corporate human resources manager

Saia Inc.

<div>
 
 
 Ready To Go Further?
 
 
 
 Saia is a different kind of logistics and transportation company. We do things the right way. You&lsquo;ll see it in our commitment to our people, customers, and community. You&lsquo;ll feel it in the support you get on day one &ndash; from leadership and from your team. A job with Saia is packed with opportunity &ndash; from learning new skills and advancing to competitive compensation and great benefits. It's all here and it&rsquo;s exactly what
 
 going further
 
 is all about.
 
 
 
 
 
 
 Position Summary
 
 
 
 The Regional Human Resources Manager serves as the primary human resources contact for employees in one or more regional areas. Collaborates with management to formulate and execute human resources strategies in support of business objectives.
 
 
 
 
 
 
 Major Tasks and Responsibilities
 
 
 <ul>
 <li>
 Manages the execution and delivery of human resources programs and policies, including staffing, benefits, employee relations, training, and safety programs.
 </li>
 <li>
 Oversees employee disciplinary meetings, terminations, and investigations.
 </li>
 <li>
 Provides guidance and coaching to leadership on the performance management process.
 </li>
 <li>
 Works with field and corporate teams to unify human resources practices across the organization.
 </li>
 <li>
 Ensures locations are compliant with labor laws and regulatory compliance.
 </li>
 <li>
 Assists in the design and implementation of employee retention strategies.
 </li>
 <li>
 Coordinates quarterly visits to regional facilities and conducts employee meetings.
 </li>
 </ul>
 
 
 
 
 
 Preferred Qualifications
 
 
 <ul>
 <li>
 Bachelor&rsquo;s degree in human resources or a related field.
 </li>
 <li>
 5+ years of progressive human resources management or generalist experience.
 </li>
 <li>
 Federal, state, and local employment law knowledge.
 </li>
 <li>
 Willingness to travel 50% or more of the time.
 </li>
 </ul>
 
 
 
 
 
 There is no relocation for this position
 
 
 
 
 
 
 
 
 
 
 Benefits
 
 
 
 At Saia, your success is our success! That&rsquo;s why we work hard to provide you with what you need to build an awesome career. We are committed to rewarding superior employee performance so that when you work hard, your achievements won&rsquo;t go unnoticed.
 
 
 
 
 
 
 
 
 
 Make Your Move
 
 
 
 At Saia, our people are the reason we&rsquo;ve been successful for over a century in the industry. Together, we&rsquo;ve created a positive culture that&rsquo;s driven by our core values &ndash; like dignity and respect, a customer-first approach, safety and more. With hundreds of terminals across the country and growing, we&rsquo;re always looking for more collaborative and motivated individuals to join our team. So, if you&rsquo;re ready to put your career on a solid path, let&rsquo;s go further.
 
 
 
 
 
 Saia is an Equal Opportunity Employer 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.
 
</div>

Regional Human Resources Manager

Custom Truck One Source

<div>Custom Truck One Source &ldquo;CTOS&rdquo; 7701 Independence Ave., Kansas City, MO 64125
EXTRAORDINARY PEOPLE. EXCITING POSSIBILITIES. GREAT OPPORTUNITY.
Custom Truck One Source &ldquo;CTOS&rdquo; based in Kansas City, MO is one of the largest providers of specialty equipment, parts, tools, accessories and services to the electric utility transmission and distribution, telecommunications and rail markets in North America. With sales, rentals, aftermarket parts and service, equipment customization, remanufacturing, financing solutions, and asset disposal, our team of experts, vast equipment breadth and integrated network of locations across North America offer superior service and unmatched efficiency for our customers.
Your success is what's next with Custom Truck One Source.
POSITION SUMMARY
The HR Manager serves as the senior HR practitioner and operational leader for approximately 1,200 employees across two locations: the Kansas City corporate and primary manufacturing facility and the Sedalia, Missouri location. Reporting directly to the VP of Human Resources, this role owns the day-to-day execution and strategic delivery of human resources across the full employee lifecycle &mdash; with particular depth in employee relations, legal compliance, complex investigations, and workforce management.
This is a working manager role with five direct reports based in Kansas City: an Assistant HR Manager, an HR Generalist, an HR Coordinator, and two front desk/reception staff. The HR Manager is accountable for the development and performance of this team while simultaneously functioning as the primary subject matter expert on complex HR matters for managers, supervisors, and site leadership across both locations. The scope and complexity of this role demands a seasoned HR professional who can operate both strategically and in the details.
TEAM STRUCTURE &amp; DIRECT REPORTS
The HR Manager leads a team of five direct reports, all based at the Kansas City location:<div><ul><li>
Assistant HR Manager &mdash; serves as the primary backup and secondary HR authority; supports ER matters, manages a defined employee population, and assumes the HR Manager&rsquo;s responsibilities in their absence.</li><li>
HR Generalist &mdash; supports employee programs, HRIS data integrity, leave administration coordination, onboarding, and day-to-day employee support.</li><li>
HR Coordinator &mdash; manages administrative HR functions including personnel records, I-9 compliance, HR inbox triage, and onboarding logistics.</li><li>
Front Desk / Reception Staff (2, Kansas City) &mdash; first point of contact for employees and visitors at the Kansas City facility; support HR administrative functions as directed.</li></ul></div>
HR support for the Sedalia location is extended through the HR Manager and team on a remote basis, supplemented by regular on-site visits to the Sedalia facility approximately every other month (estimated 6 visits annually; day trips typical given the approximately 90-mile distance).
PRIMARY RESPONSIBILITIES
Employee Relations &amp; Investigations<div><ul><li>
Serves as the primary authority for employee relations matters across both Kansas City and Sedalia locations, managing a high volume and high complexity caseload.</li><li>
Conducts thorough, defensible investigations into allegations of misconduct, harassment, discrimination, policy violations, and workplace conflicts &mdash; documenting findings, conclusions, and recommended actions with precision and legal rigor.</li><li>
Advises and coaches managers and supervisors through performance management, corrective action, and disciplinary processes; ensures consistency of application across both locations.</li><li>
Partners with legal counsel and the VP of Human Resources on matters that escalate to litigation, EEOC charges, or formal legal correspondence; prepares documentation, position statements, and chronologies as required.</li><li>
Manages workers&rsquo; compensation matters including initial reporting, coordination with the carrier, return-to-work planning, and ongoing communication with employees and supervisors throughout the process.</li><li>
Identifies ER trends and root causes at both locations; recommends and implements corrective actions at the organizational level to address systemic issues.</li></ul></div>
Legal Compliance &amp; Leave Administration<div><ul><li>
Maintains expert-level working knowledge of federal and applicable state employment law, including FMLA, ADA/ADAAA, Title VII, and FLSA regulations.</li><li>
Owns the administration and tracking of all leaves of absence across both locations, including FMLA, ADA accommodations, personal leave, military leave, and workers&rsquo; compensation leave &mdash; ensuring accurate documentation and regulatory compliance throughout.</li><li>
Interfaces directly with employees, managers, and third-party administrators on leave eligibility, rights, and obligations; makes independent determinations on complex or ambiguous leave situations.</li><li>
Monitors changes in federal and Missouri state employment law; proactively updates policies, practices, and manager guidance to maintain compliance.</li><li>
Ensures company policies and practices are consistently applied and legally defensible; escalates risk areas to the VP of Human Resources with recommended remediation.</li></ul></div>
Leadership &amp; Team Management<div><ul><li>
Provides direct supervision, coaching, performance management, and professional development for five direct reports at the Kansas City location.</li><li>
Sets team priorities, manages workload distribution, and ensures adequate HR coverage and service levels across both Kansas City and Sedalia.</li><li>
Develops the Assistant HR Manager as the functional backup for the role; delegates appropriately to build capability and capacity within the team.</li><li>
Models and reinforces a culture of confidentiality, professionalism, responsiveness, and employee-centered service.</li></ul></div>
Strategic HR Partnership<div><ul><li>
Partners with site leadership, department heads, and the VP of Human Resources to align HR support with business priorities across both locations.</li><li>
Provides guidance and consultation to managers on organizational effectiveness, workforce planning, talent retention, and change management.</li><li>
Collaborates with adjacent functions &mdash; including in-house Recruiting, Payroll, Benefits Administration, Compensation, EHS/Safety, and L&amp;D &mdash; to ensure seamless HR service delivery.</li><li>
Contributes to the development, revision, and communication of HR policies and the employee handbook.</li></ul></div>
Workforce &amp; HR Operations<div><ul><li>
Oversees HR operational functions at both locations, ensuring consistency in processes, documentation standards, and compliance practices.</li><li>
Supports onboarding and offboarding processes; ensures a consistent and compliant experience for all new hires, transfers, and separations.</li><li>
Manages sensitive employee information with the highest standards of confidentiality and discretion.</li></ul></div>
DECISION-MAKING AUTHORITY
The HR Manager is expected to exercise independent judgment and make final decisions in the following areas without requiring escalation:<div><ul><li>
Employee relations case management, investigation findings, and recommended corrective actions</li><li>
Leave of absence determinations, including FMLA eligibility, ADA accommodations, and return-to-work decisions</li><li>
Day-to-day HR policy interpretation and application</li><li>
Performance coaching recommendations to managers</li><li>
Workers&rsquo; compensation coordination and return-to-work planning</li></ul></div>
The HR Manager is expected to consult with and escalate to the VP of Human Resources on matters involving: potential litigation or legal exposure, terminations, significant policy exceptions, or matters with cross-functional or multi-location implications.
QUALIFICATIONS
Required<div><ul><li>
Bachelor&rsquo;s degree in Human Resources, Business Administration, or a related field; or equivalent professional experience.</li><li>
Minimum 10 years of progressive HR experience, including at least 5 years in a manager or senior HR generalist role.</li><li>
Demonstrated experience managing complex employee relations matters and conducting formal workplace investigations.</li><li>
In-depth working knowledge of FMLA, ADA, Title VII, FLSA, and Missouri state employment law.</li><li>
Experience managing workers&rsquo; compensation claims and coordinating with carriers and legal counsel.</li><li>
Prior experience supporting multi-site or high-headcount environments (manufacturing experience strongly preferred).</li><li>
Proven ability to manage and develop a team of HR professionals.</li><li>
Strong HRIS proficiency; ability to generate and interpret workforce data and reporting.</li><li>
Ability to travel approximately 10%, primarily consisting of day trips to the Sedalia, MO location (approx. 90 miles).</li></ul></div>
Preferred<div><ul><li>
PHR, SPHR, SHRM-CP, or SHRM-SCP certification.</li><li>
Experience in a combined corporate and manufacturing or industrial environment.</li><li>
Prior experience with legal correspondence, EEOC charge response, or employment litigation support.</li><li>
Familiarity with ADP or similar HRIS platforms.</li></ul></div>
KEY COMPETENCIES
The following competencies are essential to success in this role:<div><div><div> 
Judgment &amp; Decision-Making
Makes sound, well-reasoned decisions in complex and ambiguous situations; knows when to act independently and when to escalate.</div><div> 
Legal &amp; Regulatory Acumen
Navigates employment law with confidence; translates legal requirements into practical guidance for managers and employees.</div></div><div><div> 
Investigation Rigor
Conducts thorough, objective, and legally defensible investigations; documents findings clearly and takes appropriate action.</div><div> 
Team Leadership
Develops, motivates, and holds accountable a team of HR professionals; builds capability and delegates effectively.</div></div><div><div> 
Confidentiality &amp; Trust
Maintains the highest standards of discretion; is trusted by employees at all levels as fair, credible, and approachable.</div><div> 
Multi-Site Effectiveness
Delivers consistent HR service and maintains strong relationships across geographically dispersed locations.</div></div></div> 
Custom Truck One Source is an Equal Opportunity Employer and 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. 
Please note that we do not offer sponsorship for work authorization. Only candidates authorized to work in United States without the need for sponsorship will be considered for this position.</div>

HUMAN RESOURCES MANAGER

The Third Group LLC

We are seeking an experienced Human Resources Manager to lead and oversee all HR functions for our growing financial services organization. This individual will serve as a strategic business partner to leadership while managing the full employee lifecycle, including talent acquisition, onboarding, employee relations, performance management, compensation, benefits administration, compliance, and organizational development.The ideal candidate will have prior HR experience within a Registered Investment Advisor (RIA), wealth management firm, financial advisory practice, family office, or broader financial services environment. They will understand the unique regulatory, confidentiality, and talent management requirements associated with serving high-net-worth clients and financial professionals.Key ResponsibilitiesHuman Resources Leadership<ul><li>Serve as the primary HR resource and trusted advisor to leadership and employees.</li><li>Develop and implement HR strategies that align with the firm's business objectives and growth plans.</li><li>Maintain and update HR policies, procedures, and employee handbook.</li><li>Foster a positive, professional, and high-performance workplace culture.</li></ul>Talent Acquisition &amp; Onboarding<ul><li>Manage the full-cycle recruitment process for advisors, operations, client service, compliance, and corporate support roles.</li><li>Partner with hiring managers to identify staffing needs and develop recruitment strategies.</li><li>Coordinate candidate sourcing, interviewing, offer negotiations, and onboarding activities.</li><li>Enhance employer branding initiatives to attract top industry talent.</li></ul>Employee Relations &amp; Performance Management<ul><li>Provide guidance and support to managers regarding employee performance, coaching, and disciplinary matters.</li><li>Lead annual performance review processes and employee development programs.</li><li>Address employee concerns while ensuring fair and consistent application of company policies.</li><li>Promote employee engagement and retention initiatives.</li></ul>Compensation &amp; Benefits<ul><li>Administer employee benefits programs, including health, dental, vision, retirement plans, wellness programs, and leave administration.</li><li>Assist with compensation benchmarking and salary planning.</li><li>Partner with leadership on bonus and incentive compensation programs.</li><li>Coordinate annual open enrollment activities.</li></ul>Compliance &amp; Risk Management<ul><li>Ensure compliance with federal, state, and local employment laws and regulations.</li><li>Maintain employee records and HRIS data integrity.</li><li>Support regulatory audits and examinations as needed.</li><li>Manage employment-related reporting and documentation.</li><li>Stay current on employment law changes and industry best practices.</li></ul>Training &amp; Organizational Development<ul><li>Develop and coordinate employee training and professional development programs.</li><li>Support leadership development initiatives.</li><li>Identify opportunities to improve employee productivity, engagement, and retention.</li><li>Assist with succession planning and workforce planning efforts.</li></ul>QualificationsRequired<ul><li>Bachelor's degree in Human Resources, Business Administration, or related field.</li><li>5+ years of progressive Human Resources experience.</li><li>Experience supporting professional services, financial services, wealth management, banking, investment advisory, or related industries.</li><li>Strong knowledge of employment laws, HR best practices, and employee relations.</li><li>Experience managing recruitment and talent acquisition efforts.</li><li>Proficiency with HRIS systems and Microsoft Office Suite.</li><li>Excellent communication, organizational, and interpersonal skills.</li><li>Ability to handle highly confidential information with discretion and professionalism.</li></ul>Pay: $100,000.00 - $110,000.00 per yearBenefits:<ul><li>401(k) matching</li><li>Dental insurance</li><li>Health insurance</li><li>Paid time off</li><li>Vision insurance</li></ul>Work Location: In person

Human Resources Manager

Peebles Bergin Schulte & Robinson

Position Overview: The Human Resources Manager will serve as the sole HR professional for a growing cannabis company, overseeing all aspects of human resources, including recruitment, compliance, employee relations, payroll coordination, benefits administration, policy development, and workforce strategy. This role requires a hands-on, detail-oriented leader who can balance day-to-day HR administration with strategic oversight in a highly regulated cannabis environment.Key Responsibilities:<ul><li>Recruitment &amp; Talent Acquisition</li><li>Manage full-cycle recruitment for all departments (cultivation, manufacturing, retail, distribution, corporate).</li><li>Develop job descriptions and compensation benchmarks.</li><li>Oversee onboarding and new hire orientation.</li><li>Implement workforce planning strategies to support company growth.</li><li>Compliance &amp; Regulatory Oversight</li><li>Ensure compliance with federal, state, and tribal employment laws.</li><li>Develop and maintain employee handbook, policies and procedures.</li><li>Lead internal HR audits and support external compliance inspections.</li><li>Ensure proper documentation and recordkeeping in accordance with cannabis regulations.</li><li>Employee Relations &amp; Performance Management</li><li>Serve as a trusted advisor to leadership and employees.</li><li>Manage employee relations issues, investigations, and disciplinary processes.</li><li>Oversee performance review process and coaching framework.</li><li>Foster a positive, compliant, and inclusive workplace culture.</li><li>Compensation, Benefits &amp; Payroll</li><li>Administer employee benefits programs.</li><li>Coordinate payroll processing and ensure accuracy.</li><li>Manage leave administration.</li><li>Review and recommend compensation structures.</li><li>HR Systems &amp; Administration</li><li>Oversee HRIS implementation and maintenance.</li><li>Maintain accurate personnel files and reporting metrics.</li><li>Track workforce data and provide leadership reporting.</li></ul>Qualifications&middot; Bachelor's degree required. Preferably in human resources, business administration or a related field.&middot; 3-5+ years of progressive HR experience (experience in a regulated industry preferred).&middot; Strong knowledge of employment law and HR compliance.&middot; Ability to operate independently and build HR systems from the ground up.&middot; High level of discretion and professionalism.<ul><li>Proven track record of customer acquisition, revenue growth, and retention (cannabis experience strongly preferred).</li><li>Advanced proficiency in Microsoft Office Suite (Excel, Word, Outlook, etc.)</li><li>Exceptional communication skills</li><li>Experience managing employee relations and investigations.</li><li>Successful applicants must successfully perform a background check, and be licensable in accordance with the Band&rsquo;s Cannabis Ordinance.</li><li>Tribal Preference in hiring shall apply.</li></ul>Compensation<ul><li>Base Salary: $60,000 &ndash; $70,000 dependent on experience.</li><li>Bonus potential dependent on revenue growth and profitability.</li><li>Benefits: Comprehensive benefits package including health, dental, and vision insurance; 401K contributions; paid time off; and employee discounts.</li></ul>How to Apply? If you are interested, please send a cover letter, and resume to agillaspie@ndnlaw.com. This position will be open until filled, but the hiring committee shall consider applications as they are submitted.Pay: $60,000.00 - $70,000.00 per yearBenefits:<ul><li>401(k) matching</li><li>Dental insurance</li><li>Health insurance</li><li>Life insurance</li><li>Paid time off</li><li>Vision insurance</li></ul>Work Location: In person

Milliman

<div>
 
 Position Summary
 
 
 
 The HR Generalist - Manager will be an experienced human resource professional who works with Dubai&rsquo;s on-site leadership to closely support the Middle Eastern practices&rsquo; goals and culture by providing HR services including but not limited to talent acquisition, talent development, workforce planning, and other HR projects and initiatives as required.
 
 
 This is a full-time position, and flexibility is required to meet the expectations of the practice&rsquo;s needs. The candidate will report into GCS (Global Corporate Services) Director Of Human Resources with dotted line reporting into the practice leaders.
 
 
 
 Responsibilities
 
 
 
 <ul>
 <li>
 Builds the business partner relationship with Equity Principals, Principals and teams; understands the business, goals, and challenges; and identifies and develops solutions to address issues.
 </li>
 <li>
 Provides advice to executives and supports management teams in areas of organizational effectiveness, workforce planning, employee engagement, performance management, training, and development.
 </li>
 <li>
 In partnership with the HRIS team, create and manage onboarding process for new hires.
 </li>
 <li>
 Provide high quality candidates to fill open positions by implementing targeted sourcing initiatives, leveraging social networking and other recruitment tools with sense of urgency, enhancing the hiring manager and candidate experience. Perform the full lifecycle recruitment while developing and maintaining excellent relationships with hiring managers, candidates and other stakeholders.
 </li>
 <li>
 Partner with immigration and mobility team on employee immigration needs
 </li>
 <li>
 Escalates all employee-related concerns to Head of HR &ndash; EMEA/APAC/LATAM for management of performance improvement plans, reset of expectations and employee related investigations.
 </li>
 <li>
 In collaboration with the Head of HR &ndash; EMEA/APAC/LATAM, maintains knowledge of legal requirements related to management of employees, reducing legal risks and ensuring regulatory compliance. Escalates all legal and compliance related issues to the Head of HR &ndash; EMEA/APAC/LATAM as needed/required.
 </li>
 <li>
 As a steward of the company's values, advises, influences and coaches to build and support a diverse, inclusive, productive and high integrity work environment.
 </li>
 <li>
 Provides guidance and input on restructurings, workforce planning and succession planning.
 </li>
 <li>
 Collaborate with business leaders on employee development and talent planning decisions. Assists leaders with annual reviews and development plans for employees.
 </li>
 <li>
 Develop strategies for practices to leverage tools, such as our HCM tool, UKG, to help them grow their business.
 </li>
 <li>
 Updates local HR policies and employee handbooks as necessary to keep up with business and regulatory changes.
 </li>
 <li>
 Co-develop project processes and timelines. Works collaboratively with project managers to plan, drive, and monitor projects.
 </li>
 <li>
 Identifies opportunities to develop and implement process improvement initiatives.
 
 
 </li>
 </ul>
 
 Travel Requirements
 
 
 
 The person in this role will have to travel to countries they are supporting (Saudi Arabia &amp; Pakistan) on a periodic basis.
 
 
 
 Skills &amp; Qualifications Required
 
 
 
 <ul>
 <li>
 Minimum of 8-10 years of HR experience, including recruitment
 </li>
 <li>
 SHRM Certified Professional (SHRM-CP) credential or HRCI Certified strongly preferred.
 </li>
 <li>
 Working knowledge of multiple human resource disciplines, including compensation practices, organizational diagnosis, employee relations, diversity and inclusion, performance management, and respective employment laws for the Middle Eastern Region.
 </li>
 <li>
 Professional and consultative approach in working with all levels of executives, leaders, management, and employees.
 </li>
 <li>
 Strong communication skills both written and verbal.
 </li>
 <li>
 Demonstrated ability to handle confidential and sensitive information as well as possessing skills to handle situations in a professional and diplomatic manner.
 </li>
 <li>
 Demonstrated ability to manage and follow through on multiple priorities and assignments.
 </li>
 <li>
 Ability to be flexible, but also to distinguish when appropriate to maintain boundaries.
 </li>
 <li>
 Bachelor's degree and/or relevant industry experience.
 
 
 </li>
 </ul>
 
 About Milliman
 
 
 
 Independent for over 77 years, Milliman delivers market-leading services and solutions to clients worldwide. Today, we are helping companies take on some of the world&rsquo;s most critical and complex issues, including retirement funding and healthcare financing, risk management and regulatory compliance, data analytics and business transformation.
 
 
 Through a team of professionals ranging from actuaries to clinicians, technology specialists to plan administrators, we offer unparalleled expertise in employee benefits, investment consulting, healthcare, life insurance and financial services, and property and casualty insurance.
</div>

HR Generalist - Manager

Poplar Creek Public Library District

<div><div>Full-Time: 37.50 hours per week (exempt)
Salary Range: $68,500 -$85,500 DOQ and relevant experience.
Position Description: Under the general direction of the Executive Director, the Human Resources Manager is responsible for coordinating the human resources operations of the library, including but not limited to: benefits, FMLA, IMRF, COBRA, worker&rsquo;s compensation, group health plan, OSHA compliance, etc. The position oversees all recruitment, onboarding, job offers, all while coordinating compensation administration, employment law dissemination, and staff relations and development. Serves as IMRF Authorized Agent, FOIA Officer, benefits administrator. Participates in Executive Staff meetings and other Committees as assigned. Participates in strategic planning and policy development as needed to enhance the mission and goals of the library.
Benefits: Includes generous group health plan, paid vacation, sick, holiday, personal time, participation in the Illinois Municipal Retirement Fund (IMRF), life insurance, voluntary 457 retirement plan, EAP, telemedicine.
Job Duties (Human Resources Management):
<ul><li>Work with the administrative team to maintain and enhance integrity in all aspects of HR functions and practices.</li>
<li>Coordinate recruiting and screening of applicants, perform background checks, and assist in the interviewing process and selection of new staff.</li>
<li>Conduct onboarding for new employees, including payroll/benefit enrollment, timekeeping, etc.</li>
<li>Processes hiring and termination paperwork and conducts exit interviews.</li>
<li>Develops and implements human resource policies and procedures and ensure compliance with all applicable laws, regulations, and rules.</li>
<li>Develops employee training and supervisory development.</li>
<li>Responsible for coordinating/conducting workplace investigations as needed.</li>
<li>Serve as the FOIA Officer of record, maintaining compliance with statutory requirements, coordinating records collection and ensuring timely responses.</li>
<li>Develops and implement systems and procedures to maintain staff records on human resource-related programs and activities, including IMRF, 457 plan, FMLA, worker&rsquo;s compensation administration, and unemployment claims.</li>
<li>Work with a health insurance broker on health, dental, and vision benefit enrollment and termination.</li>
<li>Serve as administrator with employee benefit systems and services.</li>
<li>Assist with employee relations and performance issues.</li>
<li>Provide suggestions and guidance regarding refining job classifications and job descriptions.</li>
<li>Monitor compensation administration and recommend changes to existing programs to meet marketplace competitive objectives, including participation in salary surveys and compensation analysis.</li>
</ul>Education:
<ul><li>Bachelor&rsquo;s degree in Human Resources, business, finance, or related field from an accredited college or university.</li>
<li>SHRM-CP, SHRM-SCP, PHR or SPHR certification in good standing.</li>
<li>Broad knowledge of principles and practices of human resources management of the public sector.</li>
<li>Integrity in working with staff and handling confidential information.</li>
<li>Knowledge of federal, state, and local employment laws.</li>
<li>Strong verbal and written communication skills.</li>
<li>Exceptional organizational, analytical, and problem-solving skills.</li>
</ul>Experience:
<ul><li>Five (5) or more years of progressive Human Resources experience, preferably in the public sector or not-for-profit environment.</li>
<li>Payroll processing experience, preferably in the public sector or not-for-profit environment.</li>
<li>Experience as IMRF Authorized Agent; experience with benefits management, compliance.</li>
<li>Experience and/or familiarity with workplace investigations and Performance Improvement Plans.</li>
<li>Experience with HR related vendors and services for employee management.</li>
</ul>Hours &amp; Work Schedule: 37.50 hours per week: Mondays through Fridays: 9-5; Adjusted hours to attend afternoon/evening Board/committee meetings as needed. Schedules may change depending on library needs.
 Deadline: Open until filled.
 Contact: Submit PCPLD job , letter of interest, resume, and references by email to jobs@pclib.org</div></div>

Family Dollar

<div>The Regional Human Resources Manager is responsible for providing operational support and management of HR functional activities including succession planning, workforce stabilization, compliance, compensation, benefits, team relations, team member development and employee communications for assigned Region(s). The HR Manager partners with the Regional Vice Presidents and Field Managers (i.e. District, Store Managers) through initiating and conducting various HR functions. 
 
Principal Duties &amp; Responsibilities: 
1. Collaborate with Store Operations Business Partners to ensure Human Resources practices are met including HR Compliance, Staffing Levels, Retention and Team Member Engagement 
2. Lead Strategies across the Region(s) to ensure team member development including:<ul><li>
Plan and direct succession planning initiatives</li><li>
Drive training compliance across all stores within regions</li><li>
Coach all levels of team members; Field Development</li><li>
Work with individuals and/or teams on Development Plans</li></ul><div>
3. Execute on store stabilization through partnership interviews, performance management process and turnover programs 
4. Provide support and guidance through the Talent Management process 
5. Assist Regional Director and Field Managers with team member engagement 
6. Partner with Team Relations, Field Managers and AP Business Partners to conduct and successfully resolve investigations 
7. Analyze and provide guidance of people metrics and regional reports to determine opportunities for improvement and develop action-oriented market plans for Store Operations. 
8. Provide support and guidance on implementation of new and/or updated projects and programs. 
9. Maintain expert knowledge of Federal and State employment law to ensure compliance within Store Operations 
10. Represent HR and Store Operations on cross-functional teams projects, new programs and process improvement 
 
Minimum Requirements / Qualifications: 
<ul><li>4-year degree in Human Resources or equivalent work-related experience.</li><li>5-7 years of Human Resources experience in a multi-unit retail environment.</li><li>Advanced knowledge of Human Resource policies and procedures.</li><li>Knowledge of all federal, state, and local HR laws.</li><li>Experience with Microsoft Word, Excel.</li><li>PHR and/or SPHR or SHRM-CP and/or SHRM-SCP preferred.</li></ul></div>
Family Dollar is an equal opportunity employer committed to complying with the Americans with Disabilities Act (ADA) and providing reasonable accommodations to qualified individuals with disabilities.
This job specification should not be construed to imply that these requirements are the exclusive standards of the position. This is not to be considered a complete list of job duties, which appear in the job description for this position, and which may be amended from time to time at the discretion of Family Dollar. Incumbents will follow any other instructions and perform any other related duties as may be required by their supervisor.
Please note, this job description is not a contract of employment and may be modified to meet evolving business needs. Employment at Family Dollar is at-will, meaning that either the employee or the company may terminate the employment relationship at any time, with or without cause or notice. 

Full time 

San Antonio, Texas 

People Business Partner 
Family Dollar</div>

Regional Manager, Human Resources

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Regional Human Resources Manager

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Regional Manager, Human Resources