corporate human resources manager

Wayne-Sanderson Farms

<div>PRIMARY FUNCTION: The Human Resource Manager serves as an integral member of the leadership team supporting the complex (one line processing plant, and/ or feed mill and hatchery). This role provides strategic expertise in the development of human capital related complex policies and programs and works with complex leadership to standardize, implement and drive related processes. This role contributes a high level of human resource knowledge and is accountable for the management of the overall provision of Human Resources services through oversight of the day-to-day Human Resource operations to ensure compliance with company, regulatory and Federal, State and local legal requirements.<div>
RESPONSIBILITIES AND TASKS:
 
<ul><li>Lead the development and implementation of complex human capital policies and programs, providing guidance to complex leadership in support of Company goals and objectives to ensure compliance with company guidelines and all legal requirements</li><li>Provide direction to the HR team to ensure HR initiatives (i.e. staffing, regulatory processes, employee relations, organization development, etc.) are implemented and maintained in support of company objectives</li><li>Build relationships and trust with leaders to effectively influence business decisions; consult and counsel leaders on staffing, compensation, training, performance management, manager capability, and compliance</li><li>Provide human resources-related training addressing areas such as performance counseling and employee relations issues</li><li>Successfully mitigate risk for the business through collaboration with Corporate Human Resources, Legal and Compliance experts on identified issues</li><li>Lead or participate in functional/business engagement, diversity, talent management, training, and change management programs, partnering with internal departments to implement and sustain Company driven initiatives</li><li>Collaborate with Corporate Benefits, Compensation, Talent Acquisition and Learning &amp; Development when working on the development and implementation of strategies and programs to attract, develop, reward and retain exceptional talent</li><li>Drive recruitment, selection, and succession planning strategies for internal customers, partnering with local and Corporate recruitment professionals to establish initiatives as it relates to acquiring talent, pipelining talent for future growth and maintaining appropriate staffing levels; develop and execute plans to retain and grow top-talent</li><li>Gather and analyze data and trends to determine key organizational needs and facilitate decision making with unique, proactive solutions that solve these needs</li><li>Mentor, coach and train/ cross-train employees encouraging career development; provide consistent feedback concerning strengths and areas in need of improvement</li><li>Identify and communicate opportunities for process improvement to streamline processes and improve efficiency</li><li>Understand and ensure compliance with union negotiated agreements and research employee complaints and grievances if applicable, taking appropriate action for resolution as required</li><li>Perform additional relevant duties as assigned</li></ul></div>
SUPERVISOR RESPONSIBILITIES:<ul><li>
Supervise a team of exempt and/ or non-exempt administrative personnel
</li><li>This role is a Leader of People role with required competencies: Sizing up People, Delegation, Planning, Customer Focus and Conflict Management</li></ul><div>
EDUCATION and CERTIFICATIONS: 
<ul><li>Bachelors&rsquo; degree in Business, Human Resources or other related field from an accredited institution</li></ul>
o Combination of education and experience may substitute for degree 
<ul><li>PHR/SPHR/SHRM-CP preferred</li></ul></div><div> 
EXPERIENCE AND SKILLS: 
<ul><li>Minimum five (5) years&rsquo; progressive human resources experience; minimum one (1) year experience in a manufacturing or similar environment preferred</li><li>Demonstrated leadership experience including knowledge of timekeeping requirements, policy adherence, conflict resolution and the ability to resolve issues efficiently and effectively</li><li>Demonstrated and successful track record of delivering impactful HR programs and initiatives directly tied to strategic business goals</li><li>Working knowledge of multiple HR disciplines, including compensation practices, organizational diagnosis, employee relations, diversity, performance management, talent development and employment law</li><li>Ability to collaborate with and leverage resources while also enthusiastically taking a hands-on role in supporting the business</li><li>Ability to effectively communicate, both verbal and written, with internal and external customers in a timely and professional manner; ability to communicate in multiple languages preferred</li><li>Strong attention to detail and organizational skills with the ability to prioritize</li><li>Ability to work effectively with others, possessing tact and discretion and a demonstrated high level of confidentiality in all matters</li><li>Strong analytical and problem-solving skills; ability to diagnose the systemic issues and look at holistic solutions</li><li>Must have strong computer skills: MS Word, PowerPoint, Excel, Outlook, to format reports, presentations, spreadsheets, graphics, etc.; experience within HCM system such as Workday preferred</li><li>Self-starter who demonstrates strong initiative and sense of urgency, with the ability to work in a fast paced environment</li></ul></div><div>
SAFETY REQUIREMENTS: 
<ul><li>Follow and ensure others follow departmental and company safety policies and programs</li><li>Wear required protective equipment in all areas where mandatory</li></ul></div><div>
PHYSICAL REQUIREMENTS: 
<ul><li>Ability to work non-standard hours (holidays, weekends or extended shifts) when needed</li><li>Frequently sits for long periods of time utilizing office equipment and/or computers</li><li>Occasionally lifts up to 20 pounds</li></ul></div><h3 class="jobSectionHeader"> 
</h3><h3 class="jobSectionHeader">
We are an equal opportunity employer and all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, disability status, protected veteran status, or any other characteristic protected by law.</h3></div>

Complex HR Manager

Harley-Davidson, Inc.

<div>Auto req ID: 52781 
Title: HR Business Partner - Corporate 
Job Function: Human Resources 
Location: JUNEAU 
Workplace Category:Onsite 
Company: Harley-Davidson Motor Company 
Full or Part-Time: Full Time 
Shift: SHIFT1 
At Harley-Davidson, we are building more than machines. It&rsquo;s our passion and commitment to continue the evolution of this storied brand, and heighten the desirability of the Harley-Davidson experience. To keep building our legend and leading our industry through innovation, evolution, and emotion we need the best and brightest talent. We stand for the timeless pursuit of adventure. Freedom for the soul. Are you ready to join us? 
Harley-Davidson Motor Company, founded in a humble Milwaukee backyard shed in 1903, still calls the city home. Today, its Corporate Campus includes a 4.8-acre public park&mdash;a welcoming greenspace open to all. Join our team as a Business Partner HR.<div><div><div><h2 class="jobSectionHeader">
Job Summary</h2></div><div> 
This position is the Human Resources lead interacting on a day-to-day basis with business leaders and managers on the people related matters impacting their assigned business units. This position is engaged in providing innovative Human Resources strategies designed to optimize human resources within their assigned business areas. This role assists the business unit leadership in the development and implementation of solutions that make business strategies actionable. In conjunction with the Human Resources Manager, this role will provide forward-looking Human Resources counsel to organizational leadership, supporting commercial functions by aligning talent and workforce strategies with business objectives and growth priorities. This role will partner with Centers of Expertise (COEs), such as Total Rewards, Talent, etc., to provide support of organizational programs for performance management, rewards &amp; recognition, employee development and staffing.</div></div><div><div><h2 class="jobSectionHeader">
Job Responsibilities</h2></div><div> 
Human Resources Consultation &amp; Management:<ul><li>
Supports the implementation of strategies set forth by the Human Resources senior leadership team.</li><li>
Provides support to leaders, managers and employees to better understand and utilize Human Resources tools, processes and policies; maximizing organizational effectiveness, improve performance and ensuring compliance.</li><li>
Advises and counsels leaders and employees on people related matters.</li><li>
Works collaboratively with COE and other HR resources to accomplish the following activities (e.g., change initiatives, employee relations interventions, talent development/acquisition and performance management, organizational learning and development, business diagnostics, productivity analyses, retention and engagement assessment, employee communication, and Human Resources programs and services) in support of business goals.</li></ul>
Integrated Business Solutions:<ul><li>
Works with assigned business unit to help them align and integrate the strategic capabilities of the company's human resources with business unit objectives.</li><li>
Focuses Human Resources solutions on organizational outcomes that improve employee and organizational performance and productivity.</li>
Working collaboratively with COE resources, employee brokers with and utilizes the company's Human Resources network of resources to develop optimal solutions to meet business unit challenges. 
<li>
</li></ul>Strategic Partner:<ul><li>
Stays connected with Leadership Team; salaried workforce; Human Resources peers and Corporate Human Resources.</li><li>
Works with the business to execute the agreed strategic plan.</li><li>
Understands the talent needs of the business.</li><li>
Partners with Organization Development resources to support the business. Ensures Human Resources programs are aligned with the business needs and culture.</li></ul>
Strategy Development and Execution:<ul><li>
Participates in the establishment of work unit plans and performance measures in support of business goals.</li><li>
Assists business leaders to translate strategy into solutions, actions, and results. Is a credible activist ensuring the people-perspective is represented in business decisions so implications are understood and the workforce is proactively and successfully utilized for the overall benefit of the business.</li><li>
Assesses the impact of business decisions on the workforce and provides solutions to optimize opportunities and mitigate any downsides.
</li></ul>Talent Management:<ul><li>
Identifies talent issues before they impact the business - manages performance effectiveness.</li><li>
Is a role model for performance management and developing others.</li><li>
Has the ability to diagnose and resolve significant issues as needed.</li><li>
Works with the business leaders to ensure diversity and inclusiveness are embraced and supported by all business units.</li><li>
Works with Manager - Human Resources to develop solutions in concert with the business and COE philosophy (e.g. reward strategies, talent management, etc.).</li><li>
Is responsible for the implementation of all COE processes for business units. Understands Human Resources practices, procedures, employment law and COE approaches and administers them consistently and fairly.</li></ul></div></div><div><div><h2 class="jobSectionHeader">
Education Requirements</h2></div><div><div>
High School Diploma or Equivalent Required</div></div></div><div><div><h2 class="jobSectionHeader">
Education Specifications</h2></div><div><ul><li>
Bachelor's Degree preferred</li><li>
PHR/SPHR or CP/SCP certification preferred</li></ul></div></div><div><div><h2 class="jobSectionHeader">
Experience Requirements</h2></div><div> 
This position typically requires a minimum of 8 years of related experience. In addition, the successful candidate will have demonstrated the following: 
<ul><li>
Strong supervisory and operational managerial experience.</li><li>
Demonstrated competence in recruiting and placement for various level positions, knowledge of professional guidelines in selection procedures, equal employment opportunity law and affirmative action compliance requirements, as well as labor standards and labor relations principals.</li><li>
Ability to apply conceptual, innovative thinking processes to the practical implementation of systems; Ability to be forward thinking and strategic with respect to HR processes and systems, creating a climate for change.</li><li>
Ability to influence the organization to affect change.</li><li>
Demonstrated competence in compensation theory.</li><li>
Demonstrated organization and planning skills.</li><li>
Strong interpersonal skills, excellent written and verbal communication skills, insight into group dynamics, high tolerance for ambiguity and change, and the ability to work in a fast-paced environment.</li></ul> 
Preferred<ul><li>
Experience in supporting Marketing and Sales organizations is a plus</li></ul></div></div></div> 
Harley-Davidson is an equal opportunity employer that continues to build a culture of inclusion, belonging and equity through our commitment to attracting and retaining diverse talent from all backgrounds, without regard to race, color, religion, sex, sexual orientation, national origin, gender identity, age, disability, veteran status or any other characteristic protected by law. We believe in fairness and providing a level playing field for all. We foster a culture that thrives on diverse perspectives and contributions to ignite the creativity and innovation to fuel our business and enhance the employee and customer experience. 
The pay range shown represents the national average pay range for this role. Your pay may be more or less than the stated range and is dependent on your geographic location and level of experience. 
We offer an inclusive compensation package for all full-time salaried employees including, but not limited to, annual bonus programs, health insurance benefits, a 401k program, onsite fitness centers and employee stores, employee discounts on products and accessories, and more. Learn more about Harley-Davidson here. 
Applicants must be currently authorized to work in the United States. 
Direct Reports: No 
Travel Required: 0 - 10% 
Pay Range: $104,300 - $161,700 
Visa Sponsorship: This position is not eligible for visa sponsorship or visa transfer 
Relocation: This position is eligible for domestic relocation assistance (within posted country)</div>

HR Business Partner - Corporate

The Home Depot

<div>Position Purpose:
Implements HR plans and programs to ensure the most effective utilization of human resources in assigned departments. 
Key Responsibilities:<ul><li>
Resolves general associate relations issues. Gathers information for investigations. Addresses turnover and looks for trends and problems. Identifies breaches of culture/values that impact workplace. Supports consistency in practice of SOP and employment law.</li><li>
Manages succession planning, management development and performance management in assigned area. Provides tools and facilitates meetings to ensure ongoing development (e.g., 360 degree feedback) and follow-up.</li><li>
Advises management on organization structure changes and decisions. Provides tools (climate surveys, town hall meetings, etc.) to drive cultural change.</li><li>
Provides and trains management on selection and staffing resources and tools. Raises awareness of diversity and methods to increase quality and diversity of candidate pool. May plan, coordinate and attend job fairs.</li><li>
Counsels and coaches management on business decisions related to personnel issues, leadership and management effectiveness.</li><li>
Represents HR in corporate wide initiatives. May conduct training classes on HR issues and associate orientations.</li><li>
May manage HR projects as required.</li></ul> 
Direct Manager/Direct Reports:<ul><li>
Typically reports to a Human Resources Vice President or a Director of Human Resource..</li><li>
Generally has no direct reports but has on-going project management responsibility and may provide functional leadership to others who formally report to another manager. Senior HR Managers may have manager reports with a total staff of about five.</li><li>
Typically negotiates in a competitive or adversarial environment.</li><li>
Typically faces situations that have a variety of interpretations and require careful evaluation.</li><li>
Typically considers new approaches within general policies and short-term goals when solving problems.</li><li>
Typically, once given general assignments, determines priorities and defines what should be done and how to do it.</li></ul> 
Travel Requirements:<ul><li>
Typically requires overnight travel less than 10% of the time.</li></ul> 
Physical Requirements:<ul><li>
Most of the time is spent sitting in a comfortable position and there is frequent opportunity to move about. On rare occasions there may be a need to move or lift light articles.</li></ul> 
Working Conditions:<ul><li>
Located in a comfortable indoor area. Any unpleasant conditions would be infrequent and not objectionable.</li><li>
Typically requires intermittent periods of concentration and focused attention using one or more senses of low intensity and short duration.</li><li>
Under constant pressure to continuously meet tight deadlines, demanding quotas and/or must regularly deal with difficult situations.</li></ul> 
Minimum Qualifications:<ul><li>
Must be eighteen years of age or older.</li><li>
Must be legally permitted to work in the United States.</li><li>
Must be eighteen years of age or older.</li><li>
Must pass the Drug Test.</li><li>
Must successfully complete any required training or orientation courses.</li></ul> 
Preferred Qualifications:<ul><li>
A Master's degree is preferred.</li><li>
Five to eight years experience in Human Resources is preferred.</li></ul> 
Minimum Education:<ul><li>
The knowledge, skills and abilities typically acquired through the completion of a bachelor's degree program or equivalent degree in a field of study related to the job.</li></ul> 
Minimum Years of Work Experience:<ul><li>
6</li></ul> 
Competencies:<ul><li>
People management/supervisory experience (for Senior Managers).</li><li>
Technical knowledge of Human Resources specialties including employment law, employee relations, management and organizational development, staffing, training and compensation.</li><li>
Written and oral presentation skills including stand-up presentation skills.</li><li>
Flexibility, problem solving and organization skills.</li><li>
Coaching, counseling, negotiating and conflict management skills.</li><li>
Strong knowledge of Home Depot business processes.</li><li>
Project management skills.</li></ul></div>

Sr Manager Human Resources

Astec Industries

<div>BUILT TO CONNECT

We believe in the power of connection and the importance of building long lasting relationships with our employees, customers, and the communities we call home. With a team more than 4,000 strong, our employees are our #1 advantage. We invest in skills trainings and provide opportunities for career development to help you grow along with the business. We offer programs to support physical safety as well as mental and financial wellbeing so you can be your best both at work and at home. 


Our equipment is used to build the roads and infrastructure that connects us to each other and to the goods and services we all use every day. We are an industry leader known for delivering innovative solutions that create value for our customers. As our industry evolves, we are using technology and data like never before. 

We&rsquo;re looking for creative problem solvers to build the future with us. Connect with us today and build your career at Astec! 


ABOUT THE POSITION

The Sr Manager, Human Resources is a hands-on role responsible for serving as a key member of the site leadership teams for multiple sites. In this role, they are a trusted advisor and expert in HR matters. They also lead and support large scale initiatives, including talent development, performance reviews, training, diverse recruiting strategies, direct labor salary compensation progression, employee relations, and benefits administration. The Sr Manager, Human Resources supervises others and manages the day-to-day functions of the Human Resources Departments at the assigned locations. 

LOCATION: This is an onsite position at our Con-E-Co manufacturing facility in Blair, NE. The role also has responsibility for an additional two sites located in the Midwest (WI and KS). 


Key Deliverables
<ul><li> Serve as business advisor on HR matters to the General Managers and Leadership teams.</li></ul>
<ul><li> Lead initiatives for talent development, performance management and employee engagement.
</li></ul><ul><li> Implement HR strategies and initiatives aligned with the overall business strategy.</li></ul>
<ul><li> Evaluate human resources processes and strategies to determine improvements to be made and reports findings to top management.</li></ul>
<ul><li> Recruit and interview potential applicants on experience, skills, education and fit to the qualifications of the position and future progression within the organization.
</li></ul><ul><li> Ensure compliance with all federal, state, and local laws and regulations.</li></ul> 


Key Activities &amp; Responsibilities
<ul><li> Responsible for developing relationships with individuals, employee groups and leaders of the business to communicate company policies/programs/procedures while providing leadership around organizational change, process consultation and organizational development.</li></ul>
<ul><li> Ensures Human Resources Strategies including coaching/counseling employees and management, sourcing and selection, performance management programs, organizational effectiveness, compensation and providing Human Resources leadership.</li></ul>
<ul><li> Oversees 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.</li></ul>
<ul><li> Perform as project leader for corporate and divisional projects, managing timelines, and working with cross-divisional teams.</li></ul>
<ul><li> Enforces management guidelines by preparing, updating, and recommending human resource policies and procedures.</li></ul>
<ul><li> Evaluates trends in compensation and benefits for applicable sites.
</li></ul><ul><li> Ensure legal compliance by monitoring and implementing applicable HR federal and state requirements, conducting investigations, and maintaining records.</li></ul>
<ul><li> Ensure planning, monitoring, and appraisal of employee work results by training managers to coach and discipline employees; hearing and resolving employee issues; counseling employees and supervisors that drives high performance.</li></ul>
<ul><li> Organizes and manages new employee orientation, on-boarding and training programs.</li></ul>
<ul><li> Produces monthly headcount report and tracks departmental employment levels.</li></ul>
<ul><li> Initiates and/or tracks and maintains any changes in associate status such as promotions, salary increases, transfers, terminations, changes of address, etc.</li></ul>
<ul><li> Routinely spend time on plant floor engaging with employees and managers to understand needs, concerns, manufacturing processes, and opportunities for better employee engagement.</li></ul>
<ul><li> Travel regularly to sites (15% of the time).</li></ul>
<ul><li> Always follows company policies and procedures.</li></ul>
<ul><li> Act as safety advocate and ensure safety rules and procedures are followed.</li></ul>
<ul><li> Performs other duties as assigned.</li></ul> 


To be successful in this role, your experience and competencies are:
<ul><li> 8+ years of career experience in Human Resources.</li></ul>
<ul><li> BS Degree in applicable field.</li></ul>
<ul><li> Strong ability to influence others and partner with site General Manager and other Leaders.</li></ul>
<ul><li> Ability to clearly articulate ideas and get buy in.</li></ul>
<ul><li> Experience leading a medium sized (300+) organization in a heavily matrix organization.</li></ul>
<ul><li> Ability to solve problems at both a strategic and functional level.</li></ul>
<ul><li> Must be able to organize and manage multiple projects and priorities.</li></ul>
<ul><li> Strong interpersonal skills and communication skills.</li></ul>
<ul><li> Demonstrated communication, collaboration, and leadership skills.</li></ul>
<ul><li> Ability to work independently with minimal supervision.</li></ul>
<ul><li> Ability to create precise and articulate presentations, reports, memos, recommendations, and business correspondence.</li></ul>
<ul><li> Basic computer skills to include Microsoft Word and Excel.</li></ul>
<ul><li> Professional HR Certification preferred.</li></ul> 


Supervisor and Leadership Expectations

Serves as trusted advisor to the General Managers and Leadership Teams.

Supervises site HR personnel.

Leads site HR initiatives and deliverables. 


NOTE: This position responsible for certain internal control responsibilities. These internal control responsibilities are verbally communicated to the incumbent and periodic feedback is provided as it relates to the performance of these internal control responsibilities. 

WORK ENVIRONMENT 

Office

While performing the duties of this job, the employee is regularly exposed to risk of injury in an office environment and a manufacturing shop plant environment. Duties include a typical office setting including extensive computer work, sitting or standing. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
Manufacturing Environment

Shop manufacturing environment exposures include exposure to moving mechanical parts, machinery, tools and equipment, vibration, fumes or airborne particles, motorized vehicles, welding and machining operations, outside weather conditions and exposure to the risk of electric shock. The employee may occasionally be exposed to varying levels of dirt, dust, toxic or caustic chemicals, very warm and/or very chilly temperatures. The noise level in the shop can be very loud at times consistent with an industrial assembly facility and may require hearing protection. 

Equal Opportunity Employer

As an Equal Opportunity Employer, Astec does not discriminate on the basis of race, creed, color, religion, gender (sex), sexual orientation, gender identity, marital status, national origin, ancestry, age, disability, citizenship status, a person&rsquo;s veteran status or any other characteristic protected by law or executive order.</div>

Senior HR Manager

Whataburger

<div>
 
 Welcome to Whataburger Careers!
 
 
 
 
 
 
 Our Flavor &mdash; Why Whataburger
 
 
 
 Whataburger isn&rsquo;t just a fast-food burger chain it is where bold leadership starts &mdash; and where potential doesn&rsquo;t just grow, it heats up. Whether you're leading the line or working behind the scenes, this is the place where opportunities stack up, and every day gives you a chance to
 
 Make a Difference.
 
 
 
 
 
 
 Since 1950, we&rsquo;ve invested in people who lead with integrity,
 
 Serve with Heart
 
 , and bring their best flavor to the team. We believe in working together, speaking up, having a little fun, and
 
 Winning as One
 
 &mdash; because great burgers (and great teams) start with the right ingredients. If you're ready &mdash; to learn, grow, impact, and
 
 Move Forward Boldly
 
 &mdash; we&rsquo;ve got your back and your path cooked to perfection.
 
 
 
 
 
 
 Your Recipe for Impact &mdash; What You&rsquo;ll Do
 
 
 
 As a Regional Human Resources Manager, you will serve as a strategic partner to Operations by leading HR and Talent Acquisition functions across your region. You will equip leaders with guidance on talent planning, employee relations, compliance, and workforce strategies to strengthen the performance and culture of our restaurants. Your leadership helps teams
 
 Make a Difference
 
 by supporting Family Members with fairness and care;
 
 Serve with Heart
 
 by fostering trust, engagement, and growth;
 
 Win as One
 
 through cross‑functional partnership and alignment with Operations; and
 
 Move Forward Boldly
 
 by driving process enhancements, organizational development, and proactive HR solutions that meet the evolving needs of the business.
 
 
 
 
 
 
 Day-to-Day Ingredients &mdash; Responsibilities
 
 
 
 As a Regional Human Resources Manager, you will:
 
 <ul>
 <li>
 Lead regional HR and Talent Acquisition strategies that align with business needs and future workforce demands.
 </li>
 <li>
 Provide guidance on talent planning, succession planning, and career development programs.
 </li>
 <li>
 Partner with leaders on employee relations investigations, including EEOC, DOL, discrimination, and other sensitive cases.
 </li>
 <li>
 Advise on performance management, coaching, mediations, and organizational assessments.
 </li>
 <li>
 Interpret employment laws (Wage &amp; Hour, FLSA, Title VII) and ensure HR practices remain compliant.
 </li>
 <li>
 Build strong cross‑functional partnerships to support HR programs, governance policies, and operational initiatives.
 </li>
 <li>
 Recommend and implement improvements to HR programs, processes, and policies.
 </li>
 <li>
 Support restaurant strategic planning, hiring strategies, and retention initiatives.
 </li>
 <li>
 Contribute to turnover reporting and influence retention through proactive HR solutions.
 </li>
 <li>
 Onboard and acclimate new operating partners and support staff.
 </li>
 <li>
 Educate management on maintaining fair, inclusive employment practices
 </li>
 </ul>
 
 
 
 
 
 The Sauce &mdash; Pay &amp; Perks
 
 
 
 As a Regional Human Resources Manager, you will receive:
 
 <ul>
 <li>
 Competitive Weekly Pay
 </li>
 <li>
 Bonus Program that scales up to 2.5X payout potential based on company results
 </li>
 <li>
 Company Vehicle
 </li>
 <li>
 5 weeks PTO
 </li>
 <li>
 Flex Weeks
 </li>
 <li>
 Paid Corporate Holidays
 </li>
 <li>
 Paid Parental Leave*
 </li>
 <li>
 401(k) match $1/$1 up to 4%
 </li>
 <li>
 Competitive Medical, Dental and Vision Benefits*
 </li>
 <li>
 Short-term and Long-term Disability Benefits*
 </li>
 <li>
 Opportunities for Career Development and Growth
 </li>
 <li>
 Whataburger Family Foundation - Scholarship Program (dependents eligible) and Hardship Grant Assistance
 </li>
 <li>
 Discounted Meals for You and a Guest
 </li>
 <li>
 Wireless Service Discounts
 </li>
 <li>
 Computer &amp; Software Discounts
 </li>
 <li>
 Fitness / Gym Discounts
 </li>
 <li>
 Awards and recognition for all you do
 </li>
 <li>
 Retirement Celebration Program
 </li>
 </ul>
 
 
 
 
 
 What You Bring to the Table &mdash; Required Experience
 
 
 
 As a Regional Human Resources Manager, you must have:
 
 <ul>
 <li>
 Bachelor&rsquo;s degree or equivalent experience.
 </li>
 <li>
 6&ndash;8+ years of progressive HR experience, preferably in the restaurant industry (levels vary by experience).
 </li>
 <li>
 Proficiency with MS Office and HRIS platforms (including Workday).
 </li>
 <li>
 Strong knowledge of employment laws, including Wage &amp; Hour, FLSA, and Title VII.
 </li>
 <li>
 Demonstrated ability to influence, coach, and advise leaders at multiple levels.
 </li>
 <li>
 Skills in workforce planning, conflict resolution, and managing multiple priorities.
 </li>
 <li>
 Strong communication, negotiation, and interpersonal skills.
 </li>
 <li>
 Ability to work independently, exercise sound judgment, and navigate sensitive issues.
 </li>
 </ul>
 
 
 
 
 
 Extra Toppings &mdash; Desired Experience
 
 
 
 As a Regional Human Resources Manager, we prefer you to have:
 
 <ul>
 <li>
 PHR and/or SHRM‑CP certification.
 </li>
 <li>
 Advanced understanding of budget concepts, HR project management, and organizational strategy.
 </li>
 <li>
 Experience mentoring HR team members or leading multi‑project HR workstreams. (Derived from leadership and scope responsibilities)
 </li>
 </ul>
 
 
 
 
 
 Where &amp; How You&rsquo;ll Work
 
 
 
 This role is field‑based, supporting restaurants across an assigned market or region. You&rsquo;ll travel frequently to partner with Operations, provide on‑site support, and maintain strong relationships with leaders and teams in the field. When not traveling, you&rsquo;ll work from your home office, balancing independent work with virtual collaboration to support ongoing business needs. Success in this role requires full‑time availability, flexibility to adjust to evolving operational priorities, and the ability to travel regularly&mdash;including day trips, overnight travel, and extended market visits. While most travel will occur within your assigned market or region, some out‑of‑market support may be required based on business needs.
 
 
 Candidates must reside within the region they support and be able to travel throughout that area as needed.
 
 
 
 
 
 
 Whataburger is committed to providing equal employment opportunities to all employees and applicants without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, genetic information, disability, veteran status, age, or other condition or status protected by law. Whataburger participates in the federal E-Verify Program. For more information go to www.dhs.gov/E-Verify. E-Verify is a registered trademark of the U.S. Department of Homeland Security.
 
 
 
 
 
 
 
 *Eligibility rules may apply
 
 
 
 
 
 
 4610 S 48Th St Phoenix AZ 85040-8814
 
</div>

Regional Human Resources Manager - Phoenix, AZ

Ferretti Search

<div>
 
 Ferretti Search is delighted to partner with a stable, growing organization to locate their next
 
 HR Manager
 
 .
 
 
 
 
 
 
 Location:
 
 Charlotte, NC
 
 
 
 Compensation:
 
 $100,000&ndash;$115,000 base salary plus bonus
 
 
 
 Schedule:
 
 100% on-site
 
 
 
 
 
 
 What&rsquo;s in it for you?
 
 
 <ul>
 <li>
 
 High-Impact Role:
 
 Serve as the lead HR presence across two sites, partnering closely with operations leadership and frontline teams
 </li>
 <li>
 
 Hands-On Environment:
 
 Majority tactical role with strong exposure to employee relations, recruiting, and day-to-day HR execution
 </li>
 <li>
 
 Growth &amp; Influence:
 
 Opportunity to drive HR improvements while maintaining strong visibility across warehouse and corporate functions
 </li>
 </ul>
 
 
 
 
 
 What will your day look like?
 
 
 <ul>
 <li>
 
 Employee Relations Leadership:
 
 Manage investigations, performance issues, and terminations while supporting a high-volume hourly workforce
 </li>
 <li>
 
 Recruiting Execution:
 
 Own full-cycle hourly recruiting from requisition through offer stage across warehouse, customer service, and supervisory roles
 </li>
 <li>
 
 HR Operations &amp; Support:
 
 Serve as the point of contact for policies, workers&rsquo; compensation, safety initiatives, onboarding support, and manager guidance
 </li>
 </ul>
 
 
 
 
 
 Who are you?
 
 
 <ul>
 <li>
 
 HR Generalist/HRBP Background:
 
 3&ndash;5 years of progressive HR experience with strong employee relations expertise
 </li>
 <li>
 
 Operationally Focused:
 
 Experience supporting warehouse and/or manufacturing environments with a hands-on, floor-oriented approach
 </li>
 <li>
 
 Multi-Site Capability:
 
 Organized and adaptable professional able to manage competing priorities across locations
 </li>
 </ul>
 
 
 
 
 
 Application &amp; Contact Information
 
 
 
 If this role isn't a perfect match for you, that's okay! We&rsquo;re recruiting professionals across various domains. Contact
 
 Kristie Man
 
 at
 
 kman@ferrettisearch.com
 
 to inquire about more opportunities in
 
 Human Resources and Operations
 
 .
 
 
 
 
 
 
 Related Terms:
 
 HR Manager, HR Generalist, Employee Relations, Talent Acquisition
 
 
 Ferretti Search is an award-winning Recruitment Firm specializing in Executive Recruiting and Staffing. Our product is people.
 
</div>

Human Resources Manager

QuickStart Technologies, Inc.

HR Manager, People &amp; CultureJob Locations: PakistanFunctional Department: Human RecoursesType: Regular, Full-TimeWorking hours: Central TimeVision: Help students discover their capabilities and strengths while learning to achieve their educational, professional and personal aspirationsAt Workforce Institute, we are committed to upholding the following core values:P*assion |Respect | Accountability | Innovation | Speed | Execution [ PRAISE* ]Overview: Workforce Institute (WFI) is an educational organization that connects career seekers and employers by providing education and career placement services. WFI partners with community colleges, universities, industry experts, and employers to provide students with the best value in higher education.HR Manager, People &amp; Culture will be responsible for providing an effective and efficient human resource generalist function that is aligned with departmental and company strategic goals. The incumbent will be expected to successfully implement HR strategy and deliver customer service within the organization for all 3 regions (including US, Pakistan, and Canada). The responsibilities will include strategic partnership and organization design, recruitment and selection, employment equity, salary and benefits management, employee relations, talent retention, performance management, change management, diversity management, skills development, policies and procedures, HR reporting, HR projects and managing staff.Responsibilities, include but are not limited to:&middot; Plan, develop and implement strategies for HR management and development (including recruitment and selection policy/practices, discipline, grievance, counseling, pay and benefits, contracts, training and development, succession planning, moral and motivation, culture and attitude development, performance appraisal and quality management issues).&middot; Leverage broader HR resources to drive change in leadership &amp; organizational development, compensation, and staffing.&middot; Establish and maintain relations with PEOs and other vendors to manage HRIS and employee benefits.&middot; Manage appropriate system for measuring necessary aspect of HR development (e.g., Jira, Confluence, SharePoint, SurveyMonkey, etc.)&middot; Monitor, measure and report on HR issues, opportunities and development plans and achievement within agreed formats and timeframe.&middot; Create, manage and control departmental expenditure within agreed budgets.&middot; Liaise with other functional / departmental head so as to understand all necessary aspects and needs of HR, and to ensure they are fully informed of HR objectives, purpose and deliverables.&middot; Manage end-to-end employee life-cycle from hiring to separation.&middot; Facilitate recruitment and selection &ndash; Creating JDs, managing sourcing platforms / job board, posting jobs, screening and shortlisting candidates, scheduling and conducting interviews, assessments and preparing and placing job offers.&middot; Manage employee on-boarding and documentation, organize departmental orientations and facilitate employee confirmation process.&middot; Facilitate and administer quarterly goals, job evaluation, develop tools for annual performance reviews, conduct appraisals and Inflation adjustment.&middot; Manage employee benefits, enrollments and renewals for all locations.&middot; Plan and administer quarterly staff training and development. Maintain contacts with outside resources and platforms for training.&middot; Audit and authenticate all HR documents related to legal, salary statements, policies etc.&middot; Establish, monitor and upgrade Corporate Communication plan explaining framework, channels b/w the teams in US, Pakistan and/or Canada to increase efficiency and employee retention.&middot; Address employee grievances as well as any other sensitive HR related issues.&middot; Manage and administer Company&rsquo;s Culture and Employee Satisfaction and report the Employee Satisfaction survey analysis to all Leaders.&middot; Liaise with Leadership team on employees concerns and to come up with action plans.&middot; Facilitate HR surveys including, 360 upward reviews, Employee Satisfaction, Compensation and Benefits etc.&middot; Organize Quarterly All Hands and prepare HR deck or presentations.&middot; Manage Employee reward and recognition program by coordinating with Leadership team before Quarterly All Hands.&middot; Create Employee Engagement Committee (EEC) and organize Quarterly events for US, Pakistan and/or Canada.&middot; Arrange for on-boarding souvenirs, employees Birthday and work Anniversary cake / gift vouchers.&middot; Employer branding by keeping close check on Employer / Best place to work awards.&middot; Develop and share Holidays calendar.&middot; File and administrate all legal and other HR related documents on SharePoint.Minimum Qualifications:&middot; Minimum 10 years of human resources experience and 5 years in handling senior role (Preferably within eLearning or IT industry).&middot; 3+ years of experience in a start-up environment will be a plus.&middot; Preferable to have experience in these areas: staffing, human resources management, organizational development/change management, process improvement, compensation management.&middot; Business driven with strong financial acumen.&middot; Strategic planning, complex problem and conflict resolution and general management expertise.&middot; Strong communication and presentation skills.&middot; High level of interpersonal skills and integrity; solid team player.&middot; Ability to influence senior management, establish and maintain collaborative partnerships and provide thought leadership.&middot; Ability to architect and drive change.&middot; Experience in developing and implementing HR best practices.&middot; Experience in managing daily scrums.&middot; Employee development and performance management skills.&middot; Proficiency in MS Office including MS Word, Excel and PowerPoint.&middot; Proven and demonstrated leadership skills, analytical, rational and assertive in decision making, positive attitude, big picture perspective and sensitivity, empathy and warmth towards people are must.&middot; Working knowledge and understanding of labor laws is a plus.Competency Identifiers:<ul><li>Problem Solving/Analysis.</li><li>Strategic Thinking.</li><li>Results Driven.</li><li>Leadership.</li><li>Internal Customer Focus.</li><li>Communication and Interpersonal skills.</li></ul>Pay: Rs200,000.00 - Rs250,000.00 per monthWork Location: Hybrid remote in Pakistan

HR Manager, People & Culture

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