROMOTES THE MISSION, VISION, AND VALUES OF WESTON COUNTY HEALTH SERVICES (WCHS)PROMOTES SERVICE EXCELLENCE STANDARDS.DEVELOPS ORGANIZATION STRATEGIES BY IDENTIFYING AND RESEARCHING HUMAN RESOURCES ISSUES.IMPLEMENTS HUMAN RESOURCES STRATEGIES BY ESTABLISHING DEPARTMENT ACCOUNTABILITIES, INCLUDING TALENT ACQUISITION, STAFFING, EMPLOYMENT PROCESSING, AND COMPENSATION.MANAGES HUMAN RESOURCES OPERATIONS BY RECRUITING, SELECTING, ORIENTATING, TRAINING, COACHING, AND COUNSELING STAFF.DEVELOPS HUMAN RESOURCES OPERATIONS FINANCIAL STRATEGIES BY ESTIMATING, FORECASTING, AND ANTICIPATING REQUIREMENTS.ACCOMPLISHES SPECIAL PROJECT RESULTS BY IDENTIFYING AND CLARIFYING ISSUES AND PRIORITIES.SUPPORTS MANAGEMENT BY PROVIDING HUMAN RESOURCES ADVICE, COUNSEL, AND DECISIONS.GUIDES MANAGEMENT AND EMPLOYEE ACTIONS BY RESEARCHING, DEVELOPING, WRITING, AND UPDATING POLICIES.COMPLIES WITH FEDERAL, STATE, AND LOCAL LEGAL REQUIREMENTS BY STUDYING EXISTING AND NEW LEGISLATION.UPDATES JOB KNOWLEDGE BY PARTICIPATING IN CONFERENCES AND EDUCATIONAL OPPORTUNITIES.RESPONSIBLE FOR ORIENTATION PROGRAM OF NEW EMPLOYEES, CONTRACTORS, INTERNS, AND STUDENTS.REVIEWS, TRACKS, AND DOCUMENTS COMPLIANCE WITH MANDATORY AND NON-MANDATORY TRAINING, CONTINUING EDUCATION, AND WORK ASSESSMENTS. THIS MAY INCLUDE SAFETY TRAINING, ANTI-HARASSMENT TRAINING, PROFESSIONAL LICENSURE, AND MANDATORY COMPLIANCE TRAINING.ASSISTS IN RECRUITING, INTERVIEWING, AND HIRING OF QUALIFIED JOB APPLICANTS FOR OPEN POSITIONS; COLLABORATES WITH DEPARTMENT MANAGERS TO UNDERSTAND SKILLS AND COMPETENCIES REQUIRED FOR OPENINGS.MAINTAINS AND TRACKS STRATEGIC AND OPERATIONAL DATA SUCH AS OVERTIME, TURNOVER RATE & TURNOVER COST, AND MARKETING IMPACT AND COSTS.COLLABORATES WITH SENIOR LEADERSHIP TO UNDERSTAND THE ORGANIZATIONS GOALS AND STRATEGY RELATED TO STAFFING, RECRUITING, AND RETENTION.PLANS, LEADS, DEVELOPS, COORDINATES, AND IMPLEMENTS POLICIES, PROCESSES, TRAINING, INITIATIVES, AND SURVEYS TO SUPPORT THE ORGANIZATIONS HUMAN RESOURCE COMPLIANCE AND STRATEGY NEEDS.ADMINISTERS OR OVERSEES THE ADMINISTRATION OF HUMAN RESOURCE PROGRAMS INCLUDING, BUT NOT LIMITED TO, COMPENSATION, BENEFITS, AND LEAVE; DISCIPLINARY MATTERS; DISPUTES AND INVESTIGATIONS; PERFORMANCE AND TALENT MANAGEMENT; PRODUCTIVITY, RECOGNITION, AND MORALE; OCCUPATIONAL HEALTH AND SAFETY; AND TRAINING AND DEVELOPMENT.IDENTIFIES STAFFING AND RECRUITING NEEDS; DEVELOPS AND EXECUTES BEST PRACTICES FOR HIRING AND TALENT MANAGEMENT.CONDUCTS RESEARCH AND ANALYSIS OF ORGANIZATIONAL TRENDS INCLUDING REVIEW OF REPORTS AND METRICS FROM THE ORGANIZATIONS HUMAN RESOURCE INFORMATION SYSTEM (HRIS) OR TALENT MANAGEMENT SYSTEM.MONITORS AND ENSURES THE ORGANIZATIONS COMPLIANCE WITH FEDERAL, STATE, AND LOCAL EMPLOYMENT LAWS AND REGULATIONS, AND RECOMMENDED BEST PRACTICES; REVIEWS AND MODIFIES POLICIES AND PRACTICES TO MAINTAIN COMPLIANCE.MAINTAINS KNOWLEDGE OF TRENDS, BEST PRACTICES, REGULATORY CHANGES, AND NEW TECHNOLOGIES IN HUMAN RESOURCES, TALENT MANAGEMENT, AND EMPLOYMENT LAW; APPLIES THIS KNOWLEDGE TO COMMUNICATE CHANGES IN POLICY, PRACTICE, AND RESOURCES TO UPPER MANAGEMENT.DEVELOPS AND IMPLEMENTS DEPARTMENTAL BUDGET.FACILITATES PROFESSIONAL DEVELOPMENT, TRAINING, AND CERTIFICATION ACTIVITIES FOR HR STAFF.OVERSEES FMLA, PPL, AND EIAB USE AND POLICY.OVERSEES EMPLOYEE BENEFIT PLAN SUCH AS HEALTH, DENTAL, AND VISION.OVERSEES EMPLOYEE RETIREMENT PLAN.OVERSEES ANNUAL WAGE ANALYSIS FOR OVER 200 EMPLOYEES.OVERSEES AND CONDUCTS AUDITS TO ENSURE COMPLIANCE IS MET.OVERSEES AND IMPLEMENTS EMPLOYEE AND WORKPLACE CULTURE IMPROVEMENT INITIATIVES. MONITORS AND ADDRESSES SITUATIONS THAT WOULD OTHERWISE IMPACT A POSITIVE COMPANY CULTURE.OVERSEES, CREATES, REVIEWS, AMENDS, AND MAINTAINS EMPLOYEE JOB DESCRIPTIONS.OVERSEES HR RETENTION PROGRAM.ACTS AS MEDIATOR AT THE REQUEST OF STAFF AND OTHER LEADERSHIP.MAINTAINS AN OPEN-DOOR POLICY AND AN APPROACHABLE DEMEANOR FOR STAFF TO INTERACT WITH HR DIRECTOR.ENGAGES WITH STAFF AND OTHER LEADERSHIP TO ENSURE EMPLOYEE SATISFACTION IS MAINTAINED.OVERSEES LEARNING MANAGEMENT SYSTEM AND ANNUAL EMPLOYEE COMPLIANCE TRAINING.OVERSEES PAYROLL AND THE PAYROLL PROCESS AND ENSURES FEDERAL AND STATE LAWS AND REGULATIONS (AS WELL AS ORGANIZATIONAL POLICIES) ARE FOLLOWEDOVERSEES, CONDUCTS OR ACQUIRES BACKGROUND CHECKS AND EMPLOYEE ELIGIBILITY VERIFICATIONS.OVERSEES OR CONDUCTS NEW HIRE ORIENTATION AND EMPLOYEE RECOGNITION.PERFORMS ROUTINE TASKS REQUIRED TO ADMINISTER AND EXECUTE HUMAN RESOURCE PROGRAMS INCLUDING BUT NOT LIMITED TO COMPENSATION, BENEFITS, AND LEAVE; DISCIPLINARY MATTERS; DISPUTES AND INVESTIGATION; PERFORMANCE AND TALENT MANAGEMENT; PRODUCTIVITY, RECOGNITION, AND MORALE; OCCUPATIONAL HEALTH AND SAFETY; AND TRAINING AND DEVELOPMENT.HANDLES EMPLOYEE-RELATED INQUIRIES FROM APPLICANTS, EMPLOYEES, AND SUPERVISORS, REFERRING COMPLEX AND/OR SENSITIVE MATTERS.ANTICIPATES AS NEEDED IN EMPLOYEE DISCIPLINARY MEETINGS, TERMINATIONS, AND INVESTIGATIONS.MAINTAINS COMPLIANCE WITH FEDERAL, STATE, AND LOCAL EMPLOYMENT LAWS AND REGULATIONS, AND RECOMMENDED BEST PRACTICES; REVIEWS POLICIES AND PRACTICES TO MAINTAIN COMPLIANCE.MAINTAINS KNOWLEDGE OF TRENDS, BEST PRACTICES, REGULATORY CHANGES, AND NEW TECHNOLOGIES IN HUMAN RESOURCES, TALENT MANAGEMENT, AND EMPLOYMENT LAW.PERFORMS ALL ASSIGNED TASKS IN A PROFESSIONAL MANNER IN ORDER TO REFLECT THE HIGHEST INTEGRITY OF THE HUMAN RESOURCES DEPARTMENT AND WCHS.COMPLETES WORK ASSIGNMENTS IN A TIMELY MANNER.ASSISTS VISITORS WITH DIRECTIONS WHENEVER REQUESTED.ALWAYS INTRODUCES SELF TO PATIENTS, RESIDENTS, FAMILIES, AND VISITORS WHEN APPROPRIATE.REPORTS SAFETY HAZARDS AS APPROPRIATE.REPLENISHES SUPPLIES AS NEEDED.FOLLOWS ALL INFECTION CONTROL PRACTICES INCLUDING HAND WASHING TECHNIQUES, STANDARD PRECAUTIONS AND ISOLATION PRECAUTIONS.MAINTAINS SET QUALITY STANDARDS WHEN PERFORMING JOB DUTIES.HAS THE ABILITY TO DO WORK ON HIS/HER OWN WITH NORMAL SUPERVISION.OBSERVES SAFETY-PRECAUTIONS.MAINTAINS SPECIFIC SAFETY PRECAUTIONS.HAS THE ABILITY TO APPLY COMMON SENSE UNDERSTANDING TO CARRY OUT DETAILED BUT UNINVOLVED WRITTEN OR ORAL INSTRUCTIONS.HAS THE ABILITY TO READ AND UNDERSTAND EQUIPMENT OPERATION MANUAL.COOPERATES WITH OTHER PERSONNEL TO ACHIEVE DEPARTMENTAL OBJECTIVES, MAINTAIN GOOD EMPLOYEE RELATIONS, AND INTERDEPARTMENTAL OBJECTIVES.ENHANCES PROFESSIONAL GROWTH AND DEVELOPMENT THROUGH PARTICIPATION IN EDUCATIONAL PROGRAMS, TRAININGS, CURRENT LITERATURE, IN-SERVICE MEETINGS AND WORKSHOPS; SHOWS RESPONSIBILITY FOR OWN PROFESSIONAL PRACTICE AND ONGOING EDUCATION AND LEARNING.
SUPERVISORY RESPONSIBILITIES: SUPERVISES THE HR GENERALIST AND HR ASSISTANT, RECRUITS, INTERVIEWS, HIRES, AND TRAINS NEW STAFF IN THE DEPARTMENT.OVERSEES THE DAILY WORKFLOW OF THE DEPARTMENT.PROVIDES CONSTRUCTIVE AND TIMELY PERFORMANCE EVALUATIONS.HANDLES DISCIPLINE AND TERMINATION OF EMPLOYEES IN ACCORDANCE WITH COMPANY POLICY. NON-ESSENTIAL FUNCTIONS PERFORMS OTHER DUTIES AS ASSIGNED. PROFESSIONAL REQUIREMENTS ADHERES TO DRESS CODE, APPEARANCE IS NEAT AND CLEAN.COMPLETES ANNUAL EDUCATION REQUIREMENTSMAINTAINS PATIENT CONFIDENTIALITY AT ALL TIMES.REPORTS TO WORK ON TIME AND AS SCHEDULED.WEARS IDENTIFICATION WHILE ON DUTY.MAINTAINS REGULATORY REQUIREMENTS, INCLUDING ALL STATE, FEDERAL, AND LOCAL REGULATIONS.REPRESENTS WCHS IN A POSITIVE AND PROFESSIONAL MANNER AT ALL TIMES.COMPLIES WITH ALL WCHS POLICIES AND STANDARDS REGARDING ETHICAL BUSINESS PRACTICES.COMMUNICATES THE MISSION, ETHICS, AND GOALS OF WCHS.PARTICIPATES IN PERFORMANCE IMPROVEMENT AND CONTINUOUS QUALITY IMPROVEMENT ACTIVITIES.ATTENDS REGULAR STAFF MEETINGS AND IN-SERVICES.EXCELLENT VERBAL AND WRITTEN COMMUNICATION SKILLS.EXCELLENT INTERPERSONAL, NEGOTIATION, AND CONFLICT RESOLUTION SKILLS.EXCELLENT ORGANIZATIONAL SKILLS AND ATTENTION TO DETAIL.EXCELLENT TIME MANAGEMENT SKILLS WITH A PROVEN ABILITY TO MEET DEADLINES.STRONG ANALYTICAL AND PROBLEM-SOLVING SKILLS.HAS THE ABILITY TO PRIORITIZE TASKS AND TO DELEGATE THEM WHEN APPROPRIATE.HAS THE ABILITY TO ACT WITH INTEGRITY, PROFESSIONALISM, AND CONFIDENTIALITY.HAS, AND CONTINUES TO GAIN, THOROUGH KNOWLEDGE OF EMPLOYMENT-RELATED LAWS AND REGULATIONS.PROFICIENT WITH OR HAS THE ABILITY TO QUICKLY LEARN THE ORGANIZATIONS HRIS AND TALENT MANAGEMENT SYSTEMS. QUALIFICATIONS BACHELOR’S DEGREE IN HUMAN RESOURCES, BUSINESS ADMINISTRATION OR OTHER RELATABLE DEGREE REQUIRED.AT LEAST 5 YEARS OF HUMAN RESOURCES MANAGEMENT OR 7 YEARS OF HR GENERALIST EXPERIENCE OR A COMBINATION OF HR MANAGEMENT AND HR GENERALIST EXPERIENCE REQUIRED. | ['HR Management', 'Employee Relations', 'Compliance', 'Talent Acquisition', 'Training Program Design', 'Performance Management', 'Regulatory Compliance', 'Employee Orientation', 'Professional Development', 'Communication', 'Leadership', 'Interpersonal Skills', 'Problem Solving', 'Time Management', 'Teamwork', 'Integrity', 'Approachability', 'Adaptability', 'Professionalism', 'Attention to Detail', 'Delegation', 'Budget Management', 'HR Policies Development', 'Compensation Planning', 'HRIS', 'Data Analysis', 'Conflict Resolution', 'Safety Training', 'Background Checks', 'Employee Benefits Administration', 'Workplace Culture Improvement', 'Organizational Strategy Development', 'Payroll Management', 'HR Audits', 'Analytical Skills', 'Negotiation', 'Conflict Management'] |
3,901,982,681 | HR | Human Resources Assistant | ABOUT THE COMPANYFOUNDED IN 1888, LEE KUM KEE, A HONG KONG-BASED GLOBAL FOOD COMPANY, SPECIALIZES IN CREATING CONDIMENTS AND SAUCES THAT PROMOTE CHINESE CUISINE WORLDWIDE. WITH MORE THAN 200 PRODUCTS TO CHOOSE FROM, LEE KUM KEE TAKES THE MYSTERY OUT OF COOKING AUTHENTIC AND DELICIOUS ASIAN FOODS IN THE COMFORT OF YOUR KITCHEN. LEE KUM KEE IS COMMITTED TO PROVIDING AUTHENTIC AND INNOVATIVE CONDIMENTS AND SAUCES FEATURING THE HIGHEST QUALITY INGREDIENTS. ARMED WITH A UNIQUE MANAGEMENT CULTURE, STRINGENT QUALITY CONTROL, SUPERB AND INNOVATIVE PRODUCTS, COUPLED WITH THE CENTURY-LONG BRAND REPUTATION, LEE KUM KEE HAS ACHIEVED UNANIMOUS RECOGNITION AND WON NUMEROUS PRESTIGIOUS AWARDS. LEE KUM KEE (USA) INC., A DIVISION OF LEE KUM KEE INTERNATIONAL HOLDINGS LTD., HAS ITS HEADQUARTERS AND MANUFACTURING FACILITIES IN SOUTHERN CALIFORNIA WITH MORE THAN 300 EMPLOYEES. WE ARE LOOKING FOR THE BEST AND BRIGHTEST TALENTS TO JOIN OUR COMPANY AND WORK TOGETHER TO BRING THE NEXT LEVEL OF SUCCESS!BENEFITSMEDICAL, DENTAL, LIFE INSURANCE COVERED BY THE COMPANY401(K) RETIREMENT PLAN WITH COMPANY MATCHTWO (2) WEEKS VACATIONSTEN (10) PAID HOLIDAYS
POSITION SUMMARYTHE HUMAN RESOURCES ASSISTANT WILL BE RESPONSIBLE FOR MANAGING EMPLOYEE RECORDS AND PERFORMING DAY-TO-DAY HUMAN RESOURCES AND ADMINISTRATIVE TASKS AND SERVICES TO ENSURE THE SMOOTH AND EFFICIENT OPERATIONS OF THE DEPARTMENT. ESSENTIAL FUNCTIONSREASONABLE ACCOMMODATIONS MAY BE MADE TO ENABLE INDIVIDUALS WITH DISABILITIES TO PERFORM THE ESSENTIAL FUNCTIONS.ASSIST IN THE TIME AND ATTENDANCE PROCESS TO ENSURE TIMELY AND ACCURATE RECORD-KEEPING TRANSACTIONS, INCLUDING BUT NOT LIMITED TO CHECKING ALL THE TIMECARDS, TRACKING TIMECLOCK ADJUSTMENT FORMS, FOLLOWING UP WITH SUPERVISORS FOR ANY TIMECARD ERRORS. ASSIST WITH PAYROLL FUNCTIONS BY DISTRIBUTING CHECKS TO RESPECTIVE FUNCTIONS.ASSIST WITH EMPLOYEE RELATIONS AND WALK-IN CUSTOMERS ACTIVITIES IN HR OFFICE, INCLUDING ADDRESSING THEIR QUERIES AND ISSUES, AND TRANSLATING AS NEEDED. COORDINATE NEW HIRES ORIENTATIONS AND THE RESPECTIVE PAPERWORK INCLUDING ONBOARDING/ TRAINING SCHEDULES, ADP ONBOARDING FORMS, NEW HIRES FORMS, ETC. RESPONSIBLE FOR ORGANIZING, COMPILING, UPDATING, FILING PERSONNEL RECORDS AND DOCUMENTATION.MAINTAIN EMPLOYEE RECORDS IN THE HRIS AND ADP SYSTEMS AND ENSURE ACCURACY AND COMPLIANCE WITH LEGAL REQUIREMENTS. TAKE AN ACTIVE ROLE IN COORDINATING EMPLOYEE AND CORPORATE-WIDE EVENTS SUCH AS VOLUNTEER ACTIVITIES, EMPLOYEE OUTINGS, LUNCHEONS, CORPORATE CULTURE EVENTS, SERVICE AWARD CEREMONIES, MASS COMMUNICATION EVENTS, ANNUAL DINNERS ETC. PROVIDES CLERICAL SUPPORT TO THE HRA FUNCTIONS AND RUN ERRANDS FOR THE FUNCTION.ACT AS A RECEPTIONIST DURING THE ABSENCE OR LUNCH BREAK OF THE RECEPTIONIST AT INC AND PLANT. PERFORM OTHER DUTIES AS REQUIRED OR ASSIGNED. COMPETENCIESPROBLEM SOLVINGACTION ORIENTEDPLANNING & ORGANIZINGCUSTOMER FOCUSSELF-DEVELOPMENT SUPERVISORY RESPONSIBILITIESTHIS POSITION HAS NO SUPERVISORY RESPONSIBILITIES. QUALIFICATIONSTO PERFORM THIS JOB SUCCESSFULLY, AN INDIVIDUAL MUST BE ABLE TO PERFORM EACH MAJOR RESPONSIBILITY 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 MAJOR RESPONSIBILITIES. EDUCATION AND/OR EXPERIENCEMINIMUM A.S./A.A. DEGREE IN HUMAN RESOURCES OR RELATED DISCIPLINE FROM AN ACCREDITED UNIVERSITY/COLLEGE WITH A MINIMUM OF 3 YEARS OF RELATED WORK EXPERIENCE. BACHELOR’S DEGREE IS HIGHLY PREFERRED.MUST BE PROFICIENT IN MICROSOFT OFFICE SUITE – WORD, EXCEL, OUTLOOK & POWERPOINT.EXPERIENCE IN HRIS AND/OR PAYROLL SOFTWARE. STRONG ORGANIZATIONAL, TIME MANAGEMENT, CRITICAL THINKING AND ANALYTICAL SKILLS.MUST BE A FAST LEARNER WITH SELF-MOTIVATION AND AN ABILITY TO PRIORITIZE AND MULTITASK SEVERAL PROJECTS AT THE SAME TIME; FOLLOW THROUGH AND COMPLETE THE ASSIGNED DUTIES ON TIME.MUST BE PROACTIVE, ORGANIZED AND DETAIL-ORIENTED.ABILITY TO MAINTAIN CONFIDENTIALITY AND HANDLE SENSITIVE INFORMATION. STRONG INTERPERSONAL SKILLS WITH AN ABILITY TO DEAL WITH ALL LEVELS OF EMPLOYEES.ABILITY TO DEAL WITH PROBLEMS INVOLVING FEW CONCRETE VARIABLES IN COMPLEX SITUATION. LANGUAGE SKILLSTHIS INDIVIDUAL MUST POSSESS EXCELLENT COMMUNICATION AND PRESENTATION SKILLS BOTHWRITTEN AND VERBAL IN ENGLISH.BILINGUAL SKILLS (READ, SPEAK AND WRITE) IN CHINESE/SPANISH IS A PLUS. MATHEMATICAL SKILLSMUST BE ABLE TO APPLY BASIC MATHEMATICAL CONCEPTS TO PERFORM DAILY FUNCTIONS. ABILITY TO ADD, SUBTRACT, MULTIPLY, AND DIVIDE IN ALL UNITS OF MEASURE, USING WHOLE NUMBERS, COMMON FRACTIONS, AND DECIMALS. ABILITY TO COMPUTE RATE, RATIO, AND PERCENTAGE AND TO DRAW AND INTERPRET BAR GRAPHS. 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.REGULARLY REQUIRED TO USE HANDS, ARMS AND FINGERS WHILE WORKING AT COMPUTER KEYBOARD AND OFFICE EQUIPMENT TO PERFORM DAILY JOB FUNCTIONS. REQUIRED TO STAND, SIT, KNEEL, AND WALK WHEN PERFORMING ESSENTIAL JOB FUNCTIONS. OCCASIONAL LIFTING AND/OR MOVING UP TO 20 POUNDS. WORK ENVIRONMENT THE WORK ENVIRONMENT CHARACTERISTICS DESCRIBED HERE ARE REPRESENTATIVE OF THOSE AN EMPLOYEE ENCOUNTERS WHILE PERFORMING THE ESSENTIAL FUNCTIONS OF THIS JOB. THE NOISE LEVEL IN THE WORK ENVIRONMENT IS LIGHT. THE POSITION IS SITED IN AN OFFICE SETTING BUT REQUIRES SITTING AT OR VISITING THE PLANT AND WAREHOUSE FROM TIME TO TIME. THIS IS A 100% ONSITE POSITION. IT IS LEE KUM KEE’S POLICY TO SEEK AND EMPLOY THE MOST QUALIFIED PERSONS IN ALL JOBS IN A MANNER WHICH WILL ENSURE EQUAL EMPLOYMENT OPPORTUNITY AS WELL AS ADMINISTER PERSONNEL ACTIONS IN A MANNER AS TO NOT DISCRIMINATE AGAINST ANY PERSON ON THE BASIS OF RACE, COLOR, RELIGION, NATIONAL ORIGIN, AGE, SEX, SEXUAL ORIENTATION, DISABILITY OR PROTECTED VETERAN STATUS. REASONABLE ACCOMMODATIONS MAY BE MADE TO ENABLE INDIVIDUALS WITH DISABILITIES TO PERFORM THE ESSENTIAL FUNCTIONS.
| ['HRIS', 'Payroll Software', 'Time Management', 'Communication Skills', 'Interpersonal Skills', 'Problem Solving', 'Organizational Skills', 'Self-Motivation', 'Attention to Detail', 'Customer Focus', 'Planning & Organizing', 'Critical Thinking', 'Microsoft Office Suite', 'Analytical Skills', 'Mathematical Skills', 'Bilingual (Chinese/Spanish)'] |
3,906,086,110 | HR | Human Resources Generalist | BASIC QUALIFICATIONS | EDUCATION: BACHELOR’S DEGREE IS REQUIRED. 5+ YEARS’ EXPERIENCE IN CLIENT-FACING HRBP ROLES. DEMONSTRATED EXPERIENCE DEVELOPING RELATIONSHIPS AND LEADING PROCESSES WITH REMOTEBUSINESS PARTNERS AND HR COLLEAGUES. DEMONSTRATED ABILITY TO LEVERAGE BUSINESS ACUMEN AND INTERPERSONAL SAVVY TO INFLUENCEVERY SENIOR BUSINESS LEADERS. DEMONSTRATED CAPABILITY IN ALIGNING LEADERSHIP AROUND ORGANIZATION DIRECTION, DESIGN,AND GOVERNANCE/DECISION RIGHTS. DEMONSTRATED TRACK RECORD OF DEVELOPING AND IMPLEMENTING A WORKFORCE/TALENT STRATEGYTO ACHIEVE DIFFERENTIATED BUSINESS OUTCOMES. EXPERIENCE DEPLOYING PRIORITIES ACROSS MULTIPLE LOCATIONS (ACROSS MULTIPLE COUNTRIES ANDCULTURES IS HIGHLY DESIRABLE). DEMONSTRATED TRACK RECORD OF SUCCESS IN DEVELOPING AND DRIVING ORGANIZATIONALEFFECTIVENESS AND IMPROVEMENT INITIATIVES (E.G., HIGH PERFORMING TEAMS, LARGE SCALETRANSFORMATION/CHANGE INITIATIVES, ETC.). HAS MATRIX MANAGEMENT SKILL, ABILITY TO DEFINE RESOURCE REQUIREMENTS AND PULL FROMSUPPORT FUNCTIONS AND DELIVER THE RESULTS THROUGH COLLABORATION. ADVANCED KNOWLEDGE OF ALL FACETS OF HUMAN RESOURCES INCLUDING TALENT ACQUISITION, TOTALREWARDS, TALENT ASSESSMENT AND DEVELOPMENT, CULTURE AND EMPLOYEE ENGAGEMENT, ANDPERFORMANCE MANAGEMENT
INTAKE CALL NOTES: GENERALIST PERSPECTIVE, ACTIVELY LISTENS AND COLLABORATES WITH THE SITE. WILL HANDLE INQUIRIES, IS TRANSACTIONAL. EXPERIENCE WITH EXCEL/MICROSOFT 360, PIVOT TABLES, HRIS SYSTEMS. ABILITY TO NAVIGATE WORKDAY IS A PLUS.
DUTIES:WILL BE JOINING THE LATERAL FLOW BUSINESS HUMAN RESOURCE TEAM IN WESTBROOK. SUPPORTS ABOUT 400 CONTINGENT AND FTE WORKERS BETWEEN BOTH SITES (WESTBROOK AND SCARBOROUGH). NEEDS SOMEONE WITH EXPERIENCE WHO CAN HIT THE GROUND RUNNING. HANDLE MOST OF DAY TO DAY COLLABORATING WITH PEOPLE LEADERS AS WELL AS DIRECT INQUIRIES WITH FTE'S. EXPERIENCE WITH WORKDAY, EXCEL AND PIVOT TABLE IS IMPORTANT. HRIS SYSTEM IS WORKDAY. PROFICIENCY IN MICROSOFT OFFICE. 100% ONSITE AS IT IS A MANUFACTURING FACILITY. SOMEONE WHO IS AGILE, ADAPTABLE AND FLEXIBLE IS IMPORTANT.NO BENEFITS EXPERIENCE REQUIRED.
TOP 3 TECHNICAL/SOFT SKILLS: MICROSOFT OFFICE, ABILITY TO UNDERSTAND HRIS, ACTIVE LISTENING/LEADING WITH EMPATHY.
ADDITIONAL DETAILS: THIS ROLE IS A GENERALIST/HR BUSINESS PARTNER. REFER TO THE ATTACHED JOB DESCRIPTION FOR ADDITIONAL DETAILS.
EDUCATION: BACHELOR'S DEGREE HIGHLY PREFERRED, ASSOCIATES OR HIGHSCHOOL DIPLOMA FINE WITH 5-7+ YEARS OF EXPERIENCE. 3-5 YEARS OF EXPERIENCE AS HR GENERALIST OR HR BUSINESS PARTNER ROLE IS REQUIRED.
LOCATION: 100% ONSITE | ["Bachelor's Degree", 'HRBP Experience', 'Business Acumen', 'Workforce/Talent Strategy Development', 'Organizational Effectiveness', 'Microsoft Office', 'Talent Acquisition', 'Performance Management', 'Collaboration', 'Interpersonal Skills', 'Adaptability', 'Influencing Senior Leaders', 'Relationship Building', 'Communication', 'HRIS Systems (Workday)', 'Excel', 'Pivot Tables', 'Active Listening', 'Agility', 'Empathy', 'Flexibility'] |
3,906,258,049 | HR | Principal Human Resources Business Partner |
JOB DESCRIPTION BAE SYSTEMS IS SEEKING A SEASONED HUMAN RESOURCES BUSINESS PARTNER IN SUPPORT OF OUR COMBAT MISSION SYSTEMS (CMS) BUSINESS. IN THIS ROLE, THE HUMAN RESOURCES BUSINESS PARTNER IMPLEMENTS HUMAN RESOURCES POLICIES AS A GENERALIST, PARTNERING WITH BUSINESS OPERATIONS TO ENSURE A COMPLETE UNDERSTANDING OF BUSINESS NEEDS AND OBJECTIVES AND RESOLVES HR ISSUES. RESPONSIBLE FOR AND/OR SERVES AS A HR LIAISON FOR MOST OF THE FOLLOWING AREAS: SUCCESSION PLANNING, TALENT MANAGEMENT, EMPLOYMENT, EMPLOYEE RELATIONS, COMPENSATION, BENEFITS, EEO, AND/OR TRAINING AND DEVELOPMENT.
LOCATION/SCHEDULE/TRAVEL:
THIS POSITION IS ON-SITE OPPORTUNITY IN EITHER THE STERLING HEIGHTS, MI OR MINNEAPOLIS, MN SITE.THE ROLE WORKS A 9/80 SCHEDULE WHERE YOU WILL HAVE EVERY OTHER FRIDAY OFF.THERE MAY BE UP TO 10% OF TRAVEL TO CORPORATE EVENTS AND OFF SITES.
RESPONSIBILITIES
PROVIDE PROACTIVE AND REACTIVE EMPLOYEE RELATIONS, MANAGER COACHING, AND PARTNER WITH ASSIGNED MANAGERS TO CREATE A CULTURE THAT SUPPORTS BUSINESS GROWTH OR BUSINESS RIGHT SIZING.COLLABORATE WITH THE CENTERS OF EXPERTISE (COES) AND ALL ELEMENTS OF THE HR DELIVERY MODEL TO ENSURE THE DELIVERY OF WORLD CLASS HR SERVICES AND PROGRAMS TO ADDRESS CRITICAL BUSINESS NEEDS AND EMPLOY EFFECTIVE MEASURES OF SUCCESS.PARTNER WITH ASSIGNED MANAGERS TO IDENTIFY TOP TALENT AND SUCCESSION CANDIDATES AND PROVIDE SUPPORT TO THE MANAGEMENT READINESS REVIEW PLANNING PROCESS AT THE BUSINESS UNIT LEVEL.SUPPORT BUSINESS ACTIVITIES THAT SUPPORT A CULTURE THAT IS DIVERSE AND INCLUSIVE.WORK WITH MANAGEMENT TO DEVELOP AN EFFECTIVE WORKFORCE PLAN/STRATEGY AND COLLABORATE WITH TALENT ACQUISITION TO TRANSLATE THE REQUIREMENTS INTO AN EXECUTABLE PLAN.ACT AS A CHANGE AGENT FOR KEY HR AND BUSINESS CHANGES AND PROVIDE PROJECT MANAGEMENT FOR ASSIGNED KEY HR PROJECTS.
REQUIRED EDUCATION, EXPERIENCE, & SKILLS
TYPICALLY REQUIRES A BACHELORS DEGREE AND SIX (6) YEARS OF RELATED EXPERIENCE IN AN HR GENERALIST OR HR BUSINESS PARTNER ROLE, OR THE OVERALL EQUIVALENT;STRONG EMPLOYEE RELATIONS BACKGROUND INCLUDING EXPERIENCE RESOLVING FEDERAL AND STATE EMPLOYMENT ISSUES INCLUDING EEO/AAP;EXCELLENT COMMUNICATION SKILLS, VERBAL AND WRITTEN;PROFICIENCY IN MS OFFICE SUITE AND INDUSTRY RELATED SOFTWARE (I.E. PEOPLESOFT, ORACLE);ABILITY TO PREPARE APPROPRIATE REPORTS, DOCUMENTS, AND PRESENTATIONS;ABLE TO MAKE DECISIONS USING SOUND JUDGMENT WHILE COMPLYING WITH POLICIES, PROCEDURES, APPROPRIATE PRINCIPLES AND APPLICABLE STATE AND FEDERAL LAWS AND REGULATIONS.EXPERIENCE TRAINING AND COACHING;ABILITY TO MAINTAIN CONFIDENTIALITY;ABLE TO SUPPORT A HYBRID WORK SCHEDULE WITH ON-SITE PRESENCE OF ~2-3 DAYS A WEEK.
PREFERRED EDUCATION, EXPERIENCE, & SKILLS
MASTERS DEGREE IN HUMAN RESOURCESSPHR/SHRM-SCP CERTIFICATIONEXPERIENCE IN A MANUFACTURING ENVIRONMENTSTRONG PROBLEM SOLVING SKILLSEXPERIENCE WORKING WITHIN SHARED SERVICES HR DELIVERY MODEL; PROJECT MANAGEMENT CAPABILITYABILITY TO DEAL WITH AMBIGUITY
PAY INFORMATION
FULL-TIME SALARY RANGE: $96470 - $164010
PLEASE NOTE: THIS RANGE IS BASED ON OUR MARKET PAY STRUCTURES. HOWEVER, INDIVIDUAL SALARIES ARE DETERMINED BY A VARIETY OF FACTORS INCLUDING, BUT NOT LIMITED TO: BUSINESS CONSIDERATIONS, LOCAL MARKET CONDITIONS, AND INTERNAL EQUITY, AS WELL AS CANDIDATE QUALIFICATIONS, SUCH AS SKILLS, EDUCATION, AND EXPERIENCE.
EMPLOYEE BENEFITS: AT BAE SYSTEMS, WE SUPPORT OUR EMPLOYEES IN ALL ASPECTS OF THEIR LIFE, INCLUDING THEIR HEALTH AND FINANCIAL WELL-BEING. REGULAR EMPLOYEES SCHEDULED TO WORK 20+ HOURS PER WEEK ARE OFFERED: HEALTH, DENTAL, AND VISION INSURANCE; HEALTH SAVINGS ACCOUNTS; A 401(K) SAVINGS PLAN; DISABILITY COVERAGE; AND LIFE AND ACCIDENT INSURANCE. WE ALSO HAVE AN EMPLOYEE ASSISTANCE PROGRAM, A LEGAL PLAN, AND OTHER PERKS INCLUDING DISCOUNTS ON THINGS LIKE HOME, AUTO, AND PET INSURANCE. OUR LEAVE PROGRAMS INCLUDE PAID TIME OFF, PAID HOLIDAYS, AS WELL AS OTHER TYPES OF LEAVE, INCLUDING PAID PARENTAL, MILITARY, BEREAVEMENT, AND ANY APPLICABLE FEDERAL AND STATE SICK LEAVE. EMPLOYEES MAY PARTICIPATE IN THE COMPANY RECOGNITION PROGRAM TO RECEIVE MONETARY OR NON-MONETARY RECOGNITION AWARDS. OTHER INCENTIVES MAY BE AVAILABLE BASED ON POSITION LEVEL AND/OR JOB SPECIFICS.
ABOUT BAE SYSTEMS PLATFORMS & SERVICES BAE SYSTEMS, INC. IS THE U.S. SUBSIDIARY OF BAE SYSTEMS PLC, AN INTERNATIONAL DEFENSE, AEROSPACE AND SECURITY COMPANY WHICH DELIVERS A FULL RANGE OF PRODUCTS AND SERVICES FOR AIR, LAND AND NAVAL FORCES, AS WELL AS ADVANCED ELECTRONICS, SECURITY, INFORMATION TECHNOLOGY SOLUTIONS AND CUSTOMER SUPPORT SERVICES. IMPROVING THE FUTURE AND PROTECTING LIVES IS AN AMBITIOUS MISSION, BUT IT’S WHAT WE DO AT BAE SYSTEMS. WORKING HERE MEANS USING YOUR PASSION AND INGENUITY WHERE IT COUNTS – DEFENDING NATIONAL SECURITY WITH BREAKTHROUGH TECHNOLOGY, SUPERIOR PRODUCTS, AND INTELLIGENCE SOLUTIONS. AS YOU DEVELOP THE LATEST TECHNOLOGY AND DEFEND NATIONAL SECURITY, YOU WILL CONTINUALLY HONE YOUR SKILLS ON A TEAM—MAKING A BIG IMPACT ON A GLOBAL SCALE. AT BAE SYSTEMS, YOU’LL FIND A REWARDING CAREER THAT TRULY MAKES A DIFFERENCE.
THE PLATFORMS & SERVICES (P&S) SECTOR UNDER BAE SYSTEMS, INC DOES THE BIG STUFF: THE ARMORED COMBAT VEHICLES, NAVAL GUNS, MISSILE LAUNCHERS, AND NAVAL SHIP REPAIR…JUST TO NAME A FEW. OUR EMPLOYEES TAKE PRIDE IN THE WORK THEY DO AND WHY THEY DO IT. THEY ARE ON THE FRONT LINES EVERY DAY, BUILDING OUR PRODUCTS TO PROTECT THE LIVES OF THOSE WHO SERVE. WE MAY BE BIASED, BUT WE THINK P&S DOES SOME OF THE COOLEST WORK AROUND, AND WE THINK YOU WILL TOO.
OUR COMMITMENT TO DIVERSITY, EQUITY, AND INCLUSION
AT BAE SYSTEMS, WE WORK HARD EVERY DAY TO NURTURE AN INCLUSIVE CULTURE WHERE EMPLOYEES ARE VALUED AND FEEL LIKE THEY BELONG. WE ARE CONSCIOUS OF THE NEED FOR ALL EMPLOYEES TO SEE THEMSELVES REFLECTED AT EVERY LEVEL OF THE COMPANY AND KNOW THAT IN ORDER TO UNLOCK THE FULL POTENTIAL OF OUR WORKFORCE, EVERYONE MUST FEEL CONFIDENT BEING THEIR BEST, MOST SINCERE SELF AND BE EQUIPPED TO THRIVE. WE PROVIDE IMPACTFUL PROFESSIONAL DEVELOPMENT EXPERIENCES TO OUR EMPLOYEES AND INVEST IN SOCIAL IMPACT PARTNERSHIPS TO UPLIFT COMMUNITIES AND DRIVE PURPOSEFUL CHANGE. HERE YOU WILL FIND SIGNIFICANT OPPORTUNITIES TO DO MEANINGFUL WORK IN AN ENVIRONMENT INTENTIONALLY DESIGNED TO BE ONE WHERE YOU WILL LEARN, GROW AND BELONG. | ['Employee Relations', 'HR Generalist', 'Talent Management', 'Compensation', 'Benefits Administration', 'Training and Development', 'Project Management', 'MS Office Suite', 'Oracle', 'Report Preparation', 'Decision Making', 'Confidentiality', 'Communication', 'Problem Solving', 'Collaboration', 'Change Management', 'Judgment', 'Adaptability', 'Leadership', 'EEO Compliance', 'PeopleSoft', 'Coaching', 'Hybrid Work Management', 'Cultural Awareness', 'Diversity and Inclusion Advocacy'] |
3,884,809,131 | HR | Human Resources Business Partner | ARE YOU A TALENTED HR PROFESSIONAL LOOKING TO JOIN A FAST-PACED, PASSIONATE HR TEAM? WE ARE LOOKING FOR SOMEONE WITH A GROWTH MINDSET WHO CAN PLAY A VITAL PART IN OUR SCALING PROCESS. THIS PERSON WILL SUPPORT MANUFACTURING SITE STRATEGY AND COMPANY VISION WITH PLENTY OF OPPORTUNITIES TO TAKE ON NEW INITIATIVES AND PROJECTS.
RESPONSIBILITIES:
PARTNER WITH SENIOR SITE LEADERSHIP TO DEVELOP AND IMPLEMENT EFFECTIVE HR POLICIES AND PRACTICES THAT WILL SUPPORT THE STRATEGIC GROWTH OF THE BUSINESS.OFFER THOUGHT LEADERSHIP REGARDING ORGANIZATIONAL AND PEOPLE-RELATED STRATEGY AND EXECUTION.PROVIDE TIMELY INFORMATION AND/OR EDUCATION FOR ALL LEVELS OF THE COMPANY ON HR ISSUES.EDUCATE, COACH, AND PARTNER WITH MANAGERS ON PERFORMANCE MANAGEMENT AND EMPLOYEE DEVELOPMENT GOALS.PROVIDE HR EXPERTISE IN THE AREAS OF FEEDBACK, EMPLOYEE RELATIONS, DEVELOPMENT AND COACHING, COMPENSATION, AND ORGANIZATIONAL DEVELOPMENT.PARTICIPATE IN THE CONTINUAL DEVELOPMENT OF HR PROGRAMS, SUCH AS RECRUITING, RETENTION, COMPENSATION, LEARNING AND DEVELOPMENT, AND BENEFITS.COLLABORATE WITH THE HR TEAM TO CHAMPION AND ACCELERATE A CULTURE OF EXCELLENCE IN WHICH PEOPLE FEEL ENGAGED AND INSPIRED TO DELIVER TOP BUSINESS RESULTS.DEVELOP PEOPLE STRATEGIES AND DESIGN APPROACHES FOR DIAGNOSING AND ENHANCING ORGANIZATIONAL EFFECTIVENESS AND EMPLOYEE SATISFACTION.EDUCATE TEAM MEMBERS ON COMPENSATION PRACTICES, INCLUDING COMPENSATION, PERFORMANCE FEEDBACK, PERFORMANCE CALIBRATION, AND CAREER TRANSITIONS.
REQUIREMENTS:
BACHELOR'S DEGREE WITH A MINIMUM OF 5 YEARS OF PROGRESSIVE HR EXPERIENCE.SUCCESSFUL EXPERIENCE AS AN HR PARTNER IN A FAST-PACED COMPANY WITH EXPERIENCE WORKING WITH INTERNAL CLIENTS AND ALL LEVELS OF EMPLOYEES.DEMONSTRATED EXPERIENCE IN THE VARIOUS HR FUNCTIONAL AREAS, ESPECIALLY ORGANIZATION EMPLOYEE RELATIONS.A DEEP KNOWLEDGE OF HR PROGRAMS AND PRACTICES, INCLUDING APPLICABLE STATE AND FEDERAL EMPLOYMENT LAWS AND REGULATIONS. | ['HR policies', 'employee relations', 'performance management', 'organizational development', 'compensation practices', 'recruiting', 'learning and development', 'data analysis', 'communication', 'collaboration', 'coaching', 'problem solving', 'growth mindset', 'leadership', 'strategic thinking', 'engagement', 'adaptability', 'federal employment laws', 'state employment laws'] |
3,905,239,401 | HR | Human Resources Director | WE ARE SEEKING AN EXPERIENCED AND DYNAMIC PROFESSIONAL TO OUR TEAM AS DIRECTOR OF HUMAN RESOURCES! THIS IS A PIVOTAL ROLE THAT WILL PLAY A KEY PART IN SHAPING AND DRIVING OUR PEOPLE STRATEGY AS WE CONTINUE TO GROW AND INNOVATE IN THE SUSTAINABLE AGRICULTURE SECTOR. PLEASE NOTE THAT THIS IS AN ONSITE POSITION IN SAN RAMON.
RESPONSIBILITIES:DEVELOP AND EXECUTE A COMPREHENSIVE PEOPLE STRATEGY ALIGNED WITH OVERALL BUSINESS GOALS.DRIVE INITIATIVES TO ENHANCE EMPLOYEE ENGAGEMENT, RETENTION, AND OVERALL SATISFACTION.COLLABORATE WITH LEADERSHIP TO ENSURE A DIVERSE AND INCLUSIVE WORKPLACE.OVERSEE THE END-TO-END RECRUITMENT PROCESS TO ATTRACT TOP-TIER TALENT.IMPLEMENT INNOVATIVE AND EFFECTIVE SOURCING STRATEGIES.DESIGN AND IMPLEMENT PROFESSIONAL DEVELOPMENT PROGRAMS.FOSTER A CULTURE OF CONTINUOUS LEARNING AND GROWTH.LEAD PERFORMANCE MANAGEMENT PROCESSES, INCLUDING GOAL SETTING AND REGULAR PERFORMANCE REVIEWS.IMPLEMENT INITIATIVES TO SUPPORT EMPLOYEE WELL-BEING AND WORK-LIFE BALANCE.UTILIZE YOUR EXPERIENCE TO BUILD AND LEAD THE HR TEAM FROM SCRATCH.DEVELOP A HIGH-PERFORMING HR TEAM OTHER DUTIES AS ASSIGNED
REQUIREMENTS:BACHELOR'S DEGREE IN HUMAN RESOURCES, BUSINESS ADMINISTRATION, OR A RELATED FIELD. MASTER'S DEGREE PREFERRED.7+ YEARS OF PROGRESSIVE EXPERIENCE IN HR, WITH AT LEAST 5 YEARS IN A LEADERSHIP ROLE.DEMONSTRATED EXPERIENCE IN BUILDING HR TEAMS FROM THE GROUND UP.PROVEN TRACK RECORD OF DEVELOPING AND IMPLEMENTING SUCCESSFUL HR STRATEGIES.PROVEN EXPERIENCE IN WORKING FOR TECHNOLOGY START-UPS IS A MUSTEXPERIENCE IN THE AGRICULTURE SECTOR IS A PLUS.EXCEPTIONAL INTERPERSONAL AND COMMUNICATION SKILLS. | ['Human Resources Management', 'Recruitment', 'Employee Engagement', 'Performance Management', 'Team Building', 'HR Strategy Development', 'Data Analysis', 'Agriculture Sector Knowledge', 'Leadership', 'Communication', 'Interpersonal Skills', 'Collaboration', 'Problem Solving', 'Adaptability', 'Continuous Learning', 'Professional Development Programs', 'Sourcing Strategies', 'Technology Start-up Experience', 'Cultural Awareness'] |
3,900,977,307 | HR | Human Resources Specialist | ONSITE - JACKSONVILLE, FLORIDA
NLP LOGIX IS SEARCHING FOR HR SPECIALIST TO JOIN THEIR DYNAMIC TEAM! THIS POSITION IS FOR A FULL-TIME EMPLOYEE, WILL BE BASED OUT OF JACKSONVILLE, FL AND WILL REQUIRE LESS THAN 5% TRAVEL.
NLP LOGIX IS A DATA SCIENCE PRODUCT AND SERVICES COMPANY BASED IN JACKSONVILLE, FL, THAT SPECIALIZES IN AI SOLUTION DEVELOPMENT, MACHINE LEARNING, AND ADVANCED ANALYTICS FOR A VARIETY OF USE CASES, INDUSTRIES, AND CUSTOMERS ACROSS THE UNITED STATES.
WE ARE SEEKING A DYNAMIC AND ORGANIZED HR SPECIALIST WITH OFFICE MANAGER RESPONSIBILITIES TO JOIN OUR TEAM. THE IDEAL CANDIDATE WILL BE RESPONSIBLE FOR OVERSEEING VARIOUS HUMAN RESOURCES FUNCTIONS WHILE ALSO MANAGING THE DAILY OPERATIONS OF OUR OFFICE ENVIRONMENT. THIS ROLE REQUIRES A DETAIL-ORIENTED INDIVIDUAL WITH EXCEPTIONAL COMMUNICATION SKILLS AND THE ABILITY TO MULTITASK EFFECTIVELY.
JOB SUMMARY
HUMAN RESOURCES
FACILITATE THE END-TO-END RECRUITMENT PROCESS, FROM JOB REQUISITION TO ONBOARDING, ENSURING A SEAMLESS EXPERIENCE FOR CANDIDATES AND NEW HIRES.COORDINATE EMPLOYEE TRAINING AND DEVELOPMENT INITIATIVES, IDENTIFYING TRAINING NEEDS, SOURCING TRAINING PROGRAMS, AND EVALUATING THEIR EFFECTIVENESS.ADMINISTER EMPLOYEE BENEFITS PROGRAMS, INCLUDING ENROLLMENT, CHANGES, AND INQUIRIES, WHILE ENSURING COMPLIANCE WITH RELEVANT REGULATIONS.ACT AS A POINT OF CONTACT FOR EMPLOYEE RELATIONS MATTERS, PROVIDING GUIDANCE, CONFLICT RESOLUTION, AND ENSURING FAIR TREATMENT OF ALL EMPLOYEES.ASSIST IN PROCESSING PAYROLL ACCURATELY AND TIMELY, CALCULATING WAGES, DEDUCTIONS, AND TAXES WHILE ADHERING TO FEDERAL, STATE, AND LOCAL REGULATIONS.MANAGE PAYROLL-RELATED INQUIRIES, DISCREPANCIES, AND ADJUSTMENTS, PROVIDING PROMPT AND ACCURATE RESOLUTION TO EMPLOYEES' CONCERNS.MAINTAIN ACCURATE HR RECORDS AND DATABASES, INCLUDING PERSONNEL FILES, TIME AND ATTENDANCE RECORDS, AND PERFORMANCE EVALUATIONS.STAY ABREAST OF EMPLOYMENT LAWS, REGULATIONS, AND INDUSTRY TRENDS TO ENSURE COMPLIANCE AND BEST PRACTICES IN HR PROCESSES.
OFFICE MANAGEMENT
OVERSEE THE DAY-TO-DAY OPERATIONS OF THE OFFICE, INCLUDING MANAGING SUPPLIES, EQUIPMENT, AND FACILITIES MAINTENANCE.COORDINATE OFFICE EVENTS AND MEETINGS, INCLUDING SCHEDULING, LOGISTICS, AND CATERING ARRANGEMENTS.MANAGE OFFICE BUDGETS AND EXPENSES, ENSURING COST-EFFECTIVE SOLUTIONS WHILE MAINTAINING QUALITY STANDARDS.SERVE AS THE PRIMARY POINT OF CONTACT FOR VENDORS, BUILDING MANAGEMENT, AND OTHER EXTERNAL STAKEHOLDERS.IMPLEMENT AND MAINTAIN OFFICE POLICIES AND PROCEDURES TO PROMOTE A PRODUCTIVE AND POSITIVE WORK ENVIRONMENT.ENSURE COMPLIANCE WITH HEALTH AND SAFETY REGULATIONS AND ADDRESS ANY POTENTIAL HAZARDS OR CONCERNS.SUPERVISE ADMINISTRATIVE STAFF AND DELEGATE TASKS AS NEEDED TO ENSURE SMOOTH OFFICE OPERATIONS.
QUALIFICATIONS
BACHELOR'S DEGREE IN HUMAN RESOURCES, BUSINESS ADMINISTRATION, OR RELATED FIELD.3+ YEARS PROVEN EXPERIENCE IN HR ROLES, DEMONSTRATING KNOWLEDGE OF HR PRACTICES, EMPLOYMENT LAWS, AND REGULATORY COMPLIANCE.EXPERIENCE IN PAYROLL ADMINISTRATION AND PROFICIENCY IN ADP WORKFORCE NOW PREFERRED.EXCELLENT COMMUNICATION AND INTERPERSONAL SKILLS, WITH THE ABILITY TO BUILD RAPPORT AND EFFECTIVELY COMMUNICATE WITH EMPLOYEES AT ALL LEVELS.EXCEPTIONAL ORGANIZATIONAL SKILLS AND ATTENTION TO DETAIL, WITH THE ABILITY TO MANAGE MULTIPLE TASKS AND PRIORITIZE RESPONSIBILITIES EFFECTIVELY.ABILITY TO MAINTAIN CONFIDENTIALITY AND HANDLE SENSITIVE INFORMATION WITH DISCRETION.PROACTIVE PROBLEM-SOLVING SKILLS AND ADAPTABILITY TO CHANGING PRIORITIES AND DEADLINES.
NLP LOGIX'S VALUES
NLP LOGIX BELIEVES “DATA SCIENCE IS A TEAM SPORT.®” AND ENCOURAGES A SPIRIT OF COOPERATION AND FOSTERS AN ENVIRONMENT OF PROFESSIONAL GROWTH WHERE EMPLOYEES CAN EXERCISE THEIR LEADERSHIP ABILITY, CREATIVITY, TECHNICAL COMPETENCE, WITH AN OVERALL FOCUS IN HELPING NLP LOGIX FULFILL ITS MISSION.
NLP LOGIX IS AN EQUAL OPPORTUNITY EMPLOYER COMMITTED TO ESTABLISHING A DIVERSE WORKFORCE.
| ['HR practices', 'regulatory compliance', 'payroll administration', 'ADP Workforce Now', 'data management', 'office management', 'event coordination', 'training and development', 'communication', 'interpersonal skills', 'organizational skills', 'attention to detail', 'problem-solving', 'multitasking', 'confidentiality', 'adaptability', 'teamwork', 'employment laws', 'budget management'] |
3,884,440,664 | HR | Human Resources Assistant | POSITIONS AVAILABLE IN HAWAII DISTRICT, HONOLULU DISTRICT, KAUAI DISTRICT AND LEEWARD DISTRICT
JOB SUMMARY:PROVIDES HUMAN RESOURCES (HR) CLERICAL TRANSACTIONAL PROCESSING AND SUPPORT WITHIN A REGIONAL AREA OF THE DEPARTMENT OF EDUCATION (DEPARTMENT); ASSISTS THE PERSONNEL REGIONAL OFFICER (PRO), COMPLEX AREA LEADERSHIP, DISTRICT SUPPORT STAFF, AND SCHOOL PERSONNEL WITH VARIOUS INQUIRIES AND ACTIONS TO ENSURE COMPLIANCE WITH THE DEPARTMENT AND STATE RULES, REGULATIONS, POLICIES AND PROCEDURES; PROVIDES LIAISON SUPPORT BETWEEN THE RESPECTIVE SCHOOLS AND STATE LEVEL CLERICAL STAFF AND/OR SUBJECT MATTER EXPERT (SME) BY TROUBLESHOOTING AND CONSULTING WITH STATE LEVEL SME'S ON VARIOUS SITUATIONS; SERVES AS THE ON-SITE REGIONAL REPRESENTATIVE OF THE DEPARTMENT'S TALENT MANAGEMENT MODEL; MAINTAINS THE ADMINISTRATIVE OPERATIONS OF THE DAY-TO-DAY SERVICES OF THE PERSONNEL REGIONAL OFFICE; MAY SUPERVISE LOWER LEVEL STAFF; AND PERFORMS OTHER RELATED DUTIES AS ASSIGNED.MINIMUM QUALIFICATION REQUIREMENTS:APPLICANTS MUST MEET ALL THE REQUIREMENTS FOR THE POSITION THEY ARE SEEKING AS OF THE DATE OF THE APPLICATION, UNLESS OTHERWISE SPECIFIED. UNLESS SPECIFICALLY INDICATED, THE REQUIRED EDUCATION AND EXPERIENCE MAY NOT BE GAINED CONCURRENTLY.
NOTE: CALCULATION OF EXPERIENCE IS BASED ON FULL-TIME, 40-HOUR WORKWEEKS. PART-TIME EXPERIENCE IS PRO-RATED. EXAMPLE: TWELVE MONTHS OF EXPERIENCE AT 20 HOURS/WEEK IS EQUIVALENT TO SIX MONTHS OF EXPERIENCE, NOT ONE YEAR. ALSO, HOURS WORKED IN EXCESS OF 40 HOURS/WEEK WILL NOT BE CREDITED. EXAMPLE: TWELVE MONTHS OF EXPERIENCE AT 60 HOURS/WEEK IS EQUIVALENT TO ONE YEAR OF EXPERIENCE, NOT ONE AND A HALF YEARS.
TO QUALIFY, YOU MUST MEET ALL OF THE FOLLOWING REQUIREMENTS:
EXPERIENCE REQUIREMENTS:EXCEPT FOR THE SUBSTITUTIONS PROVIDED FOR, APPLICANTS MUST HAVE HAD PROGRESSIVELY RESPONSIBLE EXPERIENCE OF THE KIND AND QUALITY DESCRIBED IN THE STATEMENTS BELOW AND IN THE AMOUNTS SHOWN, OR ANY EQUIVALENT COMBINATION OF TRAINING AND EXPERIENCE:
GENERAL EXPERIENCE:ONE (1) YEAR OF PROGRESSIVELY RESPONSIBLE EXPERIENCE INVOLVING GENERAL OFFICE CLERICAL WORK, WHICH INVOLVED THE PERFORMANCE OF A VARIETY OF CLERICAL TASKS. SUCH TASKS MUST DEMONSTRATE THE KNOWLEDGE OF OFFICE PRACTICES AND PROCEDURES, ABILITY TO DELIVER PROCEDURES IN WORK SYSTEMS, OPERATE VARIOUS OFFICE EQUIPMENT, AND USE OF TECHNOLOGY (I.E., SOFTWARE PROGRAMS SUCH AS MICROSOFT WORD/EXCEL, INTERNET APPLICATIONS, E-MAIL, ETC.)
SPECIALIZED EXPERIENCE:ONE (1) YEAR FOR THE PERSONNEL REGIONAL ASSISTANT (PRA) I, TWO (2) YEARS FOR THE PRA II, AND FOR THE PRA III, THREE (3) YEARS OF RESPONSIBLE CLERICAL EXPERIENCE IN AN OFFICE WHERE THE WORK REQUIRED KNOWLEDGE, UNDERSTANDING, AND APPLICATION OF PERTINENT HR RULES, REGULATIONS, PROCEDURES, AND PROGRAM REQUIREMENTS. SUCH EXPERIENCE MUST ALSO DEMONSTRATE PROFICIENCY IN INTERACTING AND COMMUNICATING WITH THE PUBLIC AND COLLABORATING WITH COWORKERS. EXPERIENCE AS A SCHOOL ADMINISTRATIVE SERVICES ASSISTANT, SECRETARY, OR OFFICE MANAGER MAY QUALIFY PROVIDED THAT A PORTION OF THE EXPERIENCE REQUIRED AN UNDERSTANDING AND DELIVERY OF PERSONNEL POLICIES, TRANSACTIONS AND ADMINISTRATIVE SUPPORT OF THE ORGANIZATION.
EMPLOYEES ARE ELIGIBLE FOR A RANGE OF BENEFITS:
HOLIDAYS: YOU MAY BE ELIGIBLE FOR 13 PAID HOLIDAYS EACH YEAR; 14 HOLIDAYS DURING AN ELECTION YEAR. TEN MONTH EMPLOYEES COVERED BY A SPECIFIC COLLECTIVE BARGAINING AGREEMENT MUST REFER TO THE PROVISIONS OF THAT AGREEMENT.
VACATION: EMPLOYEES OF BARGAINING UNITS 1, 2, 3, 4, 9, 10 AND 13 EARN 21 DAYS PER YEAR. TEN MONTH EMPLOYEES COVERED BY A SPECIFIC COLLECTIVE BARGAINING AGREEMENT MUST REFER TO THE PROVISIONS OF THAT AGREEMENT.
SICK LEAVE: EMPLOYEES OF BARGAINING UNITS 1, 2, 3, 4, 9, 10 AND 13 EARN 21 DAYS PER YEAR. ACCUMULATED (UNUSED) CREDITS MAY BE USED TOWARD COMPUTING RETIREMENT BENEFITS. TEN MONTH EMPLOYEES COVERED BY A SPECIFIC COLLECTIVE BARGAINING AGREEMENT MUST REFER TO THE PROVISIONS OF THAT AGREEMENT.
HEALTH INSURANCE: IF ELIGIBLE, THE STATE PAYS A PART OF THE PREMIUMS FOR EACH EMPLOYEE'S ENROLLMENT IN A STATE SPONSORED MEDICAL, DRUG, VISION, AND ADULT DENTAL PLAN.
GROUP LIFE INSURANCE: THE STATE PROVIDES A FREE LIFE INSURANCE POLICY FOR EMPLOYEES BETWEEN $7,245 TO $36,225 DEPENDING ON THE EMPLOYEE'S AGE AND $2,272 FOR RETIREES.
PREMIUM CONVERSION PLAN: PARTICIPATING EMPLOYEES MAY INCREASE THEIR TAKE-HOME PAY BY HAVING THE STATE DEDUCT THE COST OF HEALTH CARE PREMIUMS BEFORE PAYROLL TAXES ARE WITHHELD.
FLEXIBLE SPENDING ACCOUNTS: EFFECTIVE JULY 1, 2000, ELIGIBLE EMPLOYEES CAN REDUCE THEIR FEDERAL AND STATE INCOME TAXES AND SOCIAL SECURITY TAXES THROUGH A TAX-SAVINGS BENEFIT PROGRAM CALLED ISLAND FLEX. THIS PROGRAM ALLOWS EMPLOYEES TO SET ASIDE MONEY FROM THEIR PAYCHECKS TO PAY FOR OUT-OF-POCKET HEALTH CARE EXPENSES AND ELIGIBLE DEPENDENT CARE EXPENSES ON A BEFORE-TAX BASIS.
RETIREMENT PLAN: THE STATE CONTRIBUTES TO A RETIREMENT PLAN FOR ELIGIBLE EMPLOYEES. GENERALLY, EMPLOYEES WITH AT LEAST 10 YEARS OF CREDITED SERVICE AND WHO HAVE REACHED 62 YEARS OF AGE OR HAVE 30 YEARS OF CREDITED SERVICE AND ARE 55 YEARS OLD MAY RETIRE AND RECEIVE BENEFITS. A NORMAL BENEFIT IS BASED ON AN EMPLOYEE'S YEARS OF CREDITED SERVICE TIMES 1.25% OF THE AVERAGE OF THE EMPLOYEE'S THREE HIGHEST YEARS OF PAY.
TAX SHELTER ANNUITY (TSA): IF ELIGIBLE, DEPARTMENT OF EDUCATION EMPLOYEES ARE ABLE TO PARTICIPATE IN A TAX SHELTER ANNUITY PROGRAM. THE TSA PLAN ALLOWS ELIGIBLE EMPLOYEES TO CONTRIBUTE PRE-TAX DOLLARS TO AN EMPLOYEE-SELECTED INVESTMENT SERVICE PROVIDER AUTHORIZED TO PROVIDE TSA PRODUCTS.
DEFERRED COMPENSATION: THE STATE OFFERS EMPLOYEES A TAX DEFERRED (SHELTERED) RETIREMENT INVESTMENT PROGRAM. THIS PROGRAM IS AN OPPORTUNITY TO BUILD A RETIREMENT NEST EGG THROUGH VOLUNTARY PAYROLL DEDUCTIONS. SEVERAL INVESTMENT OPTIONS ARE AVAILABLE.
TEMPORARY DISABILITY INSURANCE: QUALIFIED EMPLOYEES MAY BE ELIGIBLE TO RECEIVE BENEFITS FOR A DISABILITY CAUSED BY A NON-WORK RELATED INJURY OR ILLNESS UNDER THIS PROGRAM. | ['HR rules and regulations', 'office clerical work', 'Microsoft Word', 'Microsoft Excel', 'internet applications', 'email communication', 'personnel policies', 'administrative support', 'communication', 'collaboration', 'problem solving', 'customer service', 'supervision', 'attention to detail'] |
3,905,292,617 | HR | Administrative Assistant - Human Resources | JOB DETAILS
JOB LOCATION
IRVINE HEADQUARTERS - IRVINE, CA
REMOTE TYPE
HYBRID
POSITION TYPE
FULL TIME
EDUCATION LEVEL
HIGH SCHOOL/G.E.D
TRAVEL PERCENTAGE
RARELY
JOB SHIFT
1ST
JOB CATEGORY
ADMIN - CLERICAL
DESCRIPTION
ABOUT HYUNDAI GLOVIS AMERICA INC.
GLOVIS AMERICA, INC. IS A THIRD-PARTY LOGISTICS PROVIDER HEADQUARTERED IN IRVINE, CA. SINCE OUR INCEPTION IN 2002, WE ARE COMMITTED TO DELIVERING OUR CUSTOMER'S PRODUCTS VIA TRUCK, RAIL, OR OCEAN VESSEL THROUGHOUT THE U.S., CANADA, AND MEXICO. GLOVIS AMERICA MAKES EVERY EFFORT TO EXCEED STANDARDS BY PROVIDING QUALITY SERVICE TO OUR CUSTOMERS AND VENDORS OF THE AUTOMOTIVE, FREIGHT FORWARDING, PARTS DISTRIBUTION, USED CAR, AND FUEL INDUSTRIES. WE CATER LOGISTICS STRATEGIES AND PROCESSES TO OUR CUSTOMERS' NEEDS BY UTILIZING THE LATEST INFORMATION SYSTEMS AND ADVANCED TECHNOLOGIES.
SUMMARY
UNDER GENERAL DIRECTION, THE ADMINISTRATIVE ASSISTANT - HUMAN RESOURCES POSITION WILL PROVIDE ADMINISTRATIVE SUPPORT TO THE ER & OD AND HR LEADERSHIP TEAMS IN A PROFESSIONAL, EFFICIENT AND CONFIDENTIAL MANNER. THEY WILL INDEPENDENTLY ANSWER PHONES, SORT THROUGH AND DISTRIBUTE MAIL, ASSIST WITH PRESENTATIONS AND THE WELLNESS PROGRAM; COORDINATE OFFICE FUNCTIONS & CONDUCT HR TASKS AS REQUESTED BY MEMBERS OF THE HR TEAM.
RESPONSIBILITIES
PRIMARY GREET PERSONS ENTERING ESTABLISHMENT, DETERMINE NATURE AND PURPOSE OF VISIT, AND DIRECT OR ESCORT THEM TO SPECIFIC DESTINATIONS SCHEDULE APPOINTMENTS AND MAINTAIN AND UPDATE APPOINTMENT CALENDARS MAINTAINS RECEPTION AREA IN NEAT AND ORDERLY CONDITION ASSISTS VISITORS AND STAFF WITH QUESTIONS AND INFORMATION ISSUE VISITOR(S) PASS WHEN REQUIRED TYPE MEMOS, CORRESPONDENCE, REPORTS, AND OTHER DOCUMENTS OPERATE TELEPHONE CONSOLE TO RECEIVE INCOMING MESSAGES COLLECT AND DISTRIBUTE MAIL AND MESSAGES PERFORM VARIETY OF CLERICAL DUTIES AND OTHER DUTIES PERTINENT TO TYPE OF ESTABLISHMENT TAKE INVENTORY AND MANAGE OFFICE SUPPLY ORDERS PROCESS BUSINESS CARD ORDERS ASSISTS WITH PRESENTATIONS SECONDARY SUPPORTS ORGANIZATIONAL DEVELOPMENT COORDINATION (OFFICE LUNCHES, COMPANY PARTIES, EMPLOYEE MORALE EVENTS ETC...) INITIATES, COORDINATES, AND/OR PARTICIPATES IN ALL EFFORTS TO PUBLICIZE CORPORATE EVENTS ARRANGES FOR FOOD AND BEVERAGE, SAMPLES FOOD, AND SELECTS CHEFS OR CATERING COMPANIES TO PREPARE SELECTED FOOD FOR EVENT ASSISTS WITH SET-UP AND BREAKDOWN OF OF EMPLOYEE LUNCHEONS AND OTHER EVENTS TERTIARY HR PROJECTS & VARIOUS MISCELLANEOUS ADMINISTRATIVE ACTIVITIES SUCH AS PROMOTIONAL FLYERS FOR EVENTS AND COMPANY-WIDE "WEEKLY DOSE OF WELLNESS" E-MAILS
COMPENSATION RANGE
$48,000 - $52,000 PER YEAR(SUBJECT TO COMPENSATION STUDY UPON CANDIDATE SELECTION)
BENEFITS OF WORKING AT HYUNDAI GLOVIS AMERICA INC.
MEDICAL INSURANCE VISION INSURANCE DENTAL INSURANCE HEALTH CARE & DEPENDENT CARE FLEXIBLE SPENDING ACCOUNTS (FSA) BASIC LIFE AND AD&D AS WELL AS SHORT-TERM & LONG-TERM DISABILITY PAID VACATION, HOLIDAYS, AND SICK LEAVE PET INSURANCE HOSPITAL AND CRITICAL ILLNESS INSURANCE WELLNESS PROGRAM AND GYM REIMBURSEMENT* 401(K) WITH GENEROUS MATCHING REFERRAL BONUSES* AUTO ALLOWANCE* QUARTERLY EMPLOYEE LUNCHES, SUMMER REFRESHMENTS, AND MONTHLY TEAM BUILDING ACTIVITIES* DISCRETIONARY BONUSES* TUITION REIMBURSEMENT* BENEFITS MAY VARY BY LOCATION. ALL BENEFITS PURSUANT TO COMPANY POLICY
QUALIFICATIONS
SKILLS & QUALIFICATIONS
EXCELLENT WRITTEN AND VERBAL COMMUNICATION SKILLS REQUIRED PROFICIENT COMPUTER SKILLS REQUIRED BASIC KNOWLEDGE OF MICROSOFT SUITE (EXCEL, WORD, POWERPOINT, ETC.) REQUIRED PROBLEM-SOLVING AND CRITICAL THINKING REQUIRED MULTI-TASKING ABILITY REQUIRED
EDUCATION & EXPERIENCE
HIGH SCHOOL DIPLOMA/G.E.D REQUIRED ASSOCIATES DEGREE PREFERRED 0 - 1 YEAROF EXPERIENCE IN A RELATED FIELD REQUIRED 1 YEAR OF DIRECT EXPERIENCE AS AN ADMINISTRATIVE ASSISTANT OR IN HUMAN RESOURCES PREFERRED TRAINING IN HR DEPARTMENTAL DISCIPLINE TRAINING PREFERRED
PHYSICAL REQUIREMENTS
ABILITY TO SIT IN FRONT OF A DESK AND/OR IN FRONT OF THE COMPUTER FOR LONG PERIODS REPETITIVE USE OF HAND/GRASPING PRODUCT, WRITING, AND TYPING STAND/WALK
REASONABLE ACCOMMODATIONS MAY BE MADE TO ENABLE INDIVIDUALS WITH DISABILITIES TO PERFORM THE ESSENTIAL FUNCTIONS OF THIS JOB.
WORKING AND ENVIRONMENTAL CONDITIONS
THE WORK ENVIRONMENT CHARACTERISTICS DESCRIBED HERE ARE REPRESENTATIVE OF THOSE AN EMPLOYEE ENCOUNTERS WHILE PERFORMING THE ESSENTIAL FUNCTIONS OF THIS JOB.
TYPICAL OFFICE ENVIRONMENT WITH LOW-LEVEL NOISE EXPOSURE. COMMUNICATION WITH EMPLOYEES AND FIELD PARTNERS WILL BE PRIMARILY CONDUCTED VIA PHONE AND EMAIL.
THE ABOVE STATEMENTS ARE INTENDED TO DESCRIBE THE GENERAL NATURE OF WORK PERFORMED BY EMPLOYEES ASSIGNED TO THIS POSITION. THEY ARE NOT INTENDED TO BE A COMPLETE LIST OF ALL JOB DUTIES PERFORMED BY PERSONS IN THE POSITION. GLOVIS AMERICA RESERVES THE RIGHT TO REVISE OR AMEND DUTIES AT ANY TIME AS THE NEEDS OF THE COMPANY AND REQUIREMENTS OF THE JOB CHANGE. | ['computer skills', 'administrative support', 'data entry', 'problem-solving', 'critical thinking', 'multi-tasking', 'communication', 'teamwork', 'organization', 'customer service', 'confidentiality', 'Microsoft Suite'] |
3,902,339,909 | HR | Human Resources Manager | EXCITING OPPORTUNITY ALERT!ARE YOU READY TO BE THE HEARTBEAT OF OUR DYNAMIC COMPANY? DO YOU HAVE A PASSION FOR FOSTERING POSITIVE WORKPLACE ENVIRONMENTS AND ENSURING THAT EMPLOYEES ARE SUPPORTED IN REACHING THEIR FULL POTENTIAL? IF SO, WE'VE GOT THE PERFECT ROLE FOR YOU! WE'RE ON THE HUNT FOR A VIBRANT AND EXPERIENCED HUMAN RESOURCE MANAGER TO JOIN CLIENT’S TEAM AND HELP DRIVE THEM TO EVEN GREATER HEIGHTS!
ABOUT COMPANYTHEY ARE NOT JUST A COMPANY, THEY ARE A FAMILY. DEDICATED TO PUSHING BOUNDARIES, FOSTERING INNOVATION, AND CREATING A WORKPLACE WHERE EVERYONE FEELS VALUED AND INSPIRED TO DO THEIR BEST WORK. WITH A FOCUS ON COLLABORATION AND GROWTH, THEY’RE SHAPING THE FUTURE AND MAKING A REAL IMPACT IN THE WORLD.
OVERVIEWAS OUR HR MANAGER / ASSISTANT TO CEO, YOU'LL BE THE DRIVING FORCE BEHIND OUR PEOPLE-CENTRIC APPROACH. YOU'LL BE RESPONSIBLE FOR CRAFTING AND EXECUTING HUMAN RESOURCE STRATEGIES THAT ALIGN WITH OUR BUSINESS OBJECTIVES, WHILE ALSO SERVING AS THE VITAL LINK BETWEEN OUR EMPLOYEES AND EXECUTIVES. FROM RECRUITMENT AND PERFORMANCE MANAGEMENT TO ENSURING COMPLIANCE WITH LABOR LAWS, YOU'LL WEAR MANY HATS AND PLAY A PIVOTAL ROLE IN SHAPING OUR COMPANY CULTURE.
DIRECT HIRE ONSITE IN ADAIRSVILLE 5 DAYS A WEEK EXCELLENT SALARY AND BENEFITS - $100K RANGE +/- EXCELLENT COMPANY CULTURE
RESPONSIBILITIES:PLAN AND EXECUTE HUMAN RESOURCE STRATEGIES TO SUPPORT BUSINESS OBJECTIVES.ACT AS A COMMUNICATION LINK BETWEEN EXECUTIVES AND EMPLOYEES, ADDRESSING CONCERNS AND GRIEVANCES.ENHANCE EMPLOYEE HUMAN CAPITAL TO MEET PRESENT AND FUTURE BUSINESS NEEDS.FOSTER A COLLABORATIVE, IMPARTIAL, AND POSITIVE WORKING ENVIRONMENT.ESTABLISH PERFORMANCE APPRAISAL SYSTEMS AND MANAGE REGULATED PAY PLANS AND BENEFIT PROGRAMS.CONDUCT AND OVERSEE TRAINING SESSIONS, PROVIDING NECESSARY TRAINING SUPPLIES.EVALUATE EMPLOYEE PERFORMANCE AND MAKE IMPARTIAL JUDGMENTS BASED ON HR METRICS.OVERSEE BI-MONTHLY PAYROLL PROCESSES.ENSURE CLEAR JOB DESCRIPTIONS FOR EACH POSITION.STAY UP-TO-DATE ON DISCRIMINATION LAWS AND LABOR LAWS.PERIODICALLY TRAVEL TO THE WAREHOUSE IF NEEDEDASSIST THE CEO WITH TASKS AS DIRECTED.
QUALIFICATIONS:BACHELOR DEGREE A PLUS NOT A MUST4+ HUMAN RESOURCES EXPERIENCE AS A GENERALIST PREFERREDKNOWLEDGEABLE IN LABOR LAWS, HR PRACTICES, AND HUMAN RESOURCE MANAGEMENT.STRONG LEADERSHIP SKILLS WITH THE ABILITY TO DEVELOP AND IMPLEMENT EFFECTIVE STRATEGIES.EFFECTIVE NEGOTIATION SKILLS AND THE ABILITY TO MAKE IMPARTIAL JUDGMENTS BASED ON HR METRICS.STRONG INTERPERSONAL SKILLS FOR BUILDING PROFESSIONAL RELATIONSHIPS ACROSS DIFFERENT LEVELS.ABILITY TO HANDLE POTENTIAL AND ACTUAL EMPLOYEE-RELATED LEGAL MATTERS AND ARBITRATION.BILINGUAL IS A PLUS.
IF YOU ARE A STRATEGIC HR PROFESSIONAL WITH EXCELLENT COMMUNICATION AND LEADERSHIP SKILLS, READY TO CONTRIBUTE TO A POSITIVE WORK CULTURE AND SUPPORT BUSINESS GROWTH, WE ENCOURAGE YOU TO APPLY. JOIN THEIR TEAM AND PLAY A KEY ROLE IN SHAPING A WORKFORCE FOR SUCCESS! SEND RESUME FOR CONSIDERATION TO [email protected] | ['human resource management', 'labor laws', 'performance management', 'recruitment', 'training and development', 'HR metrics', 'strategic planning', 'leadership', 'communication', 'interpersonal skills', 'problem solving', 'collaboration', 'impartial judgment', 'employee relations', 'adaptability', 'conflict resolution', 'payroll processing', 'negotiation', 'bilingual'] |
3,901,942,387 | HR | Human Resources Business Partner | PRYSMIAN IS THE WORLD LEADER IN THE ENERGY AND TELECOM CABLE SYSTEMS INDUSTRY. EACH YEAR, THE COMPANY MANUFACTURES THOUSANDS OF MILES OF UNDERGROUND AND SUBMARINE CABLES AND SYSTEMS FOR POWER TRANSMISSION AND DISTRIBUTION, AS WELL AS MEDIUM LOW VOLTAGE CABLES FOR THE CONSTRUCTION AND INFRASTRUCTURE SECTORS. WE ALSO PRODUCE A COMPREHENSIVE RANGE OF OPTICAL FIBERS, COPPER CABLES AND CONNECTIVITY FOR VOICE, VIDEO AND DATA TRANSMISSION FOR THE TELECOMMUNICATION SECTOR.
WE ARE 30,000 EMPLOYEES, ACROSS 50+ COUNTRIES. EVERYONE AT PRYSMIAN HAS THE POTENTIAL TO MAKE THEIR MARK; BECAUSE WHATEVER YOU DO, WHEREVER YOU ARE BASED, YOU WILL BE PART OF A COMPANY THAT IS HELPING TRANSFORM THE WORLD AROUND US.
REPORTING TO THE CLAREMONT SITE HR MANAGER, THE HUMAN RESOURCE BUSINESS PARTNER (HRBP) IS BOTH A STRATEGIC AND HANDS-ON ROLE THAT PROVIDES FULL CYCLE HUMAN RESOURCES SUPPORT TO OUR CLAREMONT FIBER PLANT. THIS ROLE IS CRITICAL IN EXECUTING OUR PEOPLE INITIATIVES, PROVIDING GREAT INTERNAL CUSTOMER SUPPORT, DRIVING HR FUNCTIONAL EXCELLENCE AND PROCESS IMPROVEMENT. THIS POSITION WILL BE RESPONSIBLE FOR MANAGING AND OVERSEEING ALL HR RELATED ACTIVITIES AT THE FACILITY AND PROVIDING HR GUIDANCE TO OPERATIONS LEADERSHIP AT THE PLANT.
THE HRBP GUIDES EFFECTIVE AND EFFICIENT IMPLEMENTATION OF HR BEST PRACTICES INCLUDING EMPLOYEE RELATIONS, REGULATORY COMPLIANCE, PERFORMANCE MANAGEMENT, TALENT MANAGEMENT, STAFFING, SUCCESSION PLANNING, COMMUNICATIONS, POLICIES, PAYROLL, COMPENSATION, AND BENEFIT ADMINISTRATION. THE HRBP PARTNERS WITH PLANT LEADERSHIP TO DELIVER A HIGH-PERFORMANCE CULTURE, PROMOTING OWNERSHIP, GOAL ATTAINMENT, ASSOCIATE LEADERSHIP AND CONTINUOUS LEARNING AND IMPROVEMENT AT ALL LEVELS OF THE FACILITY.
PRINCIPAL DUTIES & RESPONSIBILITIES:RESPONSIBLE FOR PLANNING, ORGANIZING, DIRECTING AND PERFORMING OF THE RECRUITING/PLACEMENT ACTIVITIES FOR ASSIGNED FUNCTIONAL AREAS INCLUDING DEVELOPING/COORDINATING INTERVIEW SCHEDULES, STAFFING ADVERTISEMENT DEVELOPMENT/PLACEMENT, DISCUSSIONS/COORDINATION WITH EMPLOYMENT AGENCIES AND OTHER RELATED ACTIONS TO ATTRACT QUALIFIED APPLICANTS AT ALL EMPLOYEE LEVELS.MONITOR THE “PULSE” OF THE EMPLOYEES TO ENSURE A HIGH LEVEL OF EMPLOYEE ENGAGEMENT WITH A TRUE HANDS-ON APPROACH.PARTNERS WITH THE PLANT MANAGER AND LOCAL MANAGEMENT STAFF TO DEVELOP AND IMPLEMENT PROGRAMS, PROCESSES, OR ACTIONS TO DRIVE EMPLOYEE ENGAGEMENT AND RETENTION. FACILITATE, INSPIRE, LEAD AND WORK WITH THE LEADERSHIP TEAM TO DEVELOP, SUPPORT AND EVALUATE PROGRAMS, PROCESSES AND POLICIES THAT ENSURE OUR BEHAVIOR & VALUES IS EMBRACED AND LIVED BY ALL ASSOCIATES. PARTNER AND ENSURE THE ORGANIZATIONAL STRUCTURE SUPPORT THE STRATEGIC OBJECTIVES OF THE BUSINESS AND FACILITY. TRACK AND REPORT ON HR METRICS AS REQUIRED. RESPONSIBLE FOR DELIVERING FACILITY COMMUNICATIONS STRATEGY THAT INCLUDES FORMAL MEETINGS, INFORMAL SMALL GROUP MEETINGS, FOCUS GROUPS, 1X1S, SURVEYS, AND RELATED ACTIVITIES THAT DRIVE ENGAGEMENT ACTIVITIES, THROUGHOUT THE ORGANIZATION. DEMONSTRATE CHANGE LEADERSHIP BY UNDERSTANDING THE DESIRED OUTCOMES, EFFECTIVELY INVOLVING, MANAGING, AND COMMUNICATING WITH THOSE IMPACTED BY CHANGE AND MITIGATING THE BARRIERS TO CHANGE. DEFINE AND BUILD THE ORGANIZATION’S CAPABILITIES BY IDENTIFYING THE TALENT NEEDS OF THE BUSINESS AND ASSIST MANAGERS WITH DEVELOPMENT OF THE NEXT GENERATION LEADERS WHILE CHALLENGING AND ELEVATING PERFORMANCE OF SOLID ASSOCIATES WITHIN THE ORGANIZATION. DETERMINE BEST PRACTICES TO SUPPORT ORGANIZATIONAL DIRECTION. RESPONSIBLE FOR MONITORING APPROPRIATE WAGE/SALARY ADMINISTRATION ELEMENTS THROUGHOUT ASSIGNED FUNCTIONS TO ENSURE THE ATTRACTION, RETENTION AND MOTIVATION OF QUALIFIED EMPLOYEES AND TO ENSURE COMPLIANCE WITH RELEVANT PRYSMIAN POLICIES.SERVE AS A CREDIBLE AND TRUSTWORTHY ADVOCATE REPRESENTING THE NEEDS OF ALL FACILITY EMPLOYEES AND ENSURE/MEASURE ALIGNMENT AROUND BUSINESS RESULTS. FORMALLY ASSESS EMPLOYEE ENGAGEMENT AND CULTURE, AND DESIGN STRATEGY TO CLOSE GAPS TO THE DESIRED STATE. INNOVATE AND INTEGRATE HR PRACTICES AROUND CRITICAL BUSINESS NEEDS, MINIMIZING DISRUPTION TO THE MANUFACTURING ENVIRONMENT. ENSURE APPLICATION OF CORPORATE AND LOCAL HUMAN RESOURCE PROCEDURES, PRACTICES, AND INITIATIVES IN COMPLIANCE WITH ALL LAWS AND REGULATIONS. RESPONSIBLE FOR THE FACILITATION OF THE SELECTION/HIRING/ORIENTATION/ONBOARDING PROCESS. MANAGE PLANT LEAVE OF ABSENCE PROCESS, INCLUDING FMLA, STD, LTD AND PERSONAL LEAVE. DRIVE AND BE RESPONSIBLE FOR THE YEARLY LABOR COST PLANNING AND MONTHLY FOLLOW UP FOR THE PLANT IN COOPERATION WITH THE GLOBAL BUSINESS UNIT AND REGIONAL FUNCTIONS.BE THE LOCAL REFERENCE PERSON FOR PLANT SENIOR WORKFORCE COMPENSATION AND INTERNATIONAL MOBILITYKNOWLEDGE/SKILLS/ABILITIES:STELLAR INTERNAL AND EXTERNAL CUSTOMER SERVICE FOCUS.ABILITY TO CREATE AND DRIVE AN EFFECTIVE AND POSITIVE EMPLOYEE RELATIONS, RETENTION AND REWARD PROGRAM.RESULTS AND METRICS DRIVEN WITH THE ABILITY TO WORK IN A HIGH PERFORMANCE-MANUFACTURING ENVIRONMENT. ABLE TO UNDERSTAND ORGANIZATIONAL STRATEGY WHILE ADVANCING OPERATIONAL GOALS. THIS INCLUDES HAVING A GOOD UNDERSTANDING OF BUSINESS PRINCIPLES AND PRACTICES AND THE ABILITY TO APPLY THEM. ABILITY TO LEAD COMPLEX CHANGE AND TRANSFORMATION EFFORTS AND MANAGE MULTIPLE, COMPLEX TASKS WITH ATTENTION TO DETAIL. THIS INCLUDES EXCELLENT ABILITY TO MOTIVATE AND COMMUNICATE WITH DIPLOMACY TO FACILITATE POSITIVE OUTCOMES. TRUSTED ADVISOR WITH AN ABILITY TO COACH, MENTOR AND GUIDE ALL ASSOCIATES. ABILITY TO CREATE HUMAN RESOURCE SOLUTIONS WITH BOTTOM LINE RESULTS. DEMONSTRATED KNOWLEDGE OF FEDERAL AND STATE LAWS, REGULATIONS, PRINCIPLES, AND PRACTICES RELATED TO EMPLOYEE CONDUCT, PERFORMANCE, AND DISPUTE RESOLUTION TO PROTECT THE BUSINESS FROM POTENTIAL LIABILITIES. EXPERIENCE WITH PLANNING AND EXECUTING THE ADMINISTRATIVE SIDE OF HR AND DATA MANAGEMENT SOFTWARE. THE ABILITY TO MANAGE MULTIPLE PRIORITIES SIMULTANEOUSLY.EXCELLENT ANALYTICAL, WRITTEN, AND ORAL COMMUNICATION SKILLS. QUALIFICATIONS:BS/BA DEGREE IN HUMAN RESOURCE MANAGEMENT OR RELATED FIELD. PHR OR SPHR PREFERRED.4+ YEARS HUMAN RESOURCE BUSINESS PARTNER EXPERIENCE.ABILITY TO WORK IN A TEAM-BASED ENVIRONMENT, WITH A PROVEN TRACK RECORD OF LEADING AND MANAGING TEAMS. PROVEN SUCCESS IN TALENT MANAGEMENT AND BUILDING COMPETENCIES/ CAPABILITIES AT ALL LEVELS OF THE FACILITY. WORKING KNOWLEDGE OF FEDERAL LAWS INCLUDING EMPLOYMENT AND LABOR LAWS AND SUCCESS WITH DEVELOPING CORE HR POLICIES.WORK ENVIRONMENT:GENERAL MANUFACTURING AND OFFICEPPE - EAR PLUGS, GLOVES, SAFETY GLASSES, SAFETY TOE SHOES
PRYSMIAN, AS AN EQUAL OPPORTUNITY EMPLOYER, AIMS TO ATTRACT AND RECRUIT INDIVIDUALS WITH DIVERSE BACKGROUNDS, SKILLS, AND ABILITIES. WE STRONGLY BELIEVE THAT DIVERSITY BRINGS SIGNIFICANT VALUE AT ALL LEVELS OF THE ORGANIZATION, INCREASING THE POSSIBILITY OF CAPTURING MARKET OPPORTUNITIES AND MAXIMIZING VALUE FOR OUR CUSTOMERS AND STAKEHOLDERS. WITH DIVERSITY, EQUITY, AND INCLUSION (DE&I) AS PART OF OUR SOCIAL AMBITION 2030 AND A STRATEGIC PILLAR OF OUR COMPANY CULTURE, PRYSMIAN IS COMMITTED TO THE DEVELOPMENT OF AN ORGANIZATION THAT PRIORITIZES TALENT, WHERE PEOPLE FEEL RESPECTED, INCLUDED, AND FREE TO FULLY EXPRESS THEIR POTENTIAL JUST AS THEY ARE.
ALL MANAGERS AND HRS IN PRYSMIAN ARE RESPONSIBLE FOR ENSURING DE&I POLICIES ARE RESPECTED DURING THE RECRUITING PROCESS, AS WELL AS RECOGNIZING AND MITIGATING UNCONSCIOUS BIASES THAT MUST NOT INFLUENCE OUR SELECTION PROCESSES. ALL PERSONS WILL BE CONSIDERED FOR EMPLOYMENT WITHOUT REGARD TO THEIR RACE, ETHNICITY, RELIGION, NATIONALITY, ORIGIN, CITIZENSHIP STATUS, SOCIO-ECONOMIC STATUS, AGE, SEX, GENDER IDENTITY OR EXPRESSION, SEXUAL ORIENTATION, MARITAL STATUS, DISABILITY, MILITARY SERVICE OR VETERAN STATUS, PREGNANCY, PARENTAL LEAVE, MEDICAL CONDITIONS, OR ANY OTHER CHARACTERISTIC PROTECTED BY APPLICABLE FEDERAL, STATE OR LOCAL LAWS. PRYSMIAN WILL ENDEAVOR TO MAKE A REASONABLE ACCOMMODATION FOR ANY DISCLOSED PHYSICAL OR NEUROLOGICAL CONDITION OR DISABILITY OF A QUALIFIED APPLICANT UNLESS THE ACCOMMODATION WOULD IMPOSE AN UNDUE HARDSHIP ON THE OPERATION OF OUR BUSINESS.
VISIT OUR DE&I PAGE TO LEARN MORE ABOUT PRYSMIAN’S COMMITMENTS.
YOUR APPLICATION DATA WILL BE TREATED ACCORDING TO OUR DATA PROTECTION POLICY. IF YOU BELIEVE YOU REQUIRE ASSISTANCE TO COMPLETE THIS FORM OR TO PARTICIPATE IN AN INTERVIEW, PLEASE CONTACT US AT [email protected].
HTTPS://WWW.DOL.GOV/SITES/DOLGOV/FILES/OFCCP/REGS/COMPLIANCE/POSTERS/PDF/EEOPOST.PDFHTTPS://WWW.DOL.GOV/SITES/DOLGOV/FILES/OFCCP/REGS/COMPLIANCE/POSTERS/PDF/22-088_EEOC_KNOWYOURRIGHTS.PDFHTTPS://WWW.DOL.GOV/SITES/DOLGOV/FILES/OFCCP/PDF/PAY-TRANSP_%20ENGLISH_FORMATTEDESQA508C.PDF | ['employee relations', 'performance management', 'talent management', 'regulatory compliance', 'payroll administration', 'data management software', 'federal and state laws', 'recruiting', 'HR metrics tracking', 'HR best practices', 'communication', 'customer service', 'teamwork', 'problem solving', 'analytical skills', 'attention to detail', 'leadership', 'succession planning', 'compensation administration', 'change leadership', 'coaching', 'mentoring', 'engagement strategies'] |
3,884,818,696 | HR | Human Resources Generalist | JOB DESCRIPTION
WITH SUPERVISION, THE HR GENERALIST WILL SERVE AS A KEY MEMBER OF THE HR TEAM PROVIDING DAY-TO-DAY SUPPORT TO THE COOPERSURGICAL LIFE SCIENCES OPERATIONS AND THE TUCSON FACILITY. THIS ROLE IS THE FRONT-LINE POINT OF CONTACT IN THE AREAS OF EMPLOYEE RELATIONS, TALENT ACQUISITION, EMPLOYEE ON-BOARDING & OFF BOARDING, LOCAL HR COMPLIANCE AND RECORDKEEPING FOR BOTH EMPLOYEES AND SUPERVISORS.
ABOUT COOPERSURGICAL
COOPERSURGICAL IS A LEADING FERTILITY AND WOMEN'S HEALTHCARE COMPANY DEDICATED TO PUTTING TIME ON THE SIDE OF WOMEN, BABIES, AND FAMILIES AT THE HEALTHCARE MOMENTS THAT MATTER MOST IN LIFE. COOPERSURGICAL IS AT THE FOREFRONT OF DELIVERING INNOVATIVE ASSISTED REPRODUCTIVE TECHNOLOGY AND GENOMIC SOLUTIONS THAT ENHANCE THE WORK OF ART PROFESSIONALS TO THE BENEFIT OF FAMILIES. WE CURRENTLY OFFER OVER 600 CLINICALLY RELEVANT MEDICAL DEVICES TO WOMEN'S HEALTHCARE PROVIDERS, INCLUDING TESTING AND TREATMENT OPTIONS.
COOPERSURGICAL IS A WHOLLY-OWNED SUBSIDIARY OF COOPERCOMPANIES (NASDAQ: COO). COOPERSURGICAL, HEADQUARTERED IN TRUMBULL, CT, PRODUCES AND MARKETS A WIDE ARRAY OF PRODUCTS AND SERVICES FOR USE BY WOMEN'S HEALTH CARE CLINICIANS. MORE INFORMATION CAN BE FOUND AT WWW.COOPERSURGICAL.COM.
RESPONSIBILITIES
ESTABLISHES AND MAINTAINS NECESSARY RECORD KEEPING AND FILING IN COMPLIANCE WITH STATE AND FEDERAL REQUIREMENTS.BUILDS KNOWLEDGE OF THE ORGANIZATION, PROCESSES, AND CUSTOMERS IN SUPPORT OF ASSIGNED CLIENT GROUPS TO MEET THEIR BUSINESS NEEDS.SUPPORTS HR COES TO EFFICIENTLY IMPLEMENT, ADMINISTER OR DELIVER COMPANY-WIDE HR PROGRAMS, PROCESSES, AND PROJECTS THAT ENABLE THE BUSINESS TO ACHIEVE GROWTH AND PERFORMANCE GOALS.PARTICIPATES IN THE ACHIEVEMENT OF HRBP GOALS BY EXECUTING HR INITIATIVES AND PARTICIPATING IN PROJECTS AS ASSIGNED.INTERPRET AND EDUCATE CLIENT GROUP ON HR POLICIES AND PROVIDES COUNSELING ON SUCH POLICIES AS NECESSARY.CONDUCT EXIT INTERVIEWS ON ALL VOLUNTARY TERMINATIONS; FACILITATES ALL TERMINATION PAPERWORK FOR VOLUNTARY AND INVOLUNTARY TERMS.CONTINUE TO BUILD PROFICIENCY OF HR KNOWLEDGE; FOR EXAMPLE, CORRECTIVE ACTIONS, EMPLOYEE RELATIONS, COMPENSATION ADMINISTRATION, LAW, AND POLICY INTERPRETATION/UNDERSTANDING.ENSURES COMPANY IS COMPLIANT BY STAYING ABREAST OF LOCAL EMPLOYMENT LAW, LABOR, AND LEGAL REQUIREMENTS TO MINIMIZE COMPANY EXPOSURE AND BUSINESS IMPACT.MANAGE SENSITIVE AND CONFIDENTIAL INFORMATION.ASSIST WITH EMPLOYEE RELATIONS MATTERS BY GATHERING PERTINENT INFORMATION AND ASKING NECESSARY QUESTIONS IN ORDER TO ESCALATE TO THE APPROPRIATE HRBP.
TRAVEL:
MUST BE ABLE TO TRAVEL TO OTHER LOCATIONS AS NEEDED.
QUALIFICATIONS
KNOWLEDGE, SKILLS AND ABILITIES:
ABILITY TO MULTITASK AND PRIORITIZE WHILE MAINTAINING A CUSTOMER FOCUSED MINDSET AND POSITIVE ATTITUDE AND WORK EFFECTIVELY WITH LIMITED SUPERVISION.ABILITY TO BUILD POSITIVE RELATIONSHIPS AND COMFORTABLY COMMUNICATE WITH VARYING EMPLOYEE AND LEADERSHIP LEVELS.MUST BE FLEXIBLE, PROACTIVE, HIGHLY ORGANIZED, AND ABLE TO EASILY SHIFT PRIORITIES.ATTENTION TO DETAIL.ABILITY TO WORK IN A TEAM ENVIRONMENT.ABILITY TO HANDLE CONFIDENTIAL INFORMATION AND SENSITIVE INFORMATION WITH DISCRETION.ABILITY TO MAINTAIN ACCURACY AND PRODUCE HIGH QUALITY WORK IN A FAST-PACED BUSINESS ENVIRONMENT.EFFECTIVELY PRESENT INFORMATION (POSSIBLY LARGE AUDIENCES) AND RESPOND TO QUESTIONS FROM MANAGERS AND EMPLOYEES.DEMONSTRATED PROFICIENCY WITH COMMON OFFICE TOOLS SUCH AS MS OFFICE SUITE (WORD, EXCEL, POWERPOINT, AND OUTLOOK).BASIC WORKING KNOWLEDGE OF HR AND APPLIES KNOWLEDGE AND SKILLS TO WIDE RANGE OF DUTIES AND/OR TASKS.
WORK ENVIRONMENT:
SIT, USE HANDS AND FINGERS, HANDLE OR FEEL OBJECTS, TOOLS, OR CONTROLS.
EXPERIENCE:
THREE TO FIVE YEARS OF HUMAN RESOURCES EXPERIENCE AS PROFESSIONAL, EXEMPT GENERALIST, REQUIRED.EXPERIENCE PARTNERING WITH ALL LEVELS OF STAFF AND MANAGEMENT IN A FAST-PACED ENVIRONMENT.EMPLOYEE RELATIONS EXPERIENCE PREFERRED, BUT NOT REQUIRED.
EDUCATION:
BACHELOR'S DEGREE (BS/BA) PREFERRED.PHR / SPHR CERTIFICATION A PLUS.
OUR BENEFITS:
AS AN EMPLOYEE OF COOPERSURGICAL, YOU'LL RECEIVE AN OUTSTANDING TOTAL COMPENSATION PLAN. AS WE BELIEVE YOUR COMPENSATION GOES BEYOND YOUR PAYCHECK, WE OFFER A GREAT COMPENSATION PACKAGE, MEDICAL COVERAGE, 401(K), PARENTAL LEAVE, FERTILITY BENEFITS, PAID TIME OFF FOR VACATION, PERSONAL, SICK AND HOLIDAYS, AND MULTIPLE OTHER PERKS AND BENEFITS. PLEASE VISIT US AT WWW.COOPERSURGICAL.COM TO LEARN MORE ABOUT COOPERSURGICAL AND THE BENEFITS OF BECOMING A MEMBER OF OUR TEAM.
TO ALL AGENCIES: PLEASE, NO PHONE CALLS OR EMAILS TO ANY EMPLOYEE OF COOPERSURGICAL ABOUT THIS OPENING. ALL RESUMES SUBMITTED BY SEARCH FIRMS/EMPLOYMENT AGENCIES TO ANY EMPLOYEE AT COOPERSURGICAL VIA-EMAIL, THE INTERNET OR IN ANY FORM AND/OR METHOD WILL BE DEEMED THE SOLE PROPERTY OF COOPERSURGICAL, UNLESS SUCH SEARCH FIRMS/EMPLOYMENT AGENCIES WERE ENGAGED BY COOPERSURGICAL FOR THIS POSITION AND A VALID AGREEMENT WITH COOPERSURGICAL IS IN PLACE. IN THE EVENT A CANDIDATE WHO WAS SUBMITTED OUTSIDE OF THE COOPERSURGICAL AGENCY ENGAGEMENT PROCESS IS HIRED, NO FEE OR PAYMENT OF ANY KIND WILL BE PAID.
WE ARE COMMITTED TO EQUAL EMPLOYMENT OPPORTUNITY REGARDLESS OF RACE, COLOR, ANCESTRY, RELIGION, SEX, NATIONAL ORIGIN, SEXUAL ORIENTATION, AGE, CITIZENSHIP, MARITAL STATUS, DISABILITY, GENDER, GENDER IDENTITY OR EXPRESSION, OR VETERAN STATUS. WE ARE PROUD TO BE AN EQUAL OPPORTUNITY WORKPLACE.
#CSIH
| ['HR compliance', 'recordkeeping', 'employee relations', 'talent acquisition', 'onboarding', 'offboarding', 'MS Office Suite', 'HR policies interpretation', 'confidential information management', 'employment law knowledge', 'project management', 'data analysis', 'communication', 'customer focus', 'multitasking', 'teamwork', 'flexibility', 'attention to detail', 'problem solving', 'relationship building', 'presentation skills', 'positive attitude', 'discretion'] |
3,888,951,704 | HR | Human Resources Manager | COMPANY: JOIN OUR LEADING MANUFACTURING COMPANY IN CASS CITY, MI, DEDICATED TO EXCELLENCE, INNOVATION, AND GROWTH. WE'RE SEEKING AN EXPERIENCED HR MANAGER TO DRIVE OUR HR FUNCTIONS AND FOSTER A POSITIVE WORK ENVIRONMENT.
LOCATION: CASS CITY, MI
RESPONSIBILITIES:DEVELOP HR STRATEGIES ALIGNED WITH BUSINESS GOALSMANAGE RECRUITMENT, ONBOARDING, AND EMPLOYEE RELATIONSADMINISTER BENEFITS PROGRAMS AND ENSURE COMPLIANCECOORDINATE TRAINING AND DEVELOPMENT INITIATIVESMAINTAIN HR RECORDS AND ENSURE LEGAL COMPLIANCECULTIVATE A DIVERSE AND INCLUSIVE WORK CULTURECOLLABORATE WITH MANAGEMENT ON HR CHALLENGESEXPERIENCE IN MANAGING UNION RELATIONS AND NEGOTIATIONS
QUALIFICATIONS:BACHELOR'S DEGREE IN HR OR RELATED FIELD (MASTER'S PREFERRED)5+ YEARS OF PROGRESSIVE HR EXPERIENCE IN MANUFACTURING, INCLUDING UNION ENVIRONMENTSSTRONG KNOWLEDGE OF EMPLOYMENT LAWSSKILLED IN RECRUITMENT, EMPLOYEE RELATIONS, AND BENEFITSEXCELLENT COMMUNICATION AND INTERPERSONAL SKILLSHR CERTIFICATION PREFERRED (SHRM-CP, PHR)
BENEFITS:COMPETITIVE SALARYHEALTH, DENTAL, VISION INSURANCEPAID TIME OFF, HOLIDAYSPROFESSIONAL DEVELOPMENT OPPORTUNITIESRELOCATION SUPPORT AVAILABLE
HOW TO APPLY: APPLY DIRECTLY ON LINKEDIN
JOIN US IN CASS CITY, MI, AND BE PART OF OUR INNOVATIVE TEAM!
NOTE: ONLY SHORTLISTED CANDIDATES WILL BE CONTACTED. | ['HR strategies', 'Recruitment', 'Onboarding', 'Employee relations', 'Benefits administration', 'Legal compliance', 'Training and development', 'HR records management', 'Employment laws', 'HR certification (SHRM-CP, PHR)', 'Communication', 'Interpersonal skills', 'Collaboration', 'Problem solving', 'Diversity and inclusion', 'Union relations'] |
3,904,944,888 | HR | Human Resources Support Analyst ISA I-D | TITLE: HUMAN RESOURCES SUPPORT ANALYST ISA I-D
LOCATION: USPIS – WASHINGTON D.C.
SECURITY CLEARANCE: MBI
ABOUT KACE
WHEN YOU MAKE THE DECISION TO JOIN KACE, YOU ARE CHOOSING TO WORK ALONGSIDE TALENTED PROFESSIONALS THAT HAVE ONE THING IN COMMON; THE PASSION TO MAKE A DIFFERENCE!
KACE EMPLOYEES BRING THEIR DIVERSE TALENTS AND EXPERIENCES TO WORK ON CRITICAL PROJECTS THAT HELP SHAPE THE NATION’S SAFETY, SECURITY, AND QUALITY OF LIFE. THE DESIRE TO HAVE A CAREER THAT IS PURPOSEFUL AND FORWARD THINKING IS WOVEN INTO EVERY KACE EMPLOYEE…IT’S THE KACE WAY.
KACE EMPLOYEES ARE; PURPOSE DRIVEN, FORWARD FOCUSED, OPEN-MINDED, TRUSTWORTHY AND INVESTED.
THE KACE WAY IS OUR COMMITMENT TO OUR EMPLOYEES, TO OUR CUSTOMERS, AND TO OUR COMMUNITIES.
JOIN KACE AND MAKE A DIFFERENCE!
ABOUT THE ROLE
THE HUMAN RESOURCES SUPPORT ANALYST PROVIDES PROGRAM AND ANALYTICAL SUPPORT TO THE BUSINESS OPERATIONS COMPLEMENT AND STAFFING OPERATION.
WORK DUTIES AND TASKS
INCLUDING BUT NOT LIMITED TO:
DRAFT ASSESSMENTS AND ANNOUNCEMENTS BASED ON CLASSIFIED POSITION DESCRIPTIONS OR FUNCTIONAL STATEMENTS AND COMPLETED JOB ANALYSIS FORMS BY SUBJECT MATTER EXPERTS (SMES))UTILIZE VARIOUS AUTOMATED HR SYSTEMS TO IMPLEMENT EFFECTIVE OPERATIONAL FUNCTIONS, INCLUDING, BUT NOT LIMITED TO CONDUCTING RESEARCH; GENERATING ANALYTICS AND REPORTS; POSTING VACANCY ANNOUNCEMENTS); REVIEWING ELIGIBILITY/QUALIFICATIONS OF APPLICANTS AGAINST AGENCY’S QUALIFICATION STANDARDS; AND PROVIDING LISTS OF ELIGIBLE CANDIDATES TO REVIEW COMMITTEE MEMBERS AND/OR SELECTING OFFICIALS.ENSURES VACANCY PROCESS AND DOCUMENTATION IS COMPLETED, DOCUMENTATION COLLECTED AND RETAINED IN ACCORDANCE WITH AGENCY POLICIES AND PROCEDURES.PREPARES AND SUBMITS REOCCURRING SUMMATIONS AND REPORTS ON HUMAN RESOURCES ACTIVITIES FOR MANAGEMENT. IDENTIFIES TRENDS OR PATTERNS AND PROVIDES RECOMMENDATIONS TO MANAGEMENT TO MITIGATE THE POTENTIAL FOR RECURRING ISSUES.AIDS IN THE DEVELOPMENT AND ADMINISTRATION OF STANDARD PROCEDURES, PRACTICES, INSTRUCTIONS, AND POLICIES RELATED TO HUMAN RESOURCES PROGRAMS.PROVIDES ROUTINE INFORMATION TO HEADQUARTERS AND FIELD EMPLOYEES ON HUMAN RESOURCES POLICY AND PROGRAMS. REVIEWS GENERAL INQUIRIES FOR HUMAN RESOURCES INFORMATION; REVIEWS FILES AND RECORDS; RESEARCHES AND DETERMINES WHICH POLICIES APPLY; AND DEVELOP RESPONSES. PARTICIPATES IN AND SUPPORTS SPECIAL PROJECTS AND INITIATIVES FOR THE ADMINISTRATION OF HUMAN RESOURCES PROGRAMS.PERFORMS ADMINISTRATIVE DUTIES SUCH AS PRODUCING AND MAINTAINING A VARIETY OF LETTERS, REPORTS, RECORDS, AND FILES. DEVELOPS WRITTEN RESPONSES THAT CLEARLY EXPLAIN AND ADDRESS THE RELEVANT ISSUES AND FACILITATE UNDERSTANDING OF THE POSTAL SERVICES POSITION RELATED TO HUMAN RESOURCE ISSUES, WHICH INCLUDES HANDLING CONFIDENTIAL AND SENSITIVE ISSUES AND ASSIGNMENTS. OTHER TASKS AS ASSIGNED.
MINIMUM QUALIFICATIONS & SKILLS
BACHELOR’S DEGREE FROM AN ACCREDITED COLLEGE OR UNIVERSITY, AND 3 YEARS OF EXPERIENCE SUPPORTING HUMAN RESOURCE ACTIVITIES. A BROAD UNDERSTANDING OF THE INSPECTION SERVICE, ITS POLICIES, PROGRAMS, AND ACTIVITIES, IS DESIRED.ABILITY TO COMMUNICATE ORALLY AND IN WRITING TO PROVIDE TECHNICAL GUIDANCE, PREPARE REPORTS, EVALUATIONS, CORRESPONDENCE, AND BRIEFINGS.ABILITY TO PERFORM ADMINISTRATIVE TASKS WITH STRONG ATTENTION TO DETAIL, ENSURING THE WORK IS ACCURATE AND COMPLETE.(KNOWLEDGE OF THE PRINCIPLES, PRACTICES, AND TECHNIQUES OF RECRUITMENT, EXAMINATION, SELECTION, AND/OR PLACEMENT PROCESSES.)(ABILITY TO COORDINATE AND OVERSEE EMPLOYMENT AND SELECTION PROCESSES, INCLUDING THE VACANCY ANNOUNCEMENT PROGRAM.)ABILITY TO WORK WITH CONFIDENTIAL MATERIAL AND INFORMATION.ABILITY TO APPLY LOGICAL THINKING SUFFICIENT TO GATHER DATA AND ANALYZE TRENDS.ABILITY TO ESTABLISH AND MAINTAIN EFFECTIVE TEAM AND INDIVIDUAL WORK RELATIONSHIPS.ABILITY TO ORGANIZE AND PRIORITIZE A VARIED WORKLOAD TO PROVIDE EFFICIENT AND EFFECTIVE SERVICE.EXTENSIVE EXPERIENCE USING MICROSOFT OFFICE SUITE, ESPECIALLY WORD AND EXCEL.DEMONSTRATED SIGNIFICANT ABILITY TO PREPARE A FINAL WORK PRODUCT.EXPERIENCE WITH INSPECTION SERVICE PROGRAMS, POLICY, AND PROCEDURES IS HIGHLY DESIRED.
FOR MORE INFORMATION ABOUT THE COMPANY PLEASE VISIT OUR WEBSITE AT WWW.KACECOMPANY.COM
KACE IS AN EQUAL OPPORTUNITY EMPLOYER AND DOES NOT DISCRIMINATE AGAINST ANY EMPLOYEE OR APPLICANT FOR EMPLOYMENT BECAUSE OF RACE, COLOR, SEX, AGE, NATIONAL ORIGIN, RELIGION, SEXUAL ORIENTATION, GENDER IDENTITY, STATUS AS A VETERAN, DISABILITY OR ANY OTHER FEDERAL, STATE OR LOCAL PROTECTED CLASS. | ['human resources', 'microsoft office suite', 'report writing', 'administrative tasks', 'policy development', 'communication', 'attention to detail', 'teamwork', 'organizational skills', 'problem solving', 'time management', 'adaptability', 'data analysis', 'recruitment processes', 'confidentiality', 'job analysis', 'analytics', 'logical thinking'] |
3,905,336,528 | HR | Human Resources Coordinator | Corpus Christi Bayfront | HUMAN RESOURCES COORDINATOR
PERFORMS ADMINISTRATIVE SUPPORT DUTIES FOR HUMAN RESOURCES AND MAY PROVIDE CLERICAL SUPPORT FOR COMMITTEES AND MEETINGS (AS ASSIGNED). SUPPORTS THE HUMAN RESOURCES FUNCTIONS OF THE FACILITY AND MAY ASSIST IN ASSOCIATED DRILLS AS WARRANTED OR ASSIGNED. PERFORMS OTHER RELATED DUTIES AS ASSIGNED OR REQUESTED. THIS IS A NON-EXEMPT POSITION.
RESPONSIBILITIES
MAINTAINS CURRENT LISTING OF OPEN POSITIONS AND ENSURES THAT POSITIONS ARE POSTED IN ACCORDANCE WITH ESTABLISHED POLICY. ASSISTS REGIONAL TALENT ENGAGEMENT MANAGER WITH NOTIFICATION OF OPEN POSITIONS IN ACCORDANCE WITH AAP. DISTRIBUTES/MAILS APPLICATIONS TO APPLICANTS AND INSTRUCTS RE: COMPLETION THEREOF. SCREENS RÉSUMÉS AND APPLICATIONS FOR COMPLETION AND QUALIFICATIONS BEFORE FORWARDING TO MANAGERS. MAINTAINS A FILE OF APPLICATIONS FOR FUTURE OPENINGS. DRAFTS AND SUBMITS CLASSIFIED ADVERTISING AS REQUESTED. ASSISTS IN RECRUITMENT ACTIVITIES AS REQUESTED. CREATES AND MAINTAINS CONFIDENTIAL PERSONNEL FILES IN ACCORDANCE WITH POST ACUTE MEDICAL (PAM) POLICY AND STATE, FEDERAL AND REGULATORY GUIDELINES. PREPARES NEW HIRE PACKETS, ENSURES THAT REQUIRED FORMS ARE COMPLETED, AND INTRODUCES NEWLY HIRED EMPLOYEES TO PAM POLICIES AND EMPLOYEE RESPONSIBILITIES ON FIRST DAY OF EMPLOYMENT. PERFORMS REFERENCE AND BACKGROUND CHECKS AS DIRECTED TO ALLOW FOR TIMELY HIRING. SCHEDULES PRE-EMPLOYMENT HEALTH SCREENINGS FOR NEW STAFF. COMPLETES ALL HIRING DATA FORMS AND FORWARDS ALL NECESSARY INFORMATION TO PAYROLL DEPARTMENT IN A TIMELY MANNER. ACCURATELY MAINTAINS TRACKING LOGS FOR AAP. MAY SERVE AS A LIAISON WITH VENDORS TO FACILITATE THE COMMUNICATION OF RESULTS IN A TIMELY MANNER. COORDINATES, CONDUCTS AND PARTICIPATES IN NEW EMPLOYEE ORIENTATION AS NEEDED; ACCOMMODATES STAFFING NEEDS BY CONDUCTING ONE-ON-ONE ORIENTATION TO FACILITATE RAPID INDUCTION ON AN AS-NEEDED BASIS. REGISTERS ALL NEW EMPLOYEES IN THE ELECTRONIC TIME AND ATTENDANCE SYSTEM. ASSIST MANAGERS IN COMPLYING WITH THE EMPLOYEE PERFORMANCE APPRAISAL PROCESS; SENDS NOTICES TO MANAGERS FOR UPCOMING REVIEWS. ENSURES THAT ALL PERSONNEL ACTION REQUEST (PAR) FORMS ARE COMPLETED ACCURATELY AND SUBMITTED FOR PROCESSING ON A TIMELY BASIS. MANAGES AND MAINTAINS THE EDUCATION DATABASE; INITIATES AND SETS UP USER NAMES AND PASSWORDS FOR ASSIGNED FACILITIES. MAY SERVE ON THE FACILITY EDUCATION COMMITTEE TO ASSURE THAT POLICIES AND REGULATIONS ARE BEING FOLLOWED ACCORDING TO INTERNAL AND EXTERNAL GUIDELINES. ENSURES THE FMLA PROCESS IS BEGUN IN A TIMELY MANNER AND NOTIFIES THE CORPORATE OFFICE OF STATUS; FOLLOWS UP WITH EMPLOYEES WHEN REQUESTED. MONITORS COMPLIANCE WITH HUMAN RESOURCES POLICIES AND PROCEDURES. NOTIFIES MANAGER/ADMINISTRATOR AND CORPORATE HR DIRECTOR WHEN HIRING POLICY AND PAY STRUCTURE ARE NOT FOLLOWED. ADVISES MANAGERS ON HR POLICY. MAINTAINS FACILITY JOB DESCRIPTIONS ON THE SHARED DRIVE. MAINTAINS AWARENESS OF STATE AND FEDERAL EMPLOYMENT LAW TO ASSURE COMPLIANCE. KEEPS EMPLOYEE LICENSURE/CREDENTIALS DATABASE UP TO DATE AND NOTIFIES SUPERVISORS OF PENDING EXPIRATIONS. MAY SERVE ON THE FACILITY SAFETY/INJURY REVIEW COMMITTEE AND PROVIDE ADMINISTRATIVE SUPPORT FOR THE FUNCTION. MAY BE RESPONSIBLE FOR PREPARING, PLANNING, AND COORDINATING EMPLOYEE RECOGNITION EVENTS (EMPLOYEE OF THE MONTH/QUARTER) WHICH MAY INCLUDE OVERSEEING THE NOMINATIONS AND VOTING, ORDERING OF SUPPLIES AND REQUESTING OF SERVICES, AND COORDINATION OF REWARDS WITH APPROPRIATE DEPARTMENTS/VENDORS. AS REQUESTED, CONDUCTS EXIT INTERVIEWS WITH TERMINATING EMPLOYEES AND ENSURES THAT TELEPHONE OR MAILED INTERVIEWS ARE COMPLETED. REPORTS FINDINGS TO FACILITY ADMINISTRATOR AND CORPORATE HR DIRECTOR. ASSISTS WITH ENROLLMENT OF EMPLOYEES IN BENEFITS PROGRAMS AS THEY BECOME ELIGIBLE. ENSURES THAT EMPLOYEES ARE ENROLLED IN APPROPRIATE BENEFIT PLANS WITHIN DESIGNATED TIMEFRAMES. SERVES AS LIAISON WITH CORPORATE BENEFITS DEPARTMENT TO ANSWER EMPLOYEE QUESTIONS AND PROVIDE APPROPRIATE VENDOR RESOURCES. PARTICIPATES IN ANNUAL ENROLLMENT ACTIVITIES TO NOTIFY EMPLOYEES OF CHANGES IN BENEFIT PROGRAMS; ASSISTS EMPLOYEES WITH COMPLETION OF FORMS WHEN NEEDED. TYPES CORRESPONDENCE, REPORTS, MEMORANDA, POLICIES AND PROCEDURES AS REQUESTED. COMPOSES LETTERS AND MEMORANDA FROM VERBAL OR WRITTEN MATERIALS. GREETS CUSTOMERS IN A FRIENDLY MANNER AND PROVIDES INFORMATION AS REQUESTED.
QUALIFICATIONS
EDUCATION AND TRAINING: HIGH SCHOOL DIPLOMA OR EQUIVALENT. ASSOCIATES DEGREE AND/OR 2 YEARS OF RELEVANT COLLEGE COURSEWORK. RELATED HR EXPERIENCE MAY BE ACCEPTED IN LIEU OF DEGREE.
EXPERIENCE: AT LEAST 2 YEARS IN AN OFFICE WITH RESPONSIBILITY FOR MAINTAINING CONFIDENTIAL FILES AND DOCUMENTS HELPFUL.
KNOWLEDGE, SKILLS, AND ABILITIES:
WORK REQUIRES A HIGH DEGREE OF ACCURACY. FLEXIBILITY TO DEAL WITH CHANGING PRIORITIES. ABILITY TO DEAL WITH CONFIDENTIAL AND SENSITIVE INFORMATION. EFFECTIVE VERBAL AND WRITTEN COMMUNICATION SKILLS. MUST BE ABLE TO ORGANIZE AND PRIORITIZE TASKS AND PROJECTS. ABILITY TO REMAIN CALM IN STRESSFUL SITUATIONS AND WORK WITH FREQUENT INTERRUPTIONS. ABILITY TO WORK INDEPENDENTLY AND MAINTAIN ACCOUNTABILITY FOR WORK. ABILITY TO DEAL WITH MULTIPLE CONCURRENT TASKS. EXCELLENT COMPUTER SKILLS TO INCLUDE SPREADSHEET AND WORD-PROCESSING. ABILITY TO RECORD AND TRANSCRIBE MEETING MINUTES. BI-LINGUAL – ENGLISH AND SPANISH IS HELPFUL
ABOUT US
PAM HEALTH (PAM) BASED IN ENOLA, PENNSYLVANIA, PROVIDES SPECIALTY HEALTHCARE SERVICES THROUGH MORE THAN 70 LONG-TERM ACUTE CARE HOSPITALS AND PHYSICAL MEDICINE AND REHABILITATION HOSPITALS, AS WELL AS WOUND CLINICS AND OUTPATIENT PHYSICAL THERAPY LOCATIONS, IN 17 STATES. PAM HEALTH IS COMMITTED TO PROVIDING HIGH-QUALITY PATIENT CARE AND OUTSTANDING CUSTOMER SERVICE, COUPLED WITH THE LOYALTY AND DEDICATION OF HIGHLY TRAINED STAFF, TO BE THE MOST TRUSTED SOURCE FOR POST-ACUTE SERVICES IN EVERY COMMUNITY IT SERVES. ITS MISSION IS TO SERVE PEOPLE BY PROVIDING COMPASSIONATE, EXPERT CARE, AND TO SUPPORT RECOVERY THROUGH EDUCATION AND RESEARCH.
JOINING OUR PAMILY ALLOWS YOU TO WORK IN A COLLABORATIVE ENVIRONMENT WITH COLLEAGUES AND LEADERSHIP WITH EXPOSURE TO A VARIETY OF PATIENT CARE LEVELS. ASIDE FROM OUR COMPETITIVE PAY, GENEROUS PAID BENEFIT TIME, AND EXCELLENT INSURANCE OPTIONS, YOU WILL ALSO HAVE OPPORTUNITIES FOR PROFESSIONAL GROWTH THROUGH OUR EDUCATION ADVANCEMENT PROGRAM.
WE ARE EXCITED TO LEARN MORE ABOUT YOU AND HOPE THAT YOU CONSIDER JOINING US ON A SHARED MISSION TO IMPROVE THE LIVES OF OTHERS BY BEING AN INTEGRAL PART OF OUR WE CARE PROGRAM. PLEASE TAKE A MOMENT TO VISIT US ONLINE AT WWW.PAMHEALTH.COM FOR A COMPREHENSIVE LOOK AT HOW WE'RE ABLE TO POSITIVELY IMPACT OUR LOCAL COMMUNITIES.
PAM HEALTH DOES NOT DISCRIMINATE AND DOES NOT PERMIT DISCRIMINATION, INCLUDING, WITHOUT LIMITATION, BULLYING, ABUSE OR HARASSMENT, ON THE BASIS OF ACTUAL OR PERCEIVED RACE, COLOR, RELIGION, NATIONAL ORIGIN, ANCESTRY, AGE, GENDER, PHYSICAL OR MENTAL DISABILITY, SEXUAL ORIENTATION, GENDER IDENTITY OR EXPRESSION OR HIV STATUS, OR BASED ON ASSOCIATION WITH ANOTHER PERSON ON ACCOUNT OF THAT PERSON'S ACTUAL OR PERCEIVED RACE, COLOR, RELIGION, NATIONAL ORIGIN, ANCESTRY, AGE, GENDER, PHYSICAL OR MENTAL DISABILITY, SEXUAL ORIENTATION, GENDER IDENTITY OR EXPRESSION OR HIV STATUS. | ['confidential file management', 'recruitment', 'data entry', 'computer skills', 'background checks', 'employee onboarding', 'time and attendance systems', 'HR policies compliance', 'record keeping', 'communication', 'organization', 'flexibility', 'problem solving', 'stress management', 'independence', 'customer service', 'teamwork', 'attention to detail', 'interpersonal skills', 'bilingual (English and Spanish)'] |
3,902,830,704 | HR | Sr. Human Resources Specialist for Title IX and Employee Relations | WHY RENSSELAER? JOIN RENSSELAER POLYTECHNIC INSTITUTE'S DYNAMIC GLOBAL COMMUNITY OF CHANGEMAKER INCLUDING SOME OF THE WORLD’S LEADING RESEARCHERS, STUDENTS, ALUMNI, AND FACULTY WHO ASK THE IMPORTANT QUESTIONS AND DEVISE THE SCIENTIFIC AND TECHNOLOGICAL INNOVATIONS THAT MAKE THE WORLD A BETTER PLACE FOR ALL OF HUMANITY.
NESTLED ON A BEAUTIFUL 275-ACRE CAMPUS IN UPSTATE NY, RENSSELAER IS HOME TO FIVE SCHOOLS, 32 RESEARCH CENTERS, THREE MAKERSPACES, AN OBSERVATORY, ONE OF THE WORLD’S FASTEST SUPERCOMPUTERS, AND AN IBM QUANTUM ONE COMPUTER - THE FIRST UNIVERSITY-BASED QUANTUM COMPUTER IN THE U.S.
ARE YOU READY TO CHANGE THE WORLD? APPLY NOW! HTTPS://CAREERS.RPI.EDU/EN-US/JOB/494381/SR-HUMAN-RESOURCES-SPECIALIST-FOR-TITLE-IX-AND-EMPLOYEE-RELATIONS
JOB SUMMARYTHE SR. HUMAN RESOURCES SPECIALIST FOR TITLE IX AND EMPLOYEE RELATIONS WILL PROVIDE CONSULTATION, INVESTIGATION, AND RESOLUTION OF EMPLOYEE RELATIONS AND TITLE IX/SEXUAL MISCONDUCT COMPLAINTS AND WILL CREATE AND MAINTAIN APPROPRIATE DOCUMENTATION INCLUDING LOGS OF CASE ACTIVITY AND PROVIDE DETAILED AND SUMMARY REPORTS AS REQUIRED. THE SR. HUMAN RESOURCES SPECIALIST WILL COUNSEL AND ADVISE MANAGERS AND EMPLOYEES ON EMPLOYEE RELATIONS ISSUES AND IN SENSITIVE SITUATIONS AND MAINTAIN CONFIDENTIALITY OF INFORMATION.
MINIMUM QUALIFICATIONSBACHELOR'S DEGREE FIVE (5) OR MORE YEARS OF EXPERIENCE IN EMPLOYEE RELATIONS OR INVESTIGATIONS, INCLUDING EXPERIENCE IN THE PRACTICAL APPLICATION OF FEDERAL AND STATE AFFIRMATIVE ACTION AND EQUAL EMPLOYMENT OPPORTUNITY LAWS. EXPERIENCE DEVELOPING, INTERPRETING, AND APPLYING COMPLEX POLICIES AND PROCEDURES, DEMONSTRATED EXPERIENCE INVESTIGATING COMPLEX EMPLOYEE RELATIONS, STUDENT JUDICIAL, DISCRIMINATION, DISCRIMINATORY HARASSMENT, AND SEXUAL MISCONDUCT AND/OR RETALIATION ISSUES.TITLE IX CERTIFICATION OR THE ABILITY TO BECOME CERTIFIED WITHIN 3 MONTHS OF EMPLOYMENT.
RELEVANT COMBINATIONS OF EDUCATION, TRAINING AND EXPERIENCE MAY BE CONSIDERED.
PREFERRED QUALIFICATIONSMASTER'S DEGREECERTIFICATION OR SPECIAL TRAINING IN TITLE IX COMPLIANCE OR INVESTIGATION PROCEDURES.SUNY STUDENT CONDUCT INSTITUTE, NACUA, ATIXA, OR OTHER INDUSTRY-RELATED CERTIFICATION IS DESIRED.
MINIMUM KNOWLEDGE, SKILLS, AND ABILITIESCOMPREHENSIVE KNOWLEDGE OF AND ABILITY TO INTERPRET FEDERAL AND STATE HARASSMENT AND NON-DISCRIMINATION LAWS AND REGULATIONS, INCLUDING TITLE VI, TITLE VII, TITLE IX, ETC., AND OTHER APPLICABLE FEDERAL, STATE AND LOCAL LAWS AND REGULATIONS.ABILITY TO PRIORITIZE AND COORDINATE MULTIPLE COMPLEX PROJECTS SIMULTANEOUSLY WHILE ADHERING TO STRICT DEADLINES. STRONG PRESENTATION AND FACILITATION SKILLS WITH EMPHASIS ON EDUCATION AND TRAINING.EFFECTIVE WRITTEN AND VERBAL COMMUNICATION SKILLS. INTENSE ATTENTION TO DETAIL AND ACCURACY OF WORK.ABILITY TO MAINTAIN THE HIGHEST LEVEL OF CONFIDENTIALITY. DEMONSTRATED PROFICIENCY WITH MICROSOFT OFFICE SUITE.ABILITY TO WORK EFFECTIVELY UNDER PRESSURE AND MEET ESTABLISHED GOALS AND OBJECTIVES.ABILITY TO WORK INDEPENDENTLY OR AS PART OF A TEAM.ABILITY TO WORK COLLABORATIVELY WITH INTERNAL AND EXTERNAL BUSINESS PARTNERS.ABILITY TO WORK WITH SENSITIVE INFORMATION IN A HIGH VOLUME, FAST-PACED ENVIRONMENT WITH CHANGING PRIORITIES.
DRIVINGINCIDENTAL DRIVING TO AND FROM CAMPUS LOCATIONS MAY BE REQUIRED.
STARTING SALARY/RATEEXPECTED HIRING RANGE: $80,000- $90,000 PER YEAR.PAY TRANSPARENCY DISCLOSURE: THE SELECTED CANDIDATE’S SALARY WILL BE DETERMINED BASED ON FACTORS THAT INCLUDE THE AVAILABLE BUDGET, INTERNAL EQUITY, AND THE FINAL CANDIDATE’S QUALIFICATIONS, EXPERIENCE, EDUCATION AND OTHER JOB-RELATED CREDENTIALS. THIS HIRING RANGE IS PROVIDED AS RENSSELAER’S GOOD FAITH ESTIMATE OF THE EXPECTED HIRING RANGE AT THE TIME OF POSTING.
APPLICATION INSTRUCTIONSFOLLOW THE ON-SCREEN PROMPTS TO CREATE A BRIEF ONLINE PROFILE. PLEASE BE READY TO UPLOAD YOUR RESUME AND COVER LETTER.IF YOU NEED ASSISTANCE WITH THE ONLINE APPLICATION PROCESS, PLEASE CONTACT [email protected].
TOTAL COMPENSATION AND BENEFITS INFORMATIONRENSSELAER’S TOTAL COMPENSATION PROGRAM IS DESIGNED TO PROVIDE STABLE PAY GROWTH, A COMPREHENSIVE AND AFFORDABLE BENEFITS PACKAGE, AND A COMPREHENSIVE AND AFFORDABLE RETIREE MEDICAL AND PRESCRIPTION PLAN. RENSSELAER IS RECOGNIZED LOCALLY AND NATIONALLY FOR THE DEPTH AND BREADTH OF ITS COMPENSATION AND BENEFITS PROGRAM.
OUR GOAL IS TO PROVIDE YOU AND YOUR FAMILY WITH A COMPREHENSIVE HEALTH AND WELFARE PROGRAM AS AN UMBRELLA OF FINANCIAL SECURITY AND PROTECTION DURING YOUR EMPLOYMENT. FOR MORE INFORMATION, PLEASE VISIT BENEFITS | HUMAN RESOURCES (RPI.EDU).
WE WELCOME CANDIDATES WHO WILL BRING DIVERSE CULTURAL, ETHNIC, NATIONAL AND INTERNATIONAL PERSPECTIVES TO RENSSELAER’S WORK AND CAMPUS COMMUNITIES.RENSSELAER POLYTECHNIC INSTITUTE IS AN AFFIRMATIVE ACTION/EQUAL OPPORTUNITY, RACE/GENDER/VETERANS/DISABILITY EMPLOYER. | ['Employee Relations', 'Federal and State Laws', 'Policy Development', 'Documentation Management', 'Communication', 'Confidentiality', 'Attention to Detail', 'Teamwork', 'Problem Solving', 'Time Management', 'Presentation Skills', 'Collaboration', 'Title IX Certification', 'Investigation Procedures', 'Microsoft Office Suite'] |
3,900,085,113 | HR | Human Resources Manager - Bilingual (Spanish) | ORGANIZATION- HYATT REGENCY DALLAS
SUMMARY
THE HUMAN RESOURCE MANAGER IS A PLATFORM TO JOIN OUR HIGHLY SKILLED HR TEAM AND HOTEL THAT CONTINUES TO BE RECOGNIZED AS A BEST PLACES TO WORK – LARGE COMPANIES IN NORTH TEXAS.
JOB DUTIES INCLUDE PAYROLL ADMINISTRATION, “WELCOME TO HYATT” ONBOARDING, J-1 VISA PROGRAM, DATA INPUT/INTEGRITY & ANALYTICS, LEARNING & DEVELOPMENT INCLUDING PRESENTATIONS, AND OTHER HR RELATED RESPONSIBILITIES AS IDENTIFIED, SUCH AS PLANNING COLLEAGUE EVENTS, COMPLIANCE INVOLVING STATE AND FEDERAL REGULATIONS, AND SUPPORTING OUR DEIB INITIATIVES.
THIS HIGHLY VISIBLE ROLE REQUIRES COMPLETE ALIGNMENT SUPPORTING OUR PURPOSE OF CARING FOR PEOPLE SO THEY CAN BE THEIR BEST, OUR VALUES AND LEADERSHIP EXPECTATIONS.
OUR CARING BENEFITS:
FREE AND DISCOUNTED ROOM NIGHTS IN FABULOUS HYATTS AROUND THE WORLD! DISCOUNTED FRIENDS & FAMILY ROOM RATES MEDICAL, PRESCRIPTION, DENTAL AND VISION INSURANCE 401K WITH COMPANY MATCH PAID VACATION, HOLIDAYS, SICK DAYS, AND NEW CHILD LEAVE PAID FAMILY BONDING TIME AND ADOPTION ASSISTANCE EMPLOYEE STOCK PURCHASE PLAN EDUCATIONAL ASSISTANCE FREE COLLEAGUE MEALS DISCOUNTS AT VARIOUS RETAILERS - APPLE, AT&T, VERIZON, HEADSPACE AND MANY MORE
QUALIFICATIONS
BILINGUAL SPANISH/ENGLISH (REFINED VERBAL AND WRITTEN COMMUNICATION SKILLS IN BOTH ENG/SPN) BACHELOR’S DEGREE IN HR OR RELATED FIELD MINIMUM OF 3 YEARS HR EXPERIENCE PROFICIENT IN MICROSOFT OFFICE APPLICATIONS (EXCEL, POWERPOINT, WORD) EXPERIENCE WITH PAYROLL SYSTEMS AND HRIS, AND ATS STRONG DETAIL, ORGANIZATION AND ANALYTICAL SKILLS STRONG PROBLEM-SOLVING AND CREATIVE/CRITICAL THINKING SKILLS WORKING KNOWLEDGE OF HR POLICIES AND LAWS. FAMILIARITY WITH THE LATEST HR TRENDS INTERPERSONAL SKILLS AND GENUINE CUSTOMER SERVICE ORIENTATION. MUST HAVE A POSITIVE DEMEANOR WITH ENERGY, DRIVE, AND PERSISTENCE TO ACHIEVE GOALS A TRUE DESIRE TO SATISFY THE NEEDS OF OTHERS IN A FAST-PACED, COLLABORATIVE ENVIRONMENT SOLID PROFESSIONAL PRESENTATION SKILLS. HISTORY OF BUILDING RELATIONSHIPS, GAINING CREDIBILITY, INFLUENCING, AND COLLABORATING WITH OTHERS
HYATT IS AN EQUAL OPPORTUNITY EMPLOYER. QUALIFIED APPLICANTS WILL RECEIVE CONSIDERATION FOR EMPLOYMENT WITHOUT REGARD TO RACE, COLOR, RELIGION, SEX, SEXUAL ORIENTATION, GENDER IDENTITY, NATIONAL ORIGIN, DISABILITY OR PROTECTED VETERAN STATUS. | ['bilingual (Spanish/English)', 'payroll administration', 'Microsoft Office (Excel, PowerPoint, Word)', 'data input', 'analytics', 'compliance with HR policies and laws', 'communication skills', 'problem-solving', 'analytical skills', 'interpersonal skills', 'customer service orientation', 'collaboration', 'organization', 'positive demeanor', 'relationship building', 'HRIS', 'ATS', 'learning and development', 'presentations', 'creativity'] |
3,899,544,157 | HR | Vice President Human Resources | SCION EXECUTIVE SEARCH (SES) HAS BEEN RETAINED TO CONDUCT A SEARCH FOR A NEW VP OF HUMAN RESOURCES ON BEHALF OF OUR EXCEPTIONAL CLIENT, COMMUNITY ACTION MARIN! THEY ARE LOOKING FOR A PASSIONATE INDIVIDUAL WHO IS EAGER AND ENERGIZED TO MAKE A DIFFERENCE IN THE LIVES OF CHILDREN, FAMILIES, AND COMMUNITIES BY SERVING A KEY ROLE IN ADVANCING WORKPLACE CULTURE AND SUPPORTING THE AGENCY’S COMMITMENT TO RACIAL AND ECONOMIC JUSTICE. THIS THRILLING OPPORTUNITY IS FULL-TIME, LOCATED IN MARIN COUNTY, CALIFORNIA, AND OPERATES ON A FLEXIBLE HYBRID SCHEDULE. THE VP OF HUMAN RESOURCES WILL BE EXPECTED TO COLLABORATE ONSITE WITH TEAM MEMBERS AND STAFF.
ABOUT COMMUNITY ACTION MARIN:COMMUNITY ACTION MARIN (CAM)’S MISSION IS TO PROMOTE MEMBERS OF MARIN COUNTY TO ACHIEVE WELL-BEING BY PROVIDING THEM WITH THE EDUCATION, MENTAL HEALTH, AND VITAL SERVICES THEY NEED. CAM WORKS TO ACTIVELY BREAK DOWN THE BARRIERS THAT IMPEDE ACCESS AND ABILITY FOR INDIVIDUALS TO SUPPORT THEMSELVES AND EACH OTHER.
MARIN COUNTY IS CONSIDERED BY MANY TO BE ONE OF THE MOST BEAUTIFUL PLACES TO LIVE IN THE UNITED STATES. WHILE IT HAS SOME OF THE HIGHEST INCOMES PER CAPITA AND ONE OF THE LOWEST UNEMPLOYMENT RATES, IT ALSO HOLDS CLAIM TO THE WIDEST INCOME GAP AND ONE OF THE GREATEST RACIAL INEQUITIES IN THE STATE OF CALIFORNIA. THE COST OF LIVING IN MARIN HAS RISEN 48% IN JUST THE PAST FOUR YEARS, AND FAMILIES ARE STRUGGLING TO MAKE ENDS MEET. RIGHT NOW, A FAMILY OF FOUR WITH TWO ADULTS, ONE INFANT, AND ONE PRESCHOOLER WOULD NEED TO EARN $149,545 ANNUALLY—AN AMOUNT 82% GREATER THAN THE FEDERAL POVERTY LEVEL OF $26,500—TO COVER ALL THE FAMILY’S BASIC EXPENSES, SUCH AS HOUSING, FOOD, CHILDCARE, HEALTH CARE, TRANSPORTATION, AND TAXES WITHOUT PUBLIC OR PRIVATE ASSISTANCE.
WHEN COMMUNITY MEMBERS NEED HELP, CAM’S DUTY IS TO MEET THEM WHERE THEY ARE, PUT THEM FIRST, LISTEN TO THEIR NEEDS, AND GIVE THEM MORE THAN JUST THE TOOLS TO MEET THE BASIC REQUIREMENTS FOR SURVIVAL. CAM’S BILINGUAL AND BICULTURAL STAFF ENSURES THAT PEOPLE ARE HEARD—FROM IMMEDIATE NEEDS TO MAKING LONG-LASTING CHANGE A REALITY IN SUPPORT OF EQUITY AND PROSPERITY FOR ALL! YOU CAN LEARN MORE ABOUT CAM AND ITS PROGRAMS AT CAMARIN.ORG.
POSITION OVERVIEW:THE VICE PRESIDENT OF HUMAN RESOURCES MANAGES ALL HUMAN RESOURCES ACTIVITIES ENABLING THE ORGANIZATION TO FUNCTION AT ITS HIGHEST LEVEL THROUGH THE RECRUITMENT, DEVELOPMENT, AND RETENTION OF HIGH-PERFORMING, MISSION-ALIGNED EMPLOYEES. THIS POSITION EFFECTIVELY LEADS AN HR TEAM WITH KEY FUNCTIONAL AREAS OF RESPONSIBILITY AND PARTNERS WITH AGENCY LEADERSHIP AND UNION REPRESENTATIVES TO FOSTER A HIGH-PERFORMING AND HIGH-TRUST ORGANIZATIONAL CULTURE, NURTURING EMPLOYEE ENGAGEMENT, AND IMPLEMENTING PEOPLE PRACTICES THAT INCREASE THE ORGANIZATION’S CAPACITY TO FULFILL ITS MISSION.
AS A MEMBER OF THE EXECUTIVE TEAM REPORTING TO THE CEO, THE VICE PRESIDENT OF HUMAN RESOURCES ENSURES COMPLIANCE AGAINST ALL FEDERAL, STATE, AND LOCAL LAWS AND REGULATIONS, AND IN ALIGNMENT WITH THE PRINCIPLES OF DIVERSITY, EQUITY, INCLUSION, AND BELONGING (DEIB). CENTRAL TO THIS ROLE’S DUTIES IS MAINTAINING A BILINGUAL (SPANISH/ENGLISH) AND BICULTURAL APPROACH TO ALL EMPLOYMENT POLICIES, PRACTICES, AND ACTIVITIES TO SUPPORT THE AGENCY’S WORKFORCE. THE RIGHT CANDIDATE WILL PROVIDE EXECUTIVE-LEVEL LEADERSHIP AND GUIDANCE TO THE AGENCY’S PEOPLE OPERATIONS, EFFECTIVELY MOVING FROM A STRATEGIC TO AN OPERATIONAL FOCUS BASED ON BUSINESS NEEDS!
PRINCIPAL RESPONSIBILITIES:LEAD, COACH, AND ALIGN THE HR TEAM TO SUPPORT THE AGENCY’S WORK AND PEOPLE NEEDS.FULFILL RESPONSIBILITIES AS THE AGENCY’S MOST SENIOR HR TEAM MEMBER, AS WELL AS BE A COLLABORATIVE MEMBER OF THE EXECUTIVE TEAM AND ENGAGE WITH AND REPORT TO THE BOARD OF DIRECTORS.OVERSEE AN EFFECTIVE TALENT ACQUISITION PROGRAM THAT ATTRACTS QUALIFIED TALENT AND EMPOWERS HIRING MANAGERS WITH THE TRAINING, TOOLS, AND LOGISTICAL SUPPORT TO SELECT NEW STAFF MEMBERS.CREATE A POSITIVE AND CULTURALLY AWARE WORK ENVIRONMENT, SERVING AS THE ORGANIZATION’S HR EXPERT AND THOUGHT LEADER IN THE AREAS OF DIVERSITY, EQUITY, INCLUSION, AND BELONGING (DEIB). PARTNER WITH AGENCY LEADERS ON STRATEGY, INITIATIVES, AND EMBEDDING INCLUSIVE PRACTICES ACROSS THE ORGANIZATION INTO THE DAILY WORK EXPERIENCE OF ALL EMPLOYEES.IDENTIFY AND IMPLEMENT NEW EMPLOYEE INITIATIVES, ACTIVITIES, AND EXPERIENCES THAT ENHANCE THE CULTURE OF THE ORGANIZATION. COACH AND SUPPORT PEOPLE LEADERS ON EMPLOYEE MATTERS, VERIFYING THAT THEY ARE CURRENT ON POLICIES, REGULATIONS, AND BEST PRACTICES.HANDLE EMPLOYEE RELATIONS ISSUES WITH DISCRETION, PROMPTNESS, EMPATHY, AND EMOTIONAL INTELLIGENCE TO ADDRESS ISSUES, BRIDGE GAPS AND CAPTURE KEY LEARNINGS WHILE MITIGATING RISK TO THE ORGANIZATION.GUARANTEE AN EFFECTIVE PERFORMANCE REVIEW PROCESS, COACHING MANAGERS ON PERFORMANCE MANAGEMENT AND PROFESSIONAL DEVELOPMENT PRACTICES.ARRANGE AND ORCHESTRATE ANNUAL EMPLOYEE ENGAGEMENT SURVEYS TO GAIN FEEDBACK AND INSIGHTS, AND IDENTIFY OPPORTUNITIES FOR IMPROVEMENT.DEVISE PROFESSIONAL DEVELOPMENT PLANS AND TRAINING OPPORTUNITIES FOR STAFF AT ALL LEVELS. CONFIRM THE AGENCY’S TOTAL REWARDS PRACTICES ARE TRANSPARENT, EFFECTIVE, AND LEGALLY COMPLIANT.OVERSEE LEGAL COMPLIANCE AT THE FEDERAL, STATE, AND LOCAL LEVELS, KEEPING LEADERSHIP APPRISED OF EMPLOYMENT LAW DEVELOPMENTS THAT WILL IMPACT WORKPLACE POLICIES AND PRACTICES.MAINTAIN HR DOCUMENTATION AND EMPLOYMENT RECORDS AS REQUIRED BY LAW.MANAGE HR, TIMEKEEPING, PAYROLL, TALENT ACQUISITION, AND RELATED SYSTEMS TO MEET AGENCY NEEDS, PROVIDING RECOMMENDATIONS FOR IMPROVEMENT WHERE NEEDED. PARTNER WITH FINANCE ON THE TIMELY AND ACCURATE EXECUTION OF PAYROLL, ENSURING COMPLIANCE WITH ALL EMPLOYMENT LAWS, POLICIES, AND COLLECTIVE BARGAINING AGREEMENT (CBA) REQUIREMENTS. AS AN EXECUTIVE MEMBER OF THE AGENCY’S MANAGEMENT TEAM, BALANCE EMPLOYEE ADVOCACY WITH ORGANIZATIONAL NEEDS TO GUIDE AGENCY DECISIONS AROUND HR INITIATIVES AND ACTIVITIES.REPRESENT THE AGENCY DURING LABOR UNION CONTRACT NEGOTIATIONS AND OPERATE AS THE PRIMARY POINT OF CONTACT FOR LABOR ISSUES.ENSURE CAM 2.0 AND THE AGENCY’S EQUITY AND WELL-BEING ROADMAP ARE CENTERED IN ALL DISCUSSIONS, COMMUNICATIONS, AND DECISION-MAKING.PERFORM OTHER RELATED DUTIES AS ASSIGNED.
MINIMUM QUALIFICATIONS:BACHELOR’S DEGREE IN HUMAN RESOURCES, BUSINESS ADMINISTRATION, OR RELEVANT FIELD.SENIOR PROFESSIONAL CERTIFICATION IN HUMAN RESOURCES (SPHR OR EQUIVALENT) WITH ADVANCED CALIFORNIA EMPLOYMENT LAW KNOWLEDGE.10+ YEARS OF RELATED WORK, SUPERVISORY, AND LEADERSHIP EXPERIENCE; PREFERABLY IN THE NONPROFIT HUMAN SERVICES SECTOR. PROVEN ABILITY TO BUILD, MENTOR, AND LEAD AN HR TEAM.CLEAR COMMUNICATOR WITH THE ABILITY TO BUILD AND MAINTAIN TRUST WITH STAFF AT ALL LEVELS AND EXPLAIN COMPLEX CONCEPTS CLEARLY AND CONCISELY.BILINGUAL/BICULTURAL ENGLISH AND SPANISH A PLUS. FULL-CYCLE UNION/LABOR RELATIONS EXPERIENCE; PREFERABLY IN EARLY CHILDCARE/EDUCATION SECTOR. EXPERIENCE WORKING WITH INSURANCE BROKERS, BENEFIT CARRIERS, EXTERNAL AUDITORS, ATTORNEYS, AND RELATED VENDORS AND PARTNERS. EXPERIENCE MANAGING COMPLEX EMPLOYEE RELATIONS ISSUES AND BRINGING THEM TO AN APPROPRIATE RESOLUTION, INCLUDING PARTNERING WITH UNION REPRESENTATIVES AND/OR OUTSIDE COUNSEL.EXPERT BUSINESS PARTNER TO THE AGENCY’S LEADERSHIP AND WORKFORCE ON ALL MATTERS. EFFECTIVE ORGANIZATIONAL, TIME MANAGEMENT, DELEGATION, AND PROJECT MANAGEMENT SKILLS.EXPERIENCE ADVANCING DIVERSITY, EQUITY, INCLUSION, AND BELONGING (DEIB) PROGRAMS WITHIN A NON-PROFIT ORGANIZATION. CAPABLE OF BUILDING AND MAINTAINING BEST-IN-CLASS SYSTEMS, PROCESSES, AND WORKFLOWS, INCLUDING METRICS AND DATA. DEEP INTEREST IN THE AGENCY’S MISSION AND THE ABILITY TO ALIGN HR INITIATIVES TO ORGANIZATIONAL GOALS.OPERATE WITH THE HIGHEST LEVELS OF PROFESSIONALISM, INTEGRITY, AND STRICT CONFIDENTIALITY. PROFICIENCY WITH MICROSOFT OFFICE, HUMAN CAPITAL MANAGEMENT AND PAYROLL SYSTEMS, SHAREPOINT, AND TEAMS IN A PC ENVIRONMENT AND EXPERIENCE WITH LEADING SYSTEM CONVERSIONS AND IMPLEMENTATIONS. COMPENSATION AND BENEFITS:IN ADDITION TO A COMPETITIVE BASE SALARY OF $200,000 TO $225,000, COMMUNITY ACTION MARIN OFFERS 13 DAYS OF ACCRUED PTO AND 12 DAYS OF SICK LEAVE IN FIRST YEAR OF EMPLOYMENT; OBSERVES 15 HOLIDAYS AND 24 HOURS OF FLOATING HOLIDAYS; COVERS 100% OF MEDICAL AND VISION BENEFITS FOR THE EMPLOYEE WITH NOMINAL DENTAL COVERAGE; DEPENDENT CARE AND MEDICAL FLEXIBLE SPENDING ACCOUNTS; TRANSIT BENEFITS; GROUP BASIC LIFE AND AD&D INSURANCE; A 403(B) RETIREMENT PLAN WITH NO WAITING PERIOD PLUS AGENCY MATCH; A ROBUST EMPLOYEE ASSISTANCE PROGRAM; AND PET INSURANCE.
HOW TO APPLY:COMMUNITY ACTION MARIN HAS RETAINED THE SERVICES OF SCION EXECUTIVE SEARCH, A NATIONAL EXECUTIVE SEARCH FIRM SPECIALIZING IN MISSION-DRIVEN ORGANIZATION RECRUITMENT, TO ASSIST IN CONDUCTING THIS IMPORTANT SEARCH. FOR IMMEDIATE CONSIDERATION, PLEASE APPLY WITH YOUR RESUME AND COVER LETTER FORMATTED IN MICROSOFT WORD, VIA HTTPS://SCIONEXECUTIVESEARCH.COM/JOB/11413/
PLEASE ADDRESS APPLICATIONS TO: EX HOPSON, EXECUTIVE RECRUITER SCION EXECUTIVE SEARCH (888) 487-8850 EXTENSION 142
REVIEW OF APPLICATIONS, NOMINATIONS, AND EXPRESSIONS OF INTEREST WILL BEGIN IMMEDIATELY AND CONTINUE ON A CONFIDENTIAL BASIS UNTIL AN APPOINTMENT IS MADE. | ['Human Resources Management', 'Employee Relations', 'Bilingual (Spanish/English)', 'Project Management', 'Human Capital Management Systems', 'Microsoft Office', 'Performance Management', 'Leadership', 'Communication', 'Collaboration', 'Problem Solving', 'Time Management', 'Coaching', 'Talent Acquisition', 'Diversity, Equity, Inclusion, and Belonging (DEIB)', 'California Employment Law', 'Payroll Systems', 'Labor Relations', 'Employee Engagement Surveys', 'Empathy', 'Emotional Intelligence', 'Trust Building', 'Integrity', 'Confidentiality', 'Cultural Awareness'] |
3,902,806,579 | HR | Human Resources Generalist | POSITION OVERVIEW: WE ARE ACTIVELY SEEKING A TALENTED HUMAN RESOURCES GENERALIST TO JOIN OUR DYNAMIC TEAM DUE TO EXPANSION AND GROWTH. THIS MULTIFACETED ROLE INVOLVES A WIDE RANGE OF RESPONSIBILITIES, FOCUSING ON COMPLIANCE, RECRUITMENT, EMPLOYEE RELATIONS, AND OVERALL HR MANAGEMENT. PLEASE NOTE THAT THIS ROLE WILL NOT BE RESPONSIBLE FOR PAYROLL OR COMPENSATION DUTIES.
GENERAL HR MANAGEMENT:ADMINISTER AND EXECUTE HUMAN RESOURCE PROGRAMS, INCLUDING LEAVE (E.G., FMLA) AND ACCOMMODATIONS UNDER THE AMERICANS WITH DISABILITIES ACT (ADA), DISCIPLINARY MATTERS, DISPUTES, INVESTIGATIONS, PERFORMANCE AND TALENT MANAGEMENT, PRODUCTIVITY, RECOGNITION, MORALE, OCCUPATIONAL HEALTH AND SAFETY, AND TRAINING AND DEVELOPMENT.PARTICIPATE IN THE DEVELOPMENT OF HR OBJECTIVES AND SYSTEMS, INCLUDING METRICS, QUERIES, AND ONGOING REPORTS FOR COMPANY REQUIREMENTS.ASSIST IN ADMINISTERING BENEFITS AND EMPLOYEE PERFORMANCE PROGRAMS.ENSURE COMPLIANCE WITH LOCAL AND NATIONAL REGULATIONS AND APPLICABLE EMPLOYMENT LAWS, UPDATING POLICIES AND PROCEDURES WHEN NECESSARY.PROVIDE GENERALIST EXPERTISE, ADVICE, AND COUNSEL IN AREAS INCLUDING RECRUITING, BENEFITS, LABOR RELATIONS, EMPLOYMENT LAW, HEALTH AND SAFETY, WORKERS' COMPENSATION, ORGANIZATIONAL DEVELOPMENT, PERFORMANCE MANAGEMENT, ONBOARDING, TRAINING, AND RELOCATION.DEVELOP AND IMPLEMENT HR PROGRAMS AND ACTIVITIES DESIGNED TO IMPROVE OVERALL MORALE, JOB SATISFACTION, AND SAFETY OF ASSOCIATES.PERFORM ADDITIONAL DUTIES AS ASSIGNED, INCLUDING PHONE DUTIES, HANDLING MAIL, AND ASSISTING VISITORS.COMPLIANCE AND TRAINING:REVIEW, TRACK, AND DOCUMENT COMPLIANCE WITH MANDATORY AND NON-MANDATORY TRAINING, CONTINUING EDUCATION, AND WORK ASSESSMENTS, INCLUDING SAFETY AND ANTI-HARASSMENT TRAINING.CONDUCT OR ACQUIRE BACKGROUND CHECKS AND EMPLOYEE ELIGIBILITY VERIFICATIONS.MAINTAIN COMPLIANCE WITH FEDERAL, STATE, AND LOCAL EMPLOYMENT LAWS AND REGULATIONS.RECRUITMENT AND STAFFING:RECRUIT, INTERVIEW, AND FACILITATE THE HIRING OF QUALIFIED JOB APPLICANTS IN COLLABORATION WITH DEPARTMENTAL MANAGERS.COORDINATE SUPPLEMENTAL STAFFING REQUIREMENTS, MANAGE RELATIONSHIPS WITH STAFFING VENDORS, AND APPROVE STAFFING AGENCY INVOICES.EMPLOYEE RELATIONS AND PROGRAMS:CONDUCT/MANAGE NEW HIRE ORIENTATION AND EMPLOYEE RECOGNITION PROGRAMS.HANDLE EMPLOYMENT-RELATED INQUIRIES, REFERRING COMPLEX MATTERS TO APPROPRIATE STAFF.ATTEND AND PARTICIPATE IN EMPLOYEE DISCIPLINARY MEETINGS, TERMINATIONS, AND INVESTIGATIONS.STAY INFORMED ABOUT TRENDS, BEST PRACTICES, REGULATORY CHANGES, AND NEW TECHNOLOGIES IN HUMAN RESOURCES.EDUCATION AND EXPERIENCE:BACHELOR’S DEGREE IN HUMAN RESOURCES, BUSINESS ADMINISTRATION, OR A RELATED FIELD.EFFECTIVE ORAL AND WRITTEN COMMUNICATION SKILLS, WITH THE ABILITY TO CONVERSE COMFORTABLY WITH EMPLOYEES.MINIMUM OF 4 YEARS OF HUMAN RESOURCE MANAGEMENT EXPERIENCE PREFERRED.SHRM-CP OR PHR CERTIFICATION IS A PLUS.
BENEFITS OFFERED:
AT UNITED MATERIAL HANDLING, WE OFFER A COMPREHENSIVE BENEFITS PACKAGE TO OUR EMPLOYEES. HERE ARE THE BENEFITS WE PROVIDE:
401K RETIREMENT PLAN: WE OFFER A GENEROUS 6% MATCH FOR OUR EMPLOYEES' CONTRIBUTIONS TO THEIR 401K ACCOUNTS, HELPING THEM SAVE FOR THEIR FUTURE.PAID HOLIDAYS: OUR EMPLOYEES ENJOY 11 PAID HOLIDAYS THROUGHOUT THE YEAR, ALLOWING THEM TO SPEND QUALITY TIME WITH THEIR LOVED ONES AND RECHARGE.PAID TIME OFF (PTO): WE HAVE A GENEROUS PTO POLICY IN PLACE TO SUPPORT OUR EMPLOYEES' WORK-LIFE BALANCE. OUR EMPLOYEES CAN TAKE TIME OFF FOR VACATIONS, PERSONAL APPOINTMENTS, OR ANY OTHER NEEDS THAT MAY ARISE.SICK DAYS: WE UNDERSTAND THE IMPORTANCE OF TAKING CARE OF ONE'S HEALTH. THAT'S WHY WE PROVIDE 6 SICK DAYS PER YEAR TO OUR EMPLOYEES, ALLOWING THEM TO RECOVER AND TAKE CARE OF THEMSELVES WHEN NECESSARY.EMPLOYEE ASSISTANCE PROGRAM (EAP): WE CARE ABOUT YOUR OVERALL WELL-BEING AND OFFER AN EMPLOYEE ASSISTANCE PROGRAM. THIS PROGRAM PROVIDES CONFIDENTIAL COUNSELING, RESOURCES, AND SUPPORT SERVICES TO HELP YOU NAVIGATE PERSONAL OR WORK-RELATED CHALLENGES.LIFE INSURANCE: WE PROVIDE A COMPREHENSIVE LIFE INSURANCE PACKAGE TO ENSURE FINANCIAL SECURITY FOR YOU AND YOUR LOVED ONES. THIS COVERAGE OFFERS A LUMP-SUM BENEFIT IN THE EVENT OF YOUR PASSING, PROVIDING PEACE OF MIND AND SUPPORT DURING DIFFICULT TIMES.
AT UNITED MATERIAL HANDLING, WE VALUE OUR EMPLOYEES AND STRIVE TO PROVIDE THEM WITH COMPETITIVE AND REWARDING BENEFITS. WE BELIEVE THAT THESE BENEFITS CONTRIBUTE TO A POSITIVE WORK ENVIRONMENT AND SUPPORT THE WELL-BEING OF OUR TEAM MEMBERS.
EQUAL OPPORTUNITY STATEMENT:UNITED MATERIAL HANDLING IS AN EQUAL OPPORTUNITY EMPLOYER, COMMITTED TO FOSTERING A DIVERSE AND INCLUSIVE WORKPLACE. WE DO NOT DISCRIMINATE BASED ON RACE, COLOR, RELIGION, SEX, NATIONAL ORIGIN, AGE, DISABILITY, GENETIC INFORMATION, SEXUAL ORIENTATION, GENDER IDENTITY OR EXPRESSION, VETERAN STATUS, OR ANY OTHER PROTECTED STATUS. WE PROVIDE EQUAL EMPLOYMENT OPPORTUNITIES FOR ALL INDIVIDUALS BASED ON THEIR QUALIFICATIONS AND ABILITIES, AND WE COMPLY WITH APPLICABLE LAWS REGARDING EQUAL OPPORTUNITY IN ALL ASPECTS OF EMPLOYMENT. | ['HR Management', 'Recruitment', 'Compliance', 'Employee Relations', 'Performance Management', 'Training and Development', 'Employment Law', 'Organizational Development', 'FMLA', 'ADA Compliance', 'Onboarding', 'Communication', 'Problem Solving', 'Teamwork', 'Adaptability', 'Interpersonal Skills', 'Conflict Resolution', 'Attention to Detail', 'Organizational Skills', 'Empathy', 'Time Management', 'Labor Relations', 'Background Checks', 'Benefits Administration', 'Safety Training', 'SHRM-CP Certification'] |
3,901,343,703 | HR | Senior Human Resources Business Partner | HYBRID OPPORTUNITY IN ROCKWALL - TEXAS
POSITION SUMMARYREPORTING TO THE HUMAN RESOURCE MANAGER, THE SR. HUMAN RESOURCE BUSINESS PARTNER (HRBP) IS ACCOUNTABLE TO SUPPORT THE DEVELOPMENT AND EXECUTION OF HUMAN RESOURCE PLANS AND OBJECTIVES THAT CLOSELY SUPPORTS THE OVERALL GOALS OF THE ORGANIZATION FOR ASSIGNED BUSINESS AREAS: ROCKWALL FLEXPIPE, FIELD SERVICES, TECHNOLOGY). THE SR. HRBP SERVES AS A CONSULTANT TO MANAGEMENT ON HUMAN RESOURCES-RELATED ISSUES; ACT AS AN EMPLOYEE CHAMPION AND CHANGE AGENT; ASSESSES AND ANTICIPATES HR-RELATED NEEDS; AND SEEKS TO DEVELOP INTEGRATED SOLUTIONS. CORE FUNCTIONS INCLUDE CONSULTING WITH RESPECT TO RECRUITMENT AND EMPLOYER BRANDING STRATEGIES, EMPLOYEE RELATIONS, DISPUTE RESOLUTION, TALENT DEVELOPMENT, METRICS, ONBOARDING, RETENTION, COMPENSATION, AND GENERAL HR BUSINESS SUPPORT. DUTIES & ACCOUNTABILITIESSUPPORT AND DRIVE THE IMPLEMENTATION AND ADMINISTRATION OF HUMAN RESOURCES PROGRAMS AND BUSINESS INITIATIVES (E.G. ONBOARDING, COMPENSATION, TALENT DEVELOPMENT) BE A CHAMPION OF CHANGE AND PROVIDE CHANGE MANAGEMENT SUPPORT TO THE BUSINESS PROVIDE ADVICE AND ASSISTANCE IN THE PLANNING AND IMPLEMENTATION OF BUSINESS UNIT/CLIENT AREA CHANGE SUPPORT THE DEVELOPMENT OF STRATEGIES TO ADDRESS SPECIFIC HUMAN RESOURCES ISSUES WITHIN CLIENT BUSINESS UNITS (E.G: RECRUITMENT, RETENTION, LABOR TRENDS, ETC.). CONDUCT EXIT INTERVIEWS AND PROVIDING APPROPRIATE FEEDBACK TO CLIENTS MAINTAIN AND DEVELOP POSITIONS DESCRIPTIONS, INCLUDING JOB LEVEL AND GRADE EDUCATE LEADERS ON TOTAL COMPENSATION AND PROACTIVE MANAGEMENT OF THE COMPENSATION CYCLE, AS WELL AS MANAGING ONGOING COMPENSATION ISSUES PROVIDE GUIDANCE AND SUPPORT WITH REGARD TO COMPENSATION DECISIONS IN ALIGNMENT WITH COMPANY GUIDELINES FACILITATE THE COORDINATION OF ON-BOARDING AND OFF-BOARDING REQUIREMENTS / REQUESTS DEVELOP ONBOARDING AND TRAINING PLANS MONITOR, ANALYZE, AND INTERPRET BUSINESS UNIT HUMAN RESOURCES METRICS PERFORM REQUIRED HRIS AUDITS DATA ENTRY, ENTER NEW HIRE INFORMATION AND PROCESSING EMPLOYEE CHANGES IN THE HUMAN RESOURCE SYSTEMS (PAYROLL/ SUCCESS FACTORS) WORKS CLOSELY WITH MANAGEMENT AND EMPLOYEES TO IMPROVE WORK RELATIONSHIPS, BUILD MORALE, AND INCREASE PRODUCTIVITY AND RETENTION ADVISE, CONSULT, AND/OR COACH IN EMPLOYEE RELATIONS MATTERS AND FACILITATE THE RESOLUTION OF COMPLEX WORKPLACE DISPUTES PROVIDES DAY-TO-DAY PERFORMANCE MANAGEMENT GUIDANCE TO LINE MANAGEMENT (E.G., COACHING, COUNSELING, CAREER DEVELOPMENT, DISCIPLINARY ACTIONS) PROVIDE ADVICE AND INTERPRETATION TO FRONT LINE MANAGERS RELATED TO EMPLOYMENT LEGISLATION AND COMPANY POLICIES CONDUCTS EFFECTIVE, THOROUGH AND OBJECTIVE WORKPLACE INVESTIGATIONS MAINTAINS KNOWLEDGE OF LEGAL REQUIREMENTS RELATED TO DAY-TO-DAY MANAGEMENT OF EMPLOYEES, REDUCING LEGAL RISKS AND ENSURING REGULATORY COMPLIANCE ASSIST IN THE ADMINISTRATION AND INTERPRETATION OF COMPANY POLICIES AND PROCEDURES, REGULATORY AND LEGAL REQUIREMENTS RECRUITMENT ACCOUNTABLE FOR CANADIAN SALARIED FULL-CYCLE RECRUITMENT OVERSIGHT OF HOURLY RECRUITMENT FOR ASSIGNED CLIENT GROUPS; PROVIDE GUIDANCE AND MENTORSHIP TO HOURLY RECRUITERS PROVIDE COACHING AND SUPPORT TO MANAGEMENT TRACK, MONITOR, ANALYZE, AND INTERPRET OVERALL RECRUITMENT METRICS FOR CLIENT GROUP OPTIMIZE AND ESTABLISH SOP AND SYSTEMS ACT AS A ROLE MODEL FOR PROFESSIONALISM WHEN REPRESENTING THE COMPANY INTERNALLY AND EXTERNALLY HSE: EVERY WORKER SHALL, COOPERATE WITH THEIR EMPLOYER FOR THE PURPOSES OF PROTECTING THE HEALTH AND SAFETY OF THEMSELVES AS WELL AS OTHER WORKERS EITHER ENGAGED OR AT THE WORK SITE WHERE THE WORK IS BEING CARRIED OUT. EVERY EMPLOYER SHALL, AS FAR AS IT IS REASONABLY PRACTICABLE TO ENSURE: THE HEALTH AND SAFETY OF WORKERS AND OTHERS AT THE WORK SITE THAT THE WORKERS ARE AWARE OF THEIR HEALTH AND SAFETY RESPONSIBILITIES AND DUTIES.
REQUIRED QUALIFICATIONSUNDERGRADUATE DEGREE IN HUMAN RESOURCES/BUSINESS OR EQUIVALENT COMBINATION EDUCATION AND EXPERIENCE IS REQUIRED HUMAN RESOURCE PROFESSIONAL DESIGNATION 3-5 YEARS OF PROGRESSIVE GENERALIST HUMAN RESOURCES EXPERIENCE ABILITY AND CREDIBILITY TO PERFORM AT A MID-LEVEL CAPACITY WITHIN AN HR GROUP WITH A TRACK RECORD OF MENTORING JUNIOR MEMBERS OF THE TEAM RECRUITMENT AND EMPLOYER BRANDING BROAD HUMAN RESOURCES TECHNICAL SKILLS WITH SPECIFIC STRENGTHS IN RECRUITMENT, ONBOARDING, TRAINING, COMPENSATION AND BENEFITS AS WELL AS EMPLOYEE DEVELOPMENT AND ORGANIZATIONAL DEVELOPMENT THOROUGH KNOWLEDGE OF LEGISLATION AND REGULATORY RULINGS IMPACTING HUMAN RESOURCES EXPERIENCE WITH HRIS STRONG FINANCIAL AND BUSINESS ACUMEN, AN UNDERSTANDING OF THE NEEDS OF THE BUSINESS AND THE ABILITY TO LINK POLICIES AND PROGRAMS TO THE BUSINESS OBJECTIVES STRATEGIC CAPABILITY, PROVEN CRITICAL THINKING AND PROBLEM SOLVING SKILLS POSITIVE, “CAN-DO” ATTITUDE PROVIDING AN ABILITY TO DEAL WITH CHALLENGING SITUATIONS DISPLAYS CREATIVE AND FLEXIBLE PROBLEM SOLVING SKILLS STRONG ORGANIZATIONAL SKILLS, DISCIPLINE AND ATTENTION TO DETAILS WILLING TO CHALLENGE CONVENTIONAL THINKING AND PUSH OTHERS TO GENERATE NEW IDEAS AN INDIVIDUAL OF UNQUESTIONED BUSINESS ETHICS AND PERSONAL INTEGRITY EXCELLENT VERBAL, WRITTEN AND RELATIONSHIP MANAGEMENT SKILLS, ABILITY TO INTERACT AT ALL LEVELS OF THE ORGANIZATION
WHY CHOOSE MATTR:CAREER DEVELOPMENT OPPORTUNITIESCOMPETITIVE SALARYMEDICAL, DENTAL AND VISION BENEFITS401(K) BENEFITSANNUAL BONUS PROGRAMSEXCLUSIVE DISCOUNT PROGRAMSTAFF SOCIAL EVENTSWELLNESS PROGRAMCOMPANY CELLPHONECOMPANY CREDIT CARDEDUCATIONAL SUPPORT | ['human resources', 'recruitment', 'compensation', 'training', 'data entry', 'employee relations', 'communication', 'problem solving', 'relationship management', 'organizational skills', 'creativity', 'flexibility', 'integrity', 'positive attitude', 'teamwork', 'adaptability', 'discipline', 'onboarding', 'employee development', 'HRIS', 'legislation knowledge', 'metrics analysis', 'organizational development', 'business acumen', 'performance management', 'workplace investigations', 'change management', 'exit interviews', 'job descriptions', 'SOP establishment', 'financial analysis', 'critical thinking', 'mentoring', 'leadership', 'conflict resolution', 'coaching'] |
3,899,526,643 | HR | Human Resources Generalist | OVERVIEW
THE HUMAN RESOURCES GENERALIST WILL UTILIZE THEIR KNOWLEDGE AND UNDERSTANDING OF HR PRINCIPLES TO PROVIDE SUPPORT FOR CRITICAL HR FUNCTIONS INCLUDING PERFORMANCE MANAGEMENT, EMPLOYEE RELATIONS, HR ANALYTICS, CAREER PATHING, JOB DESIGN, AND COMPLIANCE, AND POLICY AND PROCEDURE DEVELOPMENT.
RESPONSIBILITIES
ASSISTS WITH DEVELOPING AND MAINTAINING THE HR STANDARD OPERATING PROCEDURES (SOP) MASTER FILE BY DOCUMENTING PROCESSES, WORK PERFORMED, AND DATA SOURCES IN A CLEAR AND CONCISE MANNER. WORKS COLLABORATIVELY WITH MEMBERS OF THE HUMAN RESOURCES, TALENT ACQUISITION, AND LEARNING & DEVELOPMENT TEAMS TO DEVELOP ANALYTICAL SOLUTIONS WHICH SUPPORT CROSS-FUNCTIONAL BUSINESS NEEDS. CONDUCTS AUDITS AND ASSESSMENTS TO ENSURE ADHERENCE TO HR POLICIES AND PROCEDURES. ASSISTS IN THE PREPARATION OF HR-RELATED REPORTS AND AUDITS. ACTS AS A POINT OF CONTACT FOR EMPLOYEE INQUIRIES AND CONCERNS, PROVIDING GUIDANCE AND SUPPORT AS NEEDED. SUPPORTS THE PERFORMANCE EVALUATION PROCESSES BY PROVIDING GUIDANCE TO MANAGERS AND EMPLOYEES, FACILITATING PERFORMANCE DISCUSSIONS, AND ENSURING TIMELY COMPLETION OF EVALUATIONS. PROVIDES RECOMMENDATIONS FOR ENHANCING PERFORMANCE EVALUATION PROCESSES AND IDENTIFYING SKILL GAPS FOR TRAINING AND DEVELOPMENT PURPOSES. COLLABORATES WITH HIRING MANAGERS AND SENIOR LEADERSHIP TO CONDUCT JOB ANALYSIS AND EVALUATION TO UNDERSTAND THE REQUIREMENTS, RESPONSIBILITIES, AND COMPETENCIES ASSOCIATED WITH DIFFERENT ROLES WITHIN THE ORGANIZATION. DEVELOPS NEW JOB DESCRIPTIONS AND REVISES EXISTING ONES, ENSURING CLARITY REGARDING JOB DUTIES, QUALIFICATIONS, AND PERFORMANCE EXPECTATIONS. ASSISTS WITH THE DESIGN AND IMPLEMENTATION OF CAREER PATH FRAMEWORKS THAT PROVIDE CLEAR PROGRESSION OPPORTUNITIES AND DEVELOPMENT PATHWAYS. PROVIDES SUPPORT FOR COMPENSATION-RELATED PROCESSES, SUCH AS MERIT INCREASES, PROMOTIONS, AND BONUSES. MAINTAINS ACCURATE AND UP-TO-DATE RECORDS OF COMPENSATION-RELATED INFORMATION. SERVE AS A POINT OF CONTACT FOR MANAGERS REGARDING COMPENSATION-RELATED INQUIRIES AND CONCERNS. PERFORMS OTHER DUTIES AS ASSIGNED.
QUALIFICATIONS
BACHELOR’S DEGREE IN HUMAN RESOURCES, BUSINESS ADMINISTRATION, OR RELATED FIELD. MINIMUM 6 YEARS OF RELEVANT EXPERIENCE. EXCELLENT VERBAL AND WRITTEN COMMUNICATION SKILLS. STRONG ANALYTICAL SKILLS WITH AN EMPHASIS ON ATTENTION TO DETAIL AND THOROUGHNESS IN TASK COMPLETION. PROFICIENCY IN MICROSOFT OFFICE SUITE, PARTICULARLY MICROSOFT EXCEL AND POWERPOINT. DEMONSTRATED PROBLEM-SOLVING ABILITY. SELF-STARTER WITH STRONG ORGANIZATIONAL SKILLS. ABILITY TO EFFECTIVELY MANAGE MULTIPLE DEADLINES AND PRIORITIES. ABILITY TO DEVELOP AND MAINTAIN PROFESSIONAL RELATIONSHIPS. MUST BE ABLE TO WORK 8AM TO 5PM, MONDAY THROUGH FRIDAY WITH OCCASIONAL OVERTIME, AS NEEDED.
PREFERRED QUALIFICATIONS
PROFESSIONAL CERTIFICATION IN HUMAN RESOURCES (PHR, SHRM-CP, ETC.) EXPERIENCE USING DELTEK VANTAGEPOINT AND ICIMS APPLICANT TRACKING SYSTEM
ALL QUALIFIED APPLICANTS FOR PAPE-DAWSON ENGINEERS WILL RECEIVE CONSIDERATION FOR EMPLOYMENT WITHOUT REGARD TO RACE, COLOR, RELIGION, SEX, SEXUAL ORIENTATION, GENDER IDENTITY, NATIONAL ORIGIN, DISABILITY, OR STATUS AS A PROTECTED VETERAN. | ['HR principles', 'HR analytics', 'performance management', 'compliance', 'policy development', 'Microsoft Office Suite', 'job analysis', 'data documentation', 'report preparation', 'career pathing', 'performance evaluation', 'organizational skills', 'communication', 'analytical skills', 'problem solving', 'self-starter', 'relationship building', 'time management', 'collaboration', 'Deltek Vantagepoint', 'iCIMS'] |
3,901,650,285 | HR | Human Resources Manager | POSITION OVERVIEWWE ARE SEEKING AN EXPERIENCED HUMAN RESOURCES (HR) MANAGER TO JOIN OUR CLIENT'S TEAM. AS THE HR MANAGER, YOU WILL PLAY A PIVOTAL ROLE IN SHAPING THE ORGANIZATION’S SUCCESS BY OVERSEEING ALL ASPECTS OF HUMAN RESOURCES PRACTICES AND PROCESSES. YOUR RESPONSIBILITIES WILL ENCOMPASS STRATEGIC PLANNING, EMPLOYEE RELATIONS, COMPLIANCE, AND BENEFIT ADMINISTRATION, AMONG OTHER DUTIES. YOU WILL ACT AS A BUSINESS PARTNER TO THE OWNERSHIP, WHILE PROMOTING EMPLOYEE ENGAGEMENT AND PRODUCTIVITY.
KEY RESPONSIBILITIESSTRATEGIC HR PLANNING:DEVELOP AND IMPLEMENT HR STRATEGIES ALIGNED WITH OUR OVERALL BUSINESS GOALS.ENSURE THAT HR INITIATIVES SUPPORT OUR MISSION AND OBJECTIVES. EMPLOYEE RELATIONS AND COMPLIANCE:BRIDGE THE GAP BETWEEN MANAGEMENT AND EMPLOYEES BY ADDRESSING DEMANDS, GRIEVANCES, OR OTHER ISSUES.NURTURE A POSITIVE WORKING ENVIRONMENT.ENSURE COMPLIANCE WITH LABOR LAWS, REGULATIONS, AND COMPANY POLICIES. RECRUITMENT AND SELECTION:ASSIST IN MANAGING THE RECRUITMENT PROCESS. WORK WITH HIRING MANAGERS TO ALIGN ON NEEDS AND GOALS OF POSITIONS AND DEPARTMENTSBE THE “FACE OF THE FRANCHISE”. PROMOTE THE COMPANY BRAND THROUGH OUR ACTIONS. PAYROLL ADMINISTRATION AND BENEFIT MANAGEMENT:RUN PAYROLL ACCURATELY AND ON TIME.MAINTAIN PAY PLANS AND BENEFITS PROGRAMS.ADMINISTER EMPLOYEE BENEFITS, INCLUDING HEALTH INSURANCE, RETIREMENT PLANS, AND LEAVE POLICIES. PERFORMANCE MANAGEMENT:OVERSEE A PERFORMANCE APPRAISAL SYSTEM THAT DRIVES HIGH PERFORMANCE.ASSESS TRAINING NEEDS AND MONITOR TRAINING PROGRAMS. LEGAL COMPLIANCE AND REPORTING:ENSURE ADHERENCE TO LABOR LAWS AND REGULATIONS.REPORT TO MANAGEMENT USING HR METRICS.
QUALIFICATIONS AND SKILLS EXPERIENCE: PROVEN WORKING EXPERIENCE AS AN HR MANAGER OR IN A SIMILAR HR EXECUTIVE ROLE.TOTAL EXPERIENCE: BETWEEN 7 AND 15 YEARS, IN AN HR CAPACITYDEGREE: BACHELOR’S DEGREE HIGHLY PREFERREDSHRM CERTIFICATION PREFERRED
SKILLS:STRONG UNDERSTANDING OF HR STRATEGIES, SYSTEMS, AND PROCEDURES.EXCELLENT COMMUNICATION AND INTERPERSONAL SKILLS.ABILITY TO HANDLE EMPLOYEE RELATIONS AND CONFLICT RESOLUTION.FAMILIARITY WITH PAYROLL PROCESSES AND BENEFIT ADMINISTRATION.KNOWLEDGE OF LEGAL COMPLIANCE IN HUMAN RESOURCE MANAGEMENT. | ['HR strategies', 'employee relations', 'compliance', 'benefit administration', 'payroll processes', 'performance management', 'recruitment and selection', 'conflict resolution', 'communication', 'interpersonal skills', 'strategic planning', 'problem solving', 'employee engagement', 'teamwork', 'HR metrics', 'HR systems', 'SHRM certification'] |
3,900,082,118 | HR | Human Resources Co-Op - Summer 2024 | JOB DESCRIPTION
JOB SUMMARY:
A MENTORSHIP EXPERIENCE THAT GIVES A STUDENT AN OPPORTUNITY TO APPLY CLASSROOM KNOWLEDGE IN A BUSINESS ENVIRONMENT. THIS CO-OP WILL GAIN PRACTICAL EXPERIENCE TO DEVELOP HUMAN RESOURCES KNOWLEDGE IN RECRUITING, ONBOARDING, BENEFITS, COMPENSATION, SAFETY, COMPLIANCE, EMPLOYEE RELATIONS AND ORGANIZATIONAL DEVELOPMENT AND LEARNING. DEPENDING ON EXPERIENCE LEVEL, THEY WILL BE GIVEN OPPORTUNITIES TO LEAD THEIR OWN PROJECTS.
ESSENTIAL/PRIMARY DUTIES:
SUPPORTS THE RECRUITING/ONBOARDING PROCESS INCLUDING SCREENING RESUMES, SCHEDULING INTERVIEWS, CONDUCTING PHONE INTERVIEWS AND MAKING OFFERS AUDITING AND CORRECTING DISCREPENCIES BETWEEN HR SYSTEMS SET UP CAREER FAIRS AND ATTEND AS NEEDED SUPPORTS THE CO-OP AND INTERN PROGRAMS ASSIST WITH HR PROJECTS AND ADMINISTRATION
SECONDARY DUTIES:
N/A
EDUCATION AND/OR EXPERIENCE:
ENROLLMENT IN A 4 YEAR ACCREDITED DEGREE PROGRAM, WORKING TOWARDS A BS IN HR/BUSINESS OR OTHER APPLICABLE DEGREE. MUST BE A SOPHOMORE, JUNIOR OR SENIOR STATUS.
COMPETENCY/SKILL REQUIREMENTS:
MUST POSSESS WORKING KNOWLEDGE AND EXPERIENCE WITH MICROSOFT OFFICE PROGRAMS ABILITY TO RELATE TECHNICAL KNOWLEDGE TO JOB-RELATED DUTIES. DEMONSTRATED ABILITY TO SOLVE PROBLEMS AND MAKE DECISIONS INDEPENDENTLY. STRONG PROBLEM SOLVING SKILLS ABILITY TO WORK THROUGH CHANGE AND RESISTANCE STRONG RELATIONSHIP BUILDING SKILLS FLEXIBLE, MULTI-TASKED, ORGANIZED, DETAIL ORIENTED AND ABLE TO QUICKLY ACT UNDER PRESSURE AND MEET DEADLINES PROCESS ORIENTED, PROACTIVE AND CUSTOMER-FOCUSED EXCELLENT COMMUNICATION (WRITTEN/VERBAL) AND INTERPERSONAL SKILLS
ABOUT US
FOUNDED IN 1915, MIDMARK CORPORATION IS THE ONLY COMPANY TRANSFORMING HEALTHCARE EXPERIENCES THROUGH INNOVATIVE DESIGN WITHIN THE MEDICAL, DENTAL AND ANIMAL HEALTH ENVIRONMENTS. WITH MORE THAN 2,200 TEAMMATES WORLDWIDE, MIDMARK FOCUSES ON HARMONIZING SPACE, TECHNOLOGY AND WORKFLOWS, CREATING A BETTER EXPERIENCE FOR CAREGIVERS AND PATIENTS AT THE POINT OF CARE. THE MIDMARK HEADQUARTERS AND INNOVATION HUB ARE LOCATED IN VERSAILLES, OHIO, WHICH IS ALSO HOME TO THE MIDMARK EXPERIENCE CENTER, DESIGN CENTER, TECHNOLOGY CENTER AND OUR LARGEST MANUFACTURING FACILITY. MIDMARK MAINTAINS ELEVEN ADDITIONAL LOCATIONS IN THE UNITED STATES, INCLUDING FOUR INNOVATION HUBS, AND HAS SUBSIDIARIES IN INDIA AND ITALY.
EO/AA EMPLOYER MINORITIES/FEMALES/PROTECTED VETERANS/DISABLED | ['Recruiting', 'Onboarding', 'Employee Relations', 'Problem Solving', 'Communication', 'Interpersonal Skills', 'Relationship Building', 'Multi-tasking', 'Organization', 'Customer Focused', 'Ability to Work Under Pressure', 'Microsoft Office', 'Organizational Development', 'Project Management', 'Compliance', 'Benefits Administration', 'Compensation Management', 'Flexibility', 'Detail-oriented'] |
3,894,947,629 | HR | Human Resources Manager | IF YOU ARE A FORWARD THINKING HR PROFESSIONAL WITH A PASSION FOR CREATING A POSITIVE AND ENGAGING WORK ENVIRONMENT, WE INVITE YOU TO APPLY NOW FOR THE HUMAN RESOURCES MANAGER POSITION!
QUALIFICATIONS
BACHELOR’S DEGREE OR MINIMUM 4 YEARS HR EXPERIENCESTRONG AND EFFECTIVE COMMUNICATION SKILLSABILITY TO INTERPRET AND ADVISE ACCORDING TO EMPLOYMENT LAWS OF JURISDICTIONABILITY TO COMMUNICATE EFFECTIVELY WITH THE PUBLIC AND OTHER TEAM MEMBERSSTRONG EMPLOYMENT LAW, RECRUITING AND RETENTION BACKGROUND A MUSTEXPERIENCE WITH AFFIRMATIVE ACTION HELPFULABILITY TO MANAGE A DIVERSIFIED WORKFORCEDEMONSTRATES A HIGH DEGREE OF CONFIDENTIALITY AND COMMON SENSEABILITY TO WORK IN A STRESSFUL ENVIRONMENT AND REMAIN FLEXIBLE TO CONSTANT CHANGE
THE POST HUMAN RESOURCES MANAGER APPEARED FIRST ON COMPLETE STAFFING SOLUTIONS. | ['employment law', 'recruiting', 'retention', 'HR experience', 'communication', 'confidentiality', 'flexibility', 'stress management', 'teamwork', 'affirmative action'] |
3,901,939,857 | HR | Human Resources Generalist | AT CATAPULT, WE ARE HELPING OUR MEMBER, THE NORTH CAROLINA HOUSING FINANCE AGENCY, HIRE A HUMAN RESOURCES GENERALIST. THIS POSITION IS AN OPTIONAL HYBRID OR REMOTE ROLE BUT YOU MUST BE A NC RESIDENT WITHIN COMMUTING DISTANCE TO RALEIGH, NC. INITIALLY, THE HR GENERALIST MAY NEED TO COME IN THE OFFICE MORE TO GET ACCLIMATED TO THE ROLE/AGENCY.
ABOUT THE AGENCY:THE NORTH CAROLINA HOUSING FINANCE AGENCY IS A SELF-SUPPORTING PUBLIC AGENCY THAT PROVIDES SAFE, AFFORDABLE HOUSING OPPORTUNITIES TO ENHANCE THE QUALITY OF LIFE OF NORTH CAROLINIANS. IF YOU’RE PASSIONATE ABOUT CHANGING LIVES AND PUTTING QUALITY HOUSING WITHIN THE REACH OF EVERY NORTH CAROLINIAN, WE WOULD LOVE TO HEAR FROM YOU!
ABOUT THE POSITION:WE ARE SEEKING A HUMAN RESOURCES GENERALIST WHO WILL BE RESPONSIBLE FOR BENEFITS ADMINISTRATION; EMPLOYEE ONBOARDING AND OFF-BOARDING; RECRUITING; AND ADMINISTRATION OF FMLA, FLSA, AND WORKERS’ COMPENSATION. THIS ROLE IS EXPECTED TO INTERPRET AND ENSURE THE UNIFORM APPLICATION OF HUMAN RESOURCES POLICIES, PROCEDURES, AND BENEFITS. RESPONSIBLE FOR CREATING AND DELIVERING EMPLOYEE TRAINING ENSURING COMPLIANCE OF STATE AND FEDERAL LAWS AS WELL AS AGENCY POLICY. THIS POSITION WORKS CLOSELY WITH THE HR MANAGER IN THE DAY-TO-DAY OPERATION AND ADMINISTRATION OF HUMAN RESOURCES, ENSURING THE DELIVERY OF STRONG AND EFFECTIVE INTERNAL CUSTOMER SERVICE.
ESSENTIAL FUNCTIONS:• ADMINISTERS ALL EMPLOYEE BENEFIT PROGRAMS, PROCESSES LIFE CHANGES, RESPONDS TO BENEFIT INQUIRIES FROM EMPLOYEES, ASSISTS WITH OPEN ENROLLMENT, AND RECONCILES BENEFIT INVOICES TO ENSURE ACCURACY AND RESOLVE ISSUES.• FACILITATES ALL PHASES OF THE RECRUITMENT PROCESS, COLLABORATING WITH HIRING MANAGERS TO IDENTIFY NECESSARY SKILLS AND COMPETENCIES REQUIRED FOR OPENINGS.• RESPONSIBLE FOR THE ON-BOARDING AND OFF-BOARDING PROCESSES FOR THE AGENCY.• PROCESSES AND ADMINISTERS ALL LEAVE OF ABSENCE AND DISABILITY REQUESTS: MEDICAL, DISABILITY, FMLA, ADA. EFFECTIVELY INTERPRETS RELEVANT EMPLOYMENT LAWS AS THEY RELATE TO LEAVE OF ABSENCE/DISABILITY.• PROCESSES TIMESHEETS ENSURING COMPLIANCE WITH THE FAIR LABOR STANDARDS ACT AND AGENCY POLICIES.• ASSISTS WITH IDENTIFYING TRAINING NEEDS FOR DEPARTMENTS AND INDIVIDUALS. DESIGNS AND CONDUCTS TRAINING. SOURCES EXTERNAL TRAINING PARTNERS AND SCHEDULES TRAINING AS-NEEDED.• MONITORS THE PERFORMANCE MANAGEMENT PROCESS TO ENSURE PERFORMANCE REVIEWS ARE CONDUCTED IN A TIMELY AND EFFECTIVE MANNER. ASSISTS WITH COACHING AND TRAINING MANAGERS ON PERFORMANCE MANAGEMENT DISCUSSIONS.• PROCESSES WORKERS COMPENSATION CLAIMS.• ENSURES THE UNIFORM APPLICATION OF HUMAN RESOURCES POLICIES, PROCEDURES, AND BENEFITS, AND PROPER HANDING / FILING OF RESTRICTED MATERIAL ACCORDING TO AGENCY RETENTION POLICY.• OTHER DUTIES AS ASSIGNED. EDUCATION & EXPERIENCEA BACHELOR’S DEGREE FROM AN APPROPRIATELY ACCREDITED INSTITUTION IN HUMAN RESOURCES, BUSINESS, OR RELATED AREA, AND TWO YEARS OF PROGRESSIVE EXPERIENCE IN HUMAN RESOURCES OR AN EQUIVALENT COMBINATION OF EDUCATION AND EXPERIENCE WILL BE CONSIDERED. SHRM-CP OR PHR CERTIFICATION PREFERRED KNOWLEDGE, SKILLS, & ABILITIESKNOWLEDGE OF STATE AND FEDERAL EMPLOYMENT LAWS / REGULATIONS, BENEFITS ADMINISTRATION AND RECRUITMENT. INTERMEDIATE KNOWLEDGE OF MICROSOFT WORD, EXCEL AND POWERPOINT; AND BASIC KNOWLEDGE OF E-MAIL AND INTERNET USAGE IS REQUIRED. SUPERIOR COMMUNICATION SKILLS; STRONG ATTENTION TO DETAIL; STRONG INTERPERSONAL SKILLS; FAMILIARITY WITH, INCLUDING, BUT NOT LIMITED TO: COBRA, HIPAA, FLSA, ERISA, FMLA, ADA, WORKERS’ COMPENSATION REQUIRED. | ['benefits administration', 'employee onboarding', 'recruiting', 'FMLA', 'performance management', 'communication', 'attention to detail', 'interpersonal skills', 'training and development', 'customer service', 'problem solving', 'FLSA', "workers' compensation", 'employment laws', 'Microsoft Word', 'Microsoft Excel', 'Microsoft PowerPoint', 'COBRA', 'HIPAA', 'ERISA', 'ADA'] |
3,905,297,142 | HR | Human Resources Specialist 1/Trainee 1/2 - HELPS | MINIMUM QUALIFICATIONS
FOR APPOINTMENT TO HUMAN RESOURCES SPECIALIST TRAINEE 1:
REACHABLE FOR APPOINTMENT ON CURRENT CIVIL SERVICE ELIGIBLE LIST USED FOR FILLING THIS TITLE; OR ONE YEAR OF PERMANENT, COMPETITIVE CLASS SERVICE IN A TITLE ELIGIBLE FOR TRANSFER UNDER SECTION 52.6 OR 70.1 OF THE CIVIL SERVICE LAW. EXAMPLES OF ELIGIBLE TITLES INCLUDE, BUT ARE NOT LIMITED TO:
ADMINISTRATIVE ASSISTANT 1/2, PROGRAM AIDE, OFFICE ASSISTANT 3, OFFICE ASSISTANT 3 (CALCULATIONS), OFFICE ASSISTANT 3 (HUMAN RESOURCES); OR
A BACHELOR'S DEGREE OR HIGHER.
FOR APPOINTMENT TO HUMAN RESOURCES SPECIALIST TRAINEE 2
A BACHELOR'S DEGREE AND ONE YEAR OF PROFESSIONAL HUMAN RESOURCES EXPERIENCE; OR MASTER'S OR HIGHER DEGREE IN A RELATED FIELD.
FOR APPOINTMENT TO HUMAN RESOURCES SPECIALIST 1
ONE YEAR OF PERMANENT, COMPETITIVE CLASS SERVICE AS A HUMAN RESOURCES SPECIALIST 1; OR ONE YEAR OF PERMANENT, COMPETITIVE CLASS SERVICE IN A TITLE ELIGIBLE FOR TRANSFER UNDER SECTION 52.6 OR 70.1 OF THE CIVIL SERVICE LAW. EXAMPLES OF ELIGIBLE TITLES INCLUDE, BUT ARE NOT LIMITED TO:
ADMNV SPECIALIST 1, BUSINESS SYSTEMS ANALYST 1, SENR ADMNV ANALYST, SENR BUDGETING ANALYST; OR
A BACHELOR'S DEGREE AND 2 YEARS OF PROFESSIONAL HUMAN RESOURCES EXPERIENCE; OR MASTER'S OR HIGHER DEGREE IN A RELATED FIELD AND 1 YEAR OF PROFESSIONAL HUMAN RESOURCES EXPERIENCE.CANDIDATES WHO ARE ACTIVE ON THE MOST RECENT PROFESSIONAL CAREER OPPORTUNITIES EXAMINATION LIST ARE ENCOURAGED TO APPLY.
DUTIES DESCRIPTION
HUMAN RESOURCES SPECIALIST 1/TRAINEE 1/2 WILL SERVE INTERNAL AND EXTERNAL CUSTOMERS AND PERFORM DUTIES RELATED TO THE AREAS ASSIGNED. THEY WILL ASSIST THE LEAVE UNIT IN ADMINISTERING VARIOUS TYPES OF LEAVE WHICH INCLUDE: MEDICAL LEAVE, CHILDCARE LEAVE, FMLA, ETC. THEY WILL ALSO BE RESPONSIBLE FOR COVERING AND MONITORING UNIT MAILBOXES, SETTING UP EMPLOYEES IN ORACLE, ONBOARDING NEW EMPLOYEES, WORKING IN LATS, AND OTHER SPECIAL PROJECTS AS NEEDED.
ADDITIONAL COMMENTS
NYSIF HAS A TELECOMMUTING PROGRAM.
THIS POSITION MAY BE DESIGNATED 55 B/C AND IS SUBJECT TO VERIFICATION OF APPLICANT ELIGIBILITY.
THIS TITLE IS PART OF THE NEW YORK HIRING FOR EMERGENCY LIMITED PLACEMENT STATEWIDE PROGRAM (NY HELPS).
FOR THE DURATION OF THE NY HELPS PROGRAM, THIS TITLE MAYBE FILLED VIA A NON-COMPETITIVE APPOINTMENT, WHICH MEANS NO EXAMINATION IS REQUIRED BUT ALL CANDIDATES MUST MEET THE MINIMUM QUALIFICATIONS OF THE TITLE FOR WHICH THEY APPLY. AT THIS TIME, AGENCIES MAY RECRUIT AND HIRE EMPLOYEES BY MAKING TEMPORARY APPOINTMENTS. IN MAY 2024, IF A TEMPORARY NY HELPS EMPLOYEE IS SATISFACTORILY PERFORMING IN THE POSITION, THE APPOINTMENT WILL BE CHANGED FROM TEMPORARY PENDING CIVIL SERVICE COMMISSION ACTION TO PERMANENT NON-COMPETITIVE AND THE OFFICIAL PROBATIONARY PERIOD WILL BEGIN.
AT A FUTURE DATE (WITHIN ONE YEAR OF PERMANENT APPOINTMENT), IT IS EXPECTED EMPLOYEES HIRED UNDER NY HELPS WILL HAVE THEIR NON-COMPETITIVE EMPLOYMENT STATUS CONVERTED TO COMPETITIVE STATUS, WITHOUT HAVING TO COMPETE IN AN EXAMINATION. EMPLOYEES WILL THEN BE AFFORDED WITH ALL OF THE SAME RIGHTS AND PRIVILEGES OF COMPETITIVE CLASS EMPLOYEES OF NEW YORK STATE. WHILE SERVING PERMANENTLY IN A NY HELPS TITLE, EMPLOYEES MAY TAKE PART IN ANY PROMOTION EXAMINATION FOR WHICH THEY ARE QUALIFIED.
THE NEW YORK STATE INSURANCE FUND (NYSIF) WAS ESTABLISHED IN 1914 AS PART OF THE ORIGINAL ENACTMENT OF THE NEW YORK STATE WORKERS’ COMPENSATION LAW. NYSIF'S MISSION IS TO GUARANTEE THE AVAILABILITY OF WORKERS’ COMPENSATION INSURANCE AT THE LOWEST POSSIBLE COST TO NEW YORK EMPLOYERS AND TO PROVIDE TIMELY, APPROPRIATE INDEMNITY AND MEDICAL PAYMENTS TO INJURED WORKERS, WHILE MAINTAINING A SOLVENT FUND. SINCE INCEPTION, NYSIF HAS FULFILLED THE DUAL ROLES FOR WHICH IT WAS CREATED: TO COMPETE WITH OTHER CARRIERS TO ENSURE A FAIR MARKETPLACE AND TO BE A GUARANTEED SOURCE OF COVERAGE FOR EMPLOYERS WHO CANNOT SECURE COVERAGE ELSEWHERE.
NYSIF IS THE LARGEST WORKERS’ COMPENSATION CARRIER IN NEW YORK STATE AND AMONG THE TOP TEN LARGEST WORKERS’ COMPENSATION CARRIERS IN THE NATION, INSURING APPROXIMATELY 131,000 POLICYHOLDERS, WITH MORE THAN $1.6 BILLION IN ANNUAL EARNED PREMIUM AND OVER $22 BILLION IN ASSETS. A SELF-SUPPORTING INSURANCE CARRIER, NYSIF OPERATES WITHOUT TAXPAYER FUNDING.
IN ADDITION TO WORKERS’ COMPENSATION INSURANCE, NYSIF PROVIDES DISABILITY BENEFITS COVERAGE FOR OFF-THE-JOB INJURIES TO MORE THAN 57,500 NEW YORK EMPLOYERS. IN 2018, NYSIF ADDED PAID FAMILY LEAVE AS A COMPONENT OF ITS DISABILITY BENEFITS PRODUCT, PROVIDING NEW YORKERS WITH JOB-PROTECTED, PAID TIME AWAY FROM WORK TO CARE FOR THEIR FAMILIES.
NYSIF COMMITMENT TO DIVERSITY, EQUITY, AND INCLUSION
THE NEW YORK STATE INSURANCE FUND (NYSIF) PRIORITIZES AND CHAMPIONS DIVERSITY, EQUITY, AND INCLUSION (DEI) THROUGHOUT OUR AGENCY. NYSIF PROVIDES EQUAL OPPORTUNITIES TO ALL EMPLOYEES AND APPLICANTS FOR EMPLOYMENT WITHOUT REGARD TO RACE, RELIGION, COLOR, AGE, SEX, NATIONAL ORIGIN, SEXUAL ORIENTATION, GENDER IDENTITY, DISABILITY, VETERAN STATUS, OR ANY OTHER PROTECTED CATEGORY UNDER FEDERAL, STATE, AND LOCAL LAW. WE BELIEVE THAT EMBRACING OUR DIFFERENCES BRINGS RICHNESS, NEW IDEAS AND EXPERIENCES TO NYSIF, WHICH ENERGIZES A CREATIVE AND INNOVATIVE WORK ENVIRONMENT. WE STRIVE TO FOSTER A WORKPLACE WHERE DIVERSE INDIVIDUALS ARE ABLE TO PARTICIPATE FULLY IN THE DECISION-MAKING PROCESS AND HAVE AMPLE OPPORTUNITY FOR ADVANCEMENT. WE ARE COMMITTED TO INVESTING THE NECESSARY RESOURCES AND ATTENTION TO IMPROVING THE ENGAGEMENT, RETENTION, AND PROMOTION OF THE EXTRAORDINARY TALENT WE HAVE.
#NYSIF
| ['Human Resources Management', 'Onboarding', 'Leave Administration', 'Data Entry', "Bachelor's Degree", 'Professional Human Resources Experience', 'Customer Service', 'Communication', 'Teamwork', 'Problem Solving', 'Attention to Detail', 'Adaptability', 'Diversity and Inclusion Awareness', 'Oracle', 'LATS (Leave and Time System)'] |
3,902,829,415 | HR | Human Resources Manager | WHO ARE WEHONEYWELL IS A FORTUNE 100 COMPANY THAT INVENTS AND MANUFACTURES TECHNOLOGIES TO ADDRESS CRITICAL CHALLENGES LINKED TO GLOBAL MACROTRENDS SUCH AS SAFETY, SECURITY, PRODUCTIVITY, GLOBAL URBANIZATION AND ENERGY. WITH APPROXIMATELY 129,000 EMPLOYEES WORLDWIDE, INCLUDING MORE THAN 19,000 ENGINEERS AND SCIENTISTS, HONEYWELL HAS AN UNRELENTING FOCUS ON QUALITY, DELIVERY, VALUE, AND TECHNOLOGY IN EVERYTHING THEY MAKE AND DO. HONEYWELL HAS BEEN NAMED A TOP 100 GLOBAL INNOVATOR FOR SEVEN YEARS IN A ROW, RECOGNIZING THE COMPANY’S GLOBAL REACH OF PORTFOLIO AND INVENTION INFLUENCE. IN KANSAS CITY, HONEYWELL FEDERAL MANUFACTURING & TECHNOLOGIES (FM&T) MANAGES AND OPERATES THE U.S. DEPARTMENT OF ENERGY/NATIONAL NUCLEAR SECURITY ADMINISTRATION’S (NNSA) KANSAS CITY NATIONAL SECURITY CAMPUS. THIS STATE-OF-THE-ART ENGINEERING, MANUFACTURING AND SOURCING FACILITY PRODUCES A WIDE ARRAY OF INTRICATE COMPONENTS TO DELIVER TRUSTED NATIONAL SECURITY PRODUCTS AND GOVERNMENT SERVICES PRIMARILY FOR THE NNSA. HONEYWELL FM&T’S CULTURE OF INTEGRITY, COMMITMENT AND CONTINUOUS IMPROVEMENT ENABLES THEM TO DELIVER RESPONSIVE, COLLABORATIVE AND INNOVATIVE MANAGEMENT AND TECHNOLOGY SERVICES AND PRODUCTS THAT TRANSLATE INTO CUTTING EDGE SOLUTIONS TO COMPLEX NATIONAL SECURITY ISSUES. THIS IS A HYBRID ROLE LOCATED OUT OF OUR KANSAS CITY, MO LOCATION AND DOES REQUIRE US CITIZENSHIP.
THIS ROLE WILL LEAD HR STRATEGIES WITH CROSS-FUNCTIONAL TEAMS AND LEADERS TO BROKER HR SERVICES AND ACTIVELY ENGAGE IN TALENT ACQUISITION, ORGANIZATIONAL DEVELOPMENT, TALENT MANAGEMENT, COACHING AND DIRECT EMPLOYEE INTERACTION AND EMPLOYEE RELATIONS ISSUES. THIS ROLE WILL PROVIDE EXPERTISE AND SUPPORT OF COMPLEX INITIATIVES AND RESOLVE DIVERSE BUSINESS ISSUES. SELECTED CANDIDATES WILL BUILD UPON AND RELY ON THEIR HR FUNCTIONAL EXPERTISE AND EFFECTIVENESS TO ALIGN CRITICAL HR PRINCIPLES WITH BUSINESS OBJECTIVES. THIS ROLE MAY ACT AS A MANAGER FOR ONE TO THREE HR GENERALISTS.
PROVIDE HR SUPPORT FOR THE BUSINESS WHILE PARTNERING WITH CROSS-FUNCTIONAL TEAMS AND LEADERS AND LEVERAGING HR FUNCTIONAL EXPERTISE TO SUPPORT CRITICAL HUMAN RESOURCES OBJECTIVES.ACTS AS A HR LIAISON TO DIVISIONAL AND DEPARTMENT UNITS. RESOLVES COMPLEX ISSUES RELATED TO THE DEVELOPMENT AND IMPLEMENTATION OF HR PROCESSES, ENSURING COMPLIANCE WITH STATE AND FEDERAL LAWS AND REGULATIONS. MAY ACT AS HUMAN RESOURCES PROJECT LEADER ON SPECIAL PROJECTS/PROGRAMS.BUILD A WORKFORCE THAT CREATES A COMPETITIVE ADVANTAGE BY RECRUITING, DEVELOPING AND RETAINING TOP TALENT.DRIVE CONTINUOUS IMPROVEMENT AND LEAD CHANGE IN A PREMIERE HR ORGANIZATION. RESOLVES COMPLEX ISSUES RELATED TO DEVELOPMENT AND IMPLEMENTATION OF HR PROCESSES.PROVIDES LEADERSHIP AND MENTORING FOR OTHER HR STAFF MEMBERS.PROVIDES A BROAD RANGE OF HR SUPPORT INCLUDING CHANGE MANAGEMENT, LEADER EFFECTIVENESS, ORGANIZATIONAL DESIGN, EMPLOYEE ENGAGEMENT, AND EMPLOYEE RELATIONS. APPLIES UNDERSTANDING OF COMPENSATION PRINCIPLES, CONCEPTS AND STANDARDS; PLAYING A ROLE IN SALARY AND INCENTIVE COMPENSATION PLANNING FOR THE BUSINESS.REVIEWS COMPLAINTS AND LEADS INVESTIGATIONS TO INCLUDE RECOMMENDING CLOSURE ACTIONS. INVESTIGATES AND PARTICIPATES IN RESOLUTION OF ALLEGATIONS OF DISCRIMINATION, SEXUAL HARASSMENT, UNFAIR TREATMENT, ETC.COACHES AND COUNCILS EMPLOYEES AND MANAGEMENT ON MULTIPLE TOPICS, INCLUDING CAREER PLANNING AND DEVELOPMENT AND GUIDES MANAGEMENT IN IDENTIFYING HIGH POTENTIAL CANDIDATES.SUPPORTS AN ENVIRONMENT THAT VALUES DIVERSITY, INCLUSION, EQUALITY, AND ACCEPTANCE.MAY PERFORM OTHER DUTIES AS REQUIRED.
YOU MUST HAVEMINIMUM OF SEVEN YEARS HUMAN RESOURCES EXPERIENCE WITH DEMONSTRATED PROJECT LEADERSHIP AND EMPLOYEE RELATIONS EXPERIENCE.BACHELOR'S DEGREE REQUIRED - PREFER IN AN APPROPRIATE FIELD SUCH AS HUMAN RESOURCES, ORGANIZATIONAL BEHAVIOR, BUSINESS ADMINISTRATION AND/OR A MASTER'S DEGREE.ABILITY TO TRAVEL UP TO 10% OF THE TIME.ABILITY TO WORK REMOTE, HYBRID, OR ON-SITE AS DIRECTED BY MANAGEMENT AND IS DETERMINED BY THE NEEDS OF THE BUSINESS.ABILITY TO RECEIVE DOE SECURITY CLEARANCE.
WE VALUEPRIOR EXPERIENCE IN A HUMAN RESOURCES GENERALIST ROLE WITH HISTORY OF EFFECTIVELY RESOLVING EMPLOYEE RELATION ISSUES AND A STRONG UNDERSTANDING OF THE PROCESSES AND CYCLES OF CLIENT SUPPORT.DEMONSTRATED EXPERTISE IN EFFECTIVE INTERPERSONAL SKILLS INCLUDING INTERVIEWING, COUNSELING, AND GROUP PRESENTATIONS. EXCELLENT WRITTEN AND VERBAL COMMUNICATION SKILLS. DEMONSTRATED LEADERSHIP SKILLS INCLUDING THE ABILITY TO INFLUENCE AT VARYING LEVELS ACROSS THE ORGANIZATION AND WORK EFFECTIVELY WITH ALL LEVELS OF EMPLOYEES.ABLE TO HANDLE MULTIPLE PRIORITIES AND NAVIGATE IN A HIGHLY MATRIXED ENVIRONMENT FINDING THE CORRECT BALANCE BETWEEN DEMAND AND CAPACITY WHEN ESTABLISHING PRIORITIES FOR THE ORGANIZATION.WORKING KNOWLEDGE OF GOVERNMENT LAWS, REGULATIONS, AND LEGAL DECISIONS AFFECTING EMPLOYMENT.ABLE TO BE AGILE AND COURAGEOUS WHILE MAINTAINING A HIGH LEVEL OF EMOTIONAL INTELLIGENCE.ABLE TO EFFECTIVELY COLLABORATE WITH ALL HR COES AND BUSINESS UNITS.
HONEYWELL IS AN EQUAL OPPORTUNITY EMPLOYER. QUALIFIED APPLICANTS WILL BE CONSIDERED WITHOUT REGARD TO AGE, RACE, CREED, COLOR, NATIONAL ORIGIN, ANCESTRY, MARITAL STATUS, AFFECTIONAL OR SEXUAL ORIENTATION, GENDER IDENTITY OR EXPRESSION, DISABILITY, NATIONALITY, SEX, RELIGION, OR VETERAN STATUS. IF YOU REQUIRE A REASONABLE ACCOMMODATION TO SUBMIT AN APPLICATION, PLEASE SEND AN EMAIL TO OUR REASONABLE ACCOMMODATION SUPPORT TEAM. | ['human resources', 'employee relations', 'talent acquisition', 'organizational development', 'change management', 'compensation principles', 'project leadership', 'government laws and regulations', 'data analysis', 'communication', 'leadership', 'interpersonal skills', 'problem solving', 'collaboration', 'emotional intelligence', 'agility', 'mentoring', 'prioritization'] |
3,894,288,438 | HR | Senior Human Resources Specialist | ABOUT US BAIN & COMPANY IS A GLOBAL CONSULTANCY THAT HELPS THE WORLD’S MOST AMBITIOUS CHANGE MAKERS DEFINE THE FUTURE.ACROSS 65 CITIES IN 40 COUNTRIES, WE WORK ALONGSIDE OUR CLIENTS AS ONE TEAM WITH A SHARED AMBITION TO ACHIEVE EXTRAORDINARY RESULTS, OUTPERFORM THE COMPETITION, AND REDEFINE INDUSTRIES. WE COMPLEMENT OUR TAILORED, INTEGRATED EXPERTISE WITH A VIBRANT ECOSYSTEM OF DIGITAL INNOVATORS TO DELIVER BETTER, FASTER, AND MORE ENDURING OUTCOMES. OUR 10-YEAR COMMITMENT TO INVEST MORE THAN $1 BILLION IN PRO BONO SERVICES BRINGS OUR TALENT, EXPERTISE, AND INSIGHT TO ORGANIZATIONS TACKLING TODAY’S URGENT CHALLENGES IN EDUCATION, RACIAL EQUITY, SOCIAL JUSTICE, ECONOMIC DEVELOPMENT, AND THE ENVIRONMENT. WE EARNED A PLATINUM RATING FROM ECOVADIS, THE LEADING PLATFORM FOR ENVIRONMENTAL, SOCIAL, AND ETHICAL PERFORMANCE RATINGS FOR GLOBAL SUPPLY CHAINS, PUTTING US IN THE TOP 1% OF ALL COMPANIES. SINCE OUR FOUNDING IN 1973, WE HAVE MEASURED OUR SUCCESS BY THE SUCCESS OF OUR CLIENTS, AND WE PROUDLY MAINTAIN THE HIGHEST LEVEL OF CLIENT ADVOCACY IN THE INDUSTRY.
WHO YOU WILL WORK WITHYOU WILL, AS A MEMBER OF THE TEXAS HR TEAM, THE HR SR. SPECIALIST, ACTS AS AN HR BUSINESS PARTNER FOR THE HOUSTON OFFICE AND ASSIGNED EMPLOYEE COHORTS ACROSS ALL OFFICES OF THE TEXAS OFFICE SYSTEM IN HOUSTON, DALLAS AND AUSTIN. THE SR. SPECIALIST WILL BE THE PRIMARY POINT OF CONTACT FOR SPECIFIC HR PROGRAMS, TASKS & INITIATIVES, ESCALATING HIGH PRIORITY ITEMS TO THE MANAGER AND DIRECTOR AS NECESSARY. THE PROGRAMS ARE IMPORTANT PIECES OF BAIN’S EMPLOYEE VALUE PROPOSITION, THUS A FOCUS ON CUSTOMER SERVICE, ATTENTION TO DETAIL AND STRONG COMMUNICATION IS CRITICAL IN THE EXECUTION OF THESE PROGRAMS. THE HR SR. SPECIALIST ACTIVELY COLLABORATES WITH THE BROADER TEXAS HR & PROGRAM MANAGEMENT TEAM, CENTERS OF EXCELLENCE (COE), SHARED SERVICES CENTER (SSC), AMERICAS REGIONAL TALENT TEAM AND BROADER OFFICE LEADERSHIP.
WHAT YOU’LL DOADMINISTER HR PROGRAMS RELATED TO PEOPLE MOVEMENT LIKE TRANSFERS, EXTERNSHIPS, & LOAS O RESPONSIBLE TO DISCUSS OPTIONS, POLICIES, AND DEADLINES WITH EMPLOYEESO YOU WILL OVERSEE TRANSFERS FOR ASSIGNED POPULATIONSO YOU WILL WORK WITH SSC TO ENSURE LOA AND EXTERNSHIP PAPERWORK IS COMPLETED AND INFORMATION IS ENTERED INTO WORKDAY
PROVIDE PERFORMANCE EVALUATION AND PROMOTION PROCESS SUPPORT INCLUDING:O PARTNER WITH PROGRAM MANAGEMENT TEAM FOR RELEVANT COHORTS ON SUPPORTING THE RATINGS AND CALIBRATION PROCESS AND SUPPORT COORDINATION OF PROMOTION COMMITTEES AT SM TENURE LEVELO YOU WILL, FOR THOSE MEMBERS IN A PERFORMANCE WATCH/UNDERPERFORMANCE SITUATION, ENSURE CHECK INS ARE OCCURRING AND PERFORMANCE MANAGEMENT PROCESSES ARE HAPPENINGO YOU WILL CREATE AND DELIVER UNDERPERFORMANCE AND RE-TENURE MEMOS AND MESSAGINGO YOU WILL WORK WITH PM TO HANDLE TRICKY PERFORMANCE MANAGEMENT SITUATIONS AND PROVIDE RECOMMENDATIONS AS NECESSARY, WITH OVERSIGHT FROM MANAGER AS NEEDEDO YOU WILL OWN HR LOGISTICS FOR PROMOTION PROCESSES ENSURING COMMUNICATIONS, COLLABORATION WITH SSC AND IMPORTANT DEADLINES ARE BEING MET
MANAGE DEPARTURES & TRANSITION PROGRAM FOR ASSIGNED POPULATIONSO DISCUSS WITH EMPLOYEES THE OPTIONS AVAILABLE, RESOURCES, AND WHAT TO EXPECT/NEXT STEPSO YOU WILL CONDUCT EXIT INTERVIEWS AND CALCULATE DEPARTURE BONUSESO YOU WILL GENERATE, PROCESS, AND TRACK PAPERWORK AS WELL AS ENSURE LOCAL TEAMS ARE NOTIFIED SUCH AS TSG/OFFICE SERVICES/PAYROLL/BCA/FINANCE WHEN PROCESSING DEPARTURESO YOU WILL WORK WITH SSC TO ENSURE DEPARTURE INFORMATION AND DOCUMENTATION IS ENTERED INTO WORKDAY
SUPPORT COMPENSATION PROCESSES FOR ASSIGNED POPULATIONSO YOU WILL REVIEW MONTHLY INDIVIDUALIZED PROGRESSION/CLICK-UP DATAO YOU WILL REVIEW PROFIT SHARING DATA AND ENSURE MEMOS ARE DISTRIBUTEDO YOU WILL BE THE POINT OF CONTACT FOR EMPLOYEES AND PM ON COMPENSATION QUESTIONS, LIAISING WITH COMPENSATION COE AS NEEDED
PROVIDE ONBOARDING SUPPORT FOR FIRST YEAR CONSULTANTS INCLUDING TRACKING OFFER LETTERS, INITIATING, AND MONITORING BACKGROUND CHECKS, COORDINATING WITH SSC ON ENTERING INFORMATION INTO WORKDAY WITH CORRECT START DATES AND ENSURE ALL EMPLOYEE RECORDS ARE KEPT UP TO DATE WITH ALL RELEVANT OFFER LETTERS, CONTRACTS AND AGREEMENTS. WORK WITH THE SSC TO PROCESS RELEVANT SIGNING, HOUSING, AND RELOCATION BONUSES.O YOU WILL LIAISE WITH HR AND RECRUITING TEAM MEMBERS TO ENSURE SUCCESSFUL ONBOARDING FOR ALL NEW CONSULTING STAFFO YOU WILL COMMUNICATE START DATE TO LOCAL CONTACTSO YOU WILL, WHILE PARTNERING WITH THE HR TEAM, COORDINATE LOGISTICS FOR NEW HIRE TRAINING FOR OUR NEW CONSULTING HIRES INCLUDING SCHEDULING TRAINING SESSIONS, SUPPORT IN FINDING TRAINERS AS NEEDED, & MANAGING CALENDAR INVITES, SHARING UPDATED MATERIALS AND WORKING CLOSELY WITH PROGRAM MANAGERS AND TRAINERSO YOU WILL PRESENT VARIOUS ONBOARDING SESSIONS DURING ORIENTATIONS THROUGHOUT THE YEARO YOU WILL COLLECT CONFIDENTIALITY AGREEMENTS FROM NEW HIRES AND UPLOADS INTO WORKDAY
OTHER IMPORTANT RESPONSIBILITIESO YOU WILL PROVIDE LOCAL, ON THE GROUND HR SUPPORT FOR THE HOUSTON OFFICE, INCLUDING TEAMING WITH THE OFFICE SERVICES STAFF AS NEEDEDO YOU WILL GATHER DATA AND RUN REPORTS AS REQUESTED IN WORKDAYO YOU WILL SUPPORT OFFICE CULTURE BY MAINTAINING A PRESENCE IN THE OFFICE AND BEING AN ACTIVE CONTRIBUTOR TO EMPLOYEE CONNECTEDNESS AND CULTURE/EVENTS THAT OCCUR THROUGHOUT THE OFFICEO YOU WILL WORK WITH PROGRAM MANAGEMENT TO SUPPORT CLASS LEVEL RESPONSES TO FEEDBACK RECEIVED FROM OUR ANNUAL WORLD WIDE EMPLOYEE SURVEYO YOU WILL BE THE POINT OF CONTACT TO RESPOND TO BASIC EMPLOYEE CONCERNS; ELEVATE MORE SERIOUS EMPLOYEE CONCERNS TO HR MANAGER, ER TEAM, OR OFFICE LEADERSHIP
ABOUT YOUA BACHELOR'S DEGREE OR AN EQUIVALENT COMBINATION OF EDUCATION, TRAINING AND/OR EXPERIENCE ALONG WITH 4 YEARS OF HR PROFESSIONAL EXPERIENCE IS REQUIRED.
STRONG CUSTOMER SERVICE, ORGANIZATION, INTERPERSONAL AND COMMUNICATION SKILLS ALONG WITH AN ABILITY TO DEAL WITH HIGHLY CONFIDENTIAL INFORMATION APPROPRIATELY; ABILITY TO PRIORITIZE, MEET DEADLINES, AND JUGGLE MULTIPLE TASKS SIMULTANEOUSLY IS NEEDED. AND METICULOUS ATTENTION TO DETAIL IS ALSO NECESSARY.
COMPREHENSIVE KNOWLEDGE OF, AND EXPERIENCE WITH MICROSOFT WORD/EXCEL/POWERPOINT IS REQUIRED; PREVIOUS HRIS SYSTEMS EXPERIENCE A BONUS. PREVIOUS EXPERIENCE IN EITHER A CONSULTING OR PARTNERSHIP (MATRIXED-REPORTING) FIRM OR ORGANIZATION IS HIGHLY PREFERRED.
PLEASE NOTE: THIS IS A HYBRID ROLE AND WILL REQUIRE AN ONSITE PRESENCE OF AT LEAST THREE (3) DAYS A WEEK IN THE OFFICE.
WHAT MAKES US A GREAT PLACE TO WORKWE ARE PROUD TO BE CONSISTENTLY RECOGNIZED AS ONE OF THE WORLD'S BEST PLACES TO WORK, A CHAMPION OF DIVERSITY AND A MODEL OF SOCIAL RESPONSIBILITY. WE ARE CURRENTLY RANKED THE #1 CONSULTING FIRM ON GLASSDOOR’S BEST PLACES TO WORK LIST, AND WE HAVE MAINTAINED A SPOT IN THE TOP FOUR ON GLASSDOOR'S LIST FOR THE LAST 12 YEARS. WE BELIEVE THAT DIVERSITY, INCLUSION AND COLLABORATION IS KEY TO BUILDING EXTRAORDINARY TEAMS. WE HIRE PEOPLE WITH EXCEPTIONAL TALENTS, ABILITIES AND POTENTIAL, THEN CREATE AN ENVIRONMENT WHERE YOU CAN THRIVE BOTH PROFESSIONALLY AND PERSONALLY. WE ARE PUBLICLY RECOGNIZED BY EXTERNAL PARTIES SUCH AS FORTUNE, VAULT, MOGUL, WORKING MOTHER, GLASSDOOR AND THE HUMAN RIGHTS CAMPAIGN FOR BEING A GREAT PLACE TO WORK FOR DIVERSITY AND INCLUSION, WOMEN, LGBTQ AND PARENTS | ['Microsoft Word', 'Microsoft Excel', 'Microsoft PowerPoint', 'Customer Service', 'Attention to Detail', 'Communication', 'Interpersonal Skills', 'Problem Solving', 'HRIS Systems', 'Performance Management', 'Onboarding Processes', 'Data Analysis', 'Confidentiality Management', 'Organization', 'Time Management', 'Collaboration', 'Adaptability', 'Teamwork'] |
3,902,880,391 | HR | Senior Human Resources Business Partner | OVERVIEW: AXIOM SPACE IS THE COMMERCIAL LEADER IN HUMAN SPACEFLIGHT AND ON-ORBIT RESEARCH & MANUFACTURING SERVICES, STEERED BY A TEAM OF EXPERTS AND GUIDED BY THE VISION OF A THRIVING HOME IN SPACE THAT BENEFITS EVERY HUMAN, EVERYWHERE. AXIOM PROVIDES UNPRECEDENTED ACCESS TO THE INTERNATIONAL SPACE STATION TODAY WHILE BUILDING AND OPERATING ITS SUCCESSOR – THE WORLD’S FIRST INTERNATIONAL COMMERCIAL SPACE STATION – TO IMPROVE LIFE ON EARTH AND FOSTER POSSIBILITIES BEYOND IT. OUR MISSION-DRIVEN TEAM IS SEEKING A BOLD AND DYNAMIC SENIOR HR BUSINESS PARTNER WHO IS PREOCCUPIED WITH BIG QUESTIONS: WHERE DO WE GO FROM HERE? WHAT ARE THE LIMITS OF INNOVATION AND EXPLORATION? HOW DO WE CONTINUE TO EVOLVE AS A SPECIES?SUMMARY: AS A SENIOR HR BUSINESS PARTNER, YOU WILL PLAY A PIVOTAL ROLE IN ALIGNING HUMAN RESOURCES STRATEGIES WITH BUSINESS OBJECTIVES. YOUR RESPONSIBILITIES WILL REVOLVE AROUND FOSTERING A POSITIVE WORK CULTURE, FACILITATING EMPLOYEE ENGAGEMENT, AND PROVIDING STRATEGIC HR SUPPORT TO VARIOUS DEPARTMENTS WITHIN THE ORGANIZATION. YOU WILL COLLABORATE CLOSELY WITH SENIOR MANAGEMENT TO DEVELOP AND IMPLEMENT HR INITIATIVES THAT DRIVE ORGANIZATIONAL GROWTH AND EMPLOYEE SATISFACTION. DUTIES & RESPONSIBILITIESAS A TRUSTED ADVISOR AND SUBJECT MATTER EXPERT ON ALL HR-RELATED MATTERS, OFFERING GUIDANCE AND EXPERTISE TO STAKEHOLDERS ACROSS THE ORGANIZATION.CLOSELY WITH SENIOR LEADERSHIP TO GAIN INSIGHTS INTO BUSINESS OBJECTIVES, FACILITATING THE DEVELOPMENT OF HR STRATEGIES ALIGNED WITH ORGANIZATIONAL GOALS.WITH VARIOUS HR CENTERS OF EXCELLENCE, INCLUDING COMPENSATION, BENEFITS, PAYROLL, TALENT ACQUISITION, COMMUNICATIONS, AND LEARNING AND DEVELOPMENT, TO DELIVER COHESIVE HR SOLUTIONS AND INITIATIVES.WITH DEPARTMENT HEADS TO STRATEGIZE ON WORKFORCE PLANNING, SUCCESSION PLANNING, AND TALENT PIPELINES, EMPHASIZING OUR COMMITMENT TO LEADERSHIP.HR METRICS AND TRENDS ANALYSIS TO PROVIDE ACTIONABLE INSIGHTS AND RECOMMENDATIONS FOR ENHANCING EMPLOYEE ENGAGEMENT, RETENTION, AND DIVERSITY.THOROUGH REVIEWS OF HR PROCEDURES TO ENSURE CONSISTENCY AND EFFECTIVENESS AMONG WORK SITE EMPLOYEES, FOSTERING INNOVATION IN LINE WITH ORGANIZATIONAL VALUES.COMPANY AND HR POLICIES, CONDUCTING INVESTIGATIONS INTO COMPLAINTS WHILE OFFERING GUIDANCE AND CONSULTATION TO MANAGEMENT, GUIDED BY PRINCIPLES OF INTEGRITY.DAY-TO-DAY PERFORMANCE MANAGEMENT GUIDANCE TO LINE MANAGEMENT, INCLUDING COACHING, COUNSELING, CAREER DEVELOPMENT, AND DISCIPLINARY ACTIONS, CONSISTENT WITH OUR VALUE OF LEADERSHIP.INPUT ON BUSINESS UNIT RESTRUCTURES, WORKFORCE PLANNING, AND SUCCESSION PLANNING, COLLABORATING WITH STAKEHOLDERS TO DRIVE ORGANIZATIONAL EFFECTIVENESS.WITH MANAGEMENT AND EMPLOYEES TO ADDRESS PERFORMANCE OR BEHAVIORAL ISSUES THROUGH DOCUMENTATION, GOAL SETTING, SOLUTION DEVELOPMENT, AND CORRECTIVE ACTIONS, INCLUDING TERMINATION IF NECESSARY.HR SERVICE DELIVERY AND CULTIVATE EMPLOYEE RELATIONSHIPS AND ENGAGEMENT THROUGH PROACTIVE INITIATIVES.THE DEVELOPMENT AND IMPLEMENTATION OF ACTION PLANS AND HR PROJECTS IN PARTNERSHIP WITH THE MANAGEMENT TEAM TO BOOST EMPLOYEE ENGAGEMENT, REFLECTING OUR VALUE OF COLLABORATION.IN MANAGING FMLA, UNPAID AND PAID LEAVE, AND REVIEWING AND PROCESSING ADA ACCOMMODATION REQUESTS ENSURING COMPLIANCE WITH FEDERAL AND STATE REGULATIONS.AND SUPPORT CHANGE INITIATIVES ACROSS THE ORGANIZATION.A POSITIVE AND INCLUSIVE WORK ENVIRONMENT THROUGH PROACTIVE COMMUNICATION, RECOGNITION PROGRAMS, AND EMPLOYEE ENGAGEMENT INITIATIVES.ADDITIONAL JOB DUTIES AS ASSIGNED.QUALIFICATIONS: TO PERFORM THIS JOB SUCCESSFULLY, AN INDIVIDUAL MUST BE ABLE TO PERFORM EACH DUTY AND RESPONSIBILITY 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 & EXPERIENCEDEGREE OR EQUIVALENT COMBINATION OF DEGREE AND EXPERIENCE REQUIREDOF 10 YEARS OF EXPERIENCE IN A HR BUSINESS PARTNER POSITION MINIMUM OF 5 YEARS OF EXPERIENCE RESOLVING COMPLEX EMPLOYEE RELATIONS ISSUESKNOWLEDGE OF MULTIPLE HUMAN RESOURCE DISCIPLINES, INCLUDING COMPENSATION PRACTICES, ORGANIZATIONAL DIAGNOSIS, EMPLOYEE AND UNION RELATIONS, DIVERSITY, PERFORMANCE MANAGEMENT, AND FEDERAL AND STATE RESPECTIVE EMPLOYMENT LAWSIN MICROSOFT OFFICE REQUIREDIN START-UP ENVIRONMENT PREFERREDOR PHR PREFERREDESSENTIAL FUNCTIONS: WORK ENVIRONMENT: GENERALLY, AN OFFICE ENVIRONMENT, BUT CAN INVOLVE INSIDE OR OUTSIDE WORK DEPENDING ON THE TASK.REQUIREMENTS:BE ABLE TO COMPLETE A U.S. GOVERNMENT BACKGROUND INVESTIGATION.OF U.S. CITIZENSHIP OR US PERMANENT RESIDENCY IS A REQUIREMENT FOR THIS POSITION.PHYSICAL REQUIREMENTS:MAY INVOLVE SITTING OR STANDING FOR EXTENDED PERIODS (90% OF THE TIME). MAY REQUIRE LIFTING AND CARRYING UP TO 25 LBS. (5% OF THE TIME).AND MACHINES: STANDARD OFFICE EQUIPMENT (PC, TELEPHONE, PRINTER, ETC.)SKILLSORGANIZED AND DETAIL ORIENTED; ABLE TO JUGGLE, PRIORITIZE, AND KEEP TRACK OF MULTIPLE TASKS AND PROJECTS.TO MULTI-TASK, WORK INDEPENDENTLY WITH MINIMAL SUPERVISION, AND MAKE AND COMMUNICATE THE RATIONALE BEHIND KEY DECISIONS IN A CONSTANTLY EVOLVING FAST-PACED WORK ENVIRONMENT.PROJECT AND TIME MANAGEMENT SKILLS WITH A HIGH LEVEL OF INTUITION AND JUDGMENT.HAVE A “CAN DO” ATTITUDE – NO JOB IS TOO BIG OR SMALL, PROBLEM SOLVER.TO TAKE ON OWNERSHIP OF PROJECTS AD HOC AND DRIVE THEM FROM BEGINNING TO END.WRITTEN AND VERBAL COMMUNICATION SKILLSAND PROACTIVE; CREATIVE MIND WITH AN ABILITY TO SUGGEST IMPROVEMENTS.AND ENERGETIC SELF-STARTER; PROACTIVE ABOUT LEARNING AND MOTIVATED TO TAKE ON ADDITIONAL RESPONSIBILITIES OVER TIME.INTERPERSONAL SKILLS, INCLUDING THE ABILITY TO INTEGRATE QUICKLY INTO A SMALL TEAM AND REPRESENT THE COMPANY WITH INTEGRITY.CONFIDENT, DRIVEN, AND DYNAMIC.ABOUT CREATING AN INCLUSIVE WORKPLACE WHERE PEOPLE FROM DIFFERENT BACKGROUNDS CAN SUCCEED.COMPETENCIES: TO PERFORM THE JOB SUCCESSFULLY, AN INDIVIDUAL SHOULD DEMONSTRATE THE FOLLOWING COMPETENCIES:-TREATS PEOPLE WITH RESPECT; KEEPS COMMITMENTS; INSPIRES THE TRUST OF OTHERS; WORKS WITH INTEGRITY AND PRINCIPLES; UPHOLDS ORGANIZATIONAL VALUESSOLVING -IDENTIFIES AND RESOLVES PROBLEMS IN A TIMELY MANNER; GATHERS AND ANALYZES INFORMATION SKILLFULLY; DEVELOPS ALTERNATIVE SOLUTIONS; WORKS WELL IN GROUP PROBLEM SOLVING SITUATIONS; USES REASON EVEN WHEN DEALING WITH EMOTIONAL TOPICSSUPPORT -FOLLOWS POLICIES AND PROCEDURES; COMPLETES ADMINISTRATIVE TASKS CORRECTLY AND ON TIME; SUPPORTS ORGANIZATION'S GOALS AND VALUES; BENEFITS ORGANIZATION THROUGH OUTSIDE ACTIVITIES; SUPPORTS AFFIRMATIVE ACTION AND RESPECTS DIVERSITYEXPRESSES IDEAS AND THOUGHTS VERBALLY; EXPRESSES IDEAS AND THOUGHTS IN WRITTEN FORM; EXHIBITS GOOD LISTENING AND COMPREHENSION; KEEPS OTHERS ADEQUATELY INFORMED; SELECTS AND USES APPROPRIATE COMMUNICATION METHODSCONSCIOUSNESS -WORKS WITHIN APPROVED BUDGET; DEVELOPS AND IMPLEMENTS COST SAVING MEASURES; CONTRIBUTES TO PROFITS AND REVENUE; CONSERVES ORGANIZATIONAL RESOURCES-EAGER AND ABLE TO WORK IN A COLLABORATIVE AND CROSS-DISCIPLINARY FASHION IN A FAST-PACED, DYNAMIC AND DEADLINE-ORIENTED ENVIRONMENTAXIOM SPACE IS PROUD TO BE AN EQUAL OPPORTUNITY EMPLOYER. AXIOM SPACE DOES NOT DISCRIMINATE ON THE BASIS OF RACE, REGIONAL COLOR, NATIONAL ORIGIN, GENDER (INCLUDING PREGNANCY, CHILDBIRTH, OR RELATED MEDICAL CONDITIONS), SEXUAL ORIENTATION, GENDER IDENTITY, GENDER EXPRESSION, AGE, STATUS AS A PROTECTED VETERAN, STATUS AS AN INDIVIDUAL WITH DISABILITY, OR OTHER APPLICABLE LEGALLY PROTECTED CHARACTERISTICS. | ['employee engagement', 'performance management', 'Microsoft Office', 'talent acquisition', 'FMLA and ADA compliance', 'project management', 'HR policies and procedures', 'diversity and inclusion initiatives', 'communication', 'problem solving', 'interpersonal skills', 'team collaboration', 'organizational skills', 'adaptability', 'initiative', 'integrity', 'creativity', 'leadership', 'HR strategy development', 'conflict resolution', 'HR metrics analysis', 'workforce planning', 'organizational diagnosis'] |
3,904,991,969 | HR | Fixed-Term Appointment: UN Women Human Resources Business Partner | JOB DESCRIPTION
BACKGROUND:
UN WOMEN, GROUNDED IN THE VISION OF EQUALITY ENSHRINED IN THE CHARTER OF THE UNITED NATIONS, WORKS FOR THE ELIMINATION OF DISCRIMINATION AGAINST WOMEN AND GIRLS; THE EMPOWERMENT OF WOMEN; AND THE ACHIEVEMENT OF EQUALITY BETWEEN WOMEN AND MEN AS PARTNERS AND BENEFICIARIES OF DEVELOPMENT, HUMAN RIGHTS, HUMANITARIAN ACTION AND PEACE AND SECURITY.
WITHIN THE FRAMEWORK OF THE UN COMMON SYSTEM AND UN STAFF REGULATIONS AND RULES, THE HUMAN RESOURCES MANAGEMENT DIVISION DIRECTS AND SUPPORTS THE DELIVERY OF RESPONSIVE AND QUALITY HUMAN RESOURCE MANAGEMENT SERVICES, ENSURING INTEGRATION AND SYNERGY IN THE DEVELOPMENT OF A COMPREHENSIVE HUMAN RESOURCES MANAGEMENT FRAMEWORK. IT LEADS AND FACILITATES ORGANIZATIONAL CHANGE AND DEVELOPMENT AND ADVISES THE ORGANIZATION ON STRATEGIES TO ATTRACT, RETAIN, DEVELOP AND MOTIVATE HUMAN TALENT ACROSS THE RANGE OF SPECIALIZED OCCUPATIONS CRITICAL TO THE DELIVERY OF THE ORGANIZATION’S MANDATE THROUGH THE FOLLOWING SUB-AREAS:
HR STRATEGY AND POLICY DEVELOPMENT AND EXECUTIONORGANIZATIONAL DESIGN AND CHANGE MANAGEMENTRECRUITMENT AND STAFFINGLEARNING AND TALENT MANAGEMENTPERFORMANCE MANAGEMENTWORKFORCE PLANNING AND MANAGEMENT
UNDER THE SUPERVISION OF THE DEPUTY DIRECTOR, HUMAN RESOURCES AND IN CLOSE COLLABORATION WITH THE FUNCTIONAL EXPERTS/GLOBAL THEMATIC LEADS IN HR, THE HR BUSINESS PARTNER WILL BE RESPONSIBLE FOR IMPLEMENTING THE ABOVE-MENTIONED ACTIVITIES FOR THE DESIGNATED PORTFOLIO.
LEAD THE IMPLEMENTATION OF HUMAN RESOURCES POLICIES, GUIDELINES, PROCEDURES AND STANDARD OPERATING PROCEDURES (SOPS) FOR DESIGNATED PORTFOLIO:
MONITOR AND LEAD PROPER IMPLEMENTATION OF HR POLICIES, GUIDELINES, PRACTICES AND STANDARD OPERATING PROCEDURES AND PROVIDE ADVICE, WHEN NECESSARY;PROVIDE TECHNICAL CONTRIBUTIONS ON HR STRATEGIC PLANNING/DISCUSSIONS ON THE DIRECTION OF HUMAN RESOURCE SERVICES, GOAL SETTING AND ANNUAL WORK PLANNING;PROVIDE TECHNICAL GUIDANCE TO THE DESIGNATED OFFICES IN IMPLEMENTING POLICIES, GUIDELINES AND PROCEDURES IN RELATION TO HR OPERATIONS (CONTRACT MANAGEMENT, RECRUITMENT AND SELECTION, BENEFITS AND ENTITLEMENTS);OVERSEE THE HR STRATEGIC PLANNING/DISCUSSIONS ON HR GOAL SETTING AND ANNUAL WORK PLANNING ;LEAD TRAINING OF PERSONNEL ON HR SYSTEMS AND CONDUCT TRAINING AND BUILD STAFF CAPACITY .PROVIDE TECHNICAL SUPPORT TO THE DEVELOPMENT OF NEW POLICIES, GUIDELINES, PROCEDURES AND STANDARD OPERATING PROCEDURES, AS NECESSARY.
PROVIDE GUIDANCE AND SUPPORT TO MANAGERS AND STAFF IN THE DESIGNATED OFFICES ON ISSUES RELATED TO HR, INCLUDING ATTRACTION AND RECRUITMENT, BENEFITS AND ENTITLEMENTS, AND SEPARATION:
PROVIDE CURRENT AND PROSPECTIVE STAFF WITH TIMELY GUIDANCE ON RECRUITMENT AND CONTRACT POLICIES, GENERAL CONDITIONS OF SERVICES AND BUSINESS ORIENTATION;DEVELOP, LEAD AND MONITOR THE IMPLEMENTATION OF THE ANNUAL HR PLAN FOR THE DESIGNATED OFFICES, INCLUDING BUDGET.
MANAGE ADMINISTRATION OF CONTRACTS, BENEFITS AND ENTITLEMENTS AND OTHER STAFFING ISSUES FOR STAFF AND OTHER PERSONNEL CATEGORIES WITHIN THE ASSIGNED PORTFOLIO:
ENSURE THAT STAFF AWARE OF THEIR RIGHTS AND OBLIGATIONS REGARDING THEIR ENTITLEMENTS AND THE PROCESSING OF THEIR ENTITLEMENTS;PROVIDE RELEVANT HR DATA TO HR HEADQUARTERS, REGIONAL, AND/OR DIVISION DIRECTORS AND COUNTRY OFFICE REPRESENTATIVES ON CONTRACTUAL ACTIONS;REVIEW AND RECOMMEND LEVELS OF REMUNERATION FOR EXTERNAL CONTRACTORS;OVERSEE AND LIAISE WITH THE UNDP TO ENSURE PROPER ADMINISTRATION OF CONTRACTS, BENEFITS AND ENTITLEMENTS FOR NATIONAL AND INTERNATIONAL STAFF IN ACCORDANCE WITH EXISTING SLA;APPROVE AND /OR CERTIFY PAYMENT OF SALARIES, ALLOWANCES AND ENTITLEMENTS, AS REQUIRED.
FACILITATE THE RECRUITMENT AND SELECTION PROCESSES FOR THE ASSIGNED PORTFOLIO:
FACILITATE TIMELY, TRANSPARENT AND COMPETITIVE RECRUITMENT AND SELECTION PROCESSES FOR INTERNATIONAL PROFESSIONAL POSITIONS AND GENERAL SERVICE POSITIONS WITHIN THE ASSIGNED PORTFOLIO, INCLUDING REVIEW OF THE JOB DESCRIPTIONS, INITIAL SCREENING OF APPLICATIONS, CLEARANCE OF THE SHORTLISTS, FACILITATION OF THE INTERVIEW PANELS, ASSESSMENT OF THE CANDIDATES AND SUBMISSION OF THE RESULTS OF THE SELECTION PROCESS FOR THE APPROVAL BY THE RELEVANT APPROVING AUTHORITIES IN ACCORDANCE WITH THE UN WOMEN POLICIES AND PROCEDURES, IN COORDINATION WITH THE GLOBAL THEMATIC RECRUITMENT LEAD;PRO-ACTIVELY WORK WITH THE MANAGEMENT OF THE DESIGNATED OFFICES TO REDUCE THE TIME-TO-RECRUIT KPI (TARGET OF 12 WEEKS FROM ADVERTISEMENT TO INITIAL NOTIFICATION);PROVIDE COORDINATION SUPPORT AND GUIDANCE IN THE ONBOARDING PROCESS;MONITOR AND PROVIDE GUIDANCE, AS NECESSARY, ON RECRUITMENT OF NATIONAL STAFF IN CLOSE COORDINATION WITH THE RESPECTIVE REGIONAL AND COUNTRY OFFICES WITHIN THE ASSIGNED PORTFOLIO;ACT AS SECRETARY TO THE REGIONAL/CENTRAL REVIEW BOARD TO ENSURE COMPLIANCE OF RECRUITMENT NATIONAL STAFF;PROVIDE CURRENT AND PROSPECTIVE OTHER PERSONNEL CATEGORIES, WITH GUIDANCE ON RECRUITMENT AND CONTRACTING POLICIES, GENERAL CONDITIONS OF SERVICE AND BUSINESS ORIENTATION.
WORK CLOSELY WITH HQ HR TEAMS FOR TECHNICAL ADVICE AND IMPLEMENTATION ON ISSUES RELATED TO WORKPLACE RELATIONS AND TALENT AND PERFORMANCE MANAGEMENT:
PROMOTE AND IMPLEMENT UN WOMEN WORKPLACE RELATIONS POLICIES AND INITIATIVES IN THE DESIGNATED OFFICES, INCLUDING WORK/LIFE BALANCE PROMOTION AND STRESS MANAGEMENT ACTIVITIES; FACILITATE MEDIATION FOR DISPUTES IN THE DESIGNATED OFFICES AS REQUIREDPROVIDE TECHNICAL SUPPORT TO MANAGEMENT OF THE DESIGNATED OFFICES IN ANALYZING THE WORKPLACE SURVEY RESULTS AND INITIATE ACTION PLAN;FACILITATE THE ANNUAL PERFORMANCE MANAGEMENT PROCESS FOR THE ASSIGNED PORTFOLIO TO INCLUDE STAFF AND MANAGER ORIENTATION ON THE PERFORMANCE MANAGEMENT SYSTEM; IDENTIFY POOR PERFORMANCE CASES WHICH COULD IMPACT ON CONTRACTUAL STATUS OR CAREER OF STAFF;BUILD STRATEGIC RELATIONSHIPS WITH MANAGERS AND ENSURE NEEDS OF THE DESIGNATED OFFICES ARE CAPTURED AND COMMUNICATED TO HQ; REPRESENT THE HR TEAM ON RECRUITMENT AND OTHER HUMAN RESOURCE MATTERS WHERE APPROPRIATE;ENSURE STAFF ARE AWARE OF HR GLOBAL TRAINING INITIATIVES AND OPPORTUNITIES; PROMOTE A LEARNING ENVIRONMENT, INCLUDING ORIENTATION FOR NEW STAFF;MONITOR AND FACILITATE THE TIMELY COMPLETION OF ALL MANDATORY TRAINING FOR ALL STAFF;PROMOTE AND IMPLEMENT UN WOMEN WORKPLACE RELATIONS POLICIES LEARNING AND DEVELOPMENT ACTIVITIES AS RELEVANT;PROVIDE CAREER COUNSELING SUPPORT TO STAFF AND PERSONNEL.
COORDINATE LEARNING AND DEVELOPMENT INITIATIVES AT THE DESIGNATED OFFICES:
COORDINATE LEARNING AND DEVELOPMENT ACTIVITIES IN THE REGION, INCLUDING ON CODE OF CONDUCT, BENEFITS AND ENTITLEMENTS AND PERFORMANCE MANAGEMENT;ASSESS TRAINING NEEDS AND COORDINATE CLOSELY WITH THE HR TALENT MANAGEMENT TEAM ON INITIATIVES.
LIAISE CLOSELY WITH HR HQ AND COORDINATE COMMUNICATION AND OUTREACH ACTIVITIES REGARDING HR INITIATIVES:
BUILD AWARENESS AND UNDERSTANDING OF HR POLICIES THROUGH CONSULTATION AND ENGAGEMENT ACROSS THE ORGANIZATION;SERVE AS HR’S SPOKESPERSON INTERNALLY AND EXTERNALLY AND NURTURE PARTNERSHIPS WITH RELEVANT PARTNERS;CONTRIBUTE TO HR’S OUTREACH PLATFORMS, INCLUDING INTRANET, INTERNET AND HR BULLETIN.
DEVELOP AND IMPLEMENT HR SYSTEMS BASED ON HR NEEDS, INCLUDING HR REPORTING:
ANALYZE, TRACK AND PERIODICALLY REPORT ON RECRUITMENT TRENDS FOR MANAGEMENT AND DONORS;SHARE DATA AND INFORMATION WITH HUMAN RESOURCES HEADQUARTERS AS REQUESTED AND FINALIZE SPECIAL REPORTS AS REQUIRED;SHARE DATA AND INFORMATION ON HR ISSUES AS REQUESTED;ANALYZE WORKFORCE DATA IN THE DESIGNATED OFFICES AND PROVIDE BRIEFING NOTES AS REQUIRED;PREPARE SPECIAL REPORTS AS REQUIRED.
SUPERVISE AND MONITOR THE WORK OF THE HR STAFF TEAM ASSIGNED WITHIN PORTFOLIO.
PERFORM ANY OTHER DUTIES AS ASSIGNED BY SUPERVISOR.
COMPETENCIES :
CORE VALUES:
INTEGRITY;PROFESSIONALISM;RESPECT FOR DIVERSITY.
CORE COMPETENCIES:
AWARENESS AND SENSITIVITY REGARDING GENDER ISSUES;ACCOUNTABILITY;CREATIVE PROBLEM SOLVING;EFFECTIVE COMMUNICATION;INCLUSIVE COLLABORATION;STAKEHOLDER ENGAGEMENT;LEADING BY EXAMPLE.
PLEASE VISIT THIS LINK FOR MORE INFORMATION ON UN WOMEN’S VALUES AND COMPETENCIES FRAMEWORK:
FUNCTIONAL COMPETENCIES:
EXCELLENT GENERAL HR KNOWLEDGE AND EXPERTISE WITH A FOCUS ON RECRUITMENT AND SELECTION, KNOWLEDGE OF MODERN CONCEPTS AND APPROACHES IN THE FIELD OF HR BUSINESS PARTNERING;EXCELLENT INTERPERSONAL SKILLS;EXCELLENT DIPLOMATIC NEGOTIATION SKILLS;EXCELLENT WRITTEN AND SPOKEN COMMUNICATION SKILLS;ABILITY TO WRITE AND PRESENT IDEAS, CONCEPTS AND POLICY POSITIONS;ABILITY TO HANDLE CONFIDENTIAL AND SENSITIVE INFORMATION;ABILITY TO BUILD AND NURTURE RELATIONSHIPS;STRONG PROBLEM SOLVING AND ANALYTICAL SKILLS;DEMONSTRATED ABILITY TO INTERACT WITH PERSONNEL AT ALL LEVELS WITHIN THE ORGANIZATION, DEMONSTRATED NEGOTIATING, CULTURAL SENSITIVITY AND DIPLOMATIC SKILLS;POSSESSES A HIGH DEGREE OF SENSITIVITY AND CHANGE MANAGEMENT ABILITIES TO INTERCULTURAL PERSONNEL AND ORGANIZATIONAL DYNAMICS;ABILITY TO PLAN, ORGANIZE, AND PRIORITIZE MULTIPLE AND SIMULTANEOUS HUMAN RESOURCES RELATED PROJECTS AND PROGRAMS IN A CHANGING ENVIRONMENT;STRONG UNDERSTANDING OF UN STAFF REGULATIONS AND RULES AND HUMAN RESOURCES POLICIES AND PROCEDURES IS AN ASSET.
EDUCATION:
MASTER’S DEGREE OR EQUIVALENT IN HUMAN RESOURCES, BUSINESS ADMINISTRATION, PSYCHOLOGY, ORGANIZATIONAL DEVELOPMENT, PUBLIC ADMINISTRATION OR OTHER RELEVANT SOCIAL SCIENCES.A FIRST-LEVEL UNIVERSITY DEGREE IN COMBINATION WITH TWO ADDITIONAL YEARS OF QUALIFYING EXPERIENCE MAY BE ACCEPTED IN LIEU OF THE ADVANCED UNIVERSITY DEGREE.
EXPERIENCE:
MINIMUM OF 7 YEARS OF PROGRESSIVELY RESPONSIBLE EXPERIENCE IN HUMAN RESOURCE MANAGEMENT OR RELATED AREA;EXPERIENCE IN RECRUITMENT AND SELECTION, BENEFITS ADMINISTRATION, AND WORKPLACE RELATIONS ARE REQUIRED;MINIMUM 3 YEARS WORK EXPERIENCE INTERNATIONALLY;FIELD EXPERIENCE IS AN ASSET;EXPERIENCE AS A HR BUSINESS PARTNER IS AN ADVANTAGE.
LANGUAGES:
FLUENCY IN ENGLISH IS REQUIRED;FLUENCY IN ANOTHER LANGUAGE IS AN ASSET.
STATEMENTS :
IN JULY 2010, THE UNITED NATIONS GENERAL ASSEMBLY CREATED UN WOMEN, THE UNITED NATIONS ENTITY FOR GENDER EQUALITY AND THE EMPOWERMENT OF WOMEN. THE CREATION OF UN WOMEN CAME ABOUT AS PART OF THE UN REFORM AGENDA, BRINGING TOGETHER RESOURCES AND MANDATES FOR GREATER IMPACT. IT MERGES AND BUILDS ON THE IMPORTANT WORK OF FOUR PREVIOUSLY DISTINCT PARTS OF THE UN SYSTEM (DAW, OSAGI, INSTRAW AND UNIFEM), WHICH FOCUSED EXCLUSIVELY ON GENDER EQUALITY AND WOMEN'S EMPOWERMENT.
DIVERSITY AND INCLUSION:
AT UN WOMEN, WE ARE COMMITTED TO CREATING A DIVERSE AND INCLUSIVE ENVIRONMENT OF MUTUAL RESPECT. UN WOMEN RECRUITS, EMPLOYS, TRAINS, COMPENSATES, AND PROMOTES REGARDLESS OF RACE, RELIGION, COLOR, SEX, GENDER IDENTITY, SEXUAL ORIENTATION, AGE, ABILITY, NATIONAL ORIGIN, OR ANY OTHER BASIS COVERED BY APPROPRIATE LAW. ALL EMPLOYMENT IS DECIDED ON THE BASIS OF QUALIFICATIONS, COMPETENCE, INTEGRITY AND ORGANIZATIONAL NEED.
IF YOU NEED ANY REASONABLE ACCOMMODATION TO SUPPORT YOUR PARTICIPATION IN THE RECRUITMENT AND SELECTION PROCESS, PLEASE INCLUDE THIS INFORMATION IN YOUR APPLICATION.
UN WOMEN HAS A ZERO-TOLERANCE POLICY ON CONDUCT THAT IS INCOMPATIBLE WITH THE AIMS AND OBJECTIVES OF THE UNITED NATIONS AND UN WOMEN, INCLUDING SEXUAL EXPLOITATION AND ABUSE, SEXUAL HARASSMENT, ABUSE OF AUTHORITY AND DISCRIMINATION. ALL SELECTED CANDIDATES WILL BE EXPECTED TO ADHERE TO UN WOMEN’S POLICIES AND PROCEDURES AND THE STANDARDS OF CONDUCT EXPECTED OF UN WOMEN PERSONNEL AND WILL THEREFORE UNDERGO RIGOROUS REFERENCE AND BACKGROUND CHECKS. (BACKGROUND CHECKS WILL INCLUDE THE VERIFICATION OF ACADEMIC CREDENTIAL(S) AND EMPLOYMENT HISTORY. SELECTED CANDIDATES MAY BE REQUIRED TO PROVIDE ADDITIONAL INFORMATION TO CONDUCT A BACKGROUND CHECK.) | ['Recruitment and selection', 'Benefits administration', 'HR systems implementation', 'Data analysis', 'Training and development', 'Effective communication', 'Interpersonal skills', 'Team leadership', 'Accountability', 'HR strategy and policy development', 'Performance management', 'Contract management', 'Workforce planning', 'Knowledge of UN staff regulations', 'Stakeholder engagement', 'Creative problem solving', 'Cultural sensitivity', 'Negotiation skills', 'Change management', 'Inclusive collaboration'] |
3,886,485,488 | HR | Human Resources Manager | OUR CLIENT IS SEEKING A HUMAN RESOURCE MANAGER FOR ITS HUMAN RESOURCES DEPARTMENT. THE HUMAN RESOURCE MANAGER WILL BE RESPONSIBLE FOR A VARIETY OF HUMAN RESOURCE DUTIES WHICH MAY INCLUDE RECRUITING, ON-BOARDING, BENEFITS, ADMINISTERING COMPANY POLICIES, EMPLOYEE RELATIONS, AND OTHER HUMAN RESOURCE MATTERS.JOB DUTIES INCLUDE THE FOLLOWING (THIS IS NOT AN INCLUSIVE LIST OF ALL DUTIES):ASSIST IN DEVELOPING AND IMPLEMENTING RECRUITING STRATEGIES TO MEET REQUIRED STAFFING NEEDS.MANAGE FULL CYCLE RECRUITMENT PROCESS.OVERSEE AND MANAGE THE USAGE OF THE APPLICANT TRACKING SYSTEM WITHIN PAYCOM.CREATE, MANAGE, AND IMPLEMENT THE UPDATES TO THE COMPANY HUMAN RESOURCES POLICIES AND PROCEDURES (I.E., EMPLOYEE HANDBOOK, OPERATING PROCEDURES). RESEARCH AND MAKE RECOMMENDATIONS ON NEW POLICIES, CHANGES, UPDATES, ETC.MAINTAIN JOB DESCRIPTIONS AND POSITION MANAGEMENT IN PAYCOM. CREATE AND MAINTAIN ORGANIZATIONAL CHARTS.ASSIST IN ADMINISTRATION OF HEALTH AND WELFARE BENEFITS PLANS, INCLUDING OPEN ENROLLMENT, COMPLIANCE, ETC.MANAGE ALL REQUESTS FOR FMLA, STD, LTD AND NEW PARENT LEAVE.ASSIST WITH AND/OR MANAGE THE ONBOARDING AND OFFBOARDING OF EMPLOYEES.ASSIST WITH THE IMPLEMENTATION OF DEPARTMENT AND COMPANY STRATEGIC GOALS.ADVISE MANAGERS ON EMPLOYEE RELATIONS ISSUES WHEN APPLICABLE.RECONCILES MONTHLY BENEFIT INVOICES AND ALLOCATION SPREADSHEET FOR FINANCE.PERFORM OTHER DUTIES AS ASSIGNED.QUALIFICATIONSREQUIREMENTS:BACHELOR'S DEGREE IN HUMAN RESOURCES OR RELATED FIELD AND SHRM CERTIFICATION.MINIMUM OF 5 YEARS’ HUMAN RESOURCE GENERALIST EXPERIENCE. PRIOR NON-PROFIT ASSOCIATION EXPERIENCE IS STRONGLY PREFERRED.MINIMUM 2 YEARS OF FULL CYCLE RECRUITING EXPERIENCE.PROFICIENCY IN COMMON HRIS SYSTEMS AND APPLICANT TRACKING SYSTEMS. EXPERIENCE WITH PAYCOM PREFERRED BUT NOT REQUIRED.EXCELLENT CRITICAL THINKING/PROBLEM SOLVING SKILLS AND CUSTOMER SERVICE SKILLS.EXCELLENT WRITTEN AND VERBAL COMMUNICATION AND INTERPERSONAL SKILLS.ABILITY TO WORK WITH A WIDE RANGE OF PERSONALITIES, DEVELOP RELATIONSHIPS WITH ALL LEVELS OF STAFF, AND MANAGE CONFLICT IN A PROFESSIONAL, PRODUCTIVE MANNER.STRONG ATTENTION TO DETAIL, AND EXCELLENT PROBLEM SOLVING AND ORGANIZATIONAL SKILLS.SKILLED AT MANAGING TIME AND MULTIPLE PRIORITIES TO CONDUCT ASSIGNMENTS IN A TIMELY AND THOROUGH MANNER.KNOWLEDGE OF HUMAN RESOURCES PROCESSES AND BEST PRACTICES.COMMITMENT TO PROFESSIONAL AND ETHICAL STANDARDS.ABILITY TO USE INDEPENDENT JUDGEMENT AND MANAGE CONFIDENTIAL INFORMATION WITH DISCRETION AND DISCERNMENT.EXCELLENT COMPUTER SKILLS AND EXPERIENCE WITH MS OFFICE SUITE PROGRAMS (I.E., EXCEL, WORD, POWERPOINT).ABILITY TO WORK INDEPENDENTLY AND AS A COLLABORATOR.MUST SUCCESSFULLY PASS A CRIMINAL BACKGROUND CHECK. | ['recruiting', 'HRIS systems', 'human resources policies', 'benefits administration', 'FMLA management', 'MS Office Suite', 'critical thinking', 'problem solving', 'attention to detail', 'time management', 'confidential information management', 'communication', 'interpersonal skills', 'relationship building', 'conflict management', 'independent judgment', 'collaboration', 'professionalism', 'ethical standards', 'applicant tracking systems', 'Paycom', 'organizational charts', 'customer service'] |
3,902,876,855 | HR | Human Resources Coordinator | INNOCEAN USA, A FULL-SERVICE ADVERTISING AGENCY LOCATED IN HUNTINGTON BEACH, CA IS LOOKING FOR A HUMAN RESOURCES COORDINATOR TO JOIN OUR HR TEAM!
OVERVIEWTHIS POSITION IS PRIMARILY RESPONSIBLE FOR OVERALL ADMINISTRATIVE SUPPORT TO THE HUMAN RESOURCES DEPARTMENT. THIS PERSON WILL HAVE AN INTEREST IN LEARNING THE DISCIPLINES IN HUMAN RESOURCES AND WILL ASSUME MORE RESPONSIBILITY AS THE COMPANY GROWS AND THE DEPARTMENT EXPANDS. THIS IS A POSITION THAT REQUIRES DISCRETION, PROFESSIONALISM, AND A HIGH DEGREE OF CONFIDENTIALITY. THIS PERSON WILL BE WORKING WITH ALL LEVELS OF EMPLOYEES IN THE AGENCY AND A PROFESSIONAL DEMEANOR WITH SOLID COMMUNICATION SKILLS IS ESSENTIAL. THIS POSITION WILL BE ON SITE FULL TIME.
DUTIES & RESPONSIBILITIESADMINISTRATIVE DUTIESPROVIDE ADMINISTRATIVE AND CLERICAL SUPPORT TO THE HR TEAM.RESPONSIBLE FOR ALL DATA ENTRY INTO HRIS, SMART SHEET AND ALL OTHER INTERNAL SYSTEMS.ASSIST IN ANSWERING INTERNAL AND EXTERNAL QUESTIONS RELATING TO HUMAN RESOURCES.RESPOND TO VERIFICATIONS OF EMPLOYMENT AND UNEMPLOYMENT CLAIMS IN A TIMELY MANNER.ASSIST SENIOR HR GENERALIST ON EDD REQUESTS.PROVIDE SUPPORT IN COORDINATING EMPLOYEE TERMINATION PROCEDURES.ENSURE EMPLOYEE FILES ARE ACCURATE AND UPDATED; ASSIST WITH HR REPORT AND AUDIT REQUESTS.CREATE AND FILE DOCUMENTS INTO APPROPRIATE EMPLOYEE FILES IN A TIMELY MANNER.SUPPORT ADMINISTRATION OF HR SPONSORED EMPLOYEE TRAINING PROGRAMS.ASSIST WITH MONTHLY REPORTING (HQ REPORTS, FINANCE REPORTS, ORG CHARTS).HELP OUT WITH REPORTING, MONITORING, AND MAINTAINING WORKER’S COMPENSATION FILE.CONTRIBUTE TO THE BENEFITS OPEN ENROLLMENT PROCESS AND HEALTH FAIR.PROVIDE CLERICAL SUPPORT THAT INCLUDES, BUT NOT LIMITED TO, MAKING COPIES, SCANNING AND MAILING DOCUMENTS.
ONBOARDING STAFF AND FREELANCERSMANAGE NEW HIRE PROCESSING, PREPARE NEW HIRE PACKETS, DISTRIBUTE NOTIFICATIONS, ARRANGE ORIENTATION AND PROCESS PAPERWORK. ENSURE ALL PAPERWORK IS COMPLETED ACCURATELY, SIGNED, AND FILED.COMMUNICATE WITH FREELANCER STAFF REGARDING ASSIGNMENT DETAILS PRIOR TO START DATE.ASSIST WITH NEW HIRE ORIENTATION FOR FREELANCE AND FULL-TIME STAFF.WORK WITH APPROPRIATE INTERNAL TEAMS (IT, HR, ADMIN) TO ENSURE PROPER SET UP OF NEW HIRE WORKSPACE, PARKING, BUILDING AND COMPUTER ACCESS, ETC.
SUPPORT HR AND DEPARTMENT MANAGERS WITH FREELANCE STAFF MANAGEMENTSERVE AS POINT OF CONTACT FOR FREELANCERS REGARDING ANY QUESTIONS/CONCERNS.MAINTAIN FREELANCE FILES.WORK WITH MANAGERS TO TRACK CHANGES AND UPDATES TO FREELANCE CONTRACTS.
RECRUITMENTPOST AGENCY POSITIONS, UPDATE OPENINGS ON WEBSITE AND INTRANET, REVIEW RESUMES, PRESCREEN CANDIDATES AND SET UP INTERVIEWS FOR INTERNAL TEAMS. GENERATE OFFER LETTERS FOR FINALIST CANDIDATES.MAY HANDLE RECRUITMENT OF ENTRY-LEVEL POSITIONS AS NEEDED.OTHER DUTIES AS ASSIGNED.
SKILLS, QUALIFICATIONS AND EDUCATIONSTRONG DESIRE TO PURSUE CAREER IN A HUMAN RESOURCES DEPARTMENT.EXPERIENCE WORKING IN A FAST PACED, DEADLINE DRIVEN OFFICE.EXPERIENCE WORKING WITH CONFIDENTIAL INFORMATION REQUIRING DISCRETION AND TACT.GREAT TIME MANAGEMENT SKILLS, ABILITY TO PRIORITIZE ASSIGNMENTS AND MEET DEADLINES.STRONG COMPUTER SKILLS WITH MS OFFICE SUITE REQUIRED.FAMILIARITY WITH SMART SHEET A PLUS.COLLEGE DEGREE. HUMAN RESOURCES EMPHASIS PREFERRED.
BENEFITS3 AFFORDABLE PPO MEDICAL PLANS THROUGH ANTHEMFREE DENTAL AND VISION401K – MATCH .70 CENTS ON THE DOLLAR OF UP TO 6% OF EMPLOYEE’S CONTRIBUTIONSWELLNESS REIMBURSEMENT PROGRAMCOMPANY PAID SHORT – AND LONG-TERM DISABILITY, AND BASIC LIFEGENEROUS PTOON-SITE BARISTABEAUTIFUL CAMPUS ACROSS FROM THE PACIFIC OCEAN
REPORTS TO: HR DIRECTOR
SALARY RANGE: $24 TO $25 AN HOURPAY IS DEPENDENT UPON SEVERAL FACTORS INCLUDING BUT NOT LIMITED TO: YEARS OF EXPERIENCE, TRAINING, AND TRANSFERABLE SKILLS. | ['data entry', 'MS Office Suite', 'reporting', 'recruitment', 'confidentiality', 'communication', 'time management', 'professionalism', 'discretion', 'teamwork', 'problem solving', 'HRIS', 'Smart Sheet', 'employee onboarding'] |
3,894,278,517 | HR | Human Resources Information System Partner III | ARE YOU A SYSTEM SETUP EXPERT WITH A HUMAN RESOURCES BACKGROUND AND PROVEN RECORD OF WORKING EFFECTIVELY ACROSS MULTIPLE DEPARTMENTS? IF SO, MARVIN HAS THE PERFECT OPPORTUNITY FOR YOU. THE HUMAN RESOURCES INFORMATION SYSTEMS PARTNER III PLAYS A MEANINGFUL ROLE WITHIN THE HR DEPARTMENT AND IS EMPOWERED TO MAKE CREATIVE ENHANCEMENTS AND CONTINUOUS IMPROVEMENTS TO OUR CURRENT HRIS SYSTEMS. PARTICIPATE IN HR SYSTEM CONFIGURATION AND PARTNER WITH MULTIPLE DEPARTMENTS AS A SUBJECT MATTER AUTHORITY ON BOTH SOPHISTICATED HRIS SETUP AND HR PROCESSES.
CAREER GROWTH, LEADERSHIP TRAINING, AND A CULTURE BUILT ON FAMILY VALUES ARE A FEW OF THE WAYS WE SUPPORT YOU PROFESSIONALLY AND PERSONALLY. WE INVEST IN YOU FROM DAY ONE WITH AN EXTENSIVE BENEFITS PACKAGE, AND A SIGN ON BONUS.
HIGHLIGHTS OF YOUR ROLE
BUILD STRONG PARTNERSHIPS/COLLABORATION WITH DEPARTMENTS TO TRANSLATE INFORMATION INTO BUSINESS PROCESS/SYSTEM FUNCTIONALITY THAT BOTH ALIGNS WITH THE NEEDS OF THE BUSINESS AND KEEPS THE END USER EXPERIENCE IN MIND. TRAIN, MENTOR, AND ACTS AS A TECHNICAL RESOURCE FOR COLLEAGUES, LEADING PRODUCTION SUPPORT FOR HR SYSTEMS. COLLECT/ASSESS CUSTOMER FEEDBACK, PROVIDES SUPPORT AND CONDUCTS ROOT CAUSE ANALYSIS OF SYSTEM ISSUES. CONFIGURE HR SYSTEMS FOR USE ENTERPRISE WIDE, IMPLEMENTING PROCESS IMPROVEMENTS AND POLICY CHANGES CRAFTED TO IMPROVE EFFICIENCY AND THE USER EXPERIENCE WITH THE SYSTEM. RECOMMEND AND IMPLEMENT PROCESS/CUSTOMER SERVICES IMPROVEMENTS, INNOVATIVE SOLUTIONS, POLICY CHANGES AND/OR MAJOR VARIATIONS FROM STANDARD PRACTICE ACQUIRING VITAL INPUT AND APPROVALS.
YOU'RE A GOOD FIT IF YOU HAVE (OR IF YOU CAN)
EXPERIENCE IN UKG PRO AND UKG WORKFORCE MANAGEMENT™ SOLUTION, BUSINESS INTELLIGENCE, AND COGNOS REPORTING. SOLID UNDERSTANDING OF THE CONTEXT OF HUMAN RESOURCES ROLE AND FUNCTION WITHIN THE ORGANIZATION; UNDERSTANDING OF HR PRINCIPLES, PROCESSES, PROGRAMS, PRACTICES AND DATA. DEMONSTRABLE ABILITY TO CONSULT AND TRANSFER KNOWLEDGE OF CRITICAL HRIS SKILLS. ABILITY TO TRANSLATE HIGHLY TECHNICAL CONCEPTS INTO TERMS UNDERSTANDABLE BY BUSINESS PARTNERS INSIDE AND OUTSIDE OF HR.
ALSO WANT TO MAKE SURE YOU HAVE
BACHELOR’S DEGREE IN HUMAN RESOURCES, IT OR COMPUTER SCIENCE. MINIMUM OF 4 YEARS' EXPERIENCE IN HR, INCLUDING HR TECHNOLOGY SYSTEMS AND APPLICATIONS. EFFECTIVE COMMUNICATION AND DIPLOMACY SKILLS TO GUIDE, INFLUENCE, AND CONVINCE OTHERS, PARTICULARLY MANAGEMENT/COLLEAGUES IN OTHER HR.
WE INVITE YOU TO SEE YOURSELF AT MARVIN
FROM PEOPLE TO PRODUCTS, MARVIN IS COMMITTED TO CREATING BETTER WAYS OF LIVING. WHEN YOU JOIN THIS FAMILY-OWNED AND -LED WINDOW AND DOOR COMPANY, YOU BELONG TO A COMMUNITY FULL OF OPPORTUNITIES.
FOR MORE THAN 100 YEARS, WE'VE BEEN DESIGNING, BUILDING, AND ENGINEERING PREMIER PRODUCTS. TODAY, IN OUR 16 LOCATIONS ACROSS NORTH AMERICA, WE MANUFACTURE MARVIN'S PORTFOLIO OF PRODUCTS, WHICH INCLUDES INFINITY REPLACEMENT WINDOWS, TRUSTILE DOORS, AND MARVIN COASTLINE BRANDS.
BENEFITS
TOGETHER, WE LIVE OUR VALUES AND ENJOY A CULTURE THAT FEELS LIKE HOME. OUR BETTER LIVING APPROACH TO BENEFITS SUPPORTS YOU AT WORK AND BEYOND. FROM DAY ONE, YOU RECEIVE HEALTH INSURANCE, PAID HOLIDAYS, PAID PARENTAL LEAVE, A 401(K) RETIREMENT SAVINGS MATCH AND MORE! A FEW UNIQUE OFFERINGS INCLUDE:
$300 ANNUAL WELLBEING ACCOUNT TO SPEND ON WHATEVER MAKES YOU HAPPY + HEALTHY BETTER LIVING DAY! (A PAID DAY OFF TO GO HAVE SOME FUN) $$ ANNUAL PROFIT SHARING - GET REWARDED FOR THE ROLE EVERYONE PLAYS IN MAKING MARVIN A SUCCESS GIVING AT MARVIN - JOIN COORDINATED VOLUNTEER OPPORTUNITIES BRIGHTER DAYS FUND - FINANCIAL SUPPORT THANKS TO YOUR COLLEAGUES AND THE MARVIN FAMILY SHOULD YOU SUFFER A PERSONAL HARDSHIP
WHEN YOU BELONG TO THE MARVIN TEAM, IT'S ALL PART OF THE PACKAGE. APPLY TODAY!
MARVIN IS AN EQUAL OPPORTUNITY EMPLOYER
THIS JOB POSTING IS NOT DESIGNED TO COVER OR CONTAIN A COMPREHENSIVE LISTING OF ACTIVITIES, DUTIES, OR RESPONSIBILITIES OF THE EMPLOYEE. ACCOMMODATION MAY BE MADE TO ENABLE AN INDIVIDUAL WITH A DISABILITY TO PERFORM THE ESSENTIAL FUNCTIONS OF THE POSITION. ANY EMPLOYMENT OFFER DEPENDS ON COMPLETING A BACKGROUND CHECK AND DRUG SCREEN TO COMPANY STANDARDS. | ['HRIS Configuration', 'Data Analysis', 'Process Improvement', 'Communication', 'Collaboration', 'Problem Solving', 'Mentoring', 'Customer Service', 'Diplomacy', 'Consultation', 'UKG Pro', 'UKG Workforce Management', 'Business Intelligence', 'Cognos Reporting', 'Technical Support'] |
3,884,912,913 | HR | Human Resources Business Partner | REQUISITION ID: 5405
LOCATION:
GRAND CHAIN, IL, US, 62941
PAY TYPE: SALARY
TRAVEL REQUIREMENT: <10%
ARE YOU READY TO BUILD PROGRESS WITH US?
DRIVEN BY OUR PURPOSE: BUILDING PROGRESS FOR PEOPLE AND THE PLANET. WE ARE TRANSFORMING TO BECOME THE GLOBAL LEADER IN INNOVATIVE AND SUSTAINABLE BUILDING SOLUTIONS. HOLCIM IS ENABLING GREENER CITIES, SMARTER INFRASTRUCTURE AND IMPROVING LIVING STANDARDS AROUND THE WORLD. WITH SUSTAINABILITY AT THE CORE OF ITS STRATEGY HOLCIM IS BECOMING A NET ZERO COMPANY, WITH ITS PEOPLE AND COMMUNITIES AT THE HEART OF ITS SUCCESS. THE COMPANY IS DRIVING CIRCULAR CONSTRUCTION AS A WORLD LEADER IN RECYCLING TO BUILD MORE WITH LESS. HOLCIM IS 70,000 PEOPLE AROUND THE WORLD WHO ARE PASSIONATE ABOUT BUILDING PROGRESS FOR PEOPLE AND THE PLANET THROUGH FOUR BUSINESS SEGMENTS: CEMENT, READY-MIX CONCRETE, AGGREGATES AND SOLUTIONS & PRODUCTS.
DESCRIPTION:
ABOUT THE ROLE
THE HR BUSINESS PARTNER WORKS CLOSELY WITH HR DIRECTOR/MANAGER, AS WELL AS LINE MANAGERS AS A BUSINESS PARTNER. HE/SHE SUPPORTS A WIDE RANGE OF KEY HR INITIATIVES IN SUPPORT OF THE BUSINESS AND ACTS AS THE POINT-PERSON FOR FRONTLINE LEADERS IN THE FIELD FOR ANY DAY-TO-DAY HR RELATED ISSUES.
WHAT YOU'LL BE DOING
PROMOTES A CULTURE OF SAFETY AND EXHIBITS SUCH BEHAVIORS.PROVIDES GENERAL COACHING TO FRONTLINE SUPERVISORS ON EMPLOYEE RELATIONS MATTERSCONDUCTS INVESTIGATIONS FOR SELECT EMPLOYEE RELATIONS CLAIMS. ACTIVELY ENGAGES IN COMMUNICATIONS WITH OTHER HR TEAM MEMBERS AROUND BEST PRACTICES AND IDENTIFIES OPPORTUNITIES TO CREATE CONSISTENCY WHERE NECESSARY SUPPORTS THE HR MANAGER WITH EMPLOYEE RELATIONS ISSUES. ENSURES FIELD OPERATIONS ARE IN COMPLIANCE WITH VARIOUS GOVERNMENTAL LAWS AND REGULATIONS AROUND EEOC, WAGE HOUR, WORKER’S COMP., DISABILITY, FMLA ETC. SUPPORTS IMPLEMENTATION OF CORPORATE HUMAN RESOURCES PROGRAMS AND POLICIES FOR THE BUSINESS. SUPPORTS HR MANAGER WITH APPROPRIATE COMPANY RESOURCES TO RESOLVE ANY LITIGATION OR LEGAL ISSUES. SUPPORTS TALENT ACQUISITION ACTIVITIES FOR EXEMPT POSITIONS, INCLUDING PREPARING OFFER LETTERS. ACTIVELY SUPPORTS HR DIRECTOR/MANAGER WITH ON-BOARDING AND ORIENTATION ACTIVITIES FOR EXEMPT AND NON-EXEMPT EMPLOYEES. SUPPORTS THE HR COMMUNITY WITH HR-RELATED PROJECTS FOR THE IMMEDIATE, AS WELL AS COUNTRY-WIDE OPERATIONS. CONDUCTS HR-RELATED RESEARCH AND PERFORMS ANALYTICAL WORK IN SUPPORT OF BUSINESS ISSUES. SUPPORTS COMPLETING INVESTIGATIONS INTO EMPLOYEE/SUPERVISOR DISPUTES OR ISSUES RELATED TO COMPANY POLICY, PAY AND TRAINING.
WHAT WE ARE LOOKING FOR
EDUCATION: BACHELOR'S DEGREE OR 7 YEARS OF EQUIVALENT EXPERIENCE
FIELD OF STUDY PREFERRED: HUMAN RESOURCES OR RELATED FIELD
REQUIRED WORK EXPERIENCE: 3-5 YEARS WORKING AS A HR GENERALIST, SPECIALIST, OR BUSINESS PARTNER
REQUIRED COMPUTER AND SOFTWARE SKILLS: STRONG COMPUTER SKILLS WITH PROFICIENCY IN USE OF MICROSOFT OFFICE EXCEL, POWERPOINT, WORD AND OTHER APPLICATIONS. HRIS EXPERIENCE STRONGLY PREFERRED. WORKDAY A PLUS.
TRAVEL REQUIREMENTS: ABILITY TO TRAVEL OUT OF STATE UP TO 10%
ADDITIONAL REQUIREMENTS:
DEMONSTRATED ADMINISTRATIVE AND ORGANIZATIONAL SKILLS WITH HIGH DEGREE OF THOROUGHNESS AND ACCURACY.ABILITY TO MULTI-TASKSTRONG PROJECT MANAGEMENT SKILLSSTRONG VERBAL AND WRITTEN COMMUNICATION SKILLS.SUCCESSFUL HR TRACK RECORD WITH PROGRESSIVE RESPONSIBILITIES DEMONSTRATE A COMMITMENT TO COMMUNICATING, IMPROVING AND ADHERING TO HEALTH, SAFETY AND ENVIRONMENTAL POLICIES IN ALL WORK ENVIRONMENTS AND AREAS. PROMOTE A CULTURE OF SAFETY AND EXHIBIT THESE BEHAVIORS. SUCCESSFUL CANDIDATES MUST ADHERE TO ALL SAFETY PROTOCOLS AND PROPER USE OF HOLCIM APPROVED PERSONAL PROTECTION EQUIPMENT ("PPE"), INCLUDING BUT NOT LIMITED TO RESPIRATORS. SUBJECT TO APPLICABLE LAW, EMPLOYEES THAT ARE REQUIRED TO WEAR RESPIRATORS MUST BE CLEAN SHAVEN WHERE THE RESPIRATOR SEAL MEETS THE FACE IN ORDER TO PASS THE QUALITATIVE AND QUANTITATIVE FIT TESTS.
WHAT WE OFFER:
COMPETITIVE SALARY BASED ON EXPERIENCE AND QUALIFICATIONSRETIREMENT SAVINGS: CHOOSE FROM 401(K) PRE-TAX AND/OR ROTH AFTER-TAX SAVINGSMEDICAL, DENTAL, DISABILITY AND LIFE INSURANCE COVERAGEHOLISTIC HEALTH & WELL-BEING PROGRAMSHEALTH SAVINGS ACCOUNTS (HSAS) & FLEXIBLE SPENDING ACCOUNTS (FSAS) FOR HEALTH AND DEPENDENT CAREVISION AND OTHER VOLUNTARY BENEFITS AND DISCOUNTSPAID TIME OFF & PAID HOLIDAYSPAID PARENTAL LEAVE (MATERNITY & PATERNITY)EDUCATIONAL ASSISTANCE PROGRAMDRESS FOR YOUR DAY POLICY
#SALARYUS
YOUR HOLCIM EXPERIENCE
AT HOLCIM, THERE IS ENDLESS OPPORTUNITY FOR YOU TO PLAY YOUR PART. WHETHER YOU’RE IN A TECHNICAL, MANAGERIAL, OR FRONTLINE ROLE, YOU CAN SHAPE A CAREER THAT WORKS FOR YOU. WITH US YOU’LL HAVE THE CHANCE TO EMBRACE THE PASSION WE SHARE FOR OUR PLANET. YOU’LL BE ENCOURAGED TO SEEK OUT DIVERSE PERSPECTIVES, SHARE YOUR IDEAS AND BUILD THE SKILLS AND CONNECTIONS YOU NEED TO PERFORM AT YOUR BEST. BECAUSE IT’S ONLY WHEN WE WORK TOGETHER IN A CULTURE WHERE EVERYONE THRIVES, THAT WE CAN BUILD THE WORLD WE ALL WANT TO LIVE IN.
CLICK TO VIEW COMPANY BENEFITS OVERVIEW
IN COMPLIANCE WITH THE ADA AMENDMENTS ACT (ADAAA), IF YOU HAVE A DISABILITY AND WOULD LIKE TO REQUEST ACCOMMODATION IN ORDER TO APPLY FOR A POSITION WITH US, PLEASE CALL (773) 355-4557 OR EMAIL [email protected]. THIS EMAIL ADDRESS AND PHONE NUMBER SHOULD ONLY BE USED FOR ACCOMMODATIONS AND NOT GENERAL INQUIRIES OR RESUME SUBMITTALS.
PLEASE VISIT OUR PAY TRANSPARENCY POLICY STATEMENT
DRIVEN BY OUR PURPOSE TO BUILD SUSTAINABLE SOLUTIONS FOR PEOPLE AND OUR PLANET, HOLCIM US ENCOURAGES INTERESTED CANDIDATES WHO MEET MANY, EVEN IF NOT ALL OF THE JOB REQUIREMENTS TO APPLY FOR A POSITION. WE PROVIDE A SAFE WORKING ENVIRONMENT FOR ALL AND STRIVE FOR DIVERSITY IN OUR TEAMS AND INCLUSIVITY IN OUR WORK.
WE TAKE PRIDE IN OUR HIRING PROCESSES AND OUR COMMITMENT TO ALL QUALIFIED APPLICANTS WILL RECEIVE CONSIDERATION FOR EMPLOYMENT WITHOUT REGARD TO AGE, RACE, COLOR, ETHNICITY, RELIGION, CREED, NATIONAL ORIGIN, ANCESTRY, GENDER, GENDER IDENTITY, GENDER EXPRESSION, SEX, SEXUAL ORIENTATION, MARITAL STATUS, PREGNANCY, PARENTAL STATUS, GENETIC INFORMATION, CITIZENSHIP, PHYSICAL OR MENTAL DISABILITY, PAST, CURRENT, OR PROSPECTIVE SERVICE IN THE UNIFORMED SERVICES, OR ANY OTHER CHARACTERISTIC PROTECTED BY APPLICABLE FEDERAL, STATE OR LOCAL LAW. OUR GOAL IS TO DRIVE DIVERSITY IN OUR TEAMS AND INCLUSIVITY IN OUR WORK. HOLCIM (US) INC., HOLCIM - ACM MANAGEMENT, INC., AND THEIR AFFILIATES AND SUBSIDIARIES ARE AN EQUAL OPPORTUNITY EMPLOYER, DECIDING ALL EMPLOYMENT ON THE BASIS OF QUALIFICATION, MERIT AND BUSINESS NEED.
WHILE WE SINCERELY APPRECIATE ALL APPLICATIONS, ONLY CANDIDATES SELECTED FOR AN INTERVIEW WILL BE CONTACTED.
NEAREST MAJOR MARKET: CARBONDALE | ['Human Resources', 'Employee Relations', 'HRIS', 'Microsoft Office (Excel, PowerPoint, Word)', 'Analytical Skills', 'Talent Acquisition', 'Compliance with Labor Laws', 'Communication', 'Coaching', 'Organizational Skills', 'Multi-tasking', 'Problem Solving', 'Teamwork', 'Adaptability', 'Project Management', 'Investigative Skills', 'Commitment to Safety'] |
3,902,810,661 | HR | Human Resources Generalist | THE IDEAL CANDIDATE WILL BE RESPONSIBLE FOR RECRUITMENT EFFORTS, NEW HIRE ORIENTATION AND ONBOARDING, EMPLOYEE TERMINATION, PAYROLL AND BENEFITS, COMPANY POLICY AND PROCEDURE ADHERENCE. IN ADDITION, YOU WILL BUILD STRONG RELATIONSHIPS WITH OUR COMPANY'S MANAGERS IN ORDER TO HELP THEM WITH THEIR HUMAN RESOURCE NEEDS. RESPONSIBILITIESOVERSEE FULL-CYCLE OF RECRUITMENT EFFORTSDEVELOP AND OVERSEE NEW HIRE ORIENTATION, ONBOARDING EFFORTS AND EMPLOYEE TERMINATION PROCESSASSIST WITH PAYROLL AND BENEFITS ADMINISTRATIONENSURES COMPLIANCE WITH COMPANY POLICIES AND PROCEDURES AND LEGAL RESPONSIBILITIES
QUALIFICATIONS
BACHELOR'S DEGREE OR EQUIVALENT EXPERIENCE IN BUSINESS, HUMAN RESOURCES, OR RELATED AREA3+ YEARS' OF EXPERIENCE WORKING IN HUMAN RESOURCESSTRONG INTERPERSONAL AND COMMUNICATION SKILLS
ADDISON GROUP IS AN EQUAL OPPORTUNITY EMPLOYER. ADDISON GROUP PROVIDES EQUAL EMPLOYMENT OPPORTUNITIES (EEO) TO ALL EMPLOYEES AND APPLICANTS FOR EMPLOYMENT WITHOUT REGARD TO RACE, COLOR, RELIGION, GENDER, SEXUAL ORIENTATION, NATIONAL ORIGIN, AGE, DISABILITY, GENETIC INFORMATION, MARITAL STATUS, AMNESTY, OR STATUS AS A COVERED VETERAN IN ACCORDANCE WITH APPLICABLE FEDERAL, STATE AND LOCAL LAWS. ADDISON GROUP COMPLIES WITH APPLICABLE STATE AND LOCAL LAWS GOVERNING NON-DISCRIMINATION IN EMPLOYMENT IN EVERY LOCATION IN WHICH THE COMPANY HAS FACILITIES. REASONABLE ACCOMMODATION IS AVAILABLE FOR QUALIFIED INDIVIDUALS WITH DISABILITIES, UPON REQUEST. | ['recruitment', 'onboarding', 'payroll administration', 'benefits administration', 'compliance', 'human resources management', 'policy adherence', 'interpersonal skills', 'communication', 'relationship building'] |
3,898,137,449 | HR | Human Resources Summer 2024 Internship | NORTHMARQ – MINNEAPOLIS, MN (BLOOMINGTON, MN)
AT NORTHMARQ, YOU CAN BE PART OF SOMETHING SPECIAL. NORTHMARQ IS A UNIQUE CAPITAL MARKETS RESOURCE FOR COMMERCIAL REAL ESTATE INVESTORS, PROVIDING OUR CLIENTS ACCESS TO EXPERTS IN DEBT, EQUITY, INVESTMENT SALES, LOAN SERVICING, AND FUND MANAGEMENT. WE OFFER YOU A CAREER PATH WITH BEST-IN-CLASS TRAINING, AND WE FOSTER INCLUSIVE TEAMS COMMITTED TO COLLABORATION, MENTORING, AND GROWTH. AT NORTHMARQ, WE WILL HELP YOU UNLOCK YOUR POTENTIAL – WHETHER YOU ARE AN INDUSTRY VETERAN OR YOU’RE JUST GETTING STARTED. YOUR NEW CAREER IS WAITING. START SOMETHING SPECIAL TODAY. NORTHMARQ WAS VOTED BY REAL ESTATE FORUM AS ONE OF THE BEST PLACES TO WORK IN COMMERCIAL REAL ESTATE!
NORTHMARQ IS OFFERING A HUMAN RESOURCES INTERNSHIP AT THEIR MINNEAPOLIS, MN (BLOOMINGTON, MN) HEADQUARTERS OFFICE. THIS POSITION WILL BE RESPONSIBLE FOR OVERALL HUMAN RESOURCES ASSISTANCE. THE INTERN WILL WORK IN ALL AREAS OF HUMAN RESOURCES (INCLUDING BUT NOT LIMITED TO; COMPENSATION AND BENEFITS, RECRUITING, WELLNESS, AND EVENT PLANNING) TO AID THE TEAM IN THE SUCCESSFUL COMPLETION OF PROJECTS. THE INTERN WILL DEVELOP PROFESSIONALLY AND GAIN PRACTICAL HR EXPERIENCE WHILE COMPLETING CHALLENGING, SIGNIFICANT WORK. THE POSITION REQUIRES STRONG COMMUNICATION SKILLS AND EXPERIENCE WITH MICROSOFT SUITE SKILLS.
POSITION RESPONSIBILITIES
ASSISTS WITH HR-RELATED PROJECTS AND DUTIES AS REQUIRED AND ASSIGNED, UP TO AND INCLUDING ORGANIZING COMPANY EVENTS, POLICY UPDATES, QUARTERLY NEWSLETTERS, COMMUNITY SERVICE INITIATIVES, SPECIAL ENROLLMENTS, TOTAL COMPENSATION STATEMENTS, SYSTEM MAINTENANCE, AND WELLNESS INITIATIVES. UPDATES AND AUDITS VARIOUS HR DATABASES INCLUDING COMPANY WEBSITES INTERNAL AND EXTERNAL. PERFORMS HR CUSTOMER SERVICE FUNCTIONS BY ANSWERING EMPLOYEE’S REQUESTS AND QUESTIONS. PROCESSES, ORGANIZES, AND STREAMLINES FILES AND DOCUMENTS PARTICIPATES IN SPECIAL PROJECTS FOR OTHER DEPARTMENTS AS NEEDED IN LINE WITH DEPARTMENT GOALS AND OBJECTIVES. MAINTAINS COMPLIANCE WITH FEDERAL AND STATE REGULATIONS CONCERNING EMPLOYMENT, INCLUDING, BUT NOT LIMITED TO ADA, FLSA, AND FMLA. ADDITIONAL RESPONSIBILITIES MAY BE ADDED TO ALIGN WITH DEPARTMENT GOALS AND OBJECTIVES.
WHAT WE'RE LOOKING FOR
STUDENT CURRENTLY PURSUING A BACHELOR’S DEGREE. HUMAN RESOURCES DEGREE PREFERRED BUT NOT REQUIRED OFFICE EXPERIENCE PREFERRED STRONG COMPUTER KNOWLEDGE AND SKILLS, INCLUDING IN-DEPTH EXPERT KNOWLEDGE OF MICROSOFT OFFICE (EXCEL, WORD, POWERPOINT, ETC.) PROBLEM-SOLVING—THE INDIVIDUAL IDENTIFIES AND RESOLVES PROBLEMS PROMPTLY AND GATHERS AND ANALYZES INFORMATION SKILLFULLY INTERPERSONAL SKILLS—THE INDIVIDUAL MAINTAINS CONFIDENTIALITY, REMAINS OPEN TO OTHERS’ IDEAS, AND EXHIBITS A WILLINGNESS TO TRY NEW THINGS. ORAL COMMUNICATION—THE INDIVIDUAL SPEAKS CLEARLY AND PERSUASIVELY IN POSITIVE OR NEGATIVE SITUATIONS, DEMONSTRATES GROUP PRESENTATION SKILLS, AND CONDUCTS MEETINGS. WRITTEN COMMUNICATION—THE INDIVIDUAL EDITS WORK FOR SPELLING AND GRAMMAR, PRESENTS NUMERICAL DATA EFFECTIVELY AND CAN READ AND INTERPRET WRITTEN INFORMATION. PLANNING/ORGANIZING—THE INDIVIDUAL PRIORITIZES AND PLANS WORK ACTIVITIES, USES TIME EFFICIENTLY, AND DEVELOPS REALISTIC ACTION PLANS. QUALITY CONTROL—THE INDIVIDUAL DEMONSTRATES ACCURACY AND THOROUGHNESS AND MONITORS THEIR WORK TO ENSURE QUALITY. | ['Microsoft Office', 'HR databases', 'Compliance knowledge', 'Data analysis', 'Event planning', 'Communication', 'Problem-solving', 'Interpersonal skills', 'Planning/Organizing', 'Quality control'] |
3,904,923,783 | HR | Human Resources Operations Coordinator | ABOUT 49AT 49 FINANCIAL, OUR MISSION IS “CREATING COMMUNITY, SIMPLIFYING LIVES.” EACH PERSON AT 49 FINANCIAL BELIEVES IN THE IDEA THAT “TWO ARE BETTER THAN ONE” AND HAS SEEN HOW WORKING TOGETHER PRODUCES A BETTER OUTCOME. OUR DEDICATED TEAM OF ADVISORS STRIVE TO WORK COLLABORATIVELY, SIMPLIFYING THE COMPLEX TO HELP CLIENTS ACHIEVE THEIR FINANCIAL GOALS AND ENJOY THE THINGS THEY LOVE WITH THEIR LOVED ONES.
ABOUT THE ROLETHE HR OPERATIONS COORDINATOR WORKS UNDER THE GUIDANCE OF THE HR OPERATIONS MANAGER IN THE PEOPLE DIVISION, WORKING WITH THEIR PRIMARY FOCUS ON SUPPORTING EMPLOYEES AND HR OPERATIONS MANAGER IN THE EXECUTION OF PROGRAMS, PROJECTS AND PROCESSES RELATED TO THE EMPLOYEE LIFE-CYCLE. IN THIS ROLE, YOU’LL HAVE THE OPPORTUNITY TO LEARN ABOUT ALL AREAS OF HR, BECOMING A SUBJECT MATTER EXPERT IN ONBOARDING, OFFBOARDING, EMPLOYEE ROLE CHANGES, BENEFITS AND SHOWCASE YOUR EXCELLENT COMMUNICATION SKILLS AS YOU WORK CROSS-FUNCTIONALLY WITH OTHER DEPARTMENTS TO ENSURE THE BEST SUPPORT FOR OUR EMPLOYEES. THIS ROLE WILL BE EMPLOYEE’S FIRST POINT OF CONTACT TO THE HR DEPARTMENT, MAKING IT A CRITICAL ROLE WITHIN THE PEOPLE DIVISION.
WHAT YOU’LL DOHANDLE ADMINISTRATIVE TASKS RELATED TO EMPLOYEE LIFE CYCLE INCLUDING ONBOARDING AND OFFBOARDING, TRANSFERS, AND COMPENSATION CHANGESMAINTAIN AND UPDATE EMPLOYEE RECORDS WITHIN HRIS SYSTEM (PAYCOM)SUPPORT BENEFITS ADMINISTRATION, ENROLLMENT CHANGES, OPEN ENROLLMENT, AND ACA REPORTINGASSIST IN PROCESS IMPROVEMENTS OF DAILY HR TASKS AND ESTABLISHING THOROUGH SOPSENSURE LOCAL, STATE, AND FEDERAL COMPLIANCE ON I-9S, LABOR LAW POSTERS, TRAININGS AND HIRING PRACTICES BACKGROUND CHECK MANAGEMENTHANDLE ALL VERIFICATION OF EMPLOYMENT REQUESTSASSISTING IN RECRUITING AND SCHEDULING FOR HQ POSITIONS ANSWER EMPLOYEE QUESTIONS ON VARIOUS HR PROGRAMS AND PAYROLLRUN REGULAR HRIS SYSTEM CHECKS TO ENSURE WE HAVE THE MOST ACCURATE INFORMATION IN OUR SYSTEMSMANAGE 401K CONTRIBUTION CHANGES, AUTO ENROLLMENT OF NEW HIRES AND MISCELLANEOUS REQUESTS FROM THE VENDORGENERATE BASIC REPORTS FOR LEADERSHIP AND OTHER HQ TEAM MEMBERSSUPPORT DISTRIBUTION OF END OF YEAR TAX FORMS AND ANSWER EMPLOYEE QUESTIONS ON TAX FORMSKEEP THE COMPANY UP TO DATE ON TASKS NEEDED OF EMPLOYEES AND ANYTHING UPCOMING THAT FALLS UNDER HRASSIST THE HR MANAGER IN OTHER HR INITIATIVES AND PROGRAMS SUCH AS LEADERSHIP AND MANAGER DEVELOPMENT, COMPENSATION BENCHMARKING, PERFORMANCE AND TALENT MANAGEMENT, EMPLOYEE SATISFACTION, EMPLOYEE CONCERNS AND PROGRAM/SYSTEM ENHANCEMENTS.
WHAT YOU NEEDEXCELLENT VERBAL AND WRITTEN COMMUNICATION SKILLS WITH A PROBLEM-SOLVING ATTITUDE ATTENTION TO DETAIL TO ENSURE ALL SPECIFICATIONS ARE MET PROBLEM-SOLVING ABILITIES TO IDENTIFY ANY CHALLENGES OR INEFFICIENCIES FOR THE BEST RESULTS. KNOWS WHEN TO ESCALATE AN ISSUE AND PROVIDE POSSIBLE SOLUTIONS ORGANIZATION AND TIME MANAGEMENT TO MANAGE MULTIPLE TASKS, SOMETIMES FOR MULTIPLE PROJECTS, AT ONCE GOOD KNOWLEDGE OF MICROSOFT OFFICE APPLICATIONS EXEMPLIFIES THE VALUES OF 49 FINANCIAL
| ['Microsoft Office', 'Benefits Administration', 'Compliance Management', 'Recruiting', 'Onboarding', 'Process Improvement', 'Communication', 'Problem Solving', 'Attention to Detail', 'Organization', 'Time Management', 'HRIS (Paycom)', 'Data Reporting', 'Offboarding'] |
3,887,835,929 | HR | Human Resources Associate | JOB DETAILS
JOB LOCATION
MILAN, IL
POSITION TYPE
FULL TIME
SALARY RANGE
$19.00 - $21.00 HOURLY
JOB SHIFT
1ST SHIFT
JOB CATEGORY
HUMAN RESOURCES
DESCRIPTION
ARE YOU A PROACTIVE INDIVIDUAL WITH A PASSION FOR PEOPLE AND PROCESSES? DO YOU EXCEL IN A TEAM ENVIRONMENT WHERE YOUR VOICE IS HEARD AND YOUR IDEAS ARE PUT INTO ACTION? IF SO, APPLY WITH US TODAY TO JOIN OUR TEAM AS A HUMAN RESOURCES ASSOCIATE! AS THE HR ASSOCIATE YOU ARE THE FOUNDATION OF THE HR DEPARTMENT. NOT ONLY DO YOU INTERACT WITH THE ENTIRE COMPANY, YOU BELONG TO A CLOSE KNIT TEAM WHO SUPPORTS ONE ANOTHER IN EVERYTHING WE DO.
WHAT YOU'LL DO
EMPLOYEE MAINTENANCE WITHIN HR MANAGEMENT SYSTEM PROCESS BENEFIT ENROLLMENTS AND MAINTENANCE IN VENDOR SITES RECONCILE INVOICES CREATE EMPLOYEE FILES AND MAINTAIN ALL EMPLOYMENT RECORDS INVENTORY CONTROL AND PROCUREMENT OF OFFICE SUPPLIES ADMINISTER AND COORDINATE NEW HIRE ORIENTATION DELIVER HANDBOOK SECTION OF ORIENTATION COMPLETE EMPLOYMENT VERIFICATIONS PREPARE COBRA PACKETS MANAGE COMPANY WIDE CATERING ASSIST THE SAFETY TEAM WITH WORK COMP CLERICAL DUTIES INCLUDING FILING, AND CREATING AND DISTRIBUTING CORRESPONDENCE CUSTOMER SERVICE VIA FACE-TO-FACE, PHONE, AND EMAIL INTERACTION ASSIST WITH RESEARCH AND/OR SPECIAL PROJECTS COORDINATE EMPLOYEE EVENTS PROCESS MAIL COORDINATE SERVICE CALLS FOR OFFICE EQUIPMENT
QUALIFICATIONS
EDUCATION:
HIGH SCHOOL DIPLOMA OR EQUIVALENT
EXPERIENCE
DATA ENTRY IN SOFTWARE SYSTEM 2 YEARS OF CLERICAL/ADMINISTRATIVE EXPERIENCE 1 YEAR OF HUMAN RESOURCES EXPERIENCE PREFERRED
SKILLS
INTERMEDIATE COMPUTER SKILLS: MICROSOFT WORD, EXCEL, POWERPOINT EXCEPTIONAL VERBAL AND WRITTEN COMMUNICATION SKILLS EXCELLENT ORGANIZATION AND TIME MANAGEMENT SKILLS PROBLEM SOLVING PRESENTATION SKILLS BI-LINGUAL ENGLISH/SPANISH, VERBAL AND WRITTEN A PLUS
DESIRED TRAITS
INITIATIVE PROFESSIONALISM MAINTAIN CONFIDENTIALITY DEPENDABLE ADAPTABLE | ['data entry', 'Microsoft Word', 'Microsoft Excel', 'HR management system', 'benefit enrollment processing', 'employee file management', 'clerical duties', 'customer service', 'bilingual (English/Spanish)', 'communication', 'organization', 'time management', 'problem solving', 'presentation skills', 'initiative', 'professionalism', 'confidentiality', 'dependability', 'adaptability', 'Microsoft PowerPoint', 'invoice reconciliation', 'office supply procurement', 'Cobra packet preparation'] |
3,902,740,857 | HR | Human Resources Manager | AT PROMACH, WE’RE LOOKING FOR PEOPLE WHO WANT TO SHINE. YOU’LL HAVE OPPORTUNITIES TO TAKE YOUR CAREER IN THE DIRECTION YOU WANT. YOU CAN BE CREATIVE. STRATEGIC. PERSUASIVE. INFLUENTIAL. CUSTOMER SERVICE AUTHORITY. METICULOUS. A CLOSER. A FUTURIST. CHALLENGED AND REWARDED.
DO WE HAVE YOUR ATTENTION? KEEP READING.
AS OUR HR MANAGER, YOU WILL PLAY A PIVOTAL ROLE IN FOSTERING A DYNAMIC AND INCLUSIVE WORKPLACE ALIGNED WITH THE EVOLVING MARKET LANDSCAPE. YOUR RESPONSIBILITIES ENCOMPASS STRATEGICALLY MANAGING TALENT TO ENSURE ORGANIZATIONAL AGILITY AND COMPETITIVENESS. COLLABORATING CLOSELY WITH HR AND OPERATIONAL LEADERS, YOU WILL CONTRIBUTE TO INFORMED DECISION-MAKING AND EFFECTIVE HR PRACTICES. THIS POSITION ENTAILS OVERSEEING THE FULL SCOPE OF EMPLOYEE LIFE-CYCLE GENERALIST DUTIES FOR YOUR ALIGNED PROMACH DIVISION(S), WHERE YOUR STRONG HR APTITUDE WILL DRIVE AND IMPLEMENT SUCCESSFUL PEOPLE INITIATIVES AT THE DIVISIONAL AND CORPORATE LEVELS.
DO YOU ENJOY THIS WORK?
DIVISION SUPPORT:
ACT AS A BUSINESS PARTNER TO DIVISION LEADERSHIP; CREATE OPERATIONAL HR STRATEGY THAT ALIGNS TO DIVISION’S BUSINESS STRATEGYPROVIDE CONSULTATION TO DIVISION LEADERS REGARDING BUILDING BENCH-STRENGTH THROUGH TALENT DEVELOPMENTDEVELOP AND SUPPORT RETENTION PLANS AND METHODS TO COUNTERACT CLEARLY IDENTIFIED RISKSMANAGE AND IMPLEMENT DIVISION-LEVEL CHANGE, SUCH AS POLICY STANDARDS, ACQUISITION INTEGRATION, PROCESS IMPROVEMENTS, AND APPLICATION OF TECHNOLOGY AND AUTOMATION
EMPLOYEE RELATIONS:
CONSULT WITH INTERNAL RESOURCES AND LEAD INQUIRIES ABOUT EMPLOYEE RELATIONS ISSUESHELP ORGANIZE COMPANY MEETINGS AND EVENTS AT THE FACILITIES, INCLUDING TEAM-BUILDING ACTIVITIES TO ENHANCE AND IMPROVE EMPLOYEE MORALE AND PRODUCTIVITYMANAGE DAY-TO-DAY BENEFITS QUESTIONS AND REQUESTS FROM EMPLOYEESSUPPORTS CORPORATE HR IN THEIR OVERSIGHT OF THE BENEFIT PLANS AND PROGRAMS; PARTNER WITH CORPORATE HR ON ADMINISTERING ANNUAL COMPENSATION, BONUS, AND COMMISSION PLANS
TALENT ACQUISITION, MANAGEMENT, AND DEVELOPMENT:
GUIDE HIRING MANAGERS IN DEVELOPING CANDIDATE PROFILES, SOURCING/SELECTION PROCESS, COMPENSATION, AND JOB OFFER STRATEGYACT AS DIVISION SUBJECT MATTER EXPERT SPECIFIC TO WHO METHODOLOGYACTIVELY MONITOR THE ORGANIZATIONAL CAPABILITIES FROM A BUSINESS AND EMPLOYEE DEVELOPMENT PERSPECTIVEAID IN DEVELOPMENT AND EXECUTION OF STRATEGIES THAT ADDRESS EACH DIVISION’S HIGH POTENTIAL TALENT AND POOR PERFORMERS; PROVIDE GUIDANCE TO LEADERS ON HOW TO IMPROVE THE PERFORMANCE OF UNDER-PERFORMERSDEVELOP AND APPLY CREATIVE STAFFING APPROACHES TO FIND NEW EMPLOYEES IN A QUICK AND COST-EFFECTIVE MANNERCOACH LEADERS ON HOW TO INFLUENCE AND ALIGN BEHAVIORS TO OPTIMIZE EMPLOYEE PERFORMANCE AND GOAL ACHIEVEMENTLEAD DIVISION-LEVEL SUCCESSION PLANNING ACTIVITIES, INCLUDING KEY POSITION IDENTIFICATION, AND NOMINATING SUCCESSOR CANDIDATESPARTNER WITH LEADERS AND CORPORATE TALENT DEVELOPMENT ON SUCCESSOR CANDIDATE DEVELOPMENT, INCLUDING JOB SKILL IDENTIFICATION, GAP ANALYSIS, AND DEVELOPMENT PLAN CREATION/OVERSIGHT
POLICY DEVELOPMENT AND COMPLIANCE:
ENSURE COMPLIANCE WITH FEDERAL, STATE, AND LOCAL LAWS, REGULATIONS, AND ORDERS THROUGH THE APPLICATION OF ADVANCED KNOWLEDGE AND TRAININGPARTNER WITH MANAGEMENT AND CORPORATE EHS TO ENSURE THAT SAFETY POLICIES AND TRAINING PROGRAMS ARE CURRENT, PRACTICED, AND ENFORCEDCREATE AN ENVIRONMENT WHERE SAFETY IS VALUED, AND SAFE BEHAVIORS ARE CONSISTENTLY APPLIEDENSURE COMPLIANCE WITH ALL OSHA AND OTHER FEDERAL, STATE AND LOCAL SAFETY RULES AND REGULATIONSHELP LEAD THE SAFETY AND TRAINING OBSERVATION PROGRAM FOR FACILITIESHELP CORPORATE SAFETY WITH IMPLEMENTATION OF COMPANY-WIDE SAFETY PROGRAMSPARTNER WITH LEADERS AND CORPORATE EHS TO IDENTIFY ROOT CAUSES OF WORK-RELATED INJURIES AND ILLNESSES AND IMPLEMENT METHODS TO ELIMINATE CAUSES
WHAT’S IN IT FOR YOU?
THERE'S NO MONOPOLY ON INNOVATIVE IDEAS OR LIMITS TO HOW FAR YOU CAN ADVANCE WITH OUR TEAM. WE OFFER AN OPEN, COMMUNICATIVE ENVIRONMENT THAT FOSTERS INDIVIDUAL INITIATIVE. WE PRIDE OURSELVES IN BEING A COMPANY WHERE PEOPLE ARE HAPPY AND CHOOSE TO BUILD A CAREER.
IN ADDITION TO GROWTH OPPORTUNITIES, AS A PROMACH EMPLOYEE, YOU RECEIVE MORE THAN JUST A PAYCHECK. TOTAL COMPENSATION INCLUDES YOUR SALARY, COMPREHENSIVE MEDICAL/DENTAL PROGRAMS, AS WELL AS LIFE INSURANCE, A GENEROUS PAID TIME OFF PROGRAM, AND A RETIREMENT SAVINGS PLAN WITH A COMPANY MATCH. AND BECAUSE WE UNDERSTAND THE IMPORTANCE OF FEELING PROTECTED, THERE IS NO WAITING PERIOD FOR BENEFITS – YOU ARE ELIGIBLE ON YOUR FIRST DAY OF EMPLOYMENT!
IF THIS SOUNDS LIKE YOU, WE WANT TO CONNECT!
BACHELOR’S DEGREE IN HUMAN RESOURCES, BUSINESS ADMINISTRATION, OR A RELATED FIELD5+ YEARS OF PROGRESSIVE HR EXPERIENCE, WITH A FOCUS ON SUPPORTING MULTIPLE BUSINESS UNITSSTRONG UNDERSTANDING OF EMPLOYMENT LAWS AND REGULATIONSADVANCED COMMUNICATION, INTERPERSONAL, AND CRITICAL THINKING SKILLS; COMFORTABLE FACILITATING GROUP MEETINGS WITH ALL LEVELS OF THE ORGANIZATIONEXPERIENCE IN DESIGN AND IMPLEMENTATION OF TRAINING PROGRAMSABILITY TO ACCURATELY DIAGNOSE ORGANIZATIONAL NEEDS AND USE POLITICAL AWARENESS TO GAIN SUPPORT THROUGH THE DEVELOPMENT OF A CLEAR STRATEGY AND GOALSTRACK RECORD OF CREATING AND EXECUTING EFFECTIVE SOURCING AND ONBOARDING STRATEGIESDEMONSTRATED ABILITY TO ORGANIZE AND PRIORITIZE PROJECTS IN A FAST-PACED AND DEADLINE-ORIENTED BUSINESS ENVIRONMENTABILITY TO TRAVEL 10% OF THE TIME FOR DIVISION MEETINGS AND DEPARTMENT CONFERENCES
PRO MACH, INC. WAS NAMED TO THE INC. 5,000 LIST OF THE FASTEST GROWING PRIVATE COMPANIES IN THE U.S. SEVEN TIMES. WE CONTINUE TO INTRODUCE INNOVATIVE PRODUCTS, ENTER NEW MARKETS, EXPAND OUR GLOBAL PRESENCE, AND ACTIVELY ACQUIRE NEW CAPABILITIES.
WE HAVE THE REWARDS, OPPORTUNITIES, AND THE MARKET STRENGTH OF A LARGE ORGANIZATION COMBINED WITH THE ENTREPRENEURIAL CULTURE OF A SMALL, FAST-PACED COMPANY. YOU WILL ENJOY THE BENEFITS OF WORKING WITH A GROWING COMPANY THAT COMPETES GLOBALLY WITH THE PERSONAL TOUCH AND FEEL OF A SMALLER COMPANY WHERE YOU CAN MAKE AN IMPACT EVERY DAY.
CURIOUS ABOUT LIFE AT PROMACH? FOLLOW US ON LINKEDIN, TWITTER, AND INSTAGRAM!
PROMACH IS AN EQUAL OPPORTUNITY EMPLOYER. PRO MACH USES E-VERIFY TO VERIFY EMPLOYMENT ELIGIBILITY OF ALL NEW HIRES TO WORK IN THE UNITED STATES. PRO MACH IS A DRUG-FREE WORKPLACE.
WE WILL ENSURE THAT INDIVIDUALS WITH DISABILITIES ARE PROVIDED REASONABLE ACCOMMODATION TO PARTICIPATE IN THE JOB APPLICATION OR INTERVIEW PROCESS, TO PERFORM ESSENTIAL JOB FUNCTIONS, AND TO RECEIVE OTHER BENEFITS AND PRIVILEGES OF EMPLOYMENT. PLEASE CONTACT US TO REQUEST ACCOMMODATION.
#INPRO | ['human resources management', 'employment law compliance', 'talent acquisition', 'data analysis', 'performance management', 'benefits administration', 'communication', 'interpersonal skills', 'critical thinking', 'teamwork', 'problem solving', 'creativity', 'adaptability', 'organizational skills', 'customer service orientation', 'training program design', 'project management', 'strategic planning', 'change management', 'influence'] |
3,715,891,138 | HR | Human Resources Manager | HUMAN RESOURCES MANAGER POSITION SUMMARYTHE IDEAL CANDIDATE WILL PERFORM ROUTINE TASKS REQUIRED TO ADMINISTER AND EXECUTE HUMAN RESOURCES PROGRAMS INCLUDING, BUT NOT LIMITED TO: RECRUITING, COMPENSATION, BENEFITS, AND LEAVE; DISCIPLINARY MATTERS; DISPUTES AND INVESTIGATIONS; PERFORMANCE AND TALENT MANAGEMENT; PRODUCTIVITY, RECOGNITION, AND MORALE; OCCUPATIONAL HEALTH AND SAFETY; AND TRAINING AND DEVELOPMENT.IN ADDITION, YOU WILL BUILD STRONG RELATIONSHIPS WITH OUR COMPANY'S MANAGERS IN ORDER TO HELP THEM WITH THEIR HUMAN RESOURCE AND RECRUITING NEEDS;
HANDLE EMPLOYMENT-RELATED INQUIRIES FROM APPLICANTS, EMPLOYEES, AND SUPERVISORS, REFERRING COMPLEX AND/OR SENSITIVE MATTERS TO THE APPROPRIATE STAFF.MAINTAIN COMPLIANCE WITH FEDERAL, STATE, AND LOCAL EMPLOYMENT LAWS AND REGULATIONS, AND RECOMMENDED BEST PRACTICES; REVIEWS POLICIES AND PRACTICES AS IT PERTAINS TO COMPANY POLICIES AND PROCEDURES.CREATE EMPLOYEE ENGAGEMENT PROGRAMS, GETTING NECESSARY LEADERSHIP AND BUDGET APPROVAL PRIOR TO IMPLEMENTATION.MAINTAIN PHYSICAL AND DIGITAL PERSONNEL, MEDICAL AND RESTRICTED FILES.MAINTAIN KNOWLEDGE OF TRENDS, BEST PRACTICES, REGULATORY CHANGES, AND NEW TECHNOLOGIES IN HUMAN RESOURCES, TALENT MANAGEMENT, AND EMPLOYMENT LAW.ASSISTS WITH PAYROLL AND BENEFITS ADMINISTRATION.ENSURES COMPLIANCE WITH COMPANY POLICIES, PROCEDURES AND LEGAL RESPONSIBILITIES.
EMPLOYMENT SERVICES· APPLICANT TRACKING · E VERIFY (VERIFYING LICENSURE AND ELIGIBILITY FOR EMPLOYMENT (I-9))· DISTRIBUTE HUMAN RESOURCE MATERIALS.· ASSISTS IN COORDINATION OF EMPLOYEE RECOGNITION PROGRAMS.· UPDATES MANAGERS REGARDING NEW OR REVISED HUMAN RESOURCE POLICIES.· COORDINATES WITH MANAGERS AND SUPERVISORS REGARDING DISCIPLINARY ACTIONS, AND PERFORMANCE EVALUATION RATINGS.
TIMEKEEPING RESPONSIBILITIES WILL INCLUDE THE FOLLOWING:ASSISTS SUPERVISORS WITH DEPARTMENT TIMEKEEPING FUNCTION.REVIEWS AND EDITS TIMESHEETS, TIME EDIT FORMS AND SCHEDULES FOR COMPLETENESS AND ACCURACY.COMPILES EMPLOYEES' TIME FROM SCHEDULING, TIMEKEEPING AND PAYROLL COMPUTER SYSTEMS.RESOLVE TIMEKEEPING RELATED ACCRUAL DISCREPANCIES AND ISSUES.MAINTAINS FILES AND APPROPRIATE RECORDS AND ENSURES CONFIDENTIALITY OF SAME.STREAMLINES WORK PROCESSES AND IMPLEMENTS CHANGES TO EFFECT CONTINUAL IMPROVEMENT IN TIMEKEEPING PROCEDURES.
RECRUITING RESPONSIBILITIESDEVELOP AND IMPLEMENT A COMPREHENSIVE TALENT ACQUISITION STRATEGY ALIGNED WITH THE COMPANY'S GOALS AND OBJECTIVES.DEVELOP RECRUITMENT PLANS TO ADDRESS CURRENT AND FUTURE TALENT REQUIREMENTS.OVERSEE FULL-CYCLE RECRUITMENT PROCESSES, INCLUDING SOURCING, SCREENING, INTERVIEWING, AND OFFER NEGOTIATION, TO ENSURE A SEAMLESS CANDIDATE EXPERIENCE.STAY INFORMED OF INDUSTRY TRENDS AND BEST PRACTICES IN TALENT ACQUISITION AND INCORPORATE INNOVATIVE APPROACHES INTO RECRUITMENT STRATEGIES.COLLABORATE WITH CROSS-FUNCTIONAL TEAMS TO STREAMLINE RECRUITMENT PROCESSES, IMPROVE EFFICIENCY, AND ENHANCE THE OVERALL CANDIDATE EXPERIENCE.SERVE AS A SUBJECT MATTER EXPERT ON RECRUITMENT-RELATED MATTERS AND PROVIDE GUIDANCE AND SUPPORT TO INTERNAL STAKEHOLDERS AS NEEDED.STAY INFORMED OF HR BEST PRACTICES, LEGAL REQUIREMENTS, AND INDUSTRY TRENDS TO ENSURE COMPLIANCE AND EFFECTIVENESS IN HR PROCESSES.
MINIMUM EDUCATION:BACHELOR’S DEGREE IN HUMAN RESOURCES, BUSINESS ADMINISTRATION, OR RELATED FIELD REQUIRED.
MINIMUM EXPERIENCE:AT LEAST THREE YEARS OF HR EXPERIENCE PREFERRED.ABILITY TO ACT WITH INTEGRITY, PROFESSIONALISM, AND CONFIDENTIALITY.EXCELLENT VERBAL AND WRITTEN COMMUNICATION SKILLS.EXCEPTIONAL INTERPERSONAL, NEGOTIATION, AND CONFLICT RESOLUTION SKILLS.OUTSTANDING TIME MANAGEMENT SKILLS WITH A PROVEN ABILITY TO MEET DEADLINES.
LICENSURE REQUIREMENT:EMPLOYEE MUST HAVE A VALID TENNESSEE DRIVER’S LICENSE AND STATE MANDATED MINIMUM INSURANCE COVERAGE. | ['recruiting', 'talent management', 'compliance', 'employee engagement programs', 'conflict resolution', 'human resources policies', 'performance management', 'employment law', 'training and development', 'benefits administration', 'investigations', 'communication', 'interpersonal skills', 'integrity', 'professionalism', 'time management', 'problem solving', 'team collaboration', 'adaptability', 'confidentiality', 'leadership', 'relationship building', 'critical thinking', 'empathy', 'creativity', 'payroll administration', 'timekeeping', 'data management', 'applicant tracking systems', 'negotiation', 'occupational health and safety', 'interviewing', 'sourcing', 'screening', 'budget management'] |
3,904,406,321 | HR | Human Resources Intern | AS A HUMAN RESOURCES INTERN AT THE UF HEALTH CANCER CENTER (UFHCC), YOU WILL BE RESPONSIBLE FOR PROVIDING ADMINISTRATIVE SUPPORT TO THE OFFICE OF HUMAN RESOURCES. YOU WILL PARTICIPATE IN ONGOING HR PROJECTS AND ACTIVITIES, AND SUPPORT THE DAILY OPERATIONS OF THE UFHCC-HR DEPARTMENT. THE IDEAL CANDIDATE WILL HAVE AN INTEREST IN LEARNING ABOUT HR AND BE EAGER TO GAIN PRACTICAL EXPERIENCE IN VARIOUS HR FUNCTIONS.
IN YOUR NEW ROLE YOU WILL BE RESPONSIBLE FOR THE FOLLOWING:DAY-TO-DAY ADMINISTRATION OF FUNCTIONAL HR PROCESSES, ENSURING SMOOTH, EFFICIENT HR OPERATIONS;ASSISTANCE WITH RECRUITMENT AND ONBOARDING ACTIVITIES;MAINTAINING UFHCC-HR ELECTRONIC RECORDS, INCLUDING MAINTAINING AN EFFECTIVE, EFFICIENT FILING PROCESS: ARCHIVING DOCUMENTS AS APPROPRIATE, SCANNING, FILING, AND DESTROYING PHYSICAL DOCUMENTS IN A TIMELY MANNER;PARTICIPATING IN ONGOING HR PROJECTS ACROSS THE DOMAINS OF TALENT MANAGEMENT, TALENT ACQUISITION, AND PEOPLE OPERATIONS. THIS IS AN INTERN-LEVEL POSITION, IDEAL FOR CANDIDATES WITH AN INTEREST IN EXPLORING A CAREER IN HUMAN RESOURCES IN HIGHER EDUCATION, RESEARCH, HEALTHCARE, OR SIMILAR INDUSTRIES. A COMPLETE JOB DESCRIPTION WILL BE PROVIDED TO CANDIDATES SELECTED FOR INTERVIEW.
MINIMUM REQUIREMENTS:THIS POSITION IS OPEN TO ALL STUDENTS WHO ARE ELIGIBLE TO WORK ON CAMPUS AND WILL BE EMPLOYED THROUGH STUDENT OTHER PERSONNEL SERVICES (OPS) AND MUST MAINTAIN A MINIMUM 2.0 GRADE POINT AVERAGE.REGISTERED STUDENTS ARE EMPLOYED ON A PART-TIME BASIS, UP TO 20 HOURS PER WEEK.SUCCESSFUL PRE-EMPLOYMENT SCREENING INCLUDING A BACKGROUND CHECK.
APPLICANTS MUST UPLOAD A COPY OF THE FOLLOWING DOCUMENTS TO BE CONSIDERED FOR THIS POSITION:COVER LETTER OR LETTER OF INTERESTCURRICULUM VITAE OR RESUMELIST OF (3) PROFESSIONAL AND/OR EDUCATIONAL REFERENCES (MAY INCLUDE PROGRAMMATIC FACULTY OR OTHER APPROPRIATE CONTACTS)
THIS POSITION IS TIME-LIMITED. INITIAL APPOINTMENT TERM WILL BE FOR THE SUMMER SEMESTER AND MAY BE ELIGIBLE FOR FURTHER RENEWAL BASED ON INTERN PERFORMANCE, DEPARTMENTAL NEEDS, AND BUDGET AVAILABILITY.APPLICATION MUST BE SUBMITTED BY 11:55 P.M. (ET) OF THE POSTING END DATE. | ['administrative support', 'recruitment', 'onboarding', 'record maintenance', 'filing', 'document archiving', 'HR processes', 'talent management', 'talent acquisition', 'people operations', 'interest in HR', 'eagerness to learn', 'communication', 'teamwork', 'attention to detail', 'time management'] |
3,891,014,745 | HR | Senior Human Resources Generalist | ROLE: SENIOR HUMAN RESOURCES GENERALISTLOCATION: DENVER, CO NEAR RINO – HYBRID WITH 3-4 DAYS IN OFFICE/ WEEK
WE ARE LOOKING FOR A DRIVEN AND EXPERIENCED SENIOR HUMAN RESOURCES GENERALIST TO JOIN A VERY REPUTABLE AND RAPIDLY GROWING SAAS COMPANY WITH A PRESENCE IN COLORADO, FLORIDA, AND CANADA. IF YOU ENJOY WORKING CLOSELY WITH A SMALL INTERNAL OPERATIONS TEAM AND IN STRONG PARTNERSHIP WITH OTHER LEADERS IN THE BUSINESS, WE’D LOVE TO TALK TO YOU!
THIS IS A HYBRID DIRECT HIRE ROLE IN DENVER, CO NEAR RINO PAYING $80-95K WITH QUARTERLY BONUSES.
RESPONSIBILITIES:MANAGES AND DIRECTS ALL HR TASKS, INCLUDING BUILDING, REFINING AND MANAGING VARIOUS PEOPLE-PROGRAMS, PROCESSES AND POLICIESMAINTAIN A HIGH LEVEL OF EXPERTISE IN BEST PRACTICE AND COMPLIANCE WITH LOCAL, STATE, FEDERAL HUMAN RESOURCES POLICIES, PROGRAMS, LAWS, AND EMPLOYMENT ISSUESCOLLABORATES WITH LEADERSHIP TO UNDERSTAND LONG-TERM GOALS, AND IDENTIFIES WAYS TO SUPPORT THESE GOALS THROUGH AN OUTSTANDING CULTURE AND TALENT MANAGEMENTDRAFT AND IMPLEMENT STAFFING PLANS, RECRUITMENT PRACTICES AND AN EXCEPTIONAL ONBOARDING EXPERIENCEMANAGE RECRUITING EFFORTS, INCLUDING FULL LIFECYCLE RECRUITMENT AND EMPLOYER BRAND INITIATIVESDEVELOP CAREER PATHING AND LEARNING & DEVELOPMENT PROGRAMSCOMMUNICATE CHANGES IN THE COMPANY’S PERSONNEL POLICIES AND PROCEDURES AND ENSURE THAT PROPER COMPLIANCE IS FOLLOWEDMANAGE AND RESOLVE COMPLEX PEOPLE RELATIONS ISSUESMAINTAIN COMPETITIVE COMPENSATION, BENEFIT AND EMPLOYEE INCENTIVE PROGRAMSPARTNER WITH FUNCTIONAL MANAGERS TO MEET THEIR OPERATING AND TEAM GOALSALL OTHER DUTIES AS ASSIGNED
REQUIREMENTS:5-10 YEARS OF HR EXPERIENCE THAT INCLUDES LEADERSHIP, RECRUITING, TALENT DEVELOPMENT, HR COMPLIANCE AND ADMINISTRATION, PROGRAM MANAGEMENT AND RETENTIONDEEP KNOWLEDGE OF KEY HUMAN RESOURCES FUNCTIONS (E.G. COMPENSATION, COMPLIANCE, OPERATIONS, EMPLOYEE RELATIONS) AND THE ABILITY TO ACT AS A STRATEGIC PARTNER TO THE BUSINESSINTERNATIONAL HR OPERATIONS EXPERIENCE IS STRONGLY PREFERRED, ESPECIALLY CANADIAN EMPLOYMENT LAW AND COMPLIANCEKNOWLEDGE OF--AND SENSITIVITY TO--THE DIVERSE BACKGROUNDS REPRESENTED ACROSS THE WORKFORCEEXCELLENT INTERPERSONAL, COMMUNICATION, LISTENING, AND MODERATING SKILLS--YOU ARE ABLE TO SUPPORT STAFF AND MANAGE CONFLICTS IN A MANNER THAT RESPECTS BOTH THE EMPLOYEE(S) AND THE COMPANYDEMONSTRATED SUCCESS OWNING PROJECTS FROM INCEPTION TO COMPLETION, PROVIDING APPROPRIATE LEVELS OF COMMUNICATION THROUGHOUTHIGH SENSE OF URGENCY, DRIVEN WITH ABILITY TO UNDERSTAND AND PRIORITIZE INITIATIVESEXCELLENT WRITTEN AND VERBAL COMMUNICATIONS SKILLS WITH ABILITY TO INTERACT EFFECTIVELY AT VARIOUS LEVELS IN THE ORGANIZATION.BACHELOR'S DEGREE PREFERRED (OR EQUIVALENT EXPERIENCE) WITH A SPECIALIZATION IN HUMAN RESOURCES, PERSONNEL, BUSINESS MANAGEMENT, COMMUNICATIONS, OR A RELATED FIELD PREFERREDCURRENT CERTIFICATION AS PHR/SPHR, SHRM-CP/SHRM-SCP
CANDIDATES WITH THE BELOW ARE EXPERIENCE ARE PRIORITIZED:EXPERIENCE WITHIN A HIGH GROWTH TECHNOLOGY ENVIRONMENTEXPERIENCE WITH ENTREPRENEURIAL OPERATING SYSTEM (EOS)CURRENT CERTIFICATION AS PHR/SPHR, SHRM-CPAN ADVANCED HR DEGREE
BENEFITS:FLEXIBLE UNLIMITED PTO AND PAID PARENTAL LEAVE401K MATCHWELLNESS STIPENDQUARTERLY BONUSES12 PAID HOLIDAYS PER YEAROPPORTUNITY TO WORK FOR AN ENTREPRENEURIAL COMPANY IN AN EXCITING PHASE OF GROWTH
WHY WORK WITH AIMHIRE:WE WORK WITH MANY DIFFERENT CLIENTS IN MANY DIFFERENT INDUSTRIES AND MAY BE ABLE TO CONSIDER YOU FOR MULTIPLE ROLES AT ONE TIME!NO FEE TO YOU!VOTED ONE OF THE BEST STAFFING AGENCIES IN DENVER!PLEASE APPLY ONLINE AT WWW.AIMHIREDENVER.COM FOR IMMEDIATE CONSIDERATION
PLEASE APPLY DIRECTLY ON OUR WEBSITE AT WWW.AIMHIREDENVER.COM FOR IMMEDIATE CONSIDERATION.
AIMHIRE IS AN EQUAL OPPORTUNITY/AFFIRMATIVE ACTION EMPLOYER.
KEYWORDS: HR, HUMAN RESOURCES, EMPLOYEE RELATIONS, GENERALIST, MANAGEMENT | ['HR Compliance', 'Recruitment', 'Talent Development', 'Employee Relations', 'Compensation Management', 'Onboarding', 'Communication Skills', 'Interpersonal Skills', 'Conflict Resolution', 'Listening Skills', 'Sense of Urgency', 'Prioritization', 'Team Collaboration', 'Adaptability', 'Program Management', 'International HR Operations', 'Project Management', "Bachelor's Degree in HR or related field", 'PHR/SPHR Certification', 'SHRM-CP/SHRM-SCP Certification', 'Cultural Sensitivity'] |
3,902,747,307 | HR | Human Resources Business Partner | ABOUT US
RENT THE RUNWAY (RTR) IS TRANSFORMING THE WAY WE GET DRESSED BY PIONEERING THE WORLD’S FIRST CLOSET IN THE CLOUD. FOUNDED IN 2009, RTR HAS DISRUPTED THE $2.4 TRILLION FASHION INDUSTRY BY INSPIRING WOMEN WITH A MORE JOYFUL, SUSTAINABLE AND FINANCIALLY-SAVVY WAY TO FEEL THEIR BEST EVERY DAY. AS THE ULTIMATE DESTINATION FOR CIRCULAR FASHION, THE BRAND NOW OFFERS INFINITE POINTS OF ACCESS TO ITS SHARED CLOSET VIA A FULLY CUSTOMIZABLE SUBSCRIPTION TO FASHION, ONE-TIME RENTAL OR OWNERSHIP. RTR OFFERS DESIGNER APPAREL, ACCESSORIES AND HOME DECOR FROM 700+ BRAND PARTNERS AND HAS BUILT IN-HOUSE PROPRIETARY TECHNOLOGY AND A ONE-OF-A-KIND REVERSE LOGISTICS OPERATION. UNDER CEO AND CO-FOUNDER JENNIFER HYMAN’S LEADERSHIP, RTR HAS BEEN NAMED TO CNBC’S “DISRUPTOR 50” FIVE TIMES IN TEN YEARS, AND HAS BEEN PLACED ON FAST COMPANY’S MOST INNOVATIVE COMPANIES LIST MULTIPLE TIMES, WHILE HYMAN HERSELF HAS BEEN NAMED TO THE “TIME 100” MOST INFLUENTIAL PEOPLE IN THE WORLD AND AS ONE OF PEOPLE MAGAZINE’S “WOMEN CHANGING THE WORLD.”
ABOUT THE JOB
AS THE HRBP FOR OUR OPERATIONS FACILITY AT DFW, YOU WILL PARTNER CLOSELY WITH OPERATIONS SENIOR MANAGEMENT AND HR LEADERSHIP TO DEVELOP AND EXECUTE THE HR STRATEGIES THAT FOSTER ORGANIZATIONAL AND PEOPLE EFFECTIVENESS. TO SUCCEED IN THIS ROLE, YOU WILL DEVELOP AN UNDERSTANDING OF BUSINESS OBJECTIVES AND TRANSLATE THEM INTO AN ALIGNED HR AGENDA. YOU WILL USE YOUR EXPERIENCE AND GOOD JUDGEMENT TO DIAGNOSE AND PRIORITIZE ISSUES TAKING PROACTIVE STEPS TO ADDRESS BALANCING HR AND LEGAL REQUIREMENTS AND BUSINESS NEEDS.
YOU WILL WORK CLOSELY WITH OPS LEADERSHIP AND THE PEOPLE TEAM TO DEVELOP AND IMPLEMENT PROJECTS AROUND KEY AREAS INCLUDING BUT NOT LIMITED TO LABOUR PLANNING, PERFORMANCE MANAGEMENT, EMPLOYEE RELATIONS, RETENTION, ENGAGEMENT, INTERNAL COMMUNICATIONS, MANAGEMENT DEVELOPMENT, COACHING AND SUPPORTING DEI INITIATIVES TO CREATE A HIGH PERFORMING AND INCLUSIVE WORK ENVIRONMENT. THIS ROLE OFFERS THE OPPORTUNITY FOR A HANDS-ON HRBP TO IMPACT THE TACTICAL AND STRATEGIC AGENDA ACROSS THE FULL EMPLOYEE LIFECYCLE WHILE SUPPORTING OUR FULFILLMENT CENTER.
THE IDEAL CANDIDATE WILL BE A CREATIVE, COLLABORATIVE, RESULTS-ORIENTED MANAGER WHO CAN PRIORITIZE STRATEGICALLY AND ACT DECISIVELY. YOU WILL BE HIGHLY ENGAGED WITH OUR WORKFORCE AND SUCCESSFULLY MONITOR THE "PULSE" OF THE EMPLOYEES AND ADAPT BASED ON FEEDBACK AND INSIGHTS. EXPERIENCE WITH A RAPIDLY CHANGING WORK ENVIRONMENT AND HIGH-VOLUME WORKLOAD IS A MUST. YOU WILL THRIVE IN THIS ENVIRONMENT IF YOU CAN “ROLL UP YOUR SLEEVES AND GET INVOLVED” AND BRING A PASSION FOR DEVELOPING A STRONG, DIVERSE AND COLLABORATIVE TEAM.
WHAT YOU’LL DO
EXECUTE OUR PEOPLE INITIATIVES, PROVIDING COMPREHENSIVE INTERNAL CUSTOMER SUPPORT AND DRIVING HR FUNCTIONAL EXCELLENCE AND PROCESS IMPROVEMENT.UNDERSTAND BUSINESS GOALS AND RECOMMEND INFORMED APPROACHES TO HR INITIATIVES, POLICIES AND PROCEDURES THAT DRIVE SUCCESS. GUIDE AND ADVISE LEADERS IN CORRECTIVE ACTION, PERFORMANCE IMPROVEMENT PLANS AND EMPLOYEE TERMINATIONS. COACHING AND MENTORING AT THE MANAGEMENT LEVEL. OWN MANAGEMENT LEARNING & DEVELOPMENT PROGRAMS INCLUDING DRAFTING FACILITATOR GUIDES, PARTICIPANT GUIDES, POWERPOINT DECKS, AND JOB AIDS TO SUPPORT THE LEARNING OPPORTUNITIES AND CLOSE GAPS IN LEADERSHIP CAPABILITY. CREATE AND DRIVE EFFECTIVE EMPLOYEE RELATIONS, RETENTION AND REWARD PROGRAMS. ADVISE LEADERS REGARDING LEGAL AND REGULATORY COMPLIANCE: FMLA, ADA, FLSA, EEO, OSHA, SAFETY, ETC.PARTNER WITH SENIOR LEADERSHIP TO DRIVE PERFORMANCE MANAGEMENT AT ALL LEVELS OF THE ORGANIZATIONENSURE CONSISTENT POLICY IMPLEMENTATION, COMMUNICATION AND MONITOR ADHERENCE.FACILITATE AND PARTNER AS NECESSARY USING SOUND JUDGEMENT AND AN INFORMED APPROACH TO RESOLVE EMPLOYEE RELATION CONCERNS. PARTNER WITH OPERATIONS LEADERSHIP TO DRIVE ENGAGEMENT BASED ON THEIR EMPLOYEE ENGAGEMENT SURVEY RESULTS IN ALIGNMENT WITH COMPANY GOALS.
ABOUT YOU
BACHELOR’S DEGREE IN HR, BUSINESS OR RELATED FIELD; ADVANCED HR DEGREE PREFERRED.AT LEAST 4 YEARS IN A DEDICATED HR ROLE WITH AT LEAST 2 YEARS OF HR MANAGEMENT EXPERIENCE.THE ABILITY TO MANAGE MULTIPLE PRIORITIES SIMULTANEOUSLY - ORIENTATED ON RESULTS.EXPERIENCE INTERPRETING AND APPLYING HR POLICIES, PROCEDURES, PROGRAMS AND PROCESSES.PASSION FOR INNOVATIVE HR SOLUTIONS AND PROCESS IMPROVEMENT.SOLUTIONS-FOCUSED APPROACH AND HIGH LEVEL OF COMFORT IN A HIGH-PERFORMING ENVIRONMENT WITH AMBITIOUS DELIVERABLES. ABILITY TO PROACTIVELY IDENTIFY PROBLEMS AND DRIVE APPROPRIATE RESOLUTIONS.PREVIOUS EXPERIENCE TRAINING TO MANAGER LEVEL. EXPERIENCE WORKING IN AN HR ROLE IN A MANUFACTURING OR WAREHOUSE ENVIRONMENT ESSENTIAL. EXCELLENT PROBLEM SOLVER WITH A PROVEN TRACK RECORD OF DRIVING RESULTS THROUGH A PROJECT LIFECYCLE. EXCELLENT INTERPERSONAL, ORAL, AND WRITTEN COMMUNICATION SKILLS.EXCELLENT COMPUTER SKILLS INCLUDING MICROSOFT OFFICE PRODUCTS, INTERNET NAVIGATION, HRIS SYSTEMSABLE TO CREATE, ANALYZE, REPORT AND MANIPULATE DATA AS IT RELATES TO HR METRICSBILINGUAL IN SPANISH - A PLUS
BENEFITS
AT RENT THE RUNWAY, WE’RE COMMITTED TO THE WELL-BEING OF OUR EMPLOYEES AND AIM TO CREATE A WORKPLACE THAT FOSTERS BOTH PERSONAL AND PROFESSIONAL GROWTH. OUR INCLUSIVE BENEFITS INCLUDE, BUT ARE NOT LIMITED TO:
PAID TIME OFF INCLUDING VACATION, PAID BEREAVEMENT, AND FAMILY SICK LEAVE - EVERY EMPLOYEE NEEDS TIME TO TAKE CARE OF THEMSELVES AND THEIR FAMILY.UNIVERSAL PAID PARENTAL LEAVE FOR BOTH PARENTS + FLEXIBLE RETURN TO WORK PROGRAM - BECAUSE WE KNOW YOUR NEWEST FAMILY MEMBER(S) DESERVE YOUR UNDIVIDED ATTENTION.PAID SABBATICAL AFTER 5 YEARS OF CONTINUOUS SERVICE - UNPLUG, RECHARGE, AND HAVE SOME FUN!EXCLUSIVE EMPLOYEE SUBSCRIPTION AND RENTAL DISCOUNTS - TO ENSURE YOU EXPERIENCE THE MAGIC OF RENTING THE RUNWAY (AND GIVE US VALUED FEEDBACK!).COMPREHENSIVE HEALTH, VISION, DENTAL, FSA AND DEPENDENT CARE FROM DAY 1 OF EMPLOYMENT - YOUR HEALTH COMES FIRST AND WE’VE GOT YOU COVERED.401K MATCH - AN INVESTMENT IN YOUR FUTURE.COMPANY-WIDE EVENTS AND OUTINGS - OUR TEAM SPIRIT IS NO JOKE - WE KNOW HOW TO HAVE FUN! OFFICE CENTRIC WORK: THE ROLE IS ONSITE OUT OF OUR DALLAS FORTH WORTH FACILITY, 5 DAYS PER WEEK
RENT THE RUNWAY IS AN EQUAL OPPORTUNITY EMPLOYER. IN ACCORDANCE WITH APPLICABLE LAW, WE PROHIBIT DISCRIMINATION AGAINST ANY APPLICANT OR EMPLOYEE BASED ON ANY LEGALLY-RECOGNIZED BASIS, INCLUDING, BUT NOT LIMITED TO: RACE, COLOR, RELIGION, SEX (INCLUDING PREGNANCY, LACTATION, CHILDBIRTH OR RELATED MEDICAL CONDITIONS), SEXUAL ORIENTATION, GENDER IDENTITY, AGE (40 AND OVER), NATIONAL ORIGIN OR ANCESTRY, CITIZENSHIP STATUS, PHYSICAL OR MENTAL DISABILITY, GENETIC INFORMATION (INCLUDING TESTING AND CHARACTERISTICS), VETERAN STATUS, UNIFORMED SERVICE MEMBER STATUS OR ANY OTHER STATUS PROTECTED BY FEDERAL, STATE OR LOCAL LAW.
BY SUBMITTING YOUR APPLICATION BELOW, YOU AGREE THAT YOU HAVE READ AND ACKNOWLEDGE RENT THE RUNWAY'S CANDIDATE PRIVACY POLICY, FOUND HERE . | ['HR management', 'employee relations', 'performance management', 'data analysis', 'HRIS systems', 'legal compliance', 'Microsoft Office', 'project management', 'coaching and mentoring', 'communication', 'problem solving', 'collaboration', 'strategic thinking', 'results-oriented', 'adaptability', 'creativity', 'engagement', 'initiative', 'teamwork', 'bilingual in Spanish'] |
3,906,227,054 | HR | Human Resources Assistant | $20.62 PER HOUR
AT CORECIVIC, OUR EMPLOYEES ARE DRIVEN BY A DEEP SENSE OF SERVICE, HIGH STANDARDS OF PROFESSIONALISM AND A RESPONSIBILITY TO BETTER THE PUBLIC GOOD. WE ARE CURRENTLY SEEKING A HUMAN RESOURCES ASSISTANT WHO HAS A PASSION FOR PROVIDING THE HIGHEST QUALITY CARE IN AN INSTITUTIONAL, SECURE SETTING. COME JOIN A TEAM THAT IS DEDICATED TO MAKING AN IMPACT FOR THE PEOPLE AND COMMUNITIES WE SERVE.
THE HUMAN RESOURCES ASSISTANT PERFORMS VARIED AND MODERATELY COMPLEX CLERICAL FUNCTIONS AND RELATED GENERAL OFFICE DUTIES THAT REQUIRE INDEPENDENT JUDGMENT IN THE USE OF WORK METHODS AND PROCEDURES IN THE AREAS OF HUMAN RESOURCES AND PAYROLL ADMINISTRATION. THEY WILL PROVIDE SUPPORT IN THE AREAS OF EMPLOYEE BENEFITS AND SERVICES, EMPLOYEE RELATIONS, COMPLIANCE, SAFETY AND HEALTH, WAGE AND SALARY ADMINISTRATION, PERFORMANCE MANAGEMENT, AND EMPLOYMENT WHICH INCLUDES RECRUITING, SELECTION, AND ORIENTATION.
REVIEW AND PROCESS HUMAN RESOURCES AND PAYROLL DOCUMENTS. VERIFY THAT REQUIRED FORMS ARE ACCURATE AND COMPLETE FOR PROCESSING.MAINTAIN PERSONNEL AND MEDICAL FILES IN COMPLIANCE WITH POLICY AND PROCEDURES. PROCESS PERSONNEL AND PAYROLL DOCUMENTS THROUGH REGULAR USE OF SOFTWARE APPLICATIONS, INCLUDING BUT NOT LIMITED TO, PROMOTIONS, DEMOTIONS, TRANSFERS, AND SALARY CHANGES.ASSIST IN THE IMPLEMENTATION AND ADMINISTRATION OF HUMAN RESOURCES POLICIES, PROCEDURES, AND PROGRAMS. RESPOND TO STAFF INQUIRIES OR REQUESTS REGARDING HR PROGRAMS OR REFERS TO APPROPRIATE STAFF MEMBER OR FACILITY SUPPORT CENTER FOR FURTHER ASSISTANCE AS NEEDED.ASSIST WITH THE IMPLEMENTATION, AND MAINTENANCE OF AN ON-GOING RECRUITING PROGRAM FOR STAFFING NEEDS.
QUALIFICATIONS
HIGH SCHOOL DIPLOMA, GED CERTIFICATION OR EQUIVALENT IS REQUIRED.TWO YEARS OF EXPERIENCE IN FULL-TIME CLERICAL OR ADMINISTRATIVE OFFICE WORK IS REQUIRED, PREFERABLY IN HUMAN RESOURCES ADMINISTRATION. ADDITIONAL QUALIFYING EDUCATION AT AN ACCREDITED COLLEGE, BUSINESS SCHOOL OR TECHNICAL INSTITUTE IN OFFICE ADMINISTRATION OR A RELATED FIELD MAY BE SUBSTITUTED FOR THE REQUIRED EXPERIENCE ON A YEAR-FOR-YEAR BASIS UP TO ONE YEAR.EXPERIENCE IN MICROSOFT OFFICE APPLICATIONS OR OTHER SIMILAR SOFTWARE APPLICATIONS IS REQUIRED.KNOWLEDGE OF JD EDWARDS AND KRONOS IS STRONGLY PREFERRED.A VALID DRIVER'S LICENSE IS REQUIRED.MINIMUM AGE REQUIREMENT: MUST BE AT LEAST 18 YEARS OF AGE.
CORECIVIC IS A DRUG-FREE WORKPLACE AND EOE-INCLUDING DISABILITY/VETERAN. | ['human resources administration', 'recruiting', 'Microsoft Office', 'clerical functions', 'office administration', 'independent judgment', 'communication', 'teamwork', 'problem solving', 'attention to detail', 'customer service', 'payroll administration', 'employee benefits', 'compliance', 'performance management', 'JD Edwards', 'Kronos'] |
3,905,298,637 | HR | Human Resources Business Partner | WHAT MAKES A HONDA, IS WHO MAKES A HONDA
HONDA HAS A CLEAR VISION FOR THE FUTURE, AND IT’S A JOYFUL ONE. WE ARE LOOKING FOR INDIVIDUALS WITH THE SKILLS, COURAGE, PERSISTENCE, AND DREAMS THAT WILL HELP US REACH OUR FUTURE-FOCUSED GOALS.
AT OUR CORE IS INNOVATION. HONDA IS CONSTANTLY INNOVATING AND DEVELOPING SOLUTIONS TO DRIVE OUR BUSINESS WITH RECORD SUCCESS. WE STRIVE TO BE A COMPANY THAT SERVES AS A SOURCE OF “POWER” THAT SUPPORTS PEOPLE AROUND THE WORLD WHO ARE TRYING TO DO THINGS BASED ON THEIR OWN INITIATIVE AND THAT HELPS PEOPLE EXPAND THEIR OWN POTENTIAL. TO THIS END, HONDA STRIVES TO REALIZE “THE JOY AND FREEDOM OF MOBILITY” BY DEVELOPING NEW TECHNOLOGIES AND AN INNOVATIVE APPROACH TO ACHIEVE A “ZERO ENVIRONMENTAL FOOTPRINT.”
WE ARE LOOKING FOR QUALIFIED INDIVIDUALS WITH DIVERSE BACKGROUNDS, EXPERIENCES, CONTINUOUS IMPROVEMENT VALUES, AND A STRONG WORK ETHIC TO JOIN OUR TEAM.
IF YOUR GOALS AND VALUES ALIGN WITH HONDA’S, WE WANT YOU TO JOIN OUR TEAM TO BRING THE FUTURE!
JOB PURPOSE
THE HR BUSINESS PARTNER (HRBP) SUPPORTS THE BHR SR. LEADER. SR. HRBPS AND PARTNERS WITH BUSINESS LEADERS TO PROVIDE END-TO-END HUMAN CAPITAL SOLUTIONS THAT ADVANCE THE BUSINESS AGENDA. THE HRBP SERVES AS A PARTNER AND PROVIDES GUIDANCE TO LEADERS TO SUPPORT ORGANIZATIONAL OBJECTIVES AND BUSINESS STRATEGIES. THE HRBP POSITION IS RESPONSIBLE FOR ALIGNING HR PROGRAMS AND POLICIES WITH BUSINESS OBJECTIVES WITHIN DESIGNATED BUSINESS UNITS. THE POSITION SERVES AS A CONSULTANT TO MANAGEMENT ON HUMAN RESOURCE-RELATED ISSUES, ACTS AS A CHANGE AGENT, AND SEEKS TO DEVELOP INTEGRATED SOLUTIONS ALL THE WHILE WORKING CLOSELY AND IN CONJUNCTION WITH OTHER HR FUNCTIONS AND COES.
KEY ACCOUNTABILITIES
PARTNER WITH BUSINESS UNITS/PLANT LEADERS TO INTEGRATE PEOPLE STRATEGIES WITHIN THE OVERALL ORGANIZATIONAL STRATEGY ADDRESS HR RELATED TRENDS AND ISSUES IMPACTING THE BUSINESS AND PROVIDE FORWARD-THINKING INSIGHTS, RECOMMENDATIONS, PLANS, TOOLS, AND SOLUTIONS ENSURE HR PROGRAMS, PROCESSES AND SERVICES DELIVERY ARE BASED ON THE BUSINESS ENVIRONMENT/STRATEGY AND TALENT IMPLICATIONS BY WORKING WITH COE’S, HR OPS, AND HR LEADERSPROVIDE HR CONSULTING SERVICES TO BUSINESS /PLANT LEADERS AS IT RELATES TO HUMAN RESOURCES PROGRAMS AND POLICIES, OFTEN ENCOMPASSING ALL AREAS OF HUMAN RESOURCESANALYZE DATA TO IDENTIFY TRENDS, GAPS, AND PRIORITIES, PARTICULARLY IN THE AREAS OF PERFORMANCE MANAGEMENT, TALENT DEVELOPMENT, AND WORKFORCE PLANNINGCOUNSEL BUSINESS LEADERS ON PEOPLE MATTERS
QUALIFICATIONS, EXPERIENCE, AND SKILLS
BACHELOR’S DEGREE IN A RELEVANT FIELD6+ YEARS OF HR EXPERIENCE AS AN HRBP AND/OR HR GENERALIST, WITH CONSIDERABLE EXPERIENCE IN ONE OR MORE OF THE FOLLOWING: COMPENSATION, ASSOCIATE RELATIONS, TALENT MANAGEMENT, CONTINUOUS PROCESS IMPROVEMENT, CHANGE MANAGEMENT, D & I, AND OD.EXCELLENT TEAM BUILDING SKILLS, SELF-MOTIVATED WITH THE ABILITY TO MULTI-TASK IN A FAST PACED, HIGH- VOLUME ENVIRONMENTSTRONG BUSINESS ACUMEN AND UNDERSTANDING OF THE HR STRATEGIC PARTNERSHIP IN DRIVING BUSINESS RESULTSCREATIVE PROBLEM SOLVER WITH STRONG ATTENTION TO DETAIL, ORGANIZATION, AND FOLLOW-UP SKILLSDEMONSTRATED SUCCESS IN DEVELOPING AND IMPLEMENTING A VARIETY OF HUMAN CAPITAL STRATEGIES IN SUPPORT OF BUSINESS OBJECTIVES AND GOALS STRONG UNDERSTANDING OF FEDERAL AND STATE EMPLOYMENT LAWS AND REGULATIONS AS IT PERTAINS TO EMPLOYMENT RELATED MATTERSSTRONG COMMUNICATION, PROBLEM SOLVING, AND NEGOTIATION SKILLSSTRONG COLLABORATION SKILLS WITH ALL LEVELS WITHIN THE ORGANIZATION
WORKSTYLE
ONSITE
BENEFITS AND TOTAL REWARDS
WHAT DIFFERENTIATES HONDA AND MAKES US AN EMPLOYER OF CHOICE?
TOTAL REWARDS
COMPETITIVE BASE SALARYANNUAL BONUSOVERTIMEINDUSTRY LEADING BENEFIT PLANS (MEDICAL, DENTAL, VISION, RX)PAID TIME OFF, INCLUDING VACATION, PAID HOLIDAYS, SICK TIME, PERSONAL DAYS401K PLAN WITH COMPANY MATCH + ADDITIONAL CONTRIBUTIONLIFESTYLE BONUS
CAREER GROWTH
ADVANCEMENT OPPORTUNITIESCAREER MOBILITY EDUCATION REIMBURSEMENT FOR CONTINUED LEARNINGTRAINING AND DEVELOPMENT PROGRAMS
ADDITIONAL OFFERINGS
WELLBEING PROGRAMCOMMUNITY SERVICE AND ENGAGEMENT PROGRAMSPRODUCT PROGRAMSFREE DRINKS ONSITE
HONDA 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.
| ['HR experience', 'data analysis', 'talent management', 'process improvement', 'communication', 'problem solving', 'team building', 'collaboration', 'self-motivation', 'organizational skills', 'attention to detail', 'multi-tasking', 'compensation management', 'change management', 'employment law knowledge', 'human capital strategy development', 'negotiation'] |
3,898,176,212 | HR | Vice President Human Resources | VICE PRESIDENT OF HUMAN RESOURCESLOCATION: PRIMARILY IN-PERSON EITHER AT LA QUINTA OR BAKERSFIELD, CALIFORNIA
SUN WORLD INTERNATIONAL IS A CALIFORNIA-BASED AGRICULTURE AND TECHNOLOGY FIRM ENGAGED IN FRUIT VARIETY DEVELOPMENT, TECHNOLOGY, INTELLECTUAL PROPERTY, AND LICENSING. TECHNOLOGY AND IP PURSUITS INCLUDE A LEADING FRUIT BREEDING/GENETICS PROGRAMS, A BROAD-BASED PORTFOLIO OF PLANT PATENTS AND TRADEMARKS, AND INVESTMENTS IN AGRICULTURE TECHNOLOGY START-UPS BENEFITING ITS GLOBAL LICENSEES. LICENSING CONSISTS OF SHARING NEW PROPRIETARY STONE FRUIT AND TABLE GRAPE VARIETIES, AND THE IP THEY COMPRISE, WITH LIKE-MINDED FRUIT GROWERS AND MARKETERS IN MORE THAN 15 COUNTRIES AROUND THE WORLD.
THE COMPANY PRIZES CREATIVITY, INNOVATION, AND AN ENTREPRENEURIAL SPIRIT. ITS PEOPLE STRIVE FOR EXCELLENCE BY DEMONSTRATING LEADERSHIP, PASSION, KINDNESS, AUTHENTICITY, COURAGE, INITIATIVE, AND CURIOSITY.
ABOUT THE OPPORTUNITY THE VICE PRESIDENT OF HUMAN RESOURCES IS RESPONSIBLE FOR DEVELOPING AND ADMINISTERING ALL HUMAN RESOURCE-RELATED STRATEGIES, POLICIES AND PROGRAMS AND, IN SO DOING, FOR HELPING TO ARTICULATE THE COMPANY’S CULTURE AND VALUES AS WELL AS ITS COMMITMENT TO DIVERSITY, EQUITY AND INCLUSION. THE PERSON OCCUPYING THIS MANAGEMENT ROLE WILL ENABLE AND SUPPORT A HIGHLY ENGAGED AND CONNECTED GLOBAL TEAM WITH HIGH MORALE AND RETENTION. CREATIVE ANALYSIS, INDEPENDENT THOUGHT, AND A PROACTIVE APPROACH TO ADDING VALUE TO THE ORGANIZATION ARE KEY ELEMENTS OF THIS POSITION.
REPORTS TO: PRESIDENT & CHIEF OPERATING OFFICER WITH DOTTED LINE REPORTING TO CHIEF FINANCIAL OFFICER ON PAYROLL AND BENEFITS MATTERSPERSONNEL SUPERVISED: PEOPLE & CULTURE MANAGERHOURS WORKED: FULL TIME, 40 HOURS/WEEK, MONDAY-FRIDAY. EVENING AND WEEKEND HOURS AS NEEDED.COMPENSATION: BASE SALARY $135K-$160K, PLUS BONUS POTENTIAL UP TO 30%, AND A COMPREHENSIVE BENEFITS PACKAGE SUPPORTING EMPLOYEE WELLNESS AND SECURITY.
PRIMARY DUTIES & RESPONSIBILITIESFORMULATE, RECOMMEND AND ENSURE ADHERENCE TO THE COMPANY’S HR STRATEGIES, POLICIES, AND OBJECTIVES WHILE PROTECTING INTERESTS OF EMPLOYEES AND THE COMPANY IN ACCORDANCE WITH COMPANY HR POLICIES AND APPLICABLE GOVERNMENTAL LAWS AND REGULATIONS. ACT AS PRIMARY CONTACT WITH LABOR COUNSEL AND OUTSIDE GOVERNMENT LABOR RELATED AGENCIESESTABLISH/MAINTAIN POSITION DESCRIPTIONS, WAGE AND SALARY STRUCTURE, PAY POLICIES, PERFORMANCE APPRAISAL PROGRAMS, EMPLOYEE BENEFIT PROGRAMS AND SERVICES, AND COMPANY SAFETY AND HEALTH PROGRAMS. MONITOR FOR EFFECTIVENESS AND COST CONTAINMENT.ESTABLISH STANDARD RECRUITING AND PLACEMENT PRACTICES AND PROCEDURES, AND WORK EFFECTIVELY WITH RESPECTIVE HIRING MANAGERS IN THE PROCESS OF RECRUITING NEW EMPLOYEES.DEVELOP AND ADMINISTER EFFECTIVE EMPLOYEE ONBOARDING AND OFFBOARDING PROCESSES AND SERVE AS THE LEAD POINT OF HR CONTACT FOR EMPLOYEES. MAINTAIN THE COMPANY’S EMPLOYEE HANDBOOK TO ENSURE THAT IT COMPLIES WITH CURRENT LABOR REGULATIONS AND PRACTICES. ESTABLISH AND MAINTAIN EFFECTIVE WORKING RELATIONSHIPS WITH THE COMPANY’S PAYROLL, BENEFITS, 401K, SAFETY, AND WORKERS’ COMPENSATION SERVICE PROVIDERS. ADMINISTER THESE EMPLOYEE WELFARE PROGRAMS AND BE THE COMPANY’S POINT PERSON FOR EXTERNAL AUDITS OF THESE PROGRAMS. ESTABLISH AND ASSIST WITH IMPLEMENTATION OF ALL TRAINING PROGRAMS WHILE STAYING CURRENT WITH HR TRENDS, BEST PRACTICES, EMPLOYEE TRAINING AND REGULATIONS.RESPONSIBLE FOR THE CONTINUED DEVELOPMENT AND IMPLEMENTATION OF THE COMPANY’S DIVERSITY, EQUITY, AND INCLUSION (DEI) INITIATIVES. MAINTAIN A DISCIPLINED FILING SYSTEM FOR PERSONNEL FILES AND OTHER RELEVANT HR DOCUMENTATION.ADDITIONAL DUTIES, RESPONSIBILITIES, AND PROJECTS AS ASSIGNED.
REQUIRED SKILLS & KNOWLEDGEBACHELOR'S DEGREE IN HUMAN RESOURCES OR A RELATED FIELD. MASTER’S DEGREE AND HRCI CERTIFICATION ARE PLUSES. MINIMUM 10 YEARS OF EXPERIENCE GAINED THROUGH INCREASINGLY RESPONSIBLE MANAGEMENT POSITIONS WITHIN HUMAN RESOURCES. HR KNOWLEDGE OF, AND EXPERIENCE WORKING IN, CALIFORNIA PREFERRED. STRONG INTERPERSONAL, MANAGEMENT, LEADERSHIP, CONFLICT RESOLUTION, PROBLEM-SOLVING, AND MEDIATION SKILLS.SELF-STARTER, WORKS WELL UNDER PRESSURE, ABILITY TO POSITIVELY ADAPT TO CHANGING PRIORITIES.STRONG WORK ETHIC AND TEAM MENTALITY, AND HIGH DEGREE OF ACCOUNTABILITY.EXCELLENT ENGLISH VERBAL AND WRITTEN COMMUNICATION SKILLS, WITH PROVEN ABILITY TO MEET DEADLINES. ABILITY TO SPEAK, READ, AND WRITE SPANISH IS HELPFUL BUT NOT REQUIRED.BROAD BACKGROUND WITH KNOWLEDGE OF ORGANIZATIONAL DESIGN AND PLANNING, EMPLOYMENT, COMPENSATION, PAYROLL, EMPLOYEE BENEFITS, EMPLOYEE RELATIONS, AND TRAINING AND DEVELOPMENT.SOLID KNOWLEDGE OF HR LEGAL REQUIREMENTS AND GOVERNMENT REPORTING REGULATIONS TO ENSURE THAT THE COMPANY IS IN COMPLIANCE WITH THE RELATED POLICIES, PROCEDURES, AND REPORTING.COMPUTER LITERACY, PROFICIENT IN MICROSOFT OFFICE SUITE.PROFICIENCY IN HRIS AND TALENT MANAGEMENT SYSTEMS.PRIMARY BASE LOCATION WILL BE AT COMPANY’S ADMINISTRATIVE OFFICE IN BAKERSFIELD, CALIFORNIA OR EXECUTIVE OFFICE IN LA QUINTA, CALIFORNIA ABILITY TO WORK FLEXIBLE HOURS TO ACCOMMODATE EMPLOYEES BASED IN COUNTRIES OTHER THAN THE UNITED STATES. | ['Human Resources Management', 'Conflict Resolution', 'Problem Solving', 'Employee Relations', 'Organizational Design', 'HR Legal Compliance', 'Microsoft Office Suite', 'HRIS and Talent Management Systems', 'Payroll Management', 'Employee Benefits Administration', 'Training and Development', 'Performance Appraisal Programs', 'Recruiting and Placement Practices', 'Leadership', 'Interpersonal Skills', 'Communication', 'Adaptability', 'Teamwork', 'Initiative', 'Creativity', 'Work Ethic', 'Accountability', 'Curiosity', 'Diversity, Equity, and Inclusion (DEI) Initiatives', 'Bilingual (English/Spanish)'] |
3,899,526,653 | HR | Human Resources Intern | WE’RE LOOKING FOR SENSITIVE, HIGHLY INTUITIVE AND DRIVEN, ENTRY-LEVEL HR PROFESSIONALS WHO WILL BE TASKED WITH RECRUITING AND MANAGING THESE INTERNS, EMPLOYEES AND PARTNERS AND ENABLE THEM TO SEAMLESSLY INTEGRATE INTO OUR UNIQUE WORK ENVIRONMENT.
NOTE: THIS IS A CHALLENGING BUT EXTREMELY REWARDING ROLE FOR ANYONE WITH A PASSION FOR HR AND A SINCERE INTEREST IN DEVELOPING THEIR OWN INNER POTENTIAL.
READ WHAT OUR INTERNS AND EMPLOYEES HAVE TO SAY ABOUT US ON OUT LINKEDIN PAGE. LEARN MORE ABOUT OUR COMPANY AT WWW.XIRCLS.COM
RESPONSIBILITIES:● SOURCE PROSPECTIVE CANDIDATES THROUGH LINKEDIN JOB POSTS● PROMOTE JOB OPENINGS ON SOCIAL MEDIA, JOB BOARDS AND INTERNALLY● SCREEN RESUMES, SCHEDULE INTERVIEWS AND INTERVIEW CANDIDATES● IF INTERESTED, HELP MANAGE OUR PRODUCT GROWTH TEAMS AND DO EVERYTHING REQUIRED TO HELP THEM SUCCEED!
REQUIREMENTS:● EXCELLENT VERBAL & WRITTEN COMMUNICATION SKILLS● COMFORT & EASE IN FRONT OF THE CAMERA (FOR MAKING JOB OPENING VIDEOS)● COMFORTABLE WITH REGULAR, ONE-ON-ONE AND GROUP VIDEO CALLS● ABILITY TO WORK IN A TEAM● IMMENSE RESOLVE TO ACHIEVE TARGETS● HIGH DEGREE OF OWNERSHIP IN TAKING THINGS TO COMPLETION
BENEFITS:● FLEXIBLE WORK HOURS● WORK WITH A CROSS-FUNCTIONAL, MULTI-CULTURAL TEAM● GAIN EXPERIENCE WORKING FOR A BUDDING STARTUP WITH GLOBAL REACH
COMPENSATION STRUCTURE:THIS IS AN UNPAID INTERNSHIP. | ['team management', 'communication', 'teamwork', 'problem solving', 'initiative', 'adaptability', 'recruiting', 'resume screening', 'social media promotion', 'video communication'] |
3,901,635,742 | HR | Human Resources Director | OVERVIEW OF CLIENTOUR CLIENT, LOCATED IN DOWNTOWN CHICAGO, IS A MULTI-STATE NON-PROFIT THAT HELPS CHILDREN AND FAMILIES SEE AND CREATE A FUTURE WHERE, REGARDLESS OF THEIR PAST, THEY CAN REACH THEIR FULL POTENTIAL. THEY SERVE OVER 10,000 CHILDREN AND FAMILIES EACH YEAR THROUGH EDUCATION CENTERS, CHILD AND FAMILY SERVICES, BEHAVIORAL HEALTH RESOURCES, AND RESIDENTIAL PROGRAMS TO EMPOWER CHILDREN AND FAMILIES.
THIS IS A HYBRID ROLE, WORKING 3 TO 4 DAYS IN THE OFFICE.
THE COMPENSATION FOR THIS POSITION IS A BASE SALARY OF $120,000 ANNUALLY. THERE IS CURRENTLY NO BONUS OFFERING.
JOB SUMMARY REPORTING DIRECTLY TO THE CHIEF PEOPLE OFFICER (CPO), THE HUMAN RESOURCES DIRECTOR WILL MANAGE A TEAM COMPRISED OF HR BUSINESS PARTNERS, IN ADDITION TO OVERSEEING EMPLOYEE RELATIONS, DEI WORK ACROSS THE ORGANIZATION, EMPLOYEE BENEFITS, LEAVE OF ABSENCES, HR REPORTING AND ANALYTICS, REWARDS AND RECOGNITION, PERFORMANCE MANAGEMENT AND DEVELOPMENT PLANNING, COMPENSATION, BENEFITS, HRIS, PAYROLL, HR COMPLIANCE, POLICY DEVELOPMENT AND ADMINISTRATION, AND COORDINATION AND COMPLIANCE OF ALL EMPLOYMENT FILES. THIS ROLE IS CENTRAL TO CREATING A DIVERSE, RESPECTFUL, ENGAGING, AND INCLUSIVE WORK ENVIRONMENT FOR AN ORGANIZATION OF 800+ EMPLOYEES.
THE IDEAL CANDIDATE WILL HAVE:BACHELOR’S DEGREE IN HUMAN RESOURCES, BUSINESS ADMINISTRATION, ORGANIZATIONAL DEVELOPMENT, OR RELATED FIELD REQUIRED.MASTER’S DEGREE OR A RELATED ADVANCED DEGREE PREFERRED.RECENT NON-PROFIT EXPERIENCE AS A HUMAN RESOURCES LEADER HIGHLY PREFERRED.ABILITY TO TRAVEL THROUGHOUT THE STATES OF ILLINOIS AND FLORIDA UP TO 30% OF THE TIME.A STRONG REPUTATION FOR BEING INNOVATIVE, KNOWN FOR HAVING IMPRESSIVE RELATIONSHIP MANAGEMENT SKILLS, AS WELL AS BEING CONSISTENTLY RECOGNIZED AS A TRUSTED ADVISOR AND APPROACHABLE RESOURCE.MINIMUM OF 5 YEARS OF EXPERIENCE MANAGING, COACHING, AND DEVELOPING A TEAM OF HUMAN RESOURCES PROFESSIONALS THAT INCLUDE HUMAN RESOURCES GENERALISTS AND/OR HR BUSINESS PARTNERS, PREFERABLY FIELD-BASED.DEEP EMPLOYEE RELATIONS EXPERIENCE AND EXPERTISE.DEMONSTRATED EXPERIENCE UNDERSTANDING KEY ATTRITION DRIVERS AND CREATING AND INTRODUCING IMPACTFUL AND REALISTIC WORKFORCE RETENTION STRATEGIES, SPECIFICALLY ACROSS A HIGHLY DISTRIBUTED, ENTRY-LEVEL WORKFORCE.DEEP EXPERIENCE AND WORKING EXPERTISE IN MANAGING WORKERS' COMPENSATION AND LEAVE OF ABSENCE CASES.ADVANCED LEVEL KNOWLEDGE OF HR-RELATED REPORTING AND ANALYTICS TO INCLUDE ADVANCED WORKING KNOWLEDGE OF MICROSOFT EXCEL.ADVANCED EXPERIENCE SUCCESSFULLY MANAGING HRIS AND PAYROLL PROCESSING.SIGNIFICANT EXPERIENCE LEADING COMPREHENSIVE COMPENSATION MARKET STUDIES AND INTRODUCING REQUIRED ENHANCEMENTS TO THE ORGANIZATION.ADVANCED EXPERIENCE PARTNERING WITH EXTERNAL AND INTERNAL RESOURCES TO IDENTIFY AND INTRODUCE COMPETITIVE AND COMPREHENSIVE HEALTH AND WELLNESS BENEFITS TO AN ORGANIZATION TO INCLUDE ANNUAL OPEN ENROLLMENT.STRONG CHANGE MANAGEMENT, PROCESS MANAGEMENT AND PROJECT MANAGEMENT SKILLS.SIGNIFICANT EXPERIENCE CREATING, INTRODUCING AND MANAGING AN ORGANIZATIONAL-WIDE REWARDS AND RECOGNITION PROGRAM.EXPERIENCE DEVELOPING AND ADMINISTERING RELEVANT HR POLICIES.SIGNIFICANT EXPERIENCE IN HUMAN RESOURCES COMPLIANCE TO INCLUDE MAINTAINING ACCURATE EMPLOYEE FILES/RECORDS.EXPERIENCE SUCCESSFULLY IMPLEMENTING NEW HR TECHNOLOGY AND SYSTEMS TO AN ORGANIZATION.ADVANCED EXPERIENCE MODERNIZING AND INTRODUCING AN ORGANIZATIONAL-WIDE PERFORMANCE MANAGEMENT PROGRAM TO INCLUDE DEVELOPMENT PLANNING AND ASSOCIATED KEY PROCESSES.DEMONSTRATED EXPERIENCE IDENTIFYING AND INTRODUCING IMPACTFUL DIVERSITY, EQUITY, INCLUSION AND BELONGING PROGRAMS THAT LEAD TO STRONGER EMPLOYEE ENGAGEMENT AND RETENTION.SUBSTANTIAL EXPERIENCE ASSESSING, MANAGING, COACHING, AND DEVELOPING DIRECT REPORTS.DEEP EXPERIENCE PARTNERING CLOSELY WITH DEPARTMENT HEADS AND THE HR TEAM TO IDENTIFY KEY ENGAGEMENT DRIVERS AND DEVELOP PROGRAMS THAT ENHANCE EMPLOYEE SATISFACTION AND MOTIVATION.THE NATURAL ABILITY TO COMMAND RESPECT THROUGH FOSTERING POSITIVE RELATIONSHIPS AND PROVIDING VALUABLE GUIDANCE IN CHALLENGING SITUATIONS ACROSS ALL LEVELS OF AN ORGANIZATION.DEMONSTRATED EXPERIENCE BEING ABLE TO NAVIGATE AND RESOLVE CONFLICTS EFFECTIVELY, WHILE ALSO OFFERING INNOVATIVE SOLUTIONS TO CHALLENGES AS THEY ARISE.ADVANCED WRITTEN AND VERBAL BUSINESS COMMUNICATION SKILLS TO INCLUDE BEING HIGHLY CAPABLE OF FACILITATING WORKSHOPS TO LARGE GROUPS.A NATURAL CURIOSITY TO UNDERSTAND AN ORGANIZATION'S STRATEGIC AND OPERATIONAL PRIORITIES.WORKING KNOWLEDGE OF THE LATEST HUMAN RESOURCES TRENDS AND BEST PRACTICES.ABILITY TO WORK COLLABORATIVELY WITH THE CPO TO PLAN, LEAD, DIRECT, DEVELOP, AND COORDINATE THE POLICIES, ACTIVITIES, AND STAFF OF THE HR DEPARTMENT, ENSURING LEGAL COMPLIANCE AND IMPLEMENTATION OF THE ORGANIZATION'S MISSION AND STRATEGY.ABILITY TO MAINTAIN CONFIDENTIALITY AND DISCRETION, AS REQUIRED.RELEVANT HR CERTIFICATION DESIRED – PHR, SPHR, SHRM-CP, SHRM-SCP PREFERRED.VALID DRIVER’S LICENSE AND ACCEPTABLE DRIVING RECORD WITH THE ABILITY TO OBTAIN THE ORGANIZATION'S REQUIRED LEVELS OF COVERAGE FOR AUTO INSURANCE.THE ABILITY TO PASS A COMPREHENSIVE BACKGROUND CHECK TO INCLUDE FINGERPRINTING.THE ABILITY TO PASS A DRUG TEST IN ACCORDANCE WITH LOCAL, STATE AND FEDERAL REGULATIONS.
ESSENTIAL DUTIES AND RESPONSIBILITIES TO INCLUDE:MANAGING THE DAY-TO-DAY ORGANIZATIONAL HR SUPPORT DELIVERED BY DIRECT REPORTS, FOSTERING COMMUNICATIVE AND COLLABORATIVE RELATIONSHIPS WITH COLLEAGUES.SERVING AS A TRUSTED BUSINESS PARTNER TO THE SENIOR LEADERSHIP TEAM, ENSURING CONSISTENT AND TRANSPARENT COMMUNICATION THAT SUPPORTS STRATEGIC PRIORITIES AND BUSINESS NEEDS.LEVERAGING THE REQUIRED SKILLS NEEDED FOR THE ROLE TO PRODUCE EXCEPTIONAL RESULTS IN A VARIETY OF HR-RELATED AREAS.DEVELOPING AND IMPLEMENTING A COMPREHENSIVE EMPLOYEE ENGAGEMENT AND RETENTION STRATEGY ALIGNED WITH THE ORGANIZATION'S GOALS AND VALUES.IMPLEMENTING INITIATIVES THAT PROMOTE EMPLOYEE WELL-BEING, WORK-LIFE BALANCE, AND A SENSE OF BELONGING.CONDUCTING REGULAR SURVEYS, FOCUS GROUPS, AND ONE-ON-ONE INTERVIEWS TO GAUGE EMPLOYEE SATISFACTION AND IDENTIFY AREAS FOR IMPROVEMENT USING DATA-DRIVEN INSIGHTS TO CONTINUALLY ASSESS AND IMPROVE ENGAGEMENT STRATEGIES.OVERSIGHT OF PLANNING, COORDINATING, AND EXECUTING EMPLOYEE ACTIVITIES AND EVENTS THAT ENHANCE EMPLOYEE MORALE, SATISFACTION, AND COMMITMENT AND ALIGN TO THE STRATEGY OF CREATING A HIGHLY ENGAGED CULTURE.PROVIDING LEADERSHIP AND GUIDANCE TO A TEAM OF PROFESSIONALS DEDICATED TO EMPLOYEE ENGAGEMENT, SATISFACTION, ACCOUNTABILITY, AND RETENTION.IMPLEMENTING HUMAN RESOURCES STRATEGIES BY ESTABLISHING DEPARTMENT ACCOUNTABILITIES, INCLUDING EMPLOYMENT PROCESSING, COMMUNICATION, AND COMPENSATION PROGRAM.RESEARCHING, PROPOSING, AND MANAGING THE BENEFITS PROGRAM FOR THE ORGANIZATION, ALONG WITH THE CPO, TO ENSURE THE BEST TOTAL REWARDS ARE BEING OFFERED TO EMPLOYEES.LEADING AND MANAGING THE ANNUAL OPEN ENROLLMENT PROCESS FOR EMPLOYEE BENEFITS, WITH A CORRESPONDING COMMUNICATION STRATEGY.ENSURING COMPLIANCE WITH ALL LOCAL, STATE, AND FEDERAL LAWS, EEO AND OSHA REPORTING, AND COLLABORATING WITH THE CPO AND OUTSIDE COUNSEL AS NEEDED.DIRECT TIMELY PROCESSING OF ALL WORKER’S COMPENSATION, FMLA, LEAVES OF ABSENCE, AND UNEMPLOYMENT CLAIMS BY HR TEAM.OVERSEEING AND APPROVING ALL ASSIGNED HRIS EMPLOYEE-RELATED WORKFLOWS.MONITORING AND OVERSEEING INTERNAL AND EXTERNAL EQUITY AND HR METRICS.REMAINING ABREAST OF HUMAN RESOURCES TRENDS AND THE NON-PROFIT SECTOR THROUGH RELEVANT WEBINARS, BOOKS, ARTICLES, BLOGS, AND OTHER SOURCES.ENSURING THE ORGANIZATION COMPLIES WITH FEDERAL, STATE, AND LOCAL LEGAL REQUIREMENTS BY STUDYING EXISTING AND NEW LEGISLATION.OVERSIGHT OF MAINTAINING COMPANY ORGANIZATIONAL CHARTS AND THE EMPLOYEE DIRECTORY.MANAGING REVISIONS AND UPDATES TO THE ORGANIZATION'S EMPLOYEE HANDBOOK, AS NECESSARY.PERFORMING ALL OTHER DUTIES AS ASSIGNED.
PHYSICAL DEMANDS & WORK ENVIRONMENT: 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 POSITION REQUIRES VISUAL AND AUDITORY ACUITY WITHIN PROFESSIONALLY DETERMINED NORMAL RANGES, WITH CORRECTION IF NEED; AND MANUAL DEXTERITY SUFFICIENT TO OPERATE A COMPUTER AND OFFICE EQUIPMENT, INCLUDING, BUT NOT LIMITED TO, THE TELEPHONE, COMPUTER, AND PHOTOCOPIER. THE EMPLOYEE IS OCCASIONALLY REQUIRED TO MOVE ITEMS UP TO 50 POUNDS.
OUR CLIENT IS COMMITTED TO PROVIDING REASONABLE ACCOMMODATIONS TO QUALIFIED INDIVIDUALS WITH DISABILITIES AND ENSURING EQUAL ACCESS TO EMPLOYMENT OPPORTUNITIES. IF YOU REQUIRE ANY ACCOMMODATIONS THROUGHOUT THE HIRING PROCESS, PLEASE INFORM THE ASSIGNED RECRUITER OF YOUR NEEDS AND EVERY EFFORT WILL BE MADE TO ACCOMMODATE THEM. | ['HR Management', 'Employee Relations', 'HR Reporting and Analytics', 'HRIS Management', 'Payroll Processing', 'Compensation Management', 'Benefits Administration', 'Policy Development', 'Compliance Management', 'Performance Management', 'Project Management', 'Microsoft Excel', 'Employee Engagement Strategies', 'Organizational Development', 'Conflict Resolution', 'Coaching and Development', 'Employee Satisfaction Surveys', 'Communication', 'Relationship Management', 'Leadership', 'Problem Solving', 'Collaboration', 'Trustworthiness', 'Innovation', 'Adaptability', 'Confidentiality', 'Diversity, Equity, Inclusion Programs', 'Change Management', "Workers' Compensation Management", 'HR Technology Implementation', 'Curiosity'] |
3,899,523,473 | HR | Human Resources Representative | AKKODIS IS SEEKING A HUMAN RESOURCES REPRESENTATIVE FOR A CONTRACT POSITION WITH A CLIENT LOCATED IN AUBURN HILLS MI. IDEALLY LOOKING WHO HAS PREVIOUS EXPERIENCE IN AN AUTOMOTIVE ENVIRONMENT.
PAY RANGE: $25 - $31.62/HOUR; (THE RATE MAY BE NEGOTIABLE BASED ON EXPERIENCE, EDUCATION, GEOGRAPHIC LOCATION, AND OTHER FACTORS. )
HUMAN RESOURCES REPRESENTATIVE JOB SUMMARY:OBJECTIVE:THIS POSITION IS RESPONSIBLE FOR SUPPORTING AND COORDINATING HR PROGRAMS AND INITIATIVES AND SERVES AS THE INITIAL POINT OF CONTACT FOR GENERAL HR TOPICS.EFFORTS SUPPORT MANAGERS, EMPLOYEES, AND CONTRACT RESOURCES IN A FACILITY THAT HAS A WORKFORCE OF OVER 1700.ROLE RESPONSIBILITIES: LIST ESSENTIAL FUNCTIONS IN ORDER OF IMPORTANCE; INCLUDE PERCENTAGE OF TIME SPENT PERFORMING EACH FUNCTION (TOTAL SHOULD EQUAL 100%)
HRIS AND GENERAL SUPPORT - (40%)ASSISTS EMPLOYEES WITH ISSUES REGARDING KRONOS.RESOLVES ISSUES WITH NEW HIRES REGARDING ACCESS TO SYSTEMS, PAYROLL, BENEFITS, ETC.WORKS WITH THE HRIS TEAM TO PROCESS SAP CHANGES.PROVIDES BACKUP ADMINISTRATIVE SUPPORT TO LOCAL RECRUITERS BY MAINTAINING INTERVIEWING ROOMS, GREETING/ESCORTING CANDIDATES, AND ENSURING INTERVIEW GUIDES ARE AVAILABLE FOR MANAGERS CONDUCTING INTERVIEWS.SERVES AS THE FIRST POINT OF CONTACT FOR LOCAL CAMPUS EMPLOYEES AND CONTRACTORS REGARDING GENERAL HR TOPICS AND INQUIRIES.PROVIDES SUPPORT FOR ANNUAL BONUS AND MERIT PLANNING AND OTHER HR PROJECTS AS NEEDED.UPDATES JOB DESCRIPTIONS INTO CURRENT TEMPLATES AND SAVES TO THE COMMON DRIVE.WORKS WITH HR TEAM TO POST POSITIONS
ONBOARDING AND OFFBOARDING ACTIVITIES - (20%)CONDUCTS LOCAL CAMPUS NEW HIRE ORIENTATION FOR INCOMING FTES AND INTERNS, PREPARES NEW HIRE AND PERSONNEL ANNOUNCEMENTS, AND COMPLETES I-9 FORMS.ENSURES COMPLETION OF NEW HIRE PAPERWORK AND CREATES SAP POSITION NUMBERS.PROCESSES TERMINATION PAPERWORK INCLUDING PAYROLL TERMINATION CHECKLIST, SAP DATA CHANGE FORM, AND TERMINATION VEHICLE CHECKLIST.PREPARES AND SENDS TERMINATION INFORMATION EMAILS TO SEPARATING EMPLOYEES.
YEARS OF EXPERIENCE: MINIMUM YEARS OF EXPERIENCE NEEDED3-5 EXPERIENCE IN A CORPORATE ENVIRONMENT PREFERRED (HUMAN RESOURCES)
EDUCATION/SKILL SETDESIRED (NOT REQUIRED)BACHELOR'S DEGREE IN HUMAN RESOURCES OR EQUIVALENTEXPERIENCE WORKING IN AN AUTOMOTIVE ENVIRONMENT (STRONGLY DESIRED)
SPECIALIZED SKILLS: KNOWLEDGE OR CERTIFICATIONS UNIQUE TO THIS ROLE (REQUIRED):ABILITY TO MULTI-TASK AND HANDLE BOTH OPERATIONAL AND PROJECT MANAGEMENT REQUIREMENTS SIMULTANEOUSLY
DESIREDHUMAN RESOURCES PROFESSIONAL CERTIFICATION
IF YOU ARE INTERESTED IN THIS ROLE, THEN PLEASE CLICK APPLY NOW. FOR OTHER OPPORTUNITIES AVAILABLE AT AKKODIS, OR ANY QUESTIONS, PLEASE CONTACT NANDAKINI SAJWAN AT 610-484 2192 OR [email protected]
EQUAL OPPORTUNITY EMPLOYER/VETERANS/DISABLEDBENEFIT OFFERINGS INCLUDE MEDICAL, DENTAL, VISION, TERM LIFE INSURANCE, SHORT-TERM DISABILITY INSURANCE, ADDITIONAL VOLUNTARY BENEFITS, COMMUTER BENEFITS, AND A 401K PLAN. OUR PROGRAM PROVIDES EMPLOYEES THE FLEXIBILITY TO CHOOSE THE TYPE OF COVERAGE THAT MEETS THEIR INDIVIDUAL NEEDS. AVAILABLE PAID LEAVE MAY INCLUDE PAID SICK LEAVE, WHERE REQUIRED BY LAW; ANY OTHER PAID LEAVE REQUIRED BY FEDERAL, STATE, OR LOCAL LAW; AND HOLIDAY PAY UPON MEETING ELIGIBILITY CRITERIA.DISCLAIMER: THESE BENEFIT OFFERINGS DO NOT APPLY TO CLIENT-RECRUITED JOBS AND JOBS WHICH ARE DIRECT HIRES TO A CLIENT. TO READ OUR CANDIDATE PRIVACY INFORMATION STATEMENT, WHICH EXPLAINS HOW WE WILL USE YOUR INFORMATION, PLEASE VISIT HTTPS://WWW.AKKODIS.COM/EN/PRIVACY-POLICY. THE COMPANY WILL CONSIDER QUALIFIED APPLICANTS WITH ARREST AND CONVICTION RECORDS. | ['Onboarding', 'Interview Coordination', 'Data Entry', 'Communication', 'Multi-tasking', 'Problem Solving', 'Teamwork', 'Attention to Detail', 'Adaptability', 'HRIS', 'Kronos', 'SAP', 'Offboarding', 'Human Resources Certification', 'Project Management', 'Customer Service'] |
3,903,896,684 | HR | Human Resources Business Partner | DESCRIPTION
JOB DESCRIPTION
PEACEHEALTH IS SEEKING AN HR BUSINESS PARTNER TO SERVE AS A CONSULTANT AND TRUSTED ADVISOR TO BUSINESS UNITS, LEADERS AND CAREGIVERS ON CULTURE AND PEOPLE STRATEGIES RELATED TO IMPROVING ORGANIZATIONAL EFFECTIVENESS AND SUCCESS. THIS INCLUDES PROACTIVELY IDENTIFYING ORGANIZATIONAL ISSUES, ASSESSING THE IMPACT OF SERVICE-LINE STRATEGIES ON THE ORGANIZATION AND DESIGNING AND IMPLEMENTING INNOVATIVE AND CREATIVE SOLUTIONS WITH SPECIAL EMPHASIS ON CULTURE AND PEOPLE SOLUTIONS THAT ALIGN ORGANIZATIONAL STRATEGIES WITH THE MISSION AND KEY OBJECTIVES. SERVES AS A MENTOR AND GUIDE FOR LEADERSHIP WITHIN THE SERVICE LINES.
WHAT YOU WILL ENJOY:
PROVIDING STRATEGIC PARTNERSHIP AND INPUT TO LEADERS REGARDING OVERALL CULTURE AND PEOPLE STRATEGIES THAT SUPPORT THE CULTURE, MINISTRY, AND STRATEGIC DIRECTION OF THE ORGANIZATION, INCLUDING THE GROWTH OF THE ORGANIZATION AND ALIGNMENT OF CAREGIVERS.PARTNERING WITH OPERATING UNIT AND/OR SERVICE LINE LEADERSHIP TO ASSESS THE EFFECTIVENESS OF THE PEOPLE STRATEGIES RELATED TO OPERATIONS. DESIGNING AND IMPLEMENTING TAILORED SOLUTIONS TO SUPPORT THE ORGANIZATION IN DELIVERING RESULTS THAT ARE ALIGNED WITH THE MISSION, STRATEGIES, AND ORGANIZATIONAL GOALS. THIS INCLUDES IDENTIFYING AND ASSESSING THE LEADERSHIP, CAREGIVER AND TEAM SKILLS, COMPETENCIES AND STRUCTURES NEEDED TO DELIVER ON STRATEGIES; CONSULTING WITH LEADERS ON HOW TO DEVELOP AND/OR REALIGN TO MEET THOSE CAPABILITIES; AND MONITORING PROGRESS TO GOALS. THE HR PARTNER HAS A SHARED RESPONSIBILITY WITH THE SERVICE LINE LEADERSHIP FOR ACHIEVEMENT OF DESIRED RESULTS.USING DATA AND EFFECTIVE RELATIONSHIPS WITH STRATEGIC PARTNERS WITHIN THE ORGANIZATION (QUALITY, FINANCE, PEOPLE, ETC.) TO BOTH ASSESS CURRENT STATE OF OPERATIONS AND TO MONITOR SERVICE LINE PROGRESS TO GOALS.FACILITATING DIALOGUE AND SERVES AS A CHAMPION FOR ORGANIZATIONAL CULTURE AND STRATEGIES (EXAMPLES INCLUDE CULTURE OF ENGAGEMENT, SAFETY, COMPASSION, ETC.)ASSESSING AND IDENTIFIES AREAS REQUIRING INTERVENTION AND PROVIDES ORGANIZATIONAL DEVELOPMENT, MEDIATION, CHANGE MANAGEMENT AND CONFLICT RESOLUTION SUPPORT TO LEADERSHIP.BUILDING STRONG AND TRUSTING RELATIONSHIPS WITH LEADERSHIP AND CAREGIVERS. SUPPORTING AND ENCOURAGING CAREGIVERS IN LINKING THEIR DAY TO-DAY WORK WITH PEACEHEALTH’S MISSION AND VALUES.PROVIDING EXPERT ADVICE, COACHING, AND COUNSEL TO LEADERS AND CAREGIVERS ON CULTURE AND PEOPLE PROGRAMS, POLICY AND PROCEDURES, EMPLOYMENT/LABOR LAWS, COMMUNICATION & CONFLICT RESOLUTION, INSPIRATION & ENGAGEMENT, FORMATION & DEVELOPMENT, CHANGE MANAGEMENT, DIVERSITY/INCLUSION, ETHICS & AND ORGANIZATIONAL DEVELOPMENT AND DESIGN IN ALIGNMENT WITH OUR MISSION AND STRATEGIC PRIORITIES.IN CONSULTATION WITH CULTURE AND PEOPLE LEADERSHIP, COLLABORATING FOR APPROPRIATE OUTCOMES WITH LEADERSHIP, CENTERS OF EXPERTISE AND THE CAREGIVER RESOURCE CENTER WHICH BALANCE CAREGIVER NEEDS, POLICIES, PROCEDURES, COMPLIANCE WITH REGULATORY STANDARDS AND PEACEHEALTH MISSION, VALUES, AND STRATEGIES.
QUALIFICATIONS (REQUIRED UNLESS OTHERWISE STATED)
BACHELOR'S DEGREE OR EQUIVALENT KNOWLEDGE AND SKILLS OBTAINED THROUGH A COMBINATION OF EDUCATION, TRAINING AND EXPERIENCE.MASTER'S DEGREE PREFERREDMINIMUM OF 4 YEARS HUMAN RESOURCES EXPERIENCE.RECENT EXPERIENCE IN THE HEALTHCARE INDUSTRY, INCLUDING AN UNDERSTANDING OF A SHARED SERVICES ORGANIZATION PREFERRED.EXPERIENCE WITH PROGRESSIVE DEVELOPMENT/KNOWLEDGE OF COMPLEX HUMAN RESOURCES SERVICE LINE SUPPORT IN A COE MODEL.STRONG EMPLOYEE AND LABOR RELATIONS EXPERIENCE MANAGING COMPLEX INVESTIGATIONS, GRIEVANCES AND IMPACT BARGAINING PARTICIPATION PREFERRED.CERTIFIED PROFESSIONAL HUMAN RESOURCES OR CERTIFIED SENIOR PROFESSIONAL HUMAN RESOURCES PREFERRED.
ADDITIONAL SKILLS:
KNOWLEDGE OF REGULATORY COMPLIANCE, FEDERAL AND STATE LAWS WITH A WORKING KNOWLEDGE OF MULTIPLE HUMAN RESOURCE DISCIPLINES.KNOWLEDGE OF EMPLOYEE & LABOR RELATIONS.MEDIATION AND CONFLICT RESOLUTIONS SKILLS.INVESTIGATION SKILLS.KNOWLEDGE OF ORGANIZATIONAL AND TEAM DYNAMICS AND METHODS TO SUPPORT CONTINUED IMPROVEMENT IN THESE AREAS.ABILITY TO DEVELOP AND PRESENT CONCISE INFORMATION.EXCELLENT VERBAL AND WRITTEN COMMUNICATION SKILLS.UNDERSTANDING OF OPERATIONS WITHIN THE HEALTHCARE INDUSTRY PREFERRED.ABILITY TO IDENTIFY, UTILIZE AND INTERPRET WORKFORCE-RELATED METRICS.PROFICIENT IN THE USE OF MS OFFICE APPLICATION AS REQUIRED.PROFICIENT IN THE USE OF A MAJOR HRIS SOLUTION PREFERRED.
WORKING CONDITIONS
CONSISTENTLY OPERATES COMPUTER AND OTHER OFFICE EQUIPMENT.EXERTING UP TO 10 POUNDS OF FORCE OCCASIONALLY AND/OR NEGLIGIBLE AMOUNT OF FORCE FREQUENTLY OR CONSTANTLY TO LIFT, CARRY, PUSH, PULL OR OTHERWISE MOVE OBJECTS.SEDENTARY WORK.PREDOMINANTLY OPERATES IN AN OFFICE ENVIRONMENT.SOME TIME SPENT ON SITE IN MEDICAL/HOSPITAL SETTING.ABILITY TO COMMUNICATE AND EXCHANGE ACCURATE INFORMATION.THE WORKER IS REQUIRED TO HAVE CLOSE VISUAL ACUITY TO PERFORM AN ACTIVITY SUCH AS: PREPARING AND ANALYZING DATA AND FIGURES; TRANSCRIBING; VIEWING A COMPUTER TERMINAL; EXTENSIVE READING.
AT PEACEHEALTH, WE CARRY ON THE HEALING MISSION OF JESUS CHRIST BY PROMOTING PERSONAL AND COMMUNITY HEALTH, RELIEVING PAIN AND SUFFERING, AND TREATING EACH PERSON IN A LOVING AND CARING WAY. THE FULFILLMENT OF THIS MISSION IS OUR SHARED PURPOSE. IT DRIVES ALL THAT WE ARE AND ALL THAT WE DO. CAREGIVERS OF PEACEHEALTH EMBRACE THE SPIRIT OF THESE WORDS AND SHARE OUR COMMITMENT TO EXCEPTIONAL MEDICINE AND COMPASSIONATE CARE, AND ARE WILLING TO LEARN AND GROW AS A MEMBER OF THE PEACEHEALTH FAMILY.
PEACEHEALTH IS SEEKING A HR PARTNER FOR A FULL TIME, 1.00 FTE, DAY POSITION. THE GENERAL SALARY RANGE FOR THIS JOB OPENING AT PEACEHEALTH IS $43.16 – $64.75. THE ACTUAL HIRING RATE IS DEPENDENT UPON SEVERAL FACTORS, INCLUDING BUT NOT LIMITED TO, THE JOB/POSITION RESPONSIBILITIES, LOCATION, TERMS OF THE APPLICABLE COLLECTIVE BARGAINING AGREEMENT, EDUCATION, TRAINING, WORK EXPERIENCE, SENIORITY, WORK PERFORMANCE, ETC.
DISCLAIMER:
THE ABOVE INFORMATION ON THIS DESCRIPTION HAS BEEN DESIGNED TO INDICATE THE GENERAL NATURE AND LEVEL OF WORK PERFORMED WITHIN THIS JOB CLASS. IT IS NOT DESIGNED TO CONTAIN OR BE INTERPRETED AS A COMPREHENSIVE INVENTORY OF ALL DUTIES, RESPONSIBILITIES, AND QUALIFICATIONS REQUIRED OF CAREGIVERS ASSIGNED TO THIS JOB.
PEACEHEALTH IS COMMITTED TO THE OVERALL WELLBEING OF OUR CAREGIVERS: PHYSICAL, EMOTIONAL, FINANCIAL, SOCIAL, AND SPIRITUAL. WE OFFER CAREGIVERS A COMPETITIVE AND COMPREHENSIVE TOTAL REWARDS PACKAGE. SOME OF THE MANY BENEFITS INCLUDED IN THIS PACKAGE ARE FULL MEDICAL/DENTAL/VISION COVERAGE; 403B RETIREMENT PLAN EMPLOYER BASE AND MATCHING CONTRIBUTIONS; PAID TIME OFF; EMPLOYER-PAID LIFE AND DISABILITY INSURANCE WITH ADDITIONAL BUYUP COVERAGE OPTIONS; TUITION AND CONTINUING EDUCATION REIMBURSEMENT; WELLNESS BENEFITS, AND EXPANDED EAP AND MENTAL HEALTH PROGRAM.
SEE HOW PEACEHEALTH IS COMMITTED TO
FOR FULL CONSIDERATION OF YOUR SKILLS AND ABILITIES, PLEASE ATTACH A CURRENT RESUME WITH YOUR APPLICATION. EEO AFFIRMATIVE ACTION EMPLOYER/VETS/DISABLED IN ACCORDANCE WITH APPLICABLE LOCAL, STATE OR FEDERAL LAWS.
PEACEHEALTH REQUIRES A COMPLETED PRIMARY VACCINE SERIES (E.G., 2 DOSE MONOVALENT PFIZER, MODERNA OR NOVAVAX SERIES OR 1 DOSE J&J VACCINE SERIES) OR BE UP TO DATE (RECEIVING THE MOST RECENT PFIZER/MODERNA BIVALENT VACCINE/BOOSTER) FOR COVID-19 VACCINATION PRIOR TO THEIR START DATE. PEACEHEALTH HAS A MEDICAL AND RELIGIOUS EXEMPTION REQUEST PROCESS FOR THOSE THAT ARE UNABLE TO RECEIVE THE COVID-19 PRIMARY VACCINE SERIES DUE TO MEDICAL/RELIGIOUS REASONS. FOR CAREGIVERS THAT WILL BE WORKING IN OREGON THERE IS A PERSONAL VACCINE EXEMPTION FORM THAT MAY BE REQUESTED. | ['human resources', 'organizational development', 'data analysis', 'conflict resolution', 'employee relations', 'regulatory compliance', 'HRIS', 'MS Office', 'team dynamics', 'communication', 'leadership', 'strategic thinking', 'relationship building', 'coaching', 'problem solving', 'mentoring', 'adaptability', 'collaboration', 'change management', 'mediation', 'investigation', 'cultural awareness'] |
3,884,432,431 | HR | Human Resource Manager | JOHNSON FEED, INC. IS A FAMILY OWNED AND OPERATED BUSINESS WITH 320 EMPLOYEES AND FIVE LOCATIONS ACROSS SD AND IA. WE OFFER A COMPLETE BENEFITS PACKAGE INCLUDING COMPETITIVE PAY, HEALTH INSURANCE, 401(K) WITH EMPLOYER MATCH, PROFIT SHARING, PAID TIME OFF, PAID HOLIDAYS, AND MORE.
WE ARE AN EQUAL OPPORTUNITY EMPLOYER.
THIS POSITION REQUIRES FULL-TIME ON-SITE PRESENCE IN OUR CANTON, SD OFFICE.
APPLY THROUGH LINKEDIN OR EMAIL YOUR RESUME TO [email protected].
JOB SUMMARYTHE HUMAN RESOURCE MANAGER IS RESPONSIBLE FOR DIRECTING, PLANNING, DEVELOPING, IMPLEMENTING, AND ADMINISTRATING MOST OR ALL OF THE HUMAN RESOURCE FUNCTIONS, INCLUDING BUT NOT LIMITED TO RECRUITMENT, ONBOARDING, EMPLOYEE RELATIONS, EMPLOYEE BENEFITS, EMPLOYEE LEAVES OF ABSENCE, AND COMPLIANCE WITH FEDERAL AND STATE HR LAWS.
RESPONSIBILITIESDEVELOP, RECOMMEND, AND IMPLEMENT PERSONNEL POLICIES AND PROCEDURES; PREPARE AND MAINTAIN EMPLOYEE HANDBOOK(S)ASSIST IN DEVELOPING AND IMPLEMENTING A STRATEGIC RECRUITMENT PLAN TO ENSURE THE SELECTION OF HIGHLY QUALIFIED DRIVERSDEVELOP, RECOMMEND, AND IMPLEMENT HIRING AND ONBOARDING PROCESSES TO ENSURE THE ORGANIZATION ATTRACTS, SELECTS, AND INTEGRATES TALENT EFFECTIVELY AND EFFICIENTLYCOORDINATE DAILY BENEFITS PROCESSING, INCLUDING BUT NOT LIMITED TO ENROLLMENTS, TERMINATIONS, EVENT CHANGES, BENEFICIARY ELECTIONS, AND DISABILITY CLAIMSMANAGE END-TO-END PAYROLL PROCESSING FOR A SUBSET OF OUR EMPLOYEESCOORDINATE EMPLOYEE LEAVES OF ABSENCE, INCLUDING BUT NOT LIMITED TO WORKERS' COMPENSATION, FMLA, AND ADA LEAVESENSURE COMPLIANCE WITH ALL COMPANY AND GOVERNMENT REGULATORY STANDARDSPROVIDE COMPREHENSIVE HUMAN RESOURCE SUPPORT TO LEADERSHIP TEAM
JOB REQUIREMENTSBACHELOR’S DEGREE5+ YEARS' OF RELATED HUMAN RESOURCE EXPERIENCEKNOWLEDGE OF EMPLOYMENT LAW AND EMPLOYEE BENEFIT ADMINISTRATIONDEMONSTRATED STRATEGIC, CRITICAL, ANALYTICAL AND INNOVATIVE THINKING SKILLSPROFICIENT IN MICROSOFT OFFICE SUITERECRUITMENT EXPERIENCE IS PREFERRED BUT NOT REQUIREDKNOWLEDGE OF THE TRUCKING INDUSTRY IS PREFERRED BUT NOT REQUIRED | ['human resource management', 'employee benefits administration', 'recruitment', 'Microsoft Office Suite', 'strategic planning', 'analytical thinking', 'compliance management', 'onboarding processes', 'communication', 'problem solving', 'critical thinking', 'innovative thinking', 'team leadership', 'interpersonal skills', 'employment law', 'payroll processing'] |
3,904,373,238 | HR | Human Resources Generalist | AT THE HEART OF VIBRANT COMMUNITIES, OUR COMPANY IS NOT JUST A REAL ESTATE LEADER; WE'RE A TEAM DEDICATED TO EXTRAORDINARY PROPERTY MANAGEMENT AND A MISSION TO SERVE. WE'RE ON THE LOOKOUT FOR AN EXCEPTIONAL HR GENERALIST, SOMEONE WITH A KNACK FOR PAYROLL AND A HISTORY OF MAKING THINGS RUN SMOOTHLY. IF YOU'RE PASSIONATE ABOUT PROVIDING IMPECCABLE SERVICE AND KEEN ON MAKING A REAL IMPACT, WE'RE TALKING TO YOU.WHAT YOU'LL DO:MASTER PAYROLL: ENSURE EVERYONE GETS PAID CORRECTLY AND ON TIME, NAVIGATE THROUGH THE MAZE OF REGULATIONS WITH EASE, AND BE THE GO-TO FOR ANY PAYROLL PUZZLES.ELEVATE HR OPERATIONS: FROM WELCOMING NEW FACES TO BIDDING FAREWELL, MANAGING BENEFITS, AND KEEPING RECORDS SPOTLESS – YOU'RE THE BACKBONE OF THE TEAM.NAVIGATE COMPLIANCE: KEEP US AHEAD OF THE CURVE ON EMPLOYMENT LAWS, GUIDE THROUGH THE TWISTS AND TURNS OF HR POLICIES, AND HANDLE THE TRICKY STUFF WITH GRACE.MANAGE VENDOR RELATIONS: BE THE HERO LIAISON FOR OUR HR OUTSOURCING AND SERVICES, ENSURING SMOOTH SAILING AND TOP-NOTCH SUPPORT.ANALYZE AND REPORT: DIVE INTO DATA, DRAW INSIGHTS, AND REPORT BACK ON HOW WE CAN GROW STRONGER, TOGETHER.WHO YOU ARE:YOU'VE SPENT 4+ YEARS IN HR, WITH YOUR HANDS DEEP IN PAYROLL INTRICACIES.YOU'RE A WIZARD WITH PAYROLL/HRIS SYSTEMS LIKE ADP, PAYCHEX, OR WORKDAY.NAVIGATING PAYROLL LAWS IS YOUR SECOND NATURE.REAL ESTATE SECTOR EXPERIENCE? THAT'S A GOLDEN STAR ON YOUR RESUME.DETAIL-ORIENTED, A COMMUNICATION ACE, AND A CONFIDENTIALITY CHAMPION.YOU'RE A MICROSOFT OFFICE MAESTRO AND MAYBE EVEN HAVE SOME HR CERTIFICATIONS UP YOUR SLEEVE.WHY JOIN US?THIS IS MORE THAN A JOB – IT'S A CHANCE TO SHAPE VIBRANT COMMUNITIES AND PLAY A PIVOTAL ROLE IN A LEADING REAL ESTATE COMPANY. WE OFFER NOT JUST A JOB, BUT A JOURNEY IN INNOVATION, EXCELLENCE, AND INTEGRITY. IF YOU'RE DRIVEN, SKILLED IN HR AND PAYROLL, AND READY TO MAKE A REAL DIFFERENCE IN THE REAL ESTATE WORLD, YOUR SEARCH ENDS HERE.EXCITED? WE THOUGHT YOU MIGHT BE. DIVE INTO THIS JOURNEY WITH US AND LET'S CREATE SOMETHING GREAT TOGETHER. APPLY NOW TO BE PART OF OUR DYNAMIC TEAM AND LEAVE YOUR MARK ON THE REAL ESTATE SECTOR. | ['payroll', 'HRIS systems', 'compliance', 'data analysis', 'Microsoft Office', 'record keeping', 'communication', 'attention to detail', 'confidentiality', 'problem solving', 'teamwork', 'customer service', 'adaptability', 'HR certifications', 'vendor management', 'employment laws', 'real estate experience'] |
3,900,945,008 | HR | Senior Human Resources Manager | LOCATION; WISCONSIN
OVERVIEW
OUR CLIENT, A FORTUNE 100 FIRM EMPLOYING WELL OVER 200,000 PEOPLE IN OVER 200 SITES WORLDWIDE IS SEEKING A SENIOR HUMAN RESOURCES MANAGER. THE IDEAL CANDIDATE WILL PROVIDE STRATEGIC COUNSELING TO THE LEADERSHIP TEAM ON ALL ASPECTS OF HUMAN RESOURCES. HE/SHE WILL IMPLEMENT, MANAGE, AND OVERSEE OF A WIDE RANGE OF HUMAN RESOURCES PROGRAMS ACROSS ALL SHIFTS AND 300 + EMPLOYEE MANUFACTURING FACILITY; INCLUDING BUT NOT LIMITED TO EMPLOYEE RELATIONS, BENEFITS, RECRUITING, HUMAN RESOURCE INFORMATION SYSTEMS, COMPENSATION, TRAINING, EMPLOYEE RETENTION AND COMPLIANCE WITH ALL APPLICABLE LAWS.
THE SR. HR MANAGER WILL ASSIST THE PLANT MANAGER AND THE CORPORATE HUMAN RESOURCE TEAM WITH THE CREATION AND IMPLEMENTATION OF STRATEGIC HR PROGRAMS FOR THE PLANT. THIS POSITION REPORTS TO THE PLANT MANAGER AND WILL PLAY AN INTEGRAL ROLE ON THE SITE MANAGEMENT TEAM IN HELPING TO ACHIEVE BUSINESS GOALS AND OBJECTIVES. WILL WORK CLOSELY WITH THE CENTRAL HR TEAM TO ENSURE THAT THE COMPANY PRINCIPALS AND POLICIES ARE MAINTAINED THROUGH THE SITE.
RESPONSIBILITIES
PROVIDING STRATEGIC COUNSELING TO THE PLANT LEADERSHIP TEAM ON VARIOUS HUMAN RESOURCES TOPICS TO SUPPORT MOVING THE BUSINESS FORWARD. YOU WILL BE RESPONSIBLE FOR THE SUCCESS OF EMPLOYEE RELATIONS, RECRUITMENT AND STAFFING AT ALL LEVELS, WORKFORCE PLANNING, BENEFIT ADMINISTRATION, HOURLY AND NON-EXEMPT PAY SYSTEMS, HUMAN RESOURCE INFORMATION SYSTEMS, COMMUNICATIONS, TRAINING AND DEVELOPMENT, DISCIPLINE, DIVERSITY PROGRAMS AND COMMUNITY RELATIONS WITH THE ASSISTANCE FROM THE HR TEAM. RESPONSIBLE FOR THE WAGE, SALARY, BENEFITS AND FOR OVERSEEING THE ANNUAL PROCESSES FOR EXEMPT, NON-EXEMPT AND HOURLY EMPLOYEES FOR MERIT AND BONUS.
LEAD THE DEVELOPMENT, DISSEMINATION AND INTERPRETATION OF PERSONNEL POLICIES AND THEIR IMPLEMENTATION AT THE SITE, PROVIDING CONSULTATION TO THE MANAGEMENT TEAM ON LEADERSHIP INITIATIVES. ENSURE THAT POLICIES ARE APPLIED IN A CONSISTENT MANNER TO ENSURE REDUCTION OF RISK FOR THE COMPANY AND THE EMPLOYEE. PROVIDE INDEPENDENT INSIGHT INTO THE IMPACT OF SUCH INITIATIVES ON PERSONNEL.
OVERSEE THE DEVELOPMENT OF A TRAINING PROCEDURE FOR THE SITE WITH THE TRAINING AND DEVELOPMENT MANGER TO ESTABLISH AND MAINTAIN ASSOCIATED TRAINING DOCUMENTATION. WORK WITH MANAGEMENT TEAM TO DEVELOP AND DELIVER REQUIRED TRAINING AND EMPLOYEE GROWTH PROGRAMS FOR NEW AND EXISTING EMPLOYEES.
COMMUNICATE AND COORDINATE THE DELIVERY OF BENEFITS TO SITE PERSONNEL.
OVERSEE THE EMPLOYMENT PROCESS INCLUDING RECRUITMENT, SELECTION, PLACEMENT, DEVELOPMENT, COMPENSATION, CORRECTIVE ACTION, DISCIPLINE, AND TERMINATION, INCLUDING THE USE OF TEMPORARY EMPLOYEES. COORDINATE THE EMPLOYEE PERFORMANCE APPRAISAL, MERIT INCREASE AND ANNUAL INCENTIVE PROGRAMS.
REQUIREMENTS
EXPERIENCE
10+ YEARS’ EXPERIENCE IN HUMAN RESOURCES WITHIN MANUFACTURING 4+ YEARS’ EXPERIENCE WITHIN HR MANAGEMENT/LEADERSHIP CAPACITY TRAVEL FOR TRAINING AND BUSINESS MEETINGS, UP TO 10%
EDUCATION
BACHELOR’S DEGREE IN HUMAN RESOURCES OR A RELATED FIELD. MBA (OR EQUIVALENT), PREFERRED
THE CLIENT OFFERS A COMPETITIVE SALARY PACKAGE THAT IS DEPENDENT ON QUALIFICATIONS AND EXPERIENCE, AS WELL AS A STRONG BENEFIT PACKAGE, PLUS PARTICIPATION IN A COMPANY-WIDE BONUS PLAN. FOR IMMEDIATE CONSIDERATION AND FASTER RESPONSE, PLEASE FORWARD CURRENT RESUME TO: [email protected]. PLEASE INCLUDE JOB #18641 IN SUBJECT LINE. PLEASE NOTE THAT ALL CANDIDATES APPLYING MUST BE A US CITIZEN OR PERMANENT RESIDENT. CLIENT WILL NOT SPONSOR.
#IND
| ['human resources management', 'employee relations', 'recruitment', 'training and development', 'compensation management', 'HR information systems', 'workforce planning', 'policy development', 'compliance', 'performance appraisal', 'communication', 'leadership', 'problem solving', 'teamwork', 'consultation', 'insight', 'adaptability', 'benefit administration', 'strategic counseling', 'community relations', 'diversity awareness'] |
3,901,983,432 | HR | District Human Resources Manager (Pensacola) | POSITION SUMMARY
WE ARE EXCITED TO LAUNCH A NEW POSITION, DISTRICT HUMAN RESOURCES MANAGER, TO SUPPORT OUR DISTRICT FIELD TEAMS AND COLLABORATE WITH LEADERSHIP TO EXECUTE AND IMPLEMENT HUMAN CAPITAL STRATEGY. AT PENSKE, WE LOOK FOR DEDICATED INDIVIDUALS WHO THRIVE IN A COLLABORATIVE ENVIRONMENT. IF YOU HAVE HR FUNCTIONAL EXPERIENCE AND SKILLS, E.G., MANAGING ASSOCIATE PERFORMANCE, LEADING DIFFICULT DISCUSSIONS, DEVELOPING ASSOCIATES, ABILITY TO ANTICIPATE EVOLVING BUSINESS, WE ARE INTERESTED IN HEARING FROM YOU, INCLUDING IF THIS EXPERIENCE WAS GAINED DURING TIME SPENT IN A PENSKE OPERATIONAL ROLE.
THE DISTRICT HUMAN RESOURCES MANAGER IS A VALUED MEMBER OF THE HUMAN RESOURCES AND FIELD OPERATIONS TEAMS, REPORTING DIRECTLY TO THE DISTRICT MANAGER, WITH A DOTTED LINE TO THE AREA HUMAN RESOURCES MANAGER WHO ALIGNS WITH FIELD OPERATIONS AND CORPORATE HR. THIS POSITION WILL BE AN IMPORTANT MEMBER OF THE DISTRICT LEADERSHIP TEAM SUPPORTING A DISTRICT COMPRISED OF X NUMBER LOCATIONS ACROSS A GEOGRAPHY THAT INCLUDES (HIGHLIGHT A FEW KEY CITIES IN THE DISTRICT).
IN THIS ROLE, YOU WILL COLLABORATE WITH THE DISTRICT LEADERSHIP TEAM TO FOSTER A CULTURE OF ENGAGEMENT WHERE ALL ASSOCIATES FEEL SUPPORTED TO DO THEIR BEST WORK AND ENJOY A SENSE OF PRIDE AND COMMITMENT. THIS ROLE WILL TAILOR REGIONAL HUMAN CAPITAL PLANS TO ENABLE AN ENGAGED WORKFORCE TO MEET THE NEEDS OF CUSTOMERS. IN THIS ROLE, YOU WILL IMPLEMENT HR PRACTICES AND PROCESSES THAT ALIGN WITH ORGANIZATIONAL INITIATIVES ACROSS A DEFINED DISTRICT, MITIGATING RISK AND ENSURING COMPLIANCE.
WORK LOCATION: 8795 ELY RD. PENSACOLA, FL, US
MAJOR RESPONSIBILITIES:
RETENTION AND NEW ASSOCIATE EXPERIENCE
ADMINISTER AND FACILITATE THE DISTRICT’S NEW ASSOCIATE EXPERIENCE ONBOARDING PROGRAM. LEAD, COACH, AND SUPPORT THE ONBOARDING AMBASSADORS THROUGHOUT THE DISTRICT. SUPPORT AND TRAIN MANAGERS TO ENSURE THE NEW ASSOCIATES ARE PROVIDED THE APPROPRIATE SUPPORT DURING THEIR ONBOARDING EXPERIENCE. IDENTIFY TRENDS AND AREAS FOR IMPROVEMENT WITH INFORMATION GAINED FROM THE ONBOARDING PROGRAM, EXIT INTERVIEWS, ASSOCIATE FEEDBACK, ETC. IDENTIFY AND PROPOSE SOLUTIONS TO ADDRESS LOCAL RETENTION CHALLENGES IN COLLABORATION WITH YOUR AREA HUMAN RESOURCES MANAGER AND DISTRICT MANAGER.
TALENT MANAGEMENT
GUIDE DISTRICT TEAM DEVELOPMENT THROUGH COACHING LEADERS IN PEOPLE MANAGEMENT, PROCESS, AND FUNCTIONAL ASSOCIATE DEVELOPMENT. COACH SUPERVISORS AND MANAGERS ON THE CREATION AND FOLLOW THROUGH OF IMPACTFUL DEVELOPMENT PLANS AND DISCUSSIONS FOR THEIR ASSOCIATES. MONITOR DEVELOPMENT PLANS TO ENSURE PROGRESS AND ESCALATE TO DISTRICT MANAGER IF COURSE CORRECTION IS NEEDED. PREPARE DOCUMENTS AND REPORTS FOR DISTRICT-LEVEL SUCCESSION PLANNING AND QUARTERLY TALENT REVIEW DISCUSSIONS. EXECUTE ON THE AREA TRAINING PLANPARTNER WITH LOCATION LEADERS TO ENSURE ASSOCIATES RECEIVE AND COMPLETE FUNCTIONAL TRAINING.DELIVER NEW SUPERVISOR/MANAGER ONBOARDING TO ROLE TRAINING.FACILITATE JUST-IN-TIME TRAINING AND COACHING OF LEADERS DURING MID-YEAR CHECK-INS, ANNUAL PERFORMANCE REVIEWS, AND MERIT PROCESS.ENSURE TECHNICAL TRAINING OCCURS CONSISTENTLY ACROSS THE WORKFORCE.
TALENT ACQUISITION AND WORKFORCE PLANNING
COLLABORATE WITH ALL DEPARTMENTS TO IDENTIFY AND PROPOSE APPROPRIATE STAFFING LEVELS BASED ON ANALYSIS OF GROWTH TRENDS, AND WORKFORCE PLANNING TOOLS. PROVIDES STAFFING SUPPORT TO LEADERSHIP BY COLLABORATING ON RECRUITING EFFORTS, INCLUDING BUILDING LOCAL TECHNICAL SCHOOL, UNIVERSITY & COLLEGE PARTNERSHIPS. CREATE A CONNECTION BETWEEN THE FIELD RECRUITERS AND THE DISTRICT MANAGER TO CREATE AND PLAN A RECRUITING STRATEGY AND PRIORITIZE EFFORTS.
ASSOCIATE AND LABOR RELATIONS
PROACTIVELY BUILD RELATIONSHIPS AT LOCATIONS THAT HELP SUPPORT A POSITIVE CULTURE AND ENGAGING ENVIRONMENT. DEVELOP AND SUSTAIN A WORKPLACE THAT MIRRORS OUR EMPLOYEE VALUE PROPOSITION THROUGH THE FOLLOWING:ADVISE ASSOCIATES AND MANAGEMENT ON THE INTERPRETATION OF HUMAN RESOURCES POLICIES, PROGRAMS, PROCEDURES, AND COLLECTIVE BARGAINING AGREEMENTS.PARTICIPATE IN INVESTIGATIONS OF ASSOCIATES CONCERNS, PREPARE SUMMARIES, AND COLLABORATE WITH AREA HR MANAGER ON RECOMMENDATIONS. SUPPORT AREA HR MANAGERS IN PARTNERING WITH LABOR RELATIONS, CONDUCTING LOCATION RISK ASSESSMENTS, AND REINFORCING THE GOALS OF POSITIVE ASSOCIATE RELATIONS TRAINING.
HR EXPERTISE & COMPLIANCE
REMAIN AWARE OF EMPLOYMENT LAWS APPLICABLE TO LOCATIONS, INCLUDING BUT NOT LIMITED TO STATE AND LOCAL PAID SICK LEAVE LAWS. EFFECTIVELY COMMUNICATE AND FOLLOW UP TO MAINTAIN REQUIRED LEGAL COMPLIANCE THROUGH REGULAR ANALYSIS AND ENSURE CONSISTENT PRACTICES ARE FOLLOWED ACCORDING TO PENSKE POLICIES. FOCUS ON COMPENSATION PARITY, WAGE-HOUR, I-9 AND ASSOCIATE HANDBOOK ACKNOWLEDGMENT COMPLIANCE. ENSURES ALL COMPANY AND LEGALLY MANDATED TRAINING OBLIGATIONS ARE MET INCLUDING HARASSMENT PREVENTION, REASONABLE SUSPICION AND WORKPLACE VIOLENCE. ESCALATE COMPENSATION ISSUES TO THE AREA HR MANAGER AND WORK WITH CENTRALIZED COMPENSATION TO ENACT PLANS TO ADDRESS. PARTNER WITH SPECIALIZED, DEDICATED CORPORATE RESOURCES FOR ISSUES SUCH AS DIVERSITY & INCLUSION, LEAVE OF ABSENCE, ACCOMMODATIONS, BENEFITS, UNEMPLOYMENT, WORKERS COMPENSATION, AND SAFETY.
ACQUISITIONS & NEW BUSINESS OPPORTUNITIES:
LEADS THE INTEGRATION, EXECUTION AND FOLLOW-UP NEEDED TO SUCCESSFULLY ASSIMILATE NEW ASSOCIATES INTO OUR CULTURE. PROVIDE ONGOING SUPPORT OF THE INTEGRATION PROCESS WITH CONSISTENT ONSITE MEETINGS, ONBOARDING, STAFFING, TRAINING, ETC.
OTHER PROJECTS AND TASKS AS ASSIGNED BY SUPERVISOR.
QUALIFICATIONS:
AT LEAST 3 YEARS OF EXPERIENCE IN A HUMAN RESOURCES ROLE (GENERALIST, SPECIALIST, RECRUITING) REQUIRED, OR RELEVANT FIELD OPERATIONS EXPERIENCE WILL BE CONSIDERED FOR INTERNAL CANDIDATES WITH AT LEAST 3 YEARS OF DEMONSTRATED SUCCESS WITH PENSKE. BACHELOR’S DEGREE REQUIRED. SHRM OR HRCI CERTIFICATION(S) PREFERRED (I.E., PHR, SHRM-CP). SOME KNOWLEDGE OF EMPLOYMENT LAW AND REGULATORY COMPLIANCE ISSUES PREFERRED (ADDITIONAL KNOWLEDGE MAY BE REQUIRED IN CERTAIN STATES, SUCH AS CA, MA, WA, OR ETC.) DEMONSTRATED PRESENTATION SKILLS, INCLUDING STRONG ORAL AND WRITING CAPABILITIES; ABILITY TO CLEARLY COMMUNICATE COMPELLING MESSAGES. ABILITY TO COLLECT, COMPILE, AND ANALYZE INFORMATION AND DATA. ESTABLISH AND MAINTAIN WORKING RELATIONSHIPS. MUST POSSESS A HIGH-LEVEL OF HONESTY, INTEGRITY, AND ETHICS. SKILLED OPERATION OF VARIETY OF COMPUTER SOFTWARE PROGRAMS, INCLUDING MICROSOFT WORD, EXCEL, AND POWERPOINT, AND HAVE A BASIC UNDERSTANDING OF ENTERPRISE WIDE HRIS SYSTEMS. VALID DRIVER'S LICENSE AND WILLINGNESS TO TRAVEL AS NECESSARY. ABILITY TO TRAVEL 30-50% WITHIN HOME DISTRICT WHICH COULD INCLUDE OVERNIGHT TRAVEL BASED ON NEED. A SUCCESSFUL CANDIDATE WILL WORK PRIMARILY FROM AN ASSIGNED FIELD LOCATION AND SPEND 30-50% OF THEIR WORK WEEK TRAVELING TO LOCATIONS WITHIN THEIR ASSIGNED DISTRICT AS THE BUSINESS REQUIRES. ABILITY TO WORK THE REQUIRED SCHEDULE, WORK AT THE SPECIFIC LOCATION REQUIRED. REQUIREMENTS: COMPLETE PENSKE EMPLOYMENT APPLICATION, SUBMIT TO A BACKGROUND INVESTIGATION (TO INCLUDE PAST EMPLOYMENT, EDUCATION, AND CRIMINAL HISTORY) AND DRUG SCREENING.
HOW PENSKE TAKES CARE OF YOU:
THIS ROLE IS SUPPORTED BY A ROBUST ONBOARDING PLAN AND STRONG ROLE DEVELOPMENT PLAN TO HELP YOU ADVANCE YOUR HR SKILLS INCLUDING THE OBTAINMENT OF YOUR SHRM-CP/HRCI-PHR CERTIFICATION WITHIN 12 MONTHS OF ACCEPTING THE POSITION. THIS POSITION OFFERS COMPETITIVE SALARY, INCLUDING BONUS ELIGIBILITY, STRONG BENEFITS AND RETIREMENT PROGRAMS AND A COMPANY SERVICE VEHICLE.
PHYSICAL REQUIREMENTS:
THE PHYSICAL AND MENTAL DEMANDS DESCRIBED HERE ARE REPRESENTATIVE OF THOSE THAT MUST BE MET BY AN ASSOCIATE TO SUCCESSFULLY PERFORM THE ESSENTIAL FUNCTIONS OF THIS JOB. REASONABLE ACCOMMODATIONS MAY BE MADE TO ENABLE INDIVIDUALS WITH DISABILITIES TO PERFORM THE ESSENTIAL FUNCTIONS.
THE ASSOCIATE WILL BE REQUIRED TO: READ; COMMUNICATE VERBALLY AND/OR IN WRITTEN FORM; REMEMBER AND ANALYZE CERTAIN INFORMATION; AND REMEMBER AND UNDERSTAND CERTAIN INSTRUCTIONS OR GUIDELINES.WHILE PERFORMING THE DUTIES OF THIS JOB, THE ASSOCIATE MAY BE REQUIRED TO STAND, WALK, AND SIT. THE ASSOCIATE IS FREQUENTLY REQUIRED TO USE HANDS TO TOUCH, HANDLE, AND FEEL, AND TO REACH WITH HANDS AND ARMS. THE ASSOCIATE MUST BE ABLE TO OCCASIONALLY LIFT AND/OR MOVE UP TO 25LBS/12KG.SPECIFIC VISION ABILITIES REQUIRED BY THIS JOB INCLUDE CLOSE VISION, DISTANCE VISION, PERIPHERAL VISION, DEPTH PERCEPTION AND THE ABILITY TO ADJUST FOCUS.
PENSKE IS AN EQUAL OPPORTUNITY EMPLOYER
JOB CATEGORY: HUMAN RESOURCES
JOB FAMILY: HUMAN RESOURCES
ADDRESS: 8795 ELY RD
PRIMARY LOCATION: US-FL-PENSACOLA
EMPLOYER: PENSKE TRUCK LEASING CO., L.P.
REQ ID: 2405000 | ['human resources', 'Microsoft Excel', 'Microsoft PowerPoint', 'onboarding', 'talent management', 'training', 'communication', 'collaboration', 'coaching', 'problem solving', 'relationship building', 'adaptability', 'employment law', 'HRIS systems', 'Microsoft Word', 'data analysis', 'recruiting', 'compliance', 'performance management', 'succession planning', 'integrity', 'leadership', 'engagement', 'analytical thinking'] |
3,887,475,102 | HR | Human Resources Generalist | WHO WE ARE:FOUNDED IN 1981, WELLSPRING HOUSE INC. IS A LEADING NON-PROFIT ORGANIZATION WITH PROGRAMS EXTENDING THROUGHOUT THE 20 CITIES AND TOWNS OF MASSACHUSETTS’ NORTH SHORE REGION. OUR MISSION IS TO INSPIRE FAMILIES AND ADULTS TO ACHIEVE EMPLOYMENT AND FINANCIAL STABILITY THROUGH STABLE HOUSING, EDUCATION, JOB TRAINING, AND CAREER READINESS.JOB DESCRIPTION SUMMARY/RESPONSIBILITIES:THE PART-TIME HR GENERALIST IS RESPONSIBLE FOR MANAGING HR FUNCTIONS, INCLUDING EMPLOYEE ONBOARDING, COMPENSATION AND BENEFITS ADMINISTRATION, POLICY IMPLEMENTATION, REPORTING TO UNEMPLOYMENT AND DIFFERENT STATE OFFICES, AND PERSONNEL FILE MANAGEMENT. BONUS SKILLS INCLUDE KNOWLEDGE OF INFORMATION TECHNOLOGY SYSTEMS.ROLES & RESPONSIBILITIES:PROVIDE LEADERSHIP AND OVERSIGHT OF PERSONNEL FUNCTIONS, INCLUDING: EMPLOYEE ONBOARDING, COMPENSATION, BENEFITS, PERSONNEL FILES, AND JOB POSTINGS. COORDINATE EMPLOYEE ONBOARDING, INCLUDING I-9, CORI/SORI, BENEFIT SELECTION, ETC. PROCESS PAYROLL.MANAGE PERSONNEL FILES.REVIEW ALL BENEFITS ON AN ANNUAL BASIS AND MAKE RECOMMENDATIONS FOR POSSIBLE CHANGES BASED ON PRICING AND OFFERINGS AVAILABLE. SERVE AS POINT OF CONTACT FOR THE ORGANIZATION’S SIMPLE IRA PLAN AND ISSUE MANDATED NOTICES ANNUALLY. WORK WITH THE COO AND THE EXTERNAL HR CONSULTANT TO UPDATE EMPLOYEE GUIDEBOOK AND PERFORMANCE REVIEW PROCESS AS NEEDED. WORK WITH THE EXECUTIVE DIRECTOR ON SALARY ANALYSIS ANNUALLY AND AS NEEDED.WORK WITH THE ACCOUNTANT AS NEEDED.OTHER DUTIES AS ASSIGNED. NOTE: WELLSPRING’S EXTERNAL HR CONTRACTOR, INTEGRATED HUMAN RESOURCES IS RESPONSIBLE FOR EMPLOYEE RELATIONS ISSUES, INCLUDING WORKING WITH DEPARTMENT DIRECTORS AND SUPERVISORS ON PERFORMANCE CONCERNS AND DISCIPLINARY ACTION. THE MAIN ROLE OF THE PT HR GENERALIST IS TO SUPPORT THE ORGANIZATION’S HR NEEDS. SOME INFORMATION TECHNOLOGY RESOURCES SUPPORT WILL BE A BONUS. REQUIRED QUALIFICATIONS:BACHELOR’S DEGREE IN HUMAN RESOURCES, BUSINESS ADMINISTRATION, OR RELEVANT FIELD.EXPERIENCE IN HR SYSTEMS.PROFICIENT IT SKILLS, INCLUDING MICROSOFT OFFICE SUITE AND MICROSOFT 365.STRONG PROJECT AND VENDOR MANAGEMENT SKILLS.ABILITY TO LEAD CHANGE EFFECTIVELY.RESULTS-ORIENTED WITH STRONG WRITTEN AND VERBAL COMMUNICATION SKILLS.SOUND DECISION-MAKING ABILITIES IN A FAST-PACED ENVIRONMENT.EXPERIENCE IN DEVELOPING AND DELIVERING ORGANIZATIONAL LEARNING EXPERIENCES.STRATEGIC THINKING SKILLS WITH THE ABILITY TO TRANSLATE GOALS INTO ACTION PLANS.STRONG INTERPERSONAL SKILLS TO ESTABLISH CREDIBILITY WITH STAKEHOLDERS.LOCATION AND SCHEDULE:WELLSPRING’S HOME OFFICE IS LOCATED AT 302 ESSEX AVENUE IN GLOUCESTER, MA. THIS POSITION IS BASED OUT OF WELLSPRING’S GLOUCESTER OFFICE, WITH THE POSSIBILITY OF SOME HYBRID WORK. WELLSPRING IS REACHABLE BY PUBLIC TRANSPORTATION. APPLICATION PROCESS:WELLSPRING IS CURRENTLY ACCEPTING APPLICATIONS UNTIL THE POSITION IS FILLED. PLEASE SEND YOUR RESUME AND COVER LETTER VIA EMAIL TO: [email protected]. IN THE SUBJECT LINE, WRITE YOUR NAME AND THE POSITION TITLE. WE WILL REVIEW ALL SUBMISSIONS, IDENTIFY CANDIDATES, AND CONTACT ONLY THOSE INDIVIDUALS SELECTED TO CONTINUE IN THE SEARCH PROCESS. NO PHONE CALLS PLEASE. WELLSPRING IS AN EQUAL OPPORTUNITY EMPLOYER THAT IS COMMITTED TO CREATING AN INCLUSIVE ORGANIZATION. WE ACTIVELY SEEK A DIVERSE POOL OF CANDIDATES FOR THIS POSITION.
| ['HR management', 'employee onboarding', 'compensation administration', 'benefits administration', 'payroll processing', 'personnel file management', 'vendor management', 'strategic thinking', 'HR systems', 'organizational learning', 'communication', 'decision-making', 'interpersonal skills', 'leadership', 'results-oriented', 'change management', 'Microsoft Office Suite', 'Microsoft 365', 'project management'] |
3,902,351,802 | HR | Human Resources Manager | (NO RECRUITING AGENCIES, PLEASE)
JOB SUMMARY:
WE ARE A MUNICIPAL LAW FIRM, HEADQUARTERED IN LEES SUMMIT, MO, LOOKING FOR A HUMAN RESOURCES MANAGER TO SUPPORT OUR RAPIDLY GROWING TEAM. THE RIGHT CANDIDATE WILL BE A SELF-STARTER EXPERIENCED IN COLLABORATING DIRECTLY WITH ORGANIZATIONAL LEADERSHIP; AND MUST BE READY TO LEAD IN THE DEVELOPMENT AND IMPLEMENTATION OF THE POLICIES, PROCEDURES, PROGRAMS, AND BEST HUMAN RESOURCE (HR) PRACTICES FOR AN ORGANIZATION SUCH AS OURS. THIS ROLE WILL RUN THE DAILY FUNCTIONS OF THE HR DEPARTMENT INCLUDING EMPLOYEE RECRUITMENT AND RETENTION, ADMINISTERING PAY, BENEFITS, AND LEAVE, MONITORING EMPLOYEE TRAINING, MAINTAINING EMPLOYEE MORALE, AND ENFORCING FIRM POLICIES AND PRACTICES. THIS ROLE MAY ASSIST WITH CONSTRUCTIVE AND TIMELY PERFORMANCE EVALUATIONS BUT DOES NOT HAVE DIRECT REPORTS. POSITION IS FULL-TIME, ON-SITE, SALARIED, EXEMPT, AND REPORTS TO FIRM LEADERSHIP. WE OFFER AN EXCELLENT COMPENSATION PACKAGE, COMPETITIVE BENEFITS, AND PAID TIME OFF PACKAGES. WE HAVE A FUN AND CARING TEAM ENVIRONMENT WITH NUMEROUS YEARS OF EXPERTISE JUST WAITING FOR YOU TO JOIN!
RESPONSIBILITIES:
LEADS THE DEVELOPMENT, IMPLEMENTATION, AND TRACKING OF BEST HR STRATEGIES, SYSTEMS, PRACTICES, METRICS, POLICIES, AND PROCEDURES ACROSS THE ORGANIZATION.PERFORMS ROUTINE TASKS REQUIRED TO ADMINISTER AND EXECUTE HUMAN RESOURCE PROGRAMS INCLUDING BUT NOT LIMITED TO PAYROLL, BENEFITS, AND LEAVE; DISCIPLINARY MATTERS, DISPUTES, AND INVESTIGATIONS; PERFORMANCE AND TALENT MANAGEMENT; PRODUCTIVITY, RECOGNITION, AND MORALE; OCCUPATIONAL HEALTH AND SAFETY; AND TRAINING AND DEVELOPMENT.MANAGES THE RECRUITMENT AND CANDIDATE SELECTION PROCESS.TRACKS ATTORNEY LICENSE RENEWALS AND ASSOCIATION MEMBERSHIPS INITIATING TIMELY PAYMENT WITH ACCOUNTING WHEN NECESSARY.ORGANIZES LEARNING OPPORTUNITIES AND EMPLOYEE ENRICHMENT FOR STAFF THAT CONSIDER EFFICIENCY OF EMPLOYEE TIME.ORGANIZES PERIODIC FIRM SOCIAL EVENTS TO MAINTAIN AN ATMOSPHERE OF COMRADERY AND FOSTER EMPLOYEE MORALE.DEVELOPS AND OVERSEES THE IMPLEMENTATION OF LAW SCHOOL RECRUITMENT INITIATIVES.DEVELOPS AND MANAGES A PERFORMANCE APPRAISAL SYSTEM INCLUDING ASSISTING FIRM LEADERSHIP IN GATHERING AND DOCUMENTING INFORMATION FOR REVIEWS; MAINTAINING A FIRM-WIDE REVIEWS CALENDAR; SCHEDULING AND ATTENDING REVIEWS; AND ENSURING REVIEW COMPLETION.MAINTAINS TRACKING MECHANISMS FOR EMPLOYEE SALARY HISTORIES, CURRENT SALARIES, MARKET SALARY DATA, AND PROJECTED SALARY RECOMMENDATIONS.HANDLES EMPLOYMENT-RELATED INQUIRIES FROM APPLICANTS, EMPLOYEES, SUPERVISORS, AND FORMER EMPLOYEES, REFERRING COMPLEX AND/OR SENSITIVE MATTERS TO THE APPROPRIATE PERSONNEL.ATTENDS, DOCUMENTS, AND PARTICIPATES IN EMPLOYEE DISCIPLINARY MEETINGS, TERMINATIONS, AND INVESTIGATIONS.CONDUCTS ALL ONBOARDING, OFFBOARDING, STAY INTERVIEWS, AND EXIT INTERVIEWS OF FIRM EMPLOYEES.MAINTAINS LEGAL COMPLIANCE WITH FEDERAL, STATE, AND LOCAL EMPLOYMENT LAWS, REGULATIONS, AND RECOMMENDED BEST PRACTICES; REVIEWS FIRM POLICIES AND PRACTICES TO MAINTAIN COMPLIANCE.VERIFIES ALL BENEFITS AND HUMAN RESOURCE VENDOR INVOICES OR SPENDING ARE ACCURATE AND IN ACCORDANCE WITH CONTRACTED OR NEGOTIATED RATES.EXERCISES FISCAL RESPONSIBILITY BY ENSURING THE BEST COST OPTIONS ARE CHOSEN WHILE ENSURING FIRM AND EMPLOYEE REQUIREMENTS AND NEEDS ARE MET.MANAGES THE PHONE SYSTEM AND TECHNOLOGY INVENTORY OF CELL PHONES, MONITORS, AND COMPUTERS.ENSURES WEBSITE IS UPDATED WITH CURRENT ATTORNEY BIOS, PRESENTATIONS, AND ARTICLES.PERFORMS OTHER DUTIES AS ASSIGNED.
REQUIRED SKILLS AND ABILITIES:
EXCELLENT VERBAL AND WRITTEN COMMUNICATION SKILLS.EXCELLENT INTERPERSONAL, NEGOTIATION, AND CONFLICT RESOLUTION SKILLS.EXCELLENT ORGANIZATIONAL SKILLS, ATTENTION TO DETAIL, AND ABILITY TO PINPOINT THE ROOT CAUSE OF ISSUES THAT MAY ARISE.EXCELLENT TIME MANAGEMENT SKILLS WITH A PROVEN ABILITY TO MEET DEADLINES.STRONG ANALYTICAL AND PROBLEM-SOLVING SKILLS; RESULTS DRIVEN.ABILITY TO ACT WITH INTEGRITY, PROFESSIONALISM, AND CONFIDENTIALITY.LEADERSHIP SKILLS AND AN ABILITY TO ARCHITECT STRATEGY.PROFICIENT WITH MICROSOFT OFFICE SUITE AND VIRTUAL MEETING PLATFORMS.EXPERIENCE AND UNDERSTANDING OF COMPLIANCE SURROUNDING BACKGROUND CHECKS.THOROUGH KNOWLEDGE OF EMPLOYMENT-RELATED LAWS AND REGULATIONS.PROFICIENCY WITH HRIS AND TALENT MANAGEMENT SYSTEMS.THIS POSITION REPORTS TO THE FIRM’S PRIMARY OFFICE IN LEE’S SUMMIT, MO. OCCASIONAL TRAVEL TO OTHER FIRM OFFICE LOCATIONS OR OFFSITE WORK LOCATIONS MAY BE REQUIRED. (MILEAGE REIMBURSEMENT IS PROVIDED.)
EDUCATION AND EXPERIENCE:
BACHELOR’S DEGREE IN HUMAN RESOURCES, BUSINESS ADMINISTRATION, OR A RELATED FIELD REQUIRED.AT LEAST FIVE YEARS OF PROVEN HUMAN RESOURCE MANAGEMENT EXPERIENCE REQUIRED; PREFERABLY IN A LEGAL ENVIRONMENT.EXPERIENCE USING HRIS, AND PAYCOR PAYROLL SYSTEMS.PROVEN EXPERIENCE DEVELOPING AND IMPLEMENTING HUMAN RESOURCE STRATEGIES, PROGRAMS, METRICS, POLICIES, AND PROCEDURES.SHRM-CP, SHRM-SCP, SPHR OR PHR PREFERRED.
ADDITIONAL REQUIREMENTS: SUCCESSFUL COMPLETION OF A BACKGROUND CHECK, CREDIT CHECK OR DMV (DRIVING RECORD) CHECK MAY APPLY, DEPENDING ON THE DUTIES AND RESPONSIBILITIES OF THE POSITION.
SALARY: STARTING AT $75,000 - NEGOTIABLE BASED ON EXPERIENCE AND QUALIFICATIONS
BENEFITS:INSURANCES: HEALTH, DENTAL, VISION, GROUP LIFE, STDPROFESSIONAL DEVELOPMENT ASSISTANCERETIREMENT PLAN WITH COMPANY MATCHSTUDENT LOAN REPAYMENT PROGRAMPAID TIME OFF / HOLIDAYS | ['HR management', 'compliance knowledge', 'HRIS proficiency', 'payroll systems', 'Microsoft Office Suite', 'policy development', 'employee training', 'performance appraisal systems', 'analytical skills', 'communication', 'interpersonal skills', 'negotiation', 'conflict resolution', 'organizational skills', 'time management', 'integrity', 'leadership', 'problem solving', 'confidentiality', 'talent management systems'] |
3,905,272,928 | HR | Human Resources Specialist | GENERAL POSITION SUMMARYTHIS POSITION IS RESPONSIBLE FOR HANDLING HUMAN RESOURCES AND ADMINISTRATIVE RELATED DUTIES.
ESSENTIAL JOB FUNCTION· EXECUTE TIMELY AND ACCURATE PROCESSING OF PAYROLL FOR APPROXIMATELY 40+ EXEMPT AND NON-EXEMPT EMPLOYEES. ASSISTANCE OF GROSS-UP CALCULATION.· BACKGROUND CHECK FOR NEW HIRING, ENROLLMENT OF HEALTH INSURANCE AND 401(K) RETIREMENT PLAN.· HANDLE TERMINATION PROCESS, REMOVAL FROM HEALTH INSURANCE AND 401(K) RETIREMENT PLAN.· COMMUNICATION WITH HR CONSULTANTS AND EMPLOYMENT LAWYERS TO RESOLVE HR ISSUES.· MAINTAIN PERSONNEL FILES.· HANDLE HSA FUND TRANSFER. ASSISTANCE WITH INQUIRIES FOR EMPLOYEES ABOUT THE BENEFITS.· MANAGE 401(K) ACTIVITIES AND INTERACT DIRECTLY WITH THE 401(K) PROVIDER TO ENSURE PROPER HANDLING OF EMPLOYEES’ ENROLLMENT, DISTRIBUTIONS, ROLLOVERS, AND PAYROLL CONTRIBUTIONS.· RESPOND TIMELY TO PAYROLL REQUESTS AND RESOLVE EMPLOYEE ISSUES.· VERIFY I-9 DOCUMENTS AND MAINTAIN EMPLOYMENT AUTHORIZATION FILES.· ORDER SUPPLY FOR EMPLOYEES AND THE OFFICE.· HANDLE BUILDING MAINTENANCE PROJECTS AND INSPECTIONS.· MAINTAIN EMPLOYEE TIME-OFF RECORDS.· ALL OTHER HR AND ADMINISTRATIVE REQUESTS FROM MANAGEMENT AS AND WHEN REQUIRED.
OTHER & MISCELLANEOUS· SEEKS CONSTANT IMPROVEMENT, MORE EFFICIENT AND LESS EXPENSIVE WAYS AND MEANS IN WORK PROCESSES.· PERFORMS SPECIAL PROJECTS AND OTHER MISCELLANEOUS DUTIES AS ASSIGNED BY THE MANAGEMENT.· MAINTAINS HIGH ETHICAL STANDARDS IN THE WORKPLACE.· REPORTS ALL IRREGULAR ISSUES AND PROBLEMS TO MANAGEMENT FOR SOLUTION.· MAINTAINS GOOD COMMUNICATION WITH MANAGEMENT, OFFICE STAFF MEMBERS AND OUTSIDE CONTACTS.· COMPLIES WITH ALL COMPANY POLICIES AND PROCEDURES.· RESPONSIBLE FOR MAINTAINING A CLEAN AND SAFE WORKING AREA.
QUALIFICATIONEDUCATION & WORK EXPERIENCE· BACHELOR’S DEGREE IN COMMUNICATION, PUBLIC RELATIONS, BUSINESS ADMINISTRATION, OR RELATED FIELD PREFERRED.· 7 YEARS OF RELATED EXPERIENCE AND/OR TRAINING; OR EQUIVALENT COMBINATION OF EDUCATION AND EXPERIENCE.· DEEP EXPERTISE IN 401(K), BENEFITS DESIGN.· ACCURATE DATA ENTRY SKILLS WITH GREAT ATTENTION TO DETAIL· A PROACTIVE, THOUGHTFUL, AND TIMELY APPROACH TO COMMUNICATION, ANALYSIS AND PROBLEM SOLVING.
TOOLS & EQUIPMENT· GENERAL OFFICE EQUIPMENT INCLUDING PHONES, FAX, COPIER, PERSONAL COMPUTER, PRINTER, SCANNER, ETC.· SOFTWARE INCLUDES THE USE OF WINDOWS OPERATING SYSTEM, MS OFFICE AND ACCOUNTING RELATED SOFTWARE.
WORK ENVIRONMENT & PHYSICAL DEMANDSWORK ENVIRONMENTTHE WORK ENVIRONMENT CHARACTERISTICS DESCRIBED HERE ARE REPRESENTATIVE OF THOSE AN EMPLOYEE ENCOUNTERS WHILEPERFORMING THE ESSENTIAL JOB FUNCTIONS OF THIS POSITION. REASONABLE ACCOMMODATION MAY BE MADE TO ENABLE INDIVIDUALS WITH DISABILITIES TO PERFORM ESSENTIAL FUNCTIONS. WORK IS PERFORMED IN AN OFFICE ENVIRONMENT. NO BUSINESS TRAVEL IS REQUIRED.
PHYSICAL DEMANDSTHE PHYSICAL DEMANDS DESCRIBED HERE ARE REPRESENTATIVE OF THOSE THAT MUST BE MET BY AN EMPLOYEE TO SUCCESSFULLY COMPLETE THE ESSENTIAL JOB FUNCTIONS OF THIS POSITION. REASONABLE ACCOMMODATION MAY BE MADE TO ENABLE INDIVIDUALS WITH DISABILITIES TO PERFORM ESSENTIAL FUNCTIONS. WHILE PERFORMING THE DUTIES OF THIS POSITION, THE EMPLOYEE IS REQUIRED TO FREQUENTLY SIT AND OCCASIONALLY MUST STAND, WALK, USE HANDS AND FINGERS, AND REACH WITH HANDS AND ARMS. THE EMPLOYEE MAY OCCASIONALLY LIFT AND/OR MOVE UP TO 50 POUNDS. SPECIFIC VISION ABILITIES INCLUDE THE ABILITY TO READ AND ANALYZE DATA IN HARD COPY AND ON A COMPUTER SCREEN, MEASURE OR IDENTIFY USING EYESIGHT AND ADJUST VISION FOCUS. | ['payroll processing', 'data entry', 'Microsoft Office', 'building maintenance', 'communication', 'problem solving', 'attention to detail', 'teamwork', 'time management', '401(K) management', 'benefits design', 'background checks', 'health insurance enrollment', 'Windows operating system', 'accounting software', 'I-9 verification', 'supply ordering', 'proactive approach', 'ethical standards', 'adaptability'] |
3,891,077,739 | HR | Human Resources Generalist | OUR CLIENT, A PRIVATELY OWNED MANUFACTURING COMPANY IN LINN COUNTY, OREGON, IS SEEKING A HUMAN RESOURCES GENERALIST TO JOIN THEIR TEAM. THE IDEAL CANDIDATE WILL BE RESPONSIBLE FOR EMPLOYEE RELATIONS, PAYROLL AND BENEFITS, COMPANY POLICIES AND PROCEDURES, AND ADHERENCE TO LEGAL AND REGULATORY REQUIREMENTS. IN ADDITION, THE CANDIDATE WILL BUILD STRONG RELATIONSHIPS WITH OUR CLIENT'S MANAGERS IN ORDER TO HELP THEM WITH THEIR HUMAN RESOURCE NEEDS.
RESPONSIBILITIESPERFORM ROUTINE TASKS REQUIRED TO ADMINISTER AND EXECUTE HUMAN RESOURCE PROGRAMS INCLUDED BUT NOT LIMITED TO COMPENSATION, BENEFITS, AND LEAVEENSURES COMPLIANCE WITH COMPANY POLICIES AND PROCEDURES AND LEGAL RESPONSIBILITIESIMPLEMENT EMPLOYEE LEAVE POLICIES
QUALIFICATIONSBACHELOR'S DEGREE OR EQUIVALENT EXPERIENCE IN HUMAN RESOURCES OR RELATED AREA6+ YEARS' OF EXPERIENCE WORKING IN HUMAN RESOURCES, IDEALLY IN A MANUFACTURING ENVIRONMENT | ['employee relations', 'payroll', 'benefits administration', 'compliance', 'human resources programs', "bachelor's degree in HR or related field", 'relationship building', 'communication', 'problem solving', 'teamwork', 'adaptability', 'legal knowledge', 'leave policies implementation', 'manufacturing HR experience'] |
3,902,835,237 | HR | Sr. Area Human Resource Manager | SR. AREA HUMAN RESOURCE MANAGER WIRELESS VISION, LLC – A T-MOBILE AUTHORIZED RETAILER
OVERVIEW:WITH A DIRECT LINE REPORTING TO THE SR. DIRECTOR PEOPLE & ENGAGEMENT, THIS POSITION WILL HAVE A DOTTED LINE TO THE AVP FOR THE MARKET IN WHICH THEY ARE ASSIGNED. THIS ROLE WILL PARTNER WITH AVP/ AREA SALES DIRECTOR ON ALL HUMAN RESOURCE MATTERS AND ACT AS THE PRIMARY HR CONTACT FOR EMPLOYEES AND MANAGERS WITHIN THE ASSIGNED AREA. THE SR. AREA HUMAN RESOURCE MANAGER WILL PARTICIPATE IN MULTIPLE AREAS OF A FAST-PACED HR DEPARTMENT. SOME OF THESE INCLUDE, BUT ARE NOT LIMITED TO, RECRUITING ADMINISTRATION, BENEFITS, COMPENSATION, ONBOARDING, EMPLOYEE MOVEMENT, EMPLOYEE RELATIONS, PERFORMANCE MANAGEMENT, AND BUILDING A STRATEGIC PARTNERSHIP WITH LOCAL MANAGEMENT. ADDITIONALLY SUPPORTING CORPORATE OFFICE ON ALL HR AND EMPLOYEE ENGAGEMENT MATTERS.
RESPONSIBILITIES:RESPONSIBLE FOR ADMINISTERING HUMAN RESOURCE RELATED DUTIES AND MANAGING EMPLOYEE RELATION ISSUES THAT PROMOTE A HIGH-PERFORMANCE CULTURE WHILE ENSURING COMPLIANCE AND CONSISTENCY WITH FEDERAL, STATE, LOCAL LAWS AS WELL AS COMPANY POLICIES.HANDLE EMPLOYEE RELATIONS ISSUES AND MAKE RECOMMENDATIONS TO RESOLVE CONCERNS AND/OR IMPROVE MORALE; MONITOR, AUDIT, AND INVESTIGATE HR RELATED MATTERS AND REGULATIONS INCLUDING, BUT NOT LIMITED TO SEXUAL HARASSMENT, DISCRIMINATION, ADA, FMLA, WAGE AND HOUR, EEOC, DOL.PARTICIPATE IN DEVELOPING AND REVISING POLICIES, PRACTICES AND PROCEDURES AS NEEDED.RESPONSIBLE FOR COMMUNICATION OF ALL HR POLICIES, PROCEDURES, AND INITIATIVES TO MARKET LEADERS WITHIN ASSIGNED AREA.PARTNER WITH AREA AND MARKET LEADERS TO IDENTIFY AND ADDRESS ISSUES AFFECTING EMPLOYEE RETENTION.ASSIST WITH IMPLEMENTING AND EXECUTING RECRUITING STRATEGYCONSULT WITH DSOM’S TO DISCOVER STAFF REQUIREMENTS AND SPECIFIC JOB OBJECTIVESPARTNER WITH RECRUITING MANAGER TO PROMOTE OPEN POSITIONS ON JOB BOARDS AND SOCIAL MEDIA PLATFORMSFACILITATING JOB OFFER AND NEW HIRE PROCESS FOR ASSIGNED AREA.REVIEW AND ADVISE ON PRE-EMPLOYMENT AND BACKGROUND SCREENING RESULTSPARTICIPATE IN DSOM INTERVIEW AND SELECTION PROCESSREVIEW AND COORDINATE THE PROCESSING OF VARIOUS HR FORMS/PAPERWORK INCLUDING EMPLOYEE WORKFLOW STATUS CHANGES, TRANSFER FORMS, TERMINATIONS, ETC.MAINTAINS CONFIDENTIAL INFORMATION AND PROPRIETARY REPORTS.WORKS DIRECTLY WITH ASSOCIATES TO CREATE AN EMPLOYER-OF-CHOICE ENVIRONMENT.CONSULTS WITH DSOM AND STORE LEADERSHIP ON EMPLOYEE RELATIONS ISSUES TO ENSURE THAT EMPLOYEES ARE FAIRLY, AND EQUITABLY TREATED AND LEGAL GUIDELINES ARE FOLLOWED.PARTICIPATION IN ASSIGNED PROJECTS AND FACILITATION OF HR TRAINING SESSIONS.CONDUCTS MARKET VISITS AS NEEDED OR REQUESTED BY AVP AND ATTENDS AREA SUMMITS AND LEADERSHIP MEETINGS WHEN SCHEDULED. DEVELOP AN IN-DEPTH UNDERSTANDING OF THE WIRELESS RETAILER BUSINESS AND ENSURE THAT HR PROGRAMS ADD VALUE TO THE BUSINESS.SUPERVISE AND DIRECT AREA HUMAN RESOURCES MANAGERS ON DAY TO DAY ACTIVITIES.
REQUIRED SKILLS/ ABILITIES:MUST BE ABLE TO WORK IN FAST-PACED, DETAIL-ORIENTED ENVIRONMENT AND PRIORITIZE WORKFLOW ACCORDING TO BOTH URGENCY AND IMPORTANCEBACHELOR’S DEGREE OR EQUIVALENT WORK EXPERIENCEMINIMUM OF 2-3 YEARS OF HR OR RELATED EXPERIENCE.EXCELLENT COMMUNICATION SKILLS, WRITTEN AND ORALGENERAL UNDERSTANDING OF ALL MAJOR US FEDERAL EMPLOYMENT LAWS (TITLE VII, ADA, FMLA, USERRA, FLSA, ETC.).FAMILIARITY WITH APPLICANT TRACKING SYSTEM PREFERRED JOBVITEANALYTICAL MINDSET WITH THE ABILITY TO INTERPRET DATA.STRONG WORKING KNOWLEDGE OF BUSINESS TOOLS AND METRICS.ATTENTION TO DETAIL AND STRONG WRITING CAPABILITIES.EXCELLENT TIME-MANAGEMENT SKILLS THAT INCLUDE PROFESSIONAL FOLLOW-UP AND FOLLOW-THROUGH SKILLS.STRONG WORK ETHIC AND DESIRE TO ACHIEVE RESULTS.CUSTOMER FOCUSED, AND SERVANT LEADER MIND SET.PROFESSIONAL AND STRONG UNDERSTANDING, USE, AND TECHNICAL USE ABILITY OF MICROSOFT OFFICE PRODUCTS, I.E. WORD, POWERPOINT, EXCEL, OUTLOOK, OFFICE 365, ETC.ABILITY TO TRAVEL UP TO 20%, TRAVEL WITHIN ASSIGN MARKET | ['HR Management', 'Employee Relations', 'Federal Employment Laws', 'Microsoft Office Suite', 'Onboarding', 'Communication', 'Attention to Detail', 'Problem Solving', 'Teamwork', 'Customer Focus', 'Leadership', 'Work Ethic', 'Adaptability', 'Conflict Resolution', 'Recruiting', 'Analytical Skills', 'Applicant Tracking Systems', 'Performance Management', 'Compensation Administration', 'Benefits Administration', 'Data Interpretation', 'Time Management'] |
3,884,841,822 | HR | Human Resources Assistant | SCION NONPROFIT STAFFING IS LEADING THE SEARCH FOR A TEMPORARY HUMAN RESOURCES ASSISTANT ON BEHALF OF AN AMAZING EARLY CHILDHOOD EDUCATION ORGANIZATION IN SAN FRANCISCO, CA! THIS ROLE IS A CONTRACT OPPORTUNITY THAT OFFERS A FULL-TIME ONSITE WORK SCHEDULE.
PERKS:
IMMEDIATE HIRE OPPORTUNITY MONDAY-FRIDAY WORK SCHEDULE HOURLY RATE OF $25-30/HR., PAID WEEKLY
RESPONSIBILITIES:
CONDUCT ACCURATE AND EFFICIENT DATA ENTRY TASKS RELATED TO EMPLOYEE RECORDS, PAYROLL, BENEFITS, AND OTHER HR FUNCTIONS. UTILIZE TECHNOLOGY PROFICIENTLY TO STREAMLINE HR PROCESSES AND MAINTAIN UP-TO-DATE RECORDS. MAINTAIN A HIGH LEVEL OF CONFIDENTIALITY WHEN HANDLING SENSITIVE EMPLOYEE INFORMATION. MANAGE AND PRIORITIZE HIGH-VOLUME TASKS THAT REQUIRE FOCUSED ATTENTION TO DETAIL AND MEET DEADLINES. COMMUNICATE PROFESSIONALLY WITH STAFF AND EXTERNAL PARTIES REGARDING HR-RELATED MATTERS. COLLABORATE WITH HR TEAM MEMBERS TO SUPPORT VARIOUS INITIATIVES AND PROJECTS. PROVIDE ADMINISTRATIVE SUPPORT AS NEEDED, INCLUDING PREPARING DOCUMENTS, SCHEDULING MEETINGS, AND ORGANIZING FILES.
QUALIFICATIONS:
PROVEN EXPERIENCE IN DATA ENTRY WITH A DEMONSTRATED ABILITY TO MAINTAIN ACCURACY AND ATTENTION TO DETAIL. EXPERIENCE AUDITING DATA FROM MULTIPLE SOURCES SUCH AS SPREADSHEETS, ONLINE RESOURCES, AND DATABASES. PROFICIENCY IN USING TECHNOLOGY, INCLUDING SHAREPOINT, PAYCOM, AND ATS SYSTEM ABILITY TO MANAGE HIGH-VOLUME, TIME-INTENSIVE TASKS EFFICIENTLY AND EFFECTIVELY. EXCELLENT PROFESSIONAL COMMUNICATION SKILLS, BOTH WRITTEN AND VERBAL. PREFERENCE FOR CANDIDATES WITH EXPERIENCE IN NONPROFIT ORGANIZATIONS AND/OR HUMAN RESOURCES. SPANISH LANGUAGE PROFICIENCY IS PREFERRED BUT NOT REQUIRED.
COMPENSATION AND BENEFITS:
THIS ONSITE CONTRACT OPPORTUNITY ALLOWS YOU TO WORK WITH AN ENTHUSIASTIC AND THRIVING ORGANIZATION! THE PAY RANGE FOR THIS ROLE IS $25-30/HR., PAID WEEKLY.
HOW TO APPLY:
FOR IMMEDIATE CONSIDERATION, PLEASE SUBMIT YOUR RESUME TODAY FOR THIS AMAZING CAREER OPPORTUNITY WITH AN INCREDIBLE ORGANIZATION!
ABOUT OUR SEARCH FIRM:
SCION NONPROFIT STAFFING IS A NATIONAL AWARD-WINNING STAFFING FIRM! SINCE 2006, WE HAVE HAD THE PLEASURE OF SUCCESSFULLY PLACING THOUSANDS OF TALENTED PROFESSIONALS WITH AMAZING CAREER OPPORTUNITIES. THROUGH OUR INNOVATIVE TEAM BUILDING AND RECRUITING SOLUTIONS, WE BRIDGE THE GAP IN EXECUTIVE LEADERSHIP SEARCHES, DIRECT HIRE RECRUITING, INTERIM LEADERSHIP PLACEMENT, AND TEMPORARY PROFESSIONAL STAFFING. OUR TRACK RECORD AND RECRUITMENT PROCESS HAS MADE US ONE OF THE TOP RECRUITMENT FIRMS IN THE NATION.
WE ARE PROUD TO BE PART OF THE FORBES LISTS OF THE BEST RECRUITMENT FIRMS AND THE BEST EXECUTIVE SEARCH FIRMS IN AMERICA. ADDITIONALLY, SCION HAS BEEN RECOGNIZED AS A CLEARLYRATED BEST OF STAFFING FIRM AS WELL AS A TOP RECRUITMENT FIRM BY THE BUSINESS TIMES. ADDITIONAL INFORMATION ABOUT US CAN ALSO BE FOUND AT WWW.SCIONSTAFFING.COM.
SCION STAFFING, INC. IS AN EQUAL OPPORTUNITY EMPLOYER AND SERVICE PROVIDER AND DOES NOT DISCRIMINATE ON THE BASIS OF RACE, RELIGION, GENDER, GENDER IDENTITY, NATIONAL ORIGIN, CITIZENSHIP STATUS, SEXUAL ORIENTATION, DISABILITY, POLITICAL AFFILIATION OR BELIEF, OR ANY OTHER PROTECTED CLASS. WE ARE COMMITTED TO THE PRINCIPLES OF EQUAL OPPORTUNITY EMPLOYMENT AND ARE DEDICATED TO MAKING EMPLOYMENT DECISIONS BASED ON MERIT AND VALUE, FOR OURSELVES, OUR CLIENT COMPANIES, AND FOR THE CANDIDATES WE REPRESENT. FOR OPPORTUNITIES LOCATED IN A REGION THAT HAVE ENACTED FAIR CHANCE, ARREST OR CONVICTION-BASED EMPLOYMENT ORDINANCES, SCION STAFFING PROACTIVELY FOLLOWS THE ENACTED GUIDANCE AND CONSIDERS FOR EMPLOYMENT ALL QUALIFIED APPLICATIONS WITH ARREST AND CONVICTION RECORDS. WE BELIEVE IN FOLLOWING BEST PRACTICES AND CONSIDERING ALL QUALIFIED APPLICANTS THAT APPLY WITH US.
| ['attention to detail', 'technology proficiency', 'document preparation', 'scheduling meetings', 'file organization', 'professional communication', 'collaboration', 'time management', 'confidentiality', 'prioritization', 'problem solving', 'data entry', 'SharePoint', 'Paycom', 'ATS systems', 'auditing data', 'Spanish language proficiency'] |
3,901,936,391 | HR | Human Resources Administrator | ULTIMATE STAFFING IS SEEKING A HUMAN RESOURCES ADMINISTRATOR WITH A MINIMUM OF 2 YEARS HR EXPERIENCE. THIS IS A DIRECT HIRE OPPORTUNITY FOR A COMPANY ON THE SHORELINE IN NEW HAVEN COUNTY. RESPONSIBILITIES:* PERFORM ADMINISTRATIVE DUTIES, SUCH AS MAINTAINING EMPLOYEE DATABASE AND SORTING EMAILS FOR THE HR DEPARTMENT* MAINTAIN PROPER RECORDS OF EMPLOYEE ATTENDANCE AND LEAVES* ASSIST HR MANAGER IN POLICY FORMULATION, HIRING AND SALARY ADMINISTRATION* SUBMIT ONLINE JOB POSTINGS, SHORTLIST CANDIDATES AND SCHEDULE JOB INTERVIEWS* COORDINATE ORIENTATION AND TRAINING SESSIONS FOR NEW EMPLOYEES* ENSURE SMOOTH COMMUNICATION WITH EMPLOYEES AND TIMELY RESOLUTION TO THEIR QUERIES QUALIFICATIONS:* 2-5 YEARS OF EXPERIENCE IN HUMAN RESOURCES * STRONG INTERPERSONAL, COMMUNICATION, AND CRITICAL THINKING SKILLS SALARY: $60,000 -$70,000
ALL QUALIFIED APPLICANTS WILL RECEIVE CONSIDERATION FOR EMPLOYMENT WITHOUT REGARD TO RACE, COLOR, NATIONAL ORIGIN, AGE, ANCESTRY, RELIGION, SEX, SEXUAL ORIENTATION, GENDER IDENTITY, GENDER EXPRESSION, MARITAL STATUS, DISABILITY, MEDICAL CONDITION, GENETIC INFORMATION, PREGNANCY, OR MILITARY OR VETERAN STATUS. WE CONSIDER ALL QUALIFIED APPLICANTS, INCLUDING THOSE WITH CRIMINAL HISTORIES, IN A MANNER CONSISTENT WITH STATE AND LOCAL LAWS, INCLUDING THE CITY OF LOS ANGELES' FAIR CHANCE INITIATIVE FOR HIRING ORDINANCE. | ['employee database management', 'attendance record maintenance', 'policy formulation', 'job posting', 'candidate shortlisting', 'interview scheduling', 'training session coordination', 'interpersonal skills', 'communication skills', 'critical thinking', 'problem solving', 'orientation coordination'] |
3,902,357,327 | HR | Human Resources Coordinator | KELLY® PROFESSIONAL & INDUSTRIAL IS LOOKING FOR AN HR COORDINATOR TO SUPPORT A FORTUNE 100 GLOBAL BIOTECH COMPANY IN ASHEVILLE, NC. SOUND GOOD? TAKE A CLOSER LOOK BELOW!
HR COORDINATOR REQUIRED QUALIFICATIONS:- AT LEAST 1 YEAR OF WORK EXPERIENCE IN HUMAN RESOURCES- EXPERIENCE USING HRIS SYSTEMS- HIGH SCHOOL DIPLOMA/GED- ABILITY TO MULTITASK AND SHIFT PRIORITIES QUICKLY WHILE WORKING UNDER TIGHT/CHANGING/CHALLENGING DEADLINES- POSITIVE, ‘CAN DO’ AND SERVICE-ORIENTED ATTITUDE
HR COORDINATOR DESIRED QUALIFICATIONS:- ASSOCIATE’S DEGREE OR BACHELOR'S DEGREE - EXPERIENCE USING WORKDAY HR SOFTWARE
WHAT’S A TYPICAL DAY AS AN HR COORDINATOR? YOU’LL BE COORDINATING, PLANNING, AND PERFORMING A VARIETY OF ADMINISTRATIVE, ANALYTICAL, AND CLERICAL DUTIES TO ASSIST OPERATIONS MANAGEMENT & HR IN SUPPORT OF SITE HIRING ACTIVITY. RESPONSIBILITIES WILL INCLUDE:- ASSIST NEW HIRES IN COMPLETION AND SUBMISSION OF POST-OFFER REQUIREMENTS AND WORKDAY ACTIVITIES; FOLLOW UP WITH NEW HIRES ON OUTSTANDING ITEMS RELATED TO PRE-HIRE AND DAY-ONE REQUIREMENTS - WORK WITH PEOPLE MANAGERS AT ALL LEVELS TO MAINTAIN ACCURACY AND INTEGRITY OF WORKFORCE-RELATED DATA INCLUDING SUPPORTING WITH WORKDAY TRANSACTIONS - SUPPORT TRAINING OF PEOPLE MANAGERS IN WORKDAY-RELATED ACTIVITIES - ATTEND SITE TIERED MEETINGS TO TRACK NEW HIRES, LEAVERS, AND ATTENDANCE - SET UP AND MAINTAIN FILES AND RECORDS SYSTEMS - WORK WITH DATA, SPREADSHEETS, AND DATABASES TO DOCUMENT PROGRESS AND IDENTIFY ACTIONS NEEDED
WHY YOU SHOULD APPLY TO BE AN HR COORDINATOR:- COMPETITIVE COMPENSATION: $20-$25/HOUR DOE- GOOD WORK/LIFE BALANCE: SCHEDULED MONDAY-FRIDAY 8A-5P WITH FLEXIBILITY TO START EARLIER OR STAY LATER BASED ON BUSINESS NEEDS- INNOVATIVE AND PROGRESSIVE COMPANY CULTURE- ACCESS TO OUTSTANDING KELLY BENEFITS AND PERKS VIA HTTPS://WWW.MYKELLY.US/US-MYKELLY/PERKS/
WHAT HAPPENS NEXTONCE YOU APPLY, YOU’LL PROCEED TO NEXT STEPS IF YOUR SKILLS AND EXPERIENCE LOOK LIKE A GOOD FIT. HELPING YOU DISCOVER WHAT’S NEXT IN YOUR CAREER IS WHAT WE’RE ALL ABOUT, SO LET’S GET TO WORK. APPLY TO BE AN HR COORDINATOR TODAY! | ['data management', 'administrative duties', 'analytical skills', 'record keeping', 'spreadsheets', 'databases', 'multitasking', 'time management', 'communication', 'problem solving', 'positive attitude', 'service-oriented', 'HRIS systems', 'Workday HR software'] |
3,902,364,806 | HR | Human Resources Manager | DAILY TASKS:ADMINISTER OR OVERSEE THE ADMINISTRATION OF HR PROGRAMS INCLUDING, BUT NOT LIMITED TO, COMPENSATION, BENEFITS, AND LEAVE; DISCIPLINARY MATTERS; DISPUTES AND INVESTIGATIONS; PERFORMANCE AND TALENT MANAGEMENT; PRODUCTIVITY, RECOGNITION, AND MORALE; OCCUPATIONAL HEALTH AND SAFETY; AND TRAINING AND DEVELOPMENT.MONITOR AND ENSURE THE ORGANIZATION'S COMPLIANCE WITH FEDERAL, STATE, AND LOCAL EMPLOYMENT LAWS AND REGULATIONS, AND RECOMMENDED BEST PRACTICES; REVIEW AND MODIFY POLICIES AND PRACTICES TO MAINTAIN COMPLIANCE.COORDINATE AND IMPLEMENT POLICIES, PROCESSES, TRAINING, INITIATIVES, AND SURVEYS TO SUPPORT THE ORGANIZATION'S HR COMPLIANCE AND STRATEGY NEEDS.MAINTAIN KNOWLEDGE OF TRENDS, BEST PRACTICES, REGULATORY CHANGES, AND NEW TECHNOLOGIES IN HR AND EMPLOYMENT LAW.CONDUCT RESEARCH AND ANALYSIS OF ORGANIZATIONAL TRENDS, INCLUDING REVIEW OF REPORTS AND METRICS FROM THE ORGANIZATION'S HR INFORMATION SYSTEM.
YOUR SKILLS:SHRM-CP REQUIRED. SHRM-SCP PREFERRED.BACHELOR'S DEGREE IN HR, BUSINESS ADMINISTRATION, OR RELATED FIELD REQUIRED, MASTERS DEGREE IS A PLUS.MINIMUM THREE YEARS OF EXPERIENCE IN AN HR MANAGEMENT ROLE.THOROUGH KNOWLEDGE OF EMPLOYMENT-RELATED LAWS AND REGULATIONS.ABILITY TO PICK UP ON CONCEPTS QUICKLY AND EXECUTE THEM WITH LITTLE OVERSIGHT.INTERPERSONAL AND CONFLICT RESOLUTION SKILLS.INTEGRITY, PROFESSIONALISM, AND DISCRETION.SPANISH FLUENCY IS A PLUS.RELIABLY COMMUTE TO OR PLANNING TO RELOCATE TO LOS ANGELES, CA (90010).
OUR BENEFITS:PAID TIME OFF AND PAID HOLIDAYS.OPPORTUNITIES FOR GROWTH AND ADVANCEMENT.TEAM OUTINGS AND SPONSORED EVENTS.REFERRAL BONUS PROGRAM.FIRM-PAID MEDICAL HMO WITH AFFORDABLE UPGRADES.LOW-COST DENTAL AND VISION PLANS.FIRM-PAID LIFE AND AD&D INSURANCE.401K.FSA (FLEXIBLE SPENDING ACCOUNT).EAP (EMPLOYEE ASSISTANCE PROGRAM).PET INSURANCE. | ['Knowledge of employment-related laws', 'HR Information System analysis', 'Interpersonal skills', 'Conflict resolution', 'Integrity', 'Professionalism', 'Discretion', 'Ability to learn quickly', 'SHRM-CP', 'SHRM-SCP', "Bachelor's degree in HR or related field", "Master's degree in HR or related field", 'Spanish fluency'] |
3,902,828,543 | HR | Chief Human Resource Officer | REPORTS TO THE CEO AND SERVES AS THE ON-SITE EXECUTIVE WITH ORGANIZATION-WIDE RESPONSIBILITY AND AUTHORITY FOR ALL AREAS RELATED TO HUMAN RESOURCES. THIS POSITION IS RESPONSIBLE FOR THE OVERALL ADMINISTRATION, COORDINATION, AND EVALUATION OF THE HUMAN RESOURCE FUNCTION; AND OVERSEES THE ANCILLARY DEPARTMENTS OF EDUCATION AND CULINARY SERVICES. THIS POSITION SERVES AS A MEMBER OF THE ORGANIZATION’S SENIOR MANAGEMENT TEAM WHICH PROVIDES VISIONARY AND PROGRESSIVE DIRECTION TO STRATEGIC AND OPERATIONAL PLANNING, QUALITY, AND FINANCIAL DECISION-MAKING. RESPONSIBLE TO PROVIDE FOR THE SAFETY AND QUALITY OF CARE, TREATMENT, AND SERVICES OF ALL PATIENTS BY WORKING WITH OTHER LEADERS TO REVIEW AND APPROVE POLICIES AND PROCEDURES, SOLVE PROBLEMS, MANAGE CONFLICT, MAINTAIN ETHICAL STANDARDS, AND ENSURE PRACTICES THAT PROMOTE SAFETY AND QUALITY. RESPONSIBILITIESDEVELOP HR STRATEGY AND PLANS TO SUPPORT RIVERWOOD’S MISSION AND STRATEGIC VISION.DEVELOPS AND/OR INTERPRETS EMPLOYMENT LAW, POLICIES, AND PROCEDURES. ENSURES THAT THE HIGHEST STANDARDS OF EMPLOYMENT PRACTICES ARE ADVANCED THROUGHOUT ALL DEPARTMENTS ON A CONSISTENT BASIS IN PRACTICE AND PERFORMANCE. DEVELOP AND IMPLEMENT COMPREHENSIVE COMPENSATION AND BENEFITS PLANS THAT ARE COMPETITIVE AND COST-EFFECTIVE.PROVIDE OVERALL LEADERSHIP AND GUIDANCE TO THE HR FUNCTION BY OVERSEEING TALENT ACQUISITION, CAREER DEVELOPMENT, SUCCESSION PLANNING, RETENTION, TRAINING, LEADERSHIP DEVELOPMENT, COMPENSATION, AND BENEFITS. DEVELOP COMPREHENSIVE STRATEGIC RECRUITING AND RETENTION PLANS TO MEET THE HUMAN CAPITAL NEEDS OF STRATEGIC GOALS.
QUALIFICATIONSTO 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. | ['Human Resources Management', 'Compensation and Benefits Planning', 'Talent Acquisition', 'Training and Development', 'Strategic Planning', 'Policy Development', 'Leadership', 'Communication', 'Problem Solving', 'Conflict Management', 'Teamwork', 'Decision-Making', 'Employment Law', 'Succession Planning', 'Ethical Standards', 'Visionary Thinking'] |
3,902,752,787 | HR | Executive Director of Human Resources, Spaulding Rehabilitation Hospital | REPORTING TO THE REGIONAL VICE PRESIDENT FOR HUMAN RESOURCES, SPECIALTY HOSPITALS, THE EXECUTIVE DIRECTOR, HUMAN RESOURCES WILL PARTNER WITH THE RVP OF HR TO DELIVER THE HIGHEST QUALITY LEADERSHIP AND DRIVE TALENT STRATEGY FOR THE SPAULDING REHABILITATION HOSPITAL (SPAULDING), INCLUDING SPAULDING BOSTON, SPAULDING CAMBRIDGE, SPAULDING BRIGHTON, SPAULDING CAPE COD AND ALL AMBULATORY SITES.THE EXECUTIVE DIRECTOR, HR CONSULTS WITH EXECUTIVE LEADERSHIP TO DELIVER STRATEGIC WORKFORCE PLANS TO ENHANCE THE OBJECTIVES OF SPAULDING AND SUPPORT ITS GROWTH.THIS ROLE REQUIRES COLLABORATION BETWEEN THEIR HRBP TEAM AND THE CENTER OF EXCELLENCE (COE) LEADERS TO PROVIDE INNOVATIVE, CREATIVE SOLUTIONS THAT ARE DELIVERED ON TIME AND ON BUDGET.THIS POSITION REQUIRES A RESULTS-FOCUSED, FORWARD-THINKING HUMAN RESOURCES PROFESSIONAL WITH STRONG CHANGE MANAGEMENT SKILLS, ABLE TO PLAY AN IMPORTANT ROLE IN LEADING CORE HR FUNCTIONS AND STRATEGIC INITIATIVES THAT SUPPORT THE MISSION AND VISION OF THESE ORGANIZATIONS.
RESPONSIBILITIES INCLUDE THE DEVELOPMENT AND IMPLEMENTATION OF PLANS AND/OR INITIATIVES TO OPTIMIZE HR SUPPORT AND FACILITATE ACHIEVEMENT OF ORGANIZATIONAL GOALS THROUGH LEADERS AND EMPLOYEES.
IN COLLABORATION WITH THE SPAULDING EXECUTIVE LEADERSHIP TEAM AND THE RVP, DEVELOPS AND IMPLEMENTS A TALENT STRATEGY TO SUPPORT THE MISSION AND VISION OF SPAULDING, CONSISTENT WITH THE MGB SYSTEM TRANSFORMATION, AND SERVICE LINE DEVELOPMENT ACROSS THE MGB SYSTEM.DEVELOPS AND IMPLEMENTS HUMAN CAPITAL PLANS TO SUPPORT EFFICIENT AND EFFECTIVE OPERATIONS AND PARTNERS WITH OPERATIONAL LEADERS ON CHANGE MANAGEMENT. IDENTIFIES & UNDERSTANDS KEY STRATEGIC GOALS OF THE ORGANIZATION TO ENSURE ALIGNMENT OF REQUIRED HR BUSINESS PARTNER (HRBP) RESOURCES AND SUPPORT FOR SUCCESS. DEVELOPS AND IMPLEMENTS ACTION PLANS AND METRICS IN COLLABORATION WITH THE HRBPS. ASSESSES CURRENT STRUCTURE OF HRBP MODEL AND MAKES RECOMMENDATIONS FOR HOW TO IMPROVE EFFECTIVENESS OF SPAULDING STRATEGIC HRBP MODEL/STRUCTURE, CONSIDERING MGB SYSTEM AND SPAULDING OPERATIONAL TRANSFORMATION. CONSIDERS CHANGE MANAGEMENT IMPACT ON LOCAL OPERATIONS AND OPERATION LEADERS, PARTNERING WITH PEOPLE & ORGANIZATIONAL DEVELOPMENT TEAM FOR CHANGE MANAGEMENT SUPPORT.DEVELOPS PLAN FOR RESTRUCTURING, INCLUDING FUNDAMENTAL HR PROCESS & MANAGEMENT EDUCATION, AND WITH THE RVP, IMPLEMENTS CHANGES TO HRBP STRUCTURE. ENSURES EFFECTIVE COMMUNICATION OF CRITICAL INFORMATION RELATED TO THE ORGANIZATIONAL TRANSFORMATION AND SYSTEM-WIDE PRIORITIES TO THE HRBP TEAM TO SUPPPRT EMPLOYEES THROUGH ORGANIZATIONAL RESTRUCTURING AND SERVICE LINE DEVELOPMENT. PROVIDES MANAGEMENT OVERSIGHT TO DESIGNATED HR BUSINESS PARTNERS TEAM TO IMPLEMENT AND EVALUATE PROGRAMS, PLANS, AND INITIATIVES THAT RESULT IN INCREASED ORGANIZATIONAL EFFECTIVENESS AND LEADERSHIP ENGAGEMENT. LEVERAGES DASHBOARD TO MEASURE ON-GOING PROGRESS IN KEY HR-RELATED AREA, INCLUDING KEY METRICS IDENTIFIED FOR LEADERS TO USE WORKFORCE ANALYTICS EFFECTIVELY.ANALYZES METRICS ON RECRUITMENT, EMPLOYEE TURNOVER AND DATA IMPACTING ABILITY TO STAFF, AND PRESENTS FINDINGS OPERATIONAL LEADERS IN ADDITION TO PROPOSING SOLUTIONS TO ADDRESS ANY OPERATIONAL CONCERNS. DEVELOPS AND IMPLEMENTS HUMAN CAPITAL PLANS TO SUPPORT THE SPAULDING’S OPERATIONS AND GROWTH.ADVISES EXECUTIVE LEADERS AND HRBPS ON THE HUMAN CAPITAL STRATEGY INCLUDING HOW TO IDENTIFY TRENDS AND AREAS OF CONCERN ACROSS THE SYSTEM, AS WELL AS DEVELOPING AND IMPLEMENTING SOLUTIONS. LEADS HRBP TEAM TO CONDUCT ORGANIZATIONAL AND TEAM CLIMATE ASSESSMENTS AND DEVELOP INTERVENTIONS TO ADDRESS CONFLICTS AND GAPS. ENGAGES LEADERSHIP IN WORKING WITH HRBPS AS STRATEGIC BUSINESS PARTNERS, AND SUPPORTS CONTINUED DEVELOPMENT OF STRATEGIC CAPABILITIES FOR HRBPS. LEADS HRBP TEAM WITH IMPLEMENTING SYSTEM-WIDE CHANGES INCLUDING MGB POLICY ALIGNMENT, BENEFITS CHANGES, COMPENSATION ASSESSMENTS, AND STRATEGIC WORKFORCE PLANNING, AND WITH ORGANIZATIONAL CHANGES RESULTING FROM SPAULDING ORGANIZATIONAL REDESIGN. COLLABORATE WITH THE EMPLOYEE RELATIONS TEAM TO OVERSEE THE DAY TO DAY EMPLOYEE RELATIONS CASES, WORKING TO RESOLVE CONFLICT AND COACH SUPERVISORY & MANAGERIAL STAFF TO EFFECTIVELY MANAGE PERFORMANCE OF THEIR TEAMS. ENSURES APPROPRIATE LEVEL OF SUPPORT IS PROVIDED TO HRBPS AND BUSINESS LEADERS BY THE HR SHARED SERVICES AND CENTERS OF EXPERTISE (HR COES).RESPONSIBLE FOR COLLABORATING WITH MGB HR DEPARTMENTS AND LEADERS, INCLUDING TOTAL REWARDS, TALENT ACQUISITION, EMPLOYEE RELATIONS, DIVERSITY AND INCLUSION, HR OPERATIONS AND COMPLIANCE, TO ENSURE SUPPORT OF CONTINUOUS ALIGNMENT AND COORDINATION OF HR AND WORKFORCE PRIORITIES AND INITIATIVES.WORKS WITH MGB HR OD TEAM TO ADDRESS LEADERSHIP AND TEAM DEVELOPMENT NEEDS. EVALUATES PERFORMANCE OF HR SERVICE DELIVERY AGAINST NEEDS OF INDIVIDUAL BUSINESS SEGMENTS. ROUTINELY SURVEYS MANAGERS FOR FEEDBACK. WORKS ACROSS HUMAN RESOURCES TO ENSURE THE MOST EFFECTIVE & EFFICIENT HR-RELATED PROCESSES, SYSTEMS AND INTERACTIONS THAT ADD VALUE TO LEADERSHIP AND ADDRESS DAY-TO-DAY OPERATIONAL ISSUES AND CHALLENGES.
QUALIFICATIONS
A BACHELOR’S DEGREE IN BUSINESS, HR, ORGANIZATIONAL DEVELOPMENT, OR RELATED FIELD IS REQUIRED. AN ADVANCED DEGREE IS DESIRABLE. 10+ YEARS OF INCREASINGLY RESPONSIBLE HR EXPERIENCE. PHR, SPHR OR PHR CERTIFICATION IS DESIRABLE. BROAD EXPERIENCE AS HUMAN RESOURCES PROFESSIONAL INCLUDINGER/LR, TALENT MANAGEMENT, RECRUITMENT AND RETENTION, COMPENSATION, BENEFITS, HRIS AND LEADERSHIP DEVELOPMENT. EXPERIENCE TRANSITIONING TO A STRATEGIC HRBP MODEL AND IMPLEMENTING SIGNIFICANT OPERATIONAL CHANGES PREFERRED.
PRIMARY LOCATION
MA-CHARLESTOWN-MGB SPAULDING CHARLESTOWN
WORK LOCATIONS
MGB SPAULDING CHARLESTOWN
JOB
HUMAN RESOURCES - MANAGEMENT
ORGANIZATION
MASS GENERAL BRIGHAM
SCHEDULE
FULL-TIME
STANDARD HOURS
40
SHIFT
DAY JOB
EMPLOYEE STATUS
REGULAR
RECRUITING DEPARTMENT
MGB HUMAN RESOURCES
JOB POSTING
APR 17, 2024 | ['HR Management', 'Talent Strategy', 'Change Management', 'Workforce Planning', 'Employee Relations', 'Recruitment and Retention', 'Compensation and Benefits', 'HRIS', 'Leadership Development', 'Organizational Development', 'Data Analysis', 'Performance Management', 'Operational Transformation', 'Collaboration', 'Communication', 'Problem Solving', 'Leadership', 'Strategic Thinking', 'Interpersonal Skills', 'Conflict Resolution', 'Adaptability', 'Coaching', 'Feedback Reception', 'Diversity and Inclusion', 'Strategic HRBP Model', 'Human Capital Planning'] |
3,901,636,810 | HR | Human Resources Coordinator | *PLEASE NO SOLICITATIONS FROM 3RD PARTY AGENCIES. WE RESPECT THE WORK YOU DO, BUT WILL NOT BE OUTSOURCING THE RECRUITMENT OF THIS POSITION.
HUMAN RESOURCES COORDINATOR DIY MEDIA GROUP IS EXCITED TO ANNOUNCE THE JOB OPENING FOR AN HR COORDINATOR. IN THIS ROLE, YOU’LL BE SUPPORTING A SMALL HR TEAM AND VERY QUICKLY GAIN EXPOSURE TO ALL AREAS WITHIN HR. YOU WILL IMMEDIATELY CONTRIBUTE TO THE TEAM’S SUCCESS AS YOU LEARN BEST PRACTICES FOR HR ADMINISTRATION. AS YOU MASTER NEW SKILLS, YOU’LL TAKE OWNERSHIP OF HR PROCESSES AND PROJECTS OF INCREASING RESPONSIBILITY. THIS ROLE IS PART OF A DOCUMENTED CAREER PATH TO SUPPORT YOUR GROWTH INTO AN HR GENERALIST. BECAUSE THE HR COORDINATOR WILL REPORT DIRECTLY TO THE VICE PRESIDENT OF HUMAN RESOURCES, YOU’LL HAVE DIRECT ACCESS AND VISIBILITY TO A MEMBER OF DIY’S C-SUITE. THE HR TEAM SUPPORTS APPROXIMATELY 200+ EMPLOYEES WITH APPROXIMATELY 50% REPORTING ONSITE FOR MANUFACTURING POSITIONS AND 50% WORKING REMOTELY NATIONWIDE. TO BEST SUPPORT OUR MANUFACTURING EMPLOYEES, THE HR COORDINATOR WILL REPORT FULL-TIME ONSITE TO OUR PENNSAUKEN, NJ (SOUTH JERSEY/PHILADELPHIA AREA) HEADQUARTERS. ONCE TRAINED AND ABLE TO WORK INDEPENDENTLY, THE HR COORDINATOR WILL HAVE THE OPTION TO WORK FROM HOME ONE DAY PER WEEK. EDUCATIONAL/EXPERIENCE REQUIREMENTS:BACHELOR’S DEGREE IN HR OR IN BUSINESS (WITH A CONCENTRATION IN HR). DIRECT WORK EXPERIENCE SUCH AS AN HR INTERNSHIP, HR CERTIFICATION OR RELEVANT MILITARY EXPERIENCE MAY BE CONSIDERED IN LIEU OF A DEGREE. MUST POSSESS A BASIC UNDERSTANDING OF EMPLOYMENT LAWS SUCH AS FMLA, ADA, FLSA, ETC.PREVIOUS HRIS/ATS/REPORTING EXPERIENCE IS A PLUS. RESPONSIBILITIES / TASKS: (THIS IS A BRIEF OVERVIEW. A DETAILED JOB DESCRIPTION WILL BE PROVIDED AS PART OF THE INTERVIEW PROCESS.)BE THE PRIMARY POINT OF CONTACT FOR GENERAL HR SUPPORT SUCH AS DESIGNING EMPLOYEE ANNOUNCEMENTS AND RECOGNITION (VIA CANVA) FOR OUR COMMUNICATIONS BOARD; CREATING AND DEACTIVATING EMPLOYEE ID BADGES; RESETTING SYSTEM PASSWORDS; AND FULFILLING REQUESTS FOR UNEMPLOYMENT AND EMPLOYMENT VERIFICATION FORMS.OWN THE FULL RECRUITING LIFE CYCLE: JOB POSTING, PHONE SCREENING, INTERVIEW SCHEDULING, BACKGROUND AND REFERENCE CHECKING, EXTENDING EMPLOYMENT OFFERS AND ASSISTING THE TRAINING MANAGER WITH NEW HIRE ONBOARDING.PROVIDE EMPLOYEE BENEFITS SUPPORT WITH ENROLLMENT, QUALIFIED LIFE CHANGES, CLAIMS QUESTIONS AND OFF-BOARDING. MAINTAIN HR COMPLIANCE THROUGH PROCESSES SUCH AS MANDATED ANNUAL SAFETY AND DIVERSITY TRACKING AND REPORTING, AND BY PROVIDING EMPLOYEES WITH REQUIRED LEGAL UPDATES AND NOTIFICATIONS.SUPPORT EMPLOYEE ENGAGEMENT THROUGH OWNERSHIP OF THE COMPANY’S ANNIVERSARY RECOGNITION PROGRAM AND EMPLOYEE COMMUNICATION BOARDS.BE AN HR CHAMPION BY ENSURING ALL EMPLOYEES KNOW THE BENEFITS AND DEVELOPMENT OPPORTUNITIES AVAILABLE THROUGH DIY. PROACTIVELY SEEK OPPORTUNITIES FOR INDIVIDUAL, DEPARTMENTAL AND COMPANY CONTINUOUS IMPROVEMENT. SPECIAL SKILLS REQUIRED:MUST ALIGN WITH DIY’S CORE VALUES: -LOVE YOUR CUSTOMER -BE WORLD CLASS -DO THE RIGHT THING -SEEK GROWTH -COMMUNICATE CLEARLY -EMBRACE OUR COMMUNITY -SHOW RESPECTMUST POSSESS PROFICIENCY WITH ALL MICROSOFT OFFICE PROGRAMS AND VIRTUAL MEETING PLATFORMS SUCH AS ZOOM AND HAVE THE TECHNICAL APTITUDE TO LEARN AND MASTER HR SYSTEMS SUCH AS PAYLOCITY (HRIS) AND PLANSOURCE (BENEFITS PORTAL).MUST BE ABLE TO FOCUS AND PAY CLOSE ATTENTION TO DETAIL.MUST DEMONSTRATE STRONG COMMUNICATION, INTERPERSONAL AND TIME MANAGEMENT SKILLS AND HAVE THE WILLINGNESS AND ABILITY TO COMMUNICATE IN FRONT OF GROUPS (I.E. TOWN HALL MEETINGS, ORIENTATIONS, DEPARTMENT HUDDLES, ETC.).MUST BE ABLE TO ESTABLISH AND MAINTAIN STRONG BUSINESS RELATIONSHIPS WITH ALL LEVELS WITHIN THE ORGANIZATION AND EXTERNAL BUSINESS PARTNERS.MUST BE A TEAM PLAYER AND EXHIBIT FLEXIBILITY IN AN ENVIRONMENT WHERE PRIORITIES AND RESPONSIBILITIES CONSTANTLY CHANGE.MUST BE TRUSTWORTHY AND MAINTAIN CONFIDENTIALITY WITH SENSITIVE EMPLOYEE, DEPARTMENT, AND COMPANY INFORMATION.BILINGUAL SKILLS ARE A PLUS. PHYSICAL REQUIREMENTS:THIS IS A FULL-TIME ONSITE POSITION WITH THE OPPORTUNITY TO WORK ONE SCHEDULED DAY FROM HOME PER WEEK, ONCE TRAINED.MUST BE ABLE TO PERFORM AT A COMPUTER WORKSTATION FOR UP TO 8 HOURS PER DAY, INCLUDING FINE MANIPULATION OF A KEYBOARD AND MOUSE, AND ON-CAMERA VIRTUAL MEETINGS.
TO APPLY: DO NOT APPLY VIA LINKEDIN. TO BE FORMALLY CONSIDERED, YOU MUST COMPLETE OUR ONLINE APPLICATION AT WWW.DIYMEDIAGROUP.COM/OPEN-POSITIONS. WE ARE A GOVERNMENT CONTRACTOR AND THEREFORE, WE ARE UNABLE TO ACCEPT LINKEDIN PROFILES IN LIEU OF APPLICATIONS.
EEO EMPLOYER F/M/VET/DISABLEDIF YOU'D LIKE MORE INFORMATION ABOUT YOUR EEO RIGHTS AS AN APPLICANT UNDER THE LAW, PLEASE DOWNLOAD THE AVAILABLE EEO IS THE LAW APPLICANT: HTTPS://WWW.EEOC.GOV/SITES/DEFAULT/FILES/MIGRATED_FILES/EMPLOYERS/POSTER_SCREEN_READER_OPTIMIZED.PDF
PLEASE REVIEW OUR PAY TRANSPARENCY NONDISCRIMINATION PROVISION AT: HTTPS://WWW.DOL.GOV/SITES/DOLGOV/FILES/OFCCP/PDF/PAY-TRANSP_ENGLISH_UNFORMATTEDESQA508C.PDF | ['Microsoft Office', 'communication', 'interpersonal skills', 'time management', 'teamwork', 'attention to detail', 'problem solving', 'bilingual skills', 'HRIS', 'ATS', 'Canva', 'Paylocity', 'Plansource', 'employment laws', 'flexibility', 'trustworthiness'] |
3,887,474,527 | HR | Human Resources Generalist | WE'RE NOT JUST IN THE PACKAGING BUSINESS–WE'RE IN THE "WOW" BUSINESS
PREGIS IS IN THE PACKAGING BUSINESS TO PROTECT WHAT MATTERS. WE ARE COMMITTED TO PROVIDING OUR CUSTOMERS AND EMPLOYEES SUSTAINABLE GROWTH THROUGH PURPOSE-DRIVEN INNOVATION AND CUSTOMER-CENTRIC PACKAGING SOLUTIONS. IF YOU ARE LOOKING FOR A COMPANY THAT IS THRIVING ACROSS VARIOUS HIGH GROWTH INDUSTRIES AND IS INNOVATIVE, CUSTOMER FOCUSED, HIGH INTEGRITY, BELIEVES IN STRONG TEAMWORK AND COLLABORATION, PREGIS IS THE COMPANY FOR YOU. CHECK OUT THE PREGIS PURPOSE TO LEARN HOW SUSTAINABILITY AND SOCIAL RESPONSIBILITY IS AT THE VERY CORE OF OUR COMPANY DNA.
POSITION SUMMARY
PREGIS CORPORATION, A LEADING GLOBAL PROVIDER OF INNOVATIVE PACKAGING SOLUTIONS, SEEKS A HUMAN RESOURCES GENERALIST BASED AT ITS PLYMOUTH, IN MANUFACTURING FACILITY.
THIS INDIVIDUAL WILL BE PRIMARILY RESPONSIBLE FOR THE DAY-TO-DAY ADMINISTRATION OF HUMAN RESOURCES PROGRAMS AND PROCESSES FOR PLANT PERSONNEL INCLUDING COMPENSATION, BENEFITS, TRAINING AND RECRUITING, AND WILL ALSO SUPPORT THE TALENT NEEDS OF THE SALARIED TEAM IN THE LOCATION. THIS POSITION WILL ALSO SUPPORT EMPLOYEE ENGAGEMENT AND HEALTH AND SAFETY INITIATIVES INCLUDING BUILDING A STRONG SAFETY CULTURE, COMPLETING SAFETY TRAINING, AND INITIATING ACCIDENT INVESTIGATION WHEN NECESSARY.
RESPONSIBILITIES
RESPONSIBLE FOR ALL ASPECTS OF TALENT AND CULTURE IN THE LOCATION; PARTNER CLOSELY WITH THE PLANT MANAGER AND LEADERSHIP TEAM TO ENSURE A SAFE AND ENGAGED WORKFORCE.WORK WITH PLANT MANAGER TO DETERMINE PLANT LEVEL STAFFING; PARTICIPATE/COORDINATE RECRUITMENT EFFORTS FOR EXEMPT, NON-EXEMPT, AND TEMPORARY WORKERS WITHIN PROCESS AND PROCEDURE;RECRUIT FOR ALL HOURLY ROLES IN THE PLANT AND MANAGE ALL TEMP LABORPARTNER PRIMARILY WITH PLANT MANAGER AS WELL AS OTHER DEPARTMENT LEADS TO ASSESS, RESPOND AND ESCALATE EMPLOYEE ISSUES AS NEEDED TO ENSURE APPROPRIATE RESOLUTION.PROCESS PRE-EMPLOYMENT REQUIREMENTS INCLUDING DRUG TESTS AND BACKGROUND CHECKS AS REQUIRED.COMPLETE ORIENTATION AND ONBOARDING OF NEW EMPLOYEES INCLUDING PERIODIC FOLLOW UP TO ENSURE ASSIMILATION AND ENGAGEMENTCOMMUNICATE BENEFIT CHANGES TO EMPLOYEESCOORDINATE WORKERS COMPENSATION AS REQUIRED.COMPLETE REQUIRED PAPERWORK AS NEEDED TO EFFECT EMPLOYMENT-RELATED CHANGES (HIRING, TERMINATION, ROLE CHANGES, COMPENSATION CHANGES)COMPLETE WAGE STUDIES FOR HOURLY WORKERS AS NEEDED AND MAKE RECOMMENDATIONS REGARDING ADJUSTMENTS TO MAINTAIN MARKET COMPETITIVENESSMAINTAIN A POSITIVE EMPLOYEE RELATIONS CULTURE WITH FOCUS ON BUILDING STRONG COMMUNICATIONS BETWEEN SUPERVISORS AND TEAM MEMBERSMAINTAIN RECORDS AND PREPARE DOCUMENTATION TO MAINTAIN GOVERNMENTAL AND LEGAL COMPLIANCE.CONDUCT EXIT INTERVIEWSENSURE COMPLIANCE WITH ALL FEDERAL, STATE, AND LOCAL EMPLOYMENT LAWSASSISTS WITH THE DELIVERY OF EFFECTIVE EHS TRAINING TO SUPERVISORS AND EMPLOYEES.PARTICIPATE IN SAFETY AUDITS OF OPERATIONS TO IDENTIFY EXISTING/POTENTIAL HAZARDOUS CONDITIONS.PARTICIPATES IN THE IMPLEMENTATION OF SAFETY GUIDELINES AND RELATED HEALTH AND SAFETY COMMUNICATIONS AND EDUCATIONAL INFORMATION.MAINTAINS SAFETY RECORDS TO ENSURE COMPLIANCE WITH DOCUMENTATION PRACTICES.PARTICIPATES IN ACCIDENT INVESTIGATION AND PROVIDES RECOMMENDATIONS TO PREVENT RECURRENCE.IMPLEMENT PROGRAMS TO REDUCE WORKER’S COMPENSATION COSTS.OTHER DUTIES AS ASSIGNED
EXPERIENCE & SKILLS
BACHELOR’S DEGREE REQUIREDMANUFACTURING INDUSTRY EXPERIENCE PREFERRED.BI-LINGUAL PREFERREDEXCELLENT WRITTEN AND VERBAL COMMUNICATION SKILLS TO ALL ORGANIZATION LEVELSSTRONG PROBLEM-SOLVING SKILLSABILITY TO RESPOND QUICKLY AND EFFICIENTLY IN EMERGENCY SITUATIONS EXERCISING A CALM APPROACHPROACTIVE IN APPROACH; SHOWS OWNERSHIP AND DRIVEABILITY TO MANAGE MULTIPLE PRIORITIES SIMULTANEOUSLYABILITY TO DE-ESCALATE SITUATIONS AND HELP MANAGE CONFLICTSTRONG COMPUTER SKILLS: INTERMEDIATE KNOWLEDGE OF MICROSOFT OFFICE SUITE INCLUDING WORD, EXCEL, POWERPOINT AND OUTLOOK
DIVERSITY AND INCLUSION
WE BELIEVE IN DIVERSITY OF THOUGHT AND BRINGING TOGETHER OTHER TRAITS AND CHARACTERISTICS THAT MAKE AN INDIVIDUAL BRING A UNIQUE EXPERIENCE TO PREGIS. WE STRIVE TO FOSTER AN INCLUSIVE ENVIRONMENT WHERE BEHAVIORS AND SOCIAL NORMS ENSURE PEOPLE ARE WELCOME.
AFFIRMATIVE ACTION/EEO STATEMENT/INCLUSION
WE OFFER EQUAL EMPLOYMENT OPPORTUNITIES TO ALL EMPLOYEES AND APPLICANTS FOR EMPLOYMENT AND PROHIBIT DISCRIMINATION AND HARASSMENT OF ANY TYPE BASED ON RACE, COLOR, RELIGION, AGE, SEX, NATIONAL ORIGIN, DISABILITY STATUS, GENETICS, PROTECTED VETERAN STATUS, SEXUAL ORIENTATION, GENDER IDENTITY OR EXPRESSION, OR ANY OTHER CHARACTERISTIC PROTECTED BY FEDERAL, STATE OR LOCAL LAWS. WE SUPPORT INCLUSION AND BELIEVE IN WELCOMING A COLLECTIVE SUM OF INDIVIDUAL DIFFERENCES, THOUGHTS, TRAITS, AND CHARACTERISTICS TO REPRESENT PREGIS’ CULTURE AND ACHIEVEMENTS.
VISIT US AT WWW.PREGIS.COM FOR MORE INFORMATION ABOUT PREGIS LLC. | ['human resources administration', 'recruitment', 'employee engagement', 'compensation management', 'benefits administration', 'Microsoft Office Suite', 'data compliance', 'communication', 'problem solving', 'conflict management', 'proactive approach', 'multitasking', 'teamwork', 'calm under pressure', 'ownership and drive', 'safety training', 'accident investigation', 'bilingual communication'] |
3,901,349,998 | HR | Human Resources Coordinator | BE A PART OF OUR REVOLUTIONARY MISSION!OUR MISSION IS TO BECOME THE FIRST TRULY GLOBAL PEOPLE-FOCUSED F&B BRAND. TO ACHIEVE THIS, WE STRIVE TO CREATE A CULTURE BASED AROUND OUR VIRTUES AND OPERATIONAL EXCELLENCE WITHIN OUR THREE COMPANY FOCUS AREAS: A HIGH DEGREE OF EMPLOYEE ENGAGEMENT, DELIVERING GREAT GUEST EXPERIENCES AND SECURING A STRONG FINANCIAL PERFORMANCE.OUR UNIQUE COMPANY CULTURE IS THE BACKBONE OF OUR COMPANY’S SUCCESS, WHICH RELIES ON OUR EMPLOYEES TO ADHERE TO AND PROMOTE OUR COMPANY VIRTUES: POSITIVE ATTITUDE, INCLUSION, SOCIAL TIES, AND GROWTH.WE CONSIST OF A DIVERSE RANGE OF PEOPLE WITH DIFFERENT AND UNIQUE SKILL SETS, WHO ALL HAVE IN COMMON THAT THEY’RE EXTREMELY PASSIONATE ABOUT THEIR WORK. WE ARE FIRST AND FOREMOST LOOKING FOR A PERSON WITH THE RIGHT MINDSET AND PERSONALITY.
JOB SUMMARY – WHAT IT’S ALL ABOUT
AS A HUMAN RESOURCES COORDINATOR, YOU WILL PLAY A CRUCIAL ROLE IN OUR HR TEAM, SUPPORTING VARIOUS FUNCTIONS TO ENSURE THE SMOOTH OPERATION OF HR PROCESSES. YOUR RESPONSIBILITIES WILL INCLUDE ASSISTING WITH ONBOARDING, AND EMPLOYEE RELATIONS, AS WELL AS HANDLING ADMINISTRATIVE TASKS. YOU'LL BE RESPONSIBLE FOR COORDINATING RECRUITMENT EFFORTS, FACILITATING NEW HIRE ONBOARDING, MANAGING EMPLOYEE INQUIRIES, AND MAINTAINING ACCURATE RECORDS. WE'RE SEEKING A DETAIL-ORIENTED INDIVIDUAL WITH EXCELLENT COMMUNICATION SKILLS AND A PROACTIVE APPROACH TO JOIN OUR TEAM AND CONTRIBUTE TO THE SUCCESS OF OUR ORGANIZATION.SUCCESS AS A HUMAN RESOURCES COORDINATOR DEMANDS STRONG COMMUNICATION, ATTENTION TO DETAIL, ADAPTABILITY, AND ETHICAL INTEGRITY. IT HINGES ON ADEPTLY MANAGING ADMINISTRATIVE TASKS, NAVIGATING DIVERSE INTERACTIONS, AND UPHOLDING HR POLICIES WITH DISCRETION. PROACTIVITY AND COLLABORATION FOSTER POSITIVE RELATIONSHIPS AND CONTRIBUTE TO A THRIVING ORGANIZATIONAL CULTURE.
KEY RESPONSIBILITIES – WHAT YOU’LL DO
EMPLOYEE ONBOARDING AND TRAINING: COORDINATE AND FACILITATE NEW EMPLOYEE ORIENTATION AND ONBOARDING PROCESS, ENSURE ALL NECESSARY PAPERWORK, TRAINING MATERIALS, AND RESOURCES ARE PREPARED AND AVAILABLE FOR NEW HIRES, AND ASSIST IN CONDUCTING INITIAL TRAINING SESSIONS FOR NEW EMPLOYEES. RECORD KEEPING AND COMPLIANCE: MAINTAIN ACCURATE AND UP-TO-DATE EMPLOYEE RECORDS AND HR DATABASES, MANAGER PERSONNEL FILES, INCLUDING EMPLOYMENT CONTRACTS, AND PERFORMANCE EVALUATIONS, ENSURE COMPLIANCE WITH DATA PROTECTION AND CONFIDENTIALITY GUIDELINES.
EMPLOYEE RELATIONS: ASSIST IN RESOLVING MINOR EMPLOYEE ISSUES AND CONFLICTS, ESCALATING MORE COMPLEX MATTERS TO HR MANAGEMENT, CONTRIBUTE TO FOSTERING A POSITIVE AND INCLUSIVE WORK ENVIRONMENT, FACILITATE EFFECTIVE COMMUNICATION BETWEEN HR, MANAGEMENT AND EMPLOYEES.
COMMUNICATION AND INFORMATION MANAGEMENT: UPDATE COMPANY COMMINATION CHANNELS WITH HR-RELATED ANNOUNCEMENTS AND INFORMATION, STAY OPEN TO LEARNING NEW HR SOFTWARE AND TOOLS TO ENHANCE EFFICIENCY.
CONTINUOUS IMPROVEMENT AND ADAPTATION: ADAPT TO CHANGING HR PROCESSES AND CONTRIBUTE IDEAS FOR CONTINUOUS IMPROVEMENT, OPEN TO INCREASING DUTIES AND AD HOC RESPONSIBILITIES.
THE JUICE – OUR BENEFITS
MEDICAL/DENTAL/VISION COVERAGECOMMUTER REIMBURSEMENT ACCOUNT THROUGH AMERIFLEX401K PLAN FOR RETIREMENT SAVINGSEMPLOYEE MEAL PLANFREE COFFEE – DUH’NEW PARENT LEAVEAN OPPORTUNITY TO MAKE A REAL IMPACT ON THE PEOPLE AROUND YOU, BOTH BY GROWING THEM AND BY CONNECTING THEM TO REAL FOODA COLLABORATIVE TEAM OF PEOPLE WHO LIVE OUR CORE VALUES AND HAVE YOUR BACK.A CLEAR CAREER PATH WITH OPPORTUNITIES FOR DEVELOPMENT, BOTH PERSONALLY AND PROFESSIONALLY.
KEY QUALIFICATIONS – WHAT YOU’VE GOT
MINIMUM 1 YEAR IN AN HR COORDINATOR OR SIMILAR ROLE.EXPERIENCE IN THE FOOD & BEVERAGE INDUSTRY IS DESIRABLE.EXCELLENT INTERPERSONAL SKILLS.STRONG ORGANIZATIONAL SKILLS.A RESOURCEFUL, SOLUTION-ORIENTED APPROACH TO JOB RESPONSIBILITIES.
NOTICE OF NON-DISCRIMINATION POLICYHTTPS://TINYURL.COM/JOEJUICENOTICE | ['employee onboarding', 'record keeping', 'HR software', 'data protection compliance', 'administrative tasks', 'recruitment coordination', 'performance evaluations', 'HR policies', 'communication', 'attention to detail', 'adaptability', 'proactivity', 'collaboration', 'interpersonal skills', 'problem solving', 'ethical integrity'] |
3,904,947,962 | HR | Vice President Human Resources | VISITING NURSE HEALTH SYSTEM, CELEBRATING ITS 75TH ANNIVERSARY, IS LOOKING FOR A DYNAMIC, MISSION-DRIVEN HUMAN RESOURCE VICE PRESIDENT TO LEAD THE HUMAN RESOURCES OPERATION. WE ARE A NOT-FOR-PROFIT ORGANIZATION OF 400 EMPLOYEES IN SANDY SPRINGS, GA, PROVIDING HOME HEALTH, HOSPICE, PALLIATIVE, AND COMMUNITY CARE SERVICES ACROSS THE ATLANTA METRO AREA. THE VICE PRESIDENT OF HUMAN RESOURCES IS RESPONSIBLE FOR THE OVERALL STRATEGIC DIRECTION AND OVERSIGHT OF THE HUMAN RESOURCES FUNCTION, INCLUDING RECRUITMENT, COMPENSATION, EMPLOYEE BENEFITS, EMPLOYEE RELATIONS, PAYROLL, EMPLOYEE HEALTH, LEADERSHIP DEVELOPMENT, AND COMPLIANCE WITH FEDERAL AND STATE REGULATIONS. THE POSITION WILL REPORT TO THE PRESIDENT AND CEO. OUR CURRENT VP OF HUMAN RESOURCES IS RETIRING AND WILL PROVIDE ONBOARDING AND ACTIVE SUPPORT THROUGHOUT 2024. THE IDEAL CANDIDATE WILL TAKE US OVER THE FINISHING LINE OF A SIGNIFICANT REDESIGN IN HUMAN RESOURCES OPERATIONS, PROCESS IMPROVEMENTS, STAFFING, AND IMPLEMENTATION OF ADP'S WORKFORCE NOW PLATFORM. WE NEED SOMEONE WHOSE HR LEADERSHIP RUNS WIDE AND DEEP, FOCUSING ON STRATEGY, INNOVATION, AND TECHNOLOGY WITH A PEOPLE-FIRST MINDSET. AT VNHS, DATA IS A DRIVING FOCAL POINT TO SUPPORT IMPACTFUL HR FRAMEWORKS THAT SUCCESSFULLY ATTRACT, REWARD, DEVELOP, AND RETAIN TOP TALENT. IF YOU ARE AN ENGAGING LEADER WHO LOVES A CHALLENGE WITH BROAD-BASED TECHNICAL HR SKILLS AND YOUR HEART, EXPERIENCE AND QUALIFICATIONS ALIGN WITH WHAT WE SEEK, CLICK TO SEND YOUR RESUME. VISITING NURSE HEALTH SYSTEM PROVIDES EQUAL EMPLOYMENT OPPORTUNITIES TO ALL EMPLOYEES AND APPLICANTS FOR EMPLOYMENT AND PROHIBITS DISCRIMINATION AND HARASSMENT OF ANY TYPE WITHOUT REGARD TO RACE, COLOR, RELIGION, AGE, SEX, NATIONAL ORIGIN, DISABILITY STATUS, GENETICS, PROTECTED VETERAN STATUS, SEXUAL ORIENTATION, GENDER IDENTITY OR EXPRESSION, OR ANY OTHER CHARACTERISTIC PROTECTED BY FEDERAL, STATE, OR LOCAL LAWS.
| ['strategic direction', 'recruitment', 'compensation', 'employee benefits', 'employee relations', 'payroll', 'process improvements', 'HR technology', 'communication', 'innovation', 'problem solving', 'people-first mindset', 'engagement', 'collaboration', 'employee health', 'leadership development', 'compliance', 'ADP Workforce Now', 'data analysis', 'leadership'] |
3,904,086,620 | HR | Human Resources Generalist | HR GENERALISTWE ARE SEEKING AN EXPERIENCED HR GENERALIST TO JOIN OUR TEAM AND SUPPORT VARIOUS HUMAN RESOURCES FUNCTIONS. THE IDEAL CANDIDATE WILL HAVE A COMPREHENSIVE UNDERSTANDING OF HR PRINCIPLES AND PRACTICES, EXCELLENT COMMUNICATION SKILLS, AND THE ABILITY TO HANDLE MULTIPLE TASKS EFFICIENTLY. THE HR GENERALIST WILL BE RESPONSIBLE FOR RECRUITMENT, EMPLOYEE RELATIONS, PERFORMANCE MANAGEMENT, BENEFITS ADMINISTRATION, AND OTHER HR-RELATED TASKS TO ENSURE THE SMOOTH OPERATION OF THE ORGANIZATION'S HUMAN RESOURCES DEPARTMENT.
RESPONSIBILITIES:RECRUITMENT AND ONBOARDING:MANAGE THE FULL RECRUITMENT CYCLE, INCLUDING JOB POSTINGS, SCREENING RESUMES, CONDUCTING INTERVIEWS, AND MAKING HIRING RECOMMENDATIONS.COORDINATE AND CONDUCT NEW EMPLOYEE ORIENTATION PROGRAMS TO ENSURE SMOOTH ONBOARDINGEMPLOYEE RELATIONS:SERVE AS A POINT OF CONTACT FOR EMPLOYEE INQUIRIES AND CONCERNS, PROVIDING GUIDANCE AND SUPPORT AS NEEDED.ADDRESS EMPLOYEE RELATIONS ISSUES PROMPTLY AND EFFECTIVELY, FOSTERING A POSITIVE WORK ENVIRONMENT.PERFORMANCE MANAGEMENT:ADMINISTER PERFORMANCE APPRAISAL PROCESSES, INCLUDING GOAL SETTING, PERFORMANCE REVIEWS, AND DEVELOPMENT PLANNING.PROVIDE COACHING AND SUPPORT TO MANAGERS AND EMPLOYEES TO IMPROVE PERFORMANCE AND ACHIEVE ORGANIZATIONAL GOALS.BENEFITS ADMINISTRATION:MANAGE EMPLOYEE BENEFITS PROGRAMS, INCLUDING HEALTH INSURANCE, RETIREMENT PLANS, AND OTHER PERKS.ASSIST EMPLOYEES WITH BENEFITS ENROLLMENT, CHANGES, AND INQUIRIES.HR POLICIES AND COMPLIANCE:ENSURE COMPLIANCE WITH ALL FEDERAL, STATE, AND LOCAL EMPLOYMENT LAWS AND REGULATIONS.DEVELOP AND MAINTAIN HR POLICIES AND PROCEDURES, ENSURING THEY ARE UP-TO-DATE AND COMMUNICATED EFFECTIVELY.TRAINING AND DEVELOPMENT:IDENTIFY TRAINING NEEDS AND DEVELOP PROGRAMS TO ENHANCE EMPLOYEE SKILLS AND KNOWLEDGE.COORDINATE EMPLOYEE TRAINING SESSIONS AND WORKSHOPS.HR DATA MANAGEMENT:MAINTAIN ACCURATE EMPLOYEE RECORDS AND HR DATABASES.GENERATE HR REPORTS AND ANALYTICS AS NEEDED FOR MANAGEMENT REVIEW.HR PROJECTS AND INITIATIVES:PARTICIPATE IN HR PROJECTS AND INITIATIVES, SUCH AS PROCESS IMPROVEMENTS, EMPLOYEE ENGAGEMENT PROGRAMS, AND DIVERSITY INITIATIVES.COLLABORATE WITH OTHER DEPARTMENTS TO SUPPORT ORGANIZATIONAL GOALS AND OBJECTIVES.
QUALIFICATIONS:BACHELOR'S DEGREE IN HUMAN RESOURCES, BUSINESS ADMINISTRATION, OR RELATED FIELD.PROVEN EXPERIENCE AS AN HR GENERALIST OR SIMILAR ROLE.IN-DEPTH KNOWLEDGE OF HR PRINCIPLES, PRACTICES, AND REGULATIONS.STRONG INTERPERSONAL AND COMMUNICATION SKILLS.ABILITY TO HANDLE CONFIDENTIAL INFORMATION WITH DISCRETION AND PROFESSIONALISM.EXCELLENT ORGANIZATIONAL AND TIME MANAGEMENT SKILLS.HR CERTIFICATION (E.G., SHRM-CP, PHR) IS A PLUS. | ['HR principles', 'recruitment', 'employee relations', 'HR policies and compliance', 'training and development', 'HR data management', 'communication', 'interpersonal skills', 'organizational skills', 'time management', 'discretion', 'problem solving', 'collaboration', 'performance management', 'benefits administration', 'HR certification'] |
3,887,481,930 | HR | Director of Human Resources | OUR CLIENT IS A GROWING PRIVATE EQUITY FIRM BASED IN MIAMI, FL THAT SPECIALIZES IN INVESTMENTS ACROSS VARIOUS INDUSTRIES AND ARE COMMITTED TO FOSTERING GROWTH AND INNOVATION IN THEIR PORTFOLIO COMPANIES. AS A DYNAMIC AND FORWARD-THINKING FIRM, THEY ARE SEEKING A HIGHLY SKILLED DIRECTOR OF HUMAN RESOURCES TO JOIN THEIR TEAM AND CONTRIBUTE TO THEIR CONTINUED SUCCESS.
AS THE DIRECTOR OF HUMAN RESOURCES, YOU WILL PLAY A PIVOTAL ROLE IN CREATING THE HR DEPARTMENT FROM SCRATCH IN THEIR NEW ACCOUNTING DIVISION. THIS IS A SOLO ROLE, SO NO PRIOR PEOPLE MANAGEMENT EXPERIENCE IS REQUIRED. THIS POSITION REPORTS DIRECTLY TO THE EXECUTIVE LEADERSHIP TEAM AND REQUIRES A HANDS-ON APPROACH TO BUILDING AND MANAGING HR FUNCTIONS FROM THE GROUND UP. THE IDEAL CANDIDATE WILL HAVE EXTENSIVE EXPERIENCE IN ESTABLISHING HR FRAMEWORKS, PARTICULARLY IN THE CONTEXT OF MERGERS AND ACQUISITIONS AND WILL THRIVE IN A SOLO PRACTITIONER ROLE WITH NO DIRECT REPORTS.
DIRECTOR OF HUMAN RESOURCES RESPONSIBILITIES:DEVELOP AND IMPLEMENT HR POLICIES, PROCEDURES AND INITIATIVES TAILORED TO MEET THE UNIQUE NEEDS OF A GROWING PE FIRMESTABLISH AND MAINTAIN HR INFRASTRUCTURE, INCLUDING BUT NOT LIMITED TO, PAYROLL, EMPLOYEE RELATIONS, PERFORMANCE MANAGEMENT, COMPENSATION AND BENEFITS, TALENT ACQUISITION AND COMPLIANCELEAD THE HR DUE DILIGENCE PROCESS FOR MERGERS AND ACQUISITIONS, ENSURING SEAMLESS INTEGRATION OF NEW ENTITIES INTO THE ORGANIZATIONPROVIDE STRATEGIC GUIDANCE TO SENIOR MANAGEMENT ON HR-RELATED MATTERS, INCLUDING WORKFORCE PLANNING, ORGANIZATIONAL DESIGN AND EMPLOYEE ENGAGEMENTSERVE AS A TRUSTED ADVISOR TO EMPLOYEES AT ALL LEVELS, ADDRESSING INQUIRIES, CONCERNS AND PROVIDING GUIDANCE ON HR-RELATED ISSUESCOLLABORATE WITH EXTERNAL VENDORS AND LEGAL COUNSEL AS NECESSARY TO ENSURE COMPLIANCE WITH FEDERAL, STATE AND LOCAL REGULATIONSCHAMPION A CULTURE OF DIVERSITY, EQUITY AND INCLUSION, FOSTERING AN ENVIRONMENT WHERE ALL EMPLOYEES FEEL VALUED AND EMPOWERED TO SUCCEEDSTAY ABREAST OF INDUSTRY TRENDS AND BEST PRACTICES IN HR, CONTINUALLY SEEKING OPPORTUNITIES FOR PROCESS IMPROVEMENT AND INNOVATION
DIRECTOR OF HUMAN RESOURCES REQUIREMENTS:BACHELOR'S DEGREE IN HUMAN RESOURCES, BUSINESS ADMINISTRATION OR RELATED FIELD; ADVANCED DEGREE OR HR CERTIFICATION PREFERRED7+ YEARS OF PROGRESSIVE HR EXPERIENCE, WITH A PROVEN TRACK RECORD OF BUILDING HR DEPARTMENTS FROM SCRATCHSTRONG KNOWLEDGE OF HR PRINCIPLES, PRACTICES AND EMPLOYMENT LAW, PARTICULARLY IN THE CONTEXT OF MERGERS AND ACQUISITIONSEXCELLENT INTERPERSONAL AND COMMUNICATION SKILLS, WITH THE ABILITY TO INTERACT EFFECTIVELY WITH INDIVIDUALS AT ALL LEVELS OF THE ORGANIZATIONEXCEPTIONAL PROBLEM-SOLVING ABILITIES AND SOUND JUDGMENT, WITH THE CAPACITY TO NAVIGATE COMPLEX AND SENSITIVE SITUATIONS WITH TACT AND DIPLOMACYHIGH LEVEL OF INTEGRITY AND PROFESSIONALISM, WITH A COMMITMENT TO MAINTAINING CONFIDENTIALITY AND UPHOLDING ETHICAL STANDARDSABILITY TO WORK AUTONOMOUSLY AND PRIORITIZE MULTIPLE TASKS IN A FAST-PACED ENVIRONMENT, DEMONSTRATING RESILIENCE AND ADAPTABILITY TO CHANGING PRIORITIESPROFICIENCY IN HRIS SYSTEMS AND MICROSOFT OFFICE SUITE
IF THIS SOUNDS LIKE YOU, APPLY TODAY! WE LOOK FORWARD TO HEARING FROM YOU.
THANK YOU,
KRISTINA HANN
PROJECT MANAGER, NATIONAL SEARCH
LASALLE NETWORK LASALLE NETWORK IS AN EQUAL OPPORTUNITY EMPLOYER M/F/D/V. LASALLE NETWORK IS THE LEADING PROVIDER OF DIRECT HIRE AND TEMPORARY STAFFING SERVICES. FOR OVER TWO DECADES, LASALLE HAS HELPED ORGANIZATIONS HIRE FASTER AND CONNECT TOP TALENT WITH OPPORTUNITIES, FROM ENTRY-LEVEL POSITIONS TO THE C-SUITE. WITH UNITS SPECIALIZING IN ACCOUNTING AND FINANCE, ADMINISTRATIVE, MARKETING, TECHNOLOGY, SUPPLY CHAIN, HEALTHCARE REVENUE CYCLE, CALL CENTER, HUMAN RESOURCES AND EXECUTIVE SEARCH. LASALLE OFFERS STAFFING AND RECRUITING SOLUTIONS TO COMPANIES OF ALL SIZES AND ACROSS ALL INDUSTRIES. LASALLE NETWORK IS THE PREMIER STAFFING AND RECRUITING FIRM, EARNING OVER 100 CULTURE, REVENUE AND INDUSTRY-BASED AWARDS FROM MAJOR PUBLICATIONS AND HAVING ITS COMPANY EXPERTS REGULARLY CONTRIBUTE INSIGHTS ON RETENTION STRATEGIES, HIRING TRENDS AND HIRING CHALLENGES, AND MORE TO NATIONAL NEWS OUTLETS. | ['HR policies', 'payroll', 'employee relations', 'performance management', 'compensation and benefits', 'talent acquisition', 'HRIS systems', 'Microsoft Office Suite', 'organizational design', 'communication', 'problem-solving', 'interpersonal skills', 'integrity', 'professionalism', 'autonomy', 'resilience', 'adaptability', 'trustworthiness', 'HR infrastructure', 'compliance', 'mergers and acquisitions', 'workforce planning', 'employee engagement'] |
3,891,005,007 | HR | Human Resources Manager | WHY JOIN GROUPESTAHL?WE VALUE WORK/LIFE BALANCE.AS A FAMILY-OWNED BUSINESS, WE KNOW OUR WORK FAMILY IS JUST ONE ASPECT OF LIFE. WE OFFER FLEXIBILITY IN THE WORKPLACE TO ACCOMMODATE LIFE OUTSIDE OF WORK. WE OFFER GENEROUS PTO PACKAGES AND OPPORTUNITY TO EARN ADDITION TIME OFF THROUGHOUT THE YEAR.WE TAKE HEALTH AND WELLNESS SERIOUSLY.WE OFFER COMPREHENSIVE BENEFITS PACKAGES WITH LOW PREMIUMS AND FRONT-END DEDUCTIBLES. CONTRIBUTE PRE-TAX DOLLARS TO YOUR FSA OR HSA ACCOUNTS. EARN ADDITIONAL PTO BY PARTICIPATING IN HEALTHY ACTIVITIES!WE DON’T BELIEVE IN JUST GETTING A JOB; WE BELIEVE IN CAREERS.WITH ONGOING TRAINING AND OPPORTUNITIES FOR PERSONAL DEVELOPMENT, WE BELIEVE IN FOSTERING CAREER GROWTH. LOOKING TO TAKE YOUR CAREER TO THE NEXT STEP? WE OFFER TUITION REIMBURSEMENT!WE BELIEVE IN MAKING A DIFFERENCE (AND HAVING FUN WHILE DOING IT).WHETHER WERE EATING HOT DOGS TO CELEBRATE CONEY DAY OR PLAYING HOCKEY WITH DETROIT RED WINGS ALUMNI TO RAISE MONEY FOR MICHIGAN DISABLED VETERANS. WERE A FAMILY-OWNED COMPANY WHO HAS FAMILY-FRIENDLY FUN YEAR-ROUND! WERE ALL ABOUT HAVING FUN AND MAKING A DIFFERENCE.NEED MORE REASONS TO JOIN STAHLS? READ MORE ABOUT OTHER BENEFITS AND PERKS HERE!WHAT WE DO:GROUPESTAHL IS A LEADING INTERNATIONAL MANUFACTURER, DISTRIBUTOR, AND DIRECT SUPPLIER IN THE FIELD OF CUSTOM TEXTILE PRINTING.
THE HUMAN RESOURCE MANAGER WILL LEAD AND DIRECT THE ROUTINE FUNCTIONS OF THE HUMAN RESOURCES (HR) DEPARTMENT INCLUDING HIRING AND INTERVIEWING STAFF, ADMINISTERING PAY, BENEFITS, AND LEAVE, AND ENFORCING COMPANY POLICIES AND PRACTICES.
SUPERVISORY RESPONSIBILITIES:RECRUITS, INTERVIEWS, HIRES, AND TRAINS NEW STAFF IN THE DEPARTMENT.OVERSEES THE DAILY WORKFLOW OF THE DEPARTMENT.PROVIDES CONSTRUCTIVE AND TIMELY PERFORMANCE EVALUATIONS.HANDLES DISCIPLINE AND TERMINATION OF EMPLOYEES IN ACCORDANCE WITH COMPANY POLICY.
DUTIES/RESPONSIBILITIES:PARTNERS WITH THE LEADERSHIP TEAM TO UNDERSTAND AND EXECUTE THE ORGANIZATION’S HUMAN RESOURCE AND TALENT STRATEGY PARTICULARLY AS IT RELATES TO CURRENT AND FUTURE TALENT NEEDS, RECRUITING, RETENTION, AND SUCCESSION PLANNING.PROVIDES SUPPORT AND GUIDANCE TO HR GENERALISTS, MANAGEMENT, AND OTHER STAFF WHEN COMPLEX, SPECIALIZED, AND SENSITIVE QUESTIONS AND ISSUES ARISE; MAY BE REQUIRED TO ADMINISTER AND EXECUTE ROUTINE TASKS IN DELICATE CIRCUMSTANCES SUCH AS PROVIDING REASONABLE ACCOMMODATIONS, INVESTIGATING ALLEGATIONS OF WRONGDOING, AND TERMINATIONS.MANAGES THE TALENT ACQUISITION PROCESS, WHICH MAY INCLUDE RECRUITMENT, INTERVIEWING, AND HIRING OF QUALIFIED JOB APPLICANTS, PARTICULARLY FOR MANAGERIAL, EXEMPT, AND PROFESSIONAL ROLES; COLLABORATES WITH DEPARTMENTAL MANAGERS TO UNDERSTAND SKILLS AND COMPETENCIES REQUIRED FOR OPENINGS.ANALYZES TRENDS IN COMPENSATION AND BENEFITS; RESEARCHES AND PROPOSES COMPETITIVE BASE AND INCENTIVE PAY PROGRAMS TO ENSURE THE ORGANIZATION ATTRACTS AND RETAINS TOP TALENT.CREATES LEARNING AND DEVELOPMENT PROGRAMS AND INITIATIVES THAT PROVIDE INTERNAL DEVELOPMENT OPPORTUNITIES FOR EMPLOYEES.OVERSEES EMPLOYEE DISCIPLINARY MEETINGS, TERMINATIONS, AND INVESTIGATIONS.MAINTAINS COMPLIANCE WITH FEDERAL, STATE, AND LOCAL EMPLOYMENT LAWS AND REGULATIONS, AND RECOMMENDED BEST PRACTICES; REVIEWS POLICIES AND PRACTICES TO MAINTAIN COMPLIANCE.MAINTAINS KNOWLEDGE OF TRENDS, BEST PRACTICES, REGULATORY CHANGES, AND NEW TECHNOLOGIES IN HUMAN RESOURCES, TALENT MANAGEMENT, AND EMPLOYMENT LAW.PERFORMS OTHER DUTIES AS ASSIGNED.
REQUIRED SKILLS/ABILITIES:EXCELLENT VERBAL AND WRITTEN COMMUNICATION SKILLS.EXCELLENT INTERPERSONAL, NEGOTIATION, AND CONFLICT RESOLUTION SKILLS.EXCELLENT ORGANIZATIONAL SKILLS AND ATTENTION TO DETAIL.STRONG ANALYTICAL AND PROBLEM-SOLVING SKILLS.ABILITY TO PRIORITIZE TASKS AND TO DELEGATE THEM WHEN APPROPRIATE.ABILITY TO ACT WITH INTEGRITY, PROFESSIONALISM, AND CONFIDENTIALITY.THOROUGH KNOWLEDGE OF EMPLOYMENT-RELATED LAWS AND REGULATIONS.PROFICIENT WITH MICROSOFT OFFICE SUITE OR RELATED SOFTWARE.PROFICIENCY WITH OR THE ABILITY TO QUICKLY LEARN THE ORGANIZATION’S HRIS AND TALENT MANAGEMENT SYSTEMS.EDUCATION AND EXPERIENCE:BACHELOR’S DEGREE IN HUMAN RESOURCES, BUSINESS ADMINISTRATION, OR RELATED FIELD PREFERRED.A MINIMUM OF THREE YEARS OF HUMAN RESOURCE MANAGEMENT EXPERIENCE REQUIRED.SHRM-CP OR SHRM-SCP HIGHLY DESIRED. | ['human resources management', 'employment law', 'talent acquisition', 'Microsoft Office Suite', 'HRIS', 'data analysis', 'performance evaluation', 'conflict resolution', 'training and development', 'recruitment', 'benefits administration', 'communication', 'interpersonal skills', 'organizational skills', 'problem solving', 'integrity', 'professionalism', 'attention to detail', 'negotiation', 'delegation', 'confidentiality'] |
3,905,882,432 | HR | Human Resources Director | INSERO TALENT SOLUTIONS IS RECRUITING A HUMAN RESOURCES DIRECTOR FOR A FAST GROWING MANUFACTURING COMPANY IN ITHACA, NY.
OVERVIEW:AS THE HR DIRECTOR, YOU WILL BE RESPONSIBLE FOR LEADING AND MANAGING ALL ASPECTS OF THE HUMAN RESOURCES FUNCTION WITHIN OUR ORGANIZATION. YOU WILL PLAY A CRITICAL ROLE IN DEVELOPING AND IMPLEMENTING HR STRATEGIES, POLICIES, AND PROGRAMS TO SUPPORT OUR BUSINESS OBJECTIVES AND FOSTER A POSITIVE WORK ENVIRONMENT. REPORTING DIRECTLY TO THE PRESIDENT AND CEO, YOU WILL SERVE AS A KEY MEMBER OF THE SENIOR LEADERSHIP TEAM.
KEY RESPONSIBILITIES:STRATEGIC HR PLANNING: DEVELOP AND IMPLEMENT HR STRATEGIES ALIGNED WITH THE COMPANY'S GOALS AND OBJECTIVES. COLLABORATE WITH SENIOR MANAGEMENT TO IDENTIFY HR PRIORITIES AND INITIATIVES. ANTICIPATE AND ADDRESS FUTURE HR NEEDS TO SUPPORT ORGANIZATIONAL GROWTH AND CHANGE. TALENT ACQUISITION AND MANAGEMENT: OVERSEE THE RECRUITMENT AND SELECTION PROCESS TO ATTRACT AND RETAIN TOP TALENT. DEVELOP AND IMPLEMENT EFFECTIVE ONBOARDING AND RETENTION STRATEGIES. ENSURE FAIR AND EQUITABLE COMPENSATION AND BENEFITS STRUCTURES. LEAD PERFORMANCE MANAGEMENT EFFORTS, INCLUDING GOAL SETTING, EVALUATIONS, AND CAREER DEVELOPMENT. EMPLOYEE RELATIONS AND COMPLIANCE: PROVIDE GUIDANCE AND SUPPORT ON EMPLOYEE RELATIONS ISSUES, ENSURING FAIR AND CONSISTENT RESOLUTION. ENSURE COMPLIANCE WITH ALL RELEVANT EMPLOYMENT LAWS AND REGULATIONS. DEVELOP AND ENFORCE COMPANY POLICIES AND PROCEDURES. PROMOTE A CULTURE OF DIVERSITY, EQUITY, AND INCLUSION THROUGHOUT THE ORGANIZATION. TRAINING AND DEVELOPMENT: IDENTIFY TRAINING AND DEVELOPMENT NEEDS AND DESIGN RELEVANT PROGRAMS. OVERSEE EMPLOYEE TRAINING INITIATIVES TO ENHANCE SKILLS AND CAPABILITIES. FOSTER A CULTURE OF CONTINUOUS LEARNING AND PROFESSIONAL GROWTH.HR OPERATIONS AND ADMINISTRATION: MANAGE HR SYSTEMS AND PROCESSES, INCLUDING PAYROLL, BENEFITS ADMINISTRATION, AND HRIS. OVERSEE THE ADMINISTRATION OF EMPLOYEE RECORDS AND DOCUMENTATION. ENSURE ACCURACY AND INTEGRITY OF HR DATA AND REPORTING. LEADERSHIP AND TEAM MANAGEMENT: LEAD AND DEVELOP A HIGH-PERFORMING HR TEAM. PROVIDE COACHING, MENTORSHIP, AND FEEDBACK TO TEAM MEMBERS. FOSTER A COLLABORATIVE AND SUPPORTIVE WORK ENVIRONMENT.
QUALIFICATIONS:BACHELOR’S DEGREE IN HUMAN RESOURCES, BUSINESS ADMINISTRATION, OR RELATED FIELD; MASTER’S DEGREE PREFERRED. 15 YEARS OF PROGRESSIVE HR EXPERIENCE, WITH 5 YEARS IN A LEADERSHIP ROLE. STRONG KNOWLEDGE OF EMPLOYMENT LAWS, REGULATIONS, AND BEST PRACTICES. DEMONSTRATED EXPERIENCE IN DEVELOPING AND IMPLEMENTING HR STRATEGIES AND PROGRAMS. EXCELLENT LEADERSHIP, COMMUNICATION, AND INTERPERSONAL SKILLS. ABILITY TO BUILD RELATIONSHIPS AND INFLUENCE STAKEHOLDERS AT ALL LEVELS OF THE ORGANIZATION. SHRM OR HRCI CERTIFICATION PREFERRED. THIS JOB DESCRIPTION OUTLINES THE KEY RESPONSIBILITIES AND QUALIFICATIONS FOR THE HR DIRECTOR ROLE. THE SUCCESSFUL CANDIDATE WILL BE A STRATEGIC THINKER, ADEPT AT MANAGING PEOPLE AND PROCESSES, AND COMMITTED TO FOSTERING A POSITIVE AND INCLUSIVE WORKPLACE CULTURE. | ['talent acquisition', 'employee relations', 'compliance with employment laws', 'training and development', 'HRIS management', 'payroll administration', 'data reporting', 'HR policies development', 'coaching and mentorship', 'leadership', 'communication', 'interpersonal skills', 'collaboration', 'problem solving', 'relationship building', 'adaptability', 'continuous learning', 'HR strategy development', 'performance management', 'diversity and inclusion initiatives', 'stakeholder management', 'strategic thinking', 'influence'] |
Subsets and Splits