divisional human resources director

UNITED NEGRO COLLEGE FUND

<div><div><b>Job Title: </b>Director, Human Resources<b>
</b></div><div><b>Department: </b>Human Resources<b>
</b></div><div><b>Reports To: </b>Vice President,<b> </b>Human Resources</div><div><b>
FLSA Status: </b>Exempt</div><div><b><br>
</b></div><div></div><div><b>JOB DESCRIPTION</b></div><div></div><div><br>
The Director of Human Resources is a forward-thinking leader responsible for overseeing organizational HR practices and processes that attracts, retains and develops a diverse and talented workforce. This role has oversight in the areas of employee relations, performance management, and talent management. The Director of Human Resources works closely with senior management to develop and implement HR strategies that align with the organization's goals, promote a positive workplace culture, and enhance employee engagement and performance.</div><div></div><div><b><br>
ABOUT UNCF</b></div><div></div><div><br>
The United Negro College Fund (UNCF) has been an engine of educational achievement for more than 80 years. UNCF&rsquo;s mission is to build a robust and nationally recognized pipeline of HBCU students who, because of UNCF support, become highly qualified college graduates. In addition, UNCF ensures that its member institutions remain respected models of best practices in moving students to and through college. Since its inception in 1944, UNCF has raised over $6 billion in private support, distributed scholarships to help students attend school, and enabled more than 500,000 scholars and low-income students to graduate from UNCF&rsquo;s member historically black colleges and universities (HBCUs) and launch professional careers. UNCF is committed to closing the educational attainment gap by increasing postsecondary access and success for student groups, particularly low-income and first-generation students.</div><div></div><div><b><br>
PRIMARY RESPONSIBILITIES AND DUTIES:</b></div><div></div><p><br>
Develops and executes HR initiatives and strategies to accomplish business objectives. Ensures</p><p>
that human resource programs delivered are value added, effective and consistent with both</p><p>
departmental and organizational business and strategic objectives.</p><p></p><p><b><br>
Employee Relations</b></p><div><ul><li>
Develop and implement policies and procedures to ensure a positive work environment.</li><li>
Address employee concerns and grievances in a timely and effective manner.</li><li>
Foster open communication and collaboration between employees and management.</li></ul></div><p></p><p><b><br>
Performance Management</b></p><div><ul><li>
Oversee the performance management process, including goal setting, performance reviews</li></ul></div><div><ul><li>
(annual, mid-year and 90 day), and employee development plans.</li><li>
Provide training and support to managers on effective performance management practices.</li><li>
Analyze performance metrics to identify trends and areas for improvement.</li></ul></div><p></p><p><b><br>
Talent Management</b></p><div><ul><li>
Lead and build out UNCF onboarding journey to attract and retain talent.</li><li>
Develop onboarding and exit survey data trends to develop strategies for employee retention,</li></ul></div><div><ul><li>
training opportunities and areas for improvement.</li><li>
Develop and implement training and development programs to enhance employee skills and</li><li>
career growth.</li><li>
Strategize succession planning to ensure a robust pipeline of future leaders.</li></ul></div><p></p><p><b><br>
Strategic Planning</b></p><div><ul><li>
Collaborate with senior leadership to align HR strategies with organizational goals.</li><li>
Monitor industry trends and best practices to ensure competitive HR offerings.</li></ul></div><p></p><p><b><br>
Compliance and Reporting</b></p><div><ul><li>
Bi-annually review and revise UNCF Policy manual to ensure compliance with labor laws and</li></ul></div><div><ul><li>
regulations at all levels.</li><li>
Prepare and present HR reports to senior management, highlighting key metrics and insights.</li></ul></div><p></p><p><b><br>
SUPERVISORY RESPONSIBILITIES
</b></p><p>Regional HR Director, HR Specialist &ndash; Talent Management, HR Coordinator</p><p></p><div><br>
</div><p><b>QUALIFICATIONS:</b></p><p></p><p><b><br>
EDUCATION AND EXPERIENCE</b></p><div></div><div><br>
<ul><li>
Bachelor&rsquo;s Degree, Master&rsquo;s preferred</li><li>
Minimum of 10 years of progressive HR experience, with a focus on employee relations,</li></ul></div><p>
performance management, and talent management.</p><div><ul><li>
Proven experience in a leadership role within human resources.</li><li>
Strong knowledge of employment laws and regulations.</li><li>
Excellent communication, interpersonal, and conflict-resolution skills.</li><li>
Ability to analyze data and make data-driven decisions.</li><li>
HR certification (e.g., SHRM-CP, SHRM-SCP, PHR, SPHR) is a plus.</li></ul></div><div></div><div><b><br>
OTHER SKILLS AND ABILITIES</b></div><p></p><div><br>
<ul><li>
Forward thinking and innovative approach to HR.</li><li>
Ability to tactically lead and execute projects.</li><li>
Ability to drive results.</li><li>
Ability to withstand a changing environment and shift priorities;</li><li>
Attention to detail and accuracy.</li><li>
Ability to multi-task, influence, and do the work.</li><li>
Strong commitment to integrity with high standards.</li><li>
Reputation for being a team player with strong collaboration skills.</li><li>
Demonstrated ability to build relationships, gain credibility, influence, and partner with business leaders and peers.</li><li>
Commitment to positively contributing to an evolving culture.</li></ul></div><div></div><p><b><br>
ADDITIONAL INFORMATION</b></p><p></p><p><b><br>
Benefits include:</b></p><p>
Medical, Dental &amp; Vision</p><p>
Vacation, Sick &amp; Personal Leave</p><p>
Life Insurance (Basic &amp; Optional)</p><p>
Flex Spending Accounts</p><p>
403(b) Retirement Account</p><p>
Holiday Savings Plan</p><p>
Annual Incentive Pay</p><p></p><p><b><br>
Salary Range: </b>$131,100.00 To $147,000.00 per year (Salary is commensurate with experience.) This is a hybrid position: 4 days in-person, 1-day remote work schedule, located in UNCF&rsquo;s Washington DC Headquarters building.</p><p></p><p><br>
Background checks required.</p><p>
UNCF is EOE M/F/D/V</p></div>

Director, Human Resources

Logan Health

<div><div>Our Mission: Quality, compassionate care for all.</div><div>
Our Vision: Reimagine health care through connection, service and innovation.</div><div>
Our Core Values: Be Kind | Trust and Be Trusted | Work Together | Strive for Excellence.</div><div><br>
Courtesy Posting &ndash; Apply Directly with Billings Clinic</div><div>
Important: This is a courtesy posting only.</div><div><br>
Logan Health is sharing this opportunity on behalf of Billings Clinic. This position is not employed by Logan Health, and applications submitted through the Logan Health Careers site will not be reviewed.</div><div><br>
   To be considered, you must apply directly through the Billings Clinic website using the link below:</div><div><br>
Apply Here:<br>
<div>https://billingsclinic.csod.com/ux/ats/careersite/1/home/requisition/11428?c=billingsclinic</div></div><div></div><div>
Applications submitted on the Logan Health Careers page will not be forwarded.</div><div><br>
If you have questions regarding the position, application process, or employment details, please contact Billings Clinic directly.</div><div></div><div>
Director of Regional Human Resources <i>req11428</i><br>
REGIONAL HEALTH CARE ADMINISTRATION - 7515 (BILLINGS CLINIC CLINIC)<br>
<br>
Shift: Day<br>
Employment Status: Full-Time (.75 or greater)<br>
Hours per Pay Period: 1.00 = 80 hours every two weeks (Exempt)<br>
Starting Wage DOE</div><div><br>
The Director Regional Human Resources is responsible for contributing to the growth, development and profitability of Billings Clinic, Human Resources and Regional Operations. As a strategic business partner, the Director Regional Human Resources is responsible for assessing and anticipating human capital related needs of each owned, affiliate/managed facility, implementing human resources programs and services to ensure organizational strategic goals and objectives are met and human resources systems and processes are consistent with business needs and represent an integrated system strategy where appropriate. Provides consultation across a broad range of human resources management and operational functions including legal/regulatory compliance; risk identification and mitigation plans; employee and leadership development; performance management; talent acquisition and employee engagement; workforce forecasting and staffing solutions; orientation, competency assessment and ongoing training/education; benefits and pension administration; compensation modeling and annual salary budget planning; policy and procedure development; employee/labor relations; AA/EEO compliance; and other special projects to ensure alignment with the business objectives of Human Resources, Regional Operations and the affiliate/managed site. Functions as an integrated member of the affiliate/managed facility&rsquo;s business operations by providing comprehensive human resource consultation, guidance and advice with the purpose of maximizing the effectiveness of business and human resource processes to drive a high performance culture and ensure legal/regulatory compliance. Works collaboratively with the owned rural branch clinic Leadership teams, affiliate/managed site&rsquo;s CEO and Human Resources staff to foster best practices and needed changes to turn strategic goals into measurable results. Is knowledgeable and able to articulate an understanding of the branch clinic or affiliate/managed site&rsquo;s culture, financial performance, business goals and priorities, strengths and opportunities and understands its market complexities. Conducts risk analysis, observes and analyzes process designs and workflow, identifies risks, barriers; and develops and recommends both short and long range plans to reach desired outcomes. The Director, Regional Human Resources will work in concert with the Vice President, HR Operations to coordinate needs within the Billings Clinic Human Resources&rsquo; Centers of Excellence to utilize expertise and services from Recruitment, Compensation &amp; Benefits, HRIS, and Organization &amp; Talent Development departments.</div><div></div><div>
Essential Job Functions</div><ul><li>Develop, implements and assists in the advancement of the mission and vision of Billings Clinic, Human Resources and Regional Operations through understanding each owned branch clinic and affiliate/managed facilities&rsquo; culture, financial performance, business goals and priorities, strengths and opportunities and the contractual agreements governing those relationships.</li><li>a) Acts as a strategic business partner, working collaboratively with the branch clinic leadership team, affiliate/managed site CEO and Human Resources teams to identify priorities, risk areas and anticipate the human resources related needs of each facility. Leads, develops and revises programs which enhance the human resource functions. Supports management by providing HR consultation, advice and guidance. Researches human resource issues/challenges; contributes information, analysis and recommendations; observes and analyzes process designs and workflow; identify barriers and solutions; and develops both short and long range plans to reach desired outcomes.</li><li>b) Complies with federal, state, and local legal and regulatory requirements by studying existing, new or proposed legislation/regulations; and identifying new trends and proactively advising management on needed actions. Facilitates compliance with legal, regulatory and/or accreditation standards or guidelines and promotes and encourages incorporation of best practice standards.</li><li>c) Facilitates human resource due diligence and risk assessment processes as it relates to new affiliate/managed or acquisition prospects; prepares and presents data analytics, side by side comparisons, and cost projections for benefits, compensation, employment transitions, etc.</li><li>d) Exercises due diligence and demonstrates an awareness of and adheres to the various contractual agreements governing the regional relationship at each facility to include but not limited to: Management Services Agreement, Medical Services Agreement, Staff Services Agreement, Information Services Agreements, business associate agreements, student affiliations and/or other purchased service agreements.</li><li>Ensures the success and credibility of Billings Clinic, Human Resources and Regional Operations through the delivery of innovative, quality and cost efficient human resource programs that supports an integrated regional network. Primary responsibilities include but are not limited to:</li><li>a) Provides HR consultation across a broad range of human resources management and operational functions including legal/regulatory compliance; risk identification and mitigation plans; employee and leadership development; performance management; talent acquisition and engagement strategies, workforce forecasting, and staffing solutions; orientation competency assessment and on-going training; benefits and pension administration; compensation modeling and salary planning; policy and procedure development; HR metrics and benchmarking; employee/labor relations; and other functions to ensure alignment with the business objectives of Human Resources, Regional Operations and the branch clinic or affiliate/managed facility.</li><li>b) Develops and maintains a network of resources and collaborative relationships with both internal and external individuals/agencies needed to support business needs and to facilitate needed changes.</li><li>c) Acts as a recognized human resources expert within the regional services network, ensuring cultural development and alignment; establishing a vision of excellence with a customer service orientation and demonstrated quality outcomes; monitoring the outcomes and adjusting strategies in response to the developing and shifting needs of the branch clinic and/or affiliate/managed facility.</li><li>d) Works collaboratively with regional branch clinic leadership, Affiliate CEO&rsquo;s, and human resources teams, Billings Clinic Human Resources and Regional Operations leadership to assure continuity in pursing each organization&rsquo;s goals and objectives. Identifies and addresses synergies/problems across service lines, across the regional health system and within the community/region.</li><li>In collaboration with Human Resources and Regional Operations Leadership, develops and implements strategic plans, and leads, develops and revises programs, and assesses program needs to enhance human resources operational management, and identify and reduce areas of risk.</li><li>a) Works collaboratively with the Chief Medical Officer Region, Vice President Regional Operations, Vice President/Regional Chief Financial Officer, and Executive Director Human Resources to provide leadership in developing, planning and implementing the business objectives and goals for each facility.</li><li>b) Performs initial and periodic human resource compliance audits and risk assessments and conducts related ongoing monitoring activities through the development of an HR scorecard and work goals and priorities for each affiliate/managed site.</li><li>Leads the assigned regional facilities in the overall human resources program development and service priorities. Coordinates with Billings Clinic leadership to assure continuity in pursing service line/organizational goals and synergy in implementing plans and problem resolution.</li><li>a) Examines the potentials of standardization and centralized functions across the region where cost effective and appropriate.</li><li>b) Leads and facilitates the HR Affinity Group meetings, providing needed education and training on emerging trends and developments, new legal or regulatory requirements and core human resource management and operational needs.</li><li>Participates in the development and maintenance of regional financial and budgetary goals/objectives which support both Billings Clinic and Regional Operations and the facility&rsquo;s goals/objectives. Participates in the development, implementation, and maintenance of realistic, cost-effective annual budgets. Interacts with VP/Regional CFO, Network Director of Finance, CEOs, Human Resources, and other support departments, etc.</li><li>a) Enhances HR operational effectiveness, emphasizing fiscally responsible, competitive programs which support recruitment and retention of a highly skilled workforce and focuses on cost efficiency/containment.</li><li>b) Participates in the identification of associated costs relating to risk mitigation plans and service priorities and potential cost savings opportunities with regard to centralization of services where appropriate.</li><li>Practices Operational Excellence and lean six sigma process improvement principles to assess and improve the quality of the human resources management operations and processes. Maintains competency in all organizational, departmental and outside agency environmental, employee or patient safety standards relevant to job performance and ensure compliance as appropriate.</li><li>a) Utilizes lean and six sigma processes for variety of analytics, analysis, comparison, and ongoing project management.</li><li>b) Provides support with a variety of special requests and prepares ad hoc reporting as needed.</li><li>c) Leads and facilitates project improvement teams both internally and externally</li><li>Works collaboratively with the leadership teams of each facility to develop, retain, recruit, and lead a talented team committed to accomplishing the goals and objectives of Billings Clinic, Regional Operations and the branch clinic or affiliate/managed site. Recommends, implements, and evaluates plans and systems that ensure a sufficient number of qualified and competent staff to provide care/services. Adheres to administrative policies and procedures relating to human resource management.</li><li>a) Works collaboratively with the Regional Operations Leadership Team, to facilitate advanced practitioner recruitment and retention strategies. Coordinates with Chief Medical Officer Region and Physician Recruitment Department on orientation, onboarding and retention needs for regionally placed physicians.</li><li>b) Works collaboratively with Regional Leadership and local community Boards of Directors to facilitate recruitment and retention strategies for CEO and/or other leadership roles.</li><li>c) Participates in assessing workforce planning needs and identifying creative and innovative methods for staffing solutions and retention.</li><li>d) Works collaboratively with branch clinic leadership to facilitate recruitment and retention strategies for diverse specialties and service lines.</li><li>Demonstrates and encourages an ethic of open communication and teamwork throughout the organization. Builds an environment of shared commitment to Billings Clinic&rsquo;s and affiliate/managed facility goals and responsibility to achieve quality outcomes.</li><li>Maintains a high level of satisfaction and service within the Regional network facilities. Provides consultation for related concerns and acts as a customer advocate by demonstrating sensitivity to ethical and legal ramifications of practice.</li><li>a) Participates in a variety of meetings as needed (i.e., HR Leadership, HR Benefit Committee; HR Policy Committee; staff meetings, affiliate/managed Leadership meetings, branch clinic Employee Boards, focus groups, Operation Excellence initiatives, etc.) to encourage and support cultural development and alignment and enhance communications and relationships.</li><li>b) Acts as a champion and advocate for both Billings Clinic and regional facility&rsquo;s needs; working to create win/win scenarios through education, compromise and collaboration.</li><li>c) Serves as a liaison and conduit of communication and connectivity to Billings Clinic programs and services, and needed subject matter expertise.</li><li>Participates in evaluation, selection and integration of health care technology and information management systems that supports human resources, quality of care and financial needs and the efficient use of resources.</li><li>a) Works closely with Regional Information Services teams to evaluate a facility&rsquo;s current environment and work flow processes and provide HR subject matter expertise to prepare facility for new information technology implementations.</li><li>b) May provide HR subject matter expertise during implementations on specific build related questions/needs.</li></ul><div></div><div>
Working Conditions</div><ul><li>Work will be performed in a variety of settings to include office, physician clinic, hospital, long term care facilities within the service region</li><li>Travel within assigned service area of approximately a 350 mile radius around Billings approximately two to three (2-3) days per week with occasional overnight stays</li><li>Extended work hours to meet business and travel needs</li><li>Telecommuting may be an option available to this position for a portion of the work week</li></ul><div></div><div>
Minimum Qualifications<br>
<i>Education</i><br>
<ul><li>4 Year / Bachelors Degree in a related field</li></ul><i>
Experience</i><br>
<ul><li>6 years of leadership experience</li><li>Healthcare experience in a multi-location environment preferred</li><li>Critical access hospital experience desirable</li></ul></div><div><i>
Certifications and Licenses</i><br>
<ul><li>Human Resource certification desirable</li><li>Current Montana Driver&rsquo;s license and the ability to be insured to operate motor vehicles</li></ul></div><div>
Or an equivalent combination of education and experience relating to the above tasks, knowledge, skills and abilities will be considered. Employees that require a licensed or certification must be properly licensed/certified and the licensure/certification must be in good standing.</div><div></div><div><i>
Billings Clinic is Montana&rsquo;s largest health system serving Montana, Wyoming and the western Dakotas. A not-for-profit organization led by a physician CEO, the health system is governed by a board of community members, nurses and physicians. Billings Clinic includes an integrated multi-specialty group practice, tertiary care hospital and trauma center, based in Billings, Montana. Learn more at</i><i> </i><div><i>www.billingsclinic.com/aboutus</i></div></div><div><i><br>
Billings Clinic is committed to being an inclusive and welcoming employer, that strives to be kind, safe, and courageous in all we do. As an equal opportunity employer, our policies and processes are designed to achieve fair and equitable treatment of all employees and job applicants. All employees and job applicants will be provided the same treatment in all aspects of the employment relationship, regardless of race, color, religion, sex, gender identity, sexual orientation, pregnancy, marital status, national origin, age, genetic information, military status, and/or disability. To ensure we provide an accessible candidate experience for prospective employees, please let us know if you need any accommodations during the recruitment process.</i></div><div></div><div>
Shift:</div>
Day Shift - 8 Hours (United States of America)<div></div><div>
Schedule: Schedules are set to accommodate the requirements of the position and the needs of the organization and may be adjusted as needed.</div><div></div><div>
Notice of Pre-Employment Screening Requirements</div><div></div><div>
If you receive a job offer, please note all offers are contingent upon passing a pre-employment screening, which includes:</div><ul><li><div>
Criminal background check</div></li><li><div>
Reference checks</div></li><li><div>
Drug Screening</div></li><li><div>
Health and Immunizations Screening</div></li><li><div>
Physical Demand Review/Screening</div></li></ul><div></div><div>
Equal Opportunity Employer</div><div></div><div>
Logan Health is an Equal Opportunity Employer (EOE/AA/M-F/Vet/Disability). We encourage all qualified individuals to apply for employment. We do not discriminate against any applicant or employee based on protected veteran status, race, color, gender, sexual orientation, religion, national origin, age, disability or any other basis protected by applicable law. If you require accommodation to complete the application, testing or interview process, please notify Human Resources.</div></div>

Billings Clinic | Director of Regional Human Resources | Billings, MT

Texas A&M University

<div><p><b>Job Title
</b></p>Director, Human Resources
<p></p><p><b>Agency
</b></p>Texas A&amp;M University - Victoria
<p></p><p><b>Department
</b></p>Human Resources
<p></p><p><b>Proposed Minimum Salary
</b></p>Commensurate
<p></p><p><b>Job Location
</b></p>Victoria, Texas
<p></p><p><b>Job Type
</b></p>Staff
<p></p><p><b>Job Description
</b></p><p>The Director of Human Resources (HR), under general direction, provides leadership and direction for a wide range of HR services. Plans, develops, and administers HR functions and advises and consults on HR issues. Investigates complaints and participates in strategic planning, budgeting, and policy/procedure development. Responsibilities: -Provides overall leadership and plans, develops, and administers a wide range of HR services including, but not limited to, recruitment, employee selection and retention, new employee orientation/onboarding, classification, compensation, leave, time keeping, payroll, performance management, employee benefits and wellness initiatives, recordkeeping, compliance, affirmative action, employee relations, Human Resource Information Systems (HRIS), employee training and development, and employee recognition programs. -Organizes and participates in HR activities to maintain and improve positive employee relations. Develops and delivers training in HR functional areas. -Participates in strategic planning and provides leadership and guidance in carrying out plans related to the accomplishment of the strategic plan, institutional goals, objectives, and division-wide strategic objectives. -Creates the annual budget and other related fiscal duties including management reporting and ensuring cost effectiveness in HR areas. -Creates and maintains standardized metric systems related to participant training records, applicant tracking, position descriptions, HRIS systems, and other ad-hoc reporting which may include data gathering, compilation, analyses, and report preparation. -Administers employee grievance procedures, investigates complaints, mediates disputes, and recommends administrative actions. Investigates Equal Employment Opportunity (EEO)/Civil Rights charges and prepares associated responses and position papers. Responds to employment litigation under the direction of legal counsel. -Serves as the primary liaison on HR matters to Texas A&amp;M University System (TAMUS) administration, governance groups, subcommittees, and personnel agencies of the State of Texas. Serves on various councils and committees. -Ensures HR compliance with applicable, legal guidelines, employment agreements, TAMUS policies, regulations, rules, and procedures. Articulates the mission, objectives, and programs of the office. -Reviews policies, procedures, and practices to ensure they meet the strategic needs of TAMUS. Develops and updates rules and procedures. Education and Experience: -Bachelor&rsquo;s degree or equivalent combination of education and experience. -Ten years of related experience. Three years of supervisory experience Knowledge, Skills and Abilities: -Generally supervises
</p><p><b>Required Documents: </b>Resume, Cover Letter, Professional References
</p><p></p><p>All positions are security-sensitive. Applicants are subject to a criminal history investigation, and employment is contingent upon the institution&rsquo;s verification of credentials and/or other information required by the institution&rsquo;s procedures, including the completion of the criminal history check.
</p><p></p><p>Equal Opportunity/Veterans/Disability Employer.</p></div>

Maplewood Senior Living

<p></p><div><p><b>Job Title: Regional Human Resources Director</b><br>
<b>Location: Travel between Weston and Cape Cod Communities</b><br>
<b>Employment Type: Full Time Salaried Exempt</b><br>
<b>Salary Range: $75,000-$95,000 annually</b><br>
<b>Department: Human Resources</b></p>
<p><b>
About Us: </b>Maplewood Senior Living, is a leading operator of premier senior living communities across 5 states and Washington, D.C., featuring two distinguished brands: Maplewood and Inspīr. Known nationally for innovation in the senior living space, Maplewood is a growing company dedicated to excellence in care, offering personalized and thoughtful services in independent living, assisted living and memory care.</p>
<p>
Our success is built on a foundation of personalized, compassionate care and communities designed to enrich the quality of life for our residents. We foster a dynamic and supportive work environment that empowers our teams to excel, inspire, and make a meaningful impact every day. If you are a passionate about driving growth and innovation in senior living, Maplewood offers the opportunity to be part of a forward-thinking organization that values your expertise. Join us and help shape the future of senior living!</p>
<p><b>
Position Summary: </b>The Regional Human Resources Director (RHRD) serves as a senior, field-based HR leader responsible for aligning community-based HR operations with Maplewood Senior Living&rsquo;s strategy. This role provides strategic leadership across a cluster of communities while ensuring consistent execution of HR practices related to compliance, recruitment, retention, engagement, and workforce development.</p>
<p>
Acting as a bridge between Home Office HR team and community operations, the RHRD directly supports and mentors on-site Community HR Directors, monitors key HR systems and processes (e.g., UKG, LMS), and ensures regulatory compliance in alignment with CQE standards and company policies. The RHRD also plays a pivotal role in advancing talent development, promoting employee engagement, and reinforcing Maplewood&rsquo;s culture and HEART values.</p>
<p><b>
Key Responsibilities</b></p>
<p><b>
Regional HR Leadership</b></p>
<ul>
<li>Provide coaching, mentorship, and direct oversight to community-based HR Directors to ensure alignment with organizational policies, standards, and service expectations.</li>
<li>Serve as a primary escalation point for complex employee relations issues, investigations, and progressive discipline matters.</li>
<li>Conduct quarterly compliance site reviews, ensuring readiness for semi-annual CQE audits, including documentation, file maintenance, and training compliance.</li>
<li>Reinforce the consistent use of UKG and other HR tools to support audit readiness and operational efficiency.</li>
</ul>
<p><b>Recruitment &amp; Retention</b></p>
<ul>
<li>Collaborate with Executive Directors and HR Directors to execute recruitment strategies, particularly for high-turnover and hard-to-fill positions.</li>
<li>Lead workforce planning efforts and monitor turnover metrics, aiming to support a minimum 10% reduction in regional turnover.</li>
<li>Strengthen early-tenure engagement through improved onboarding and 30/60/90-day check-ins.</li>
</ul>
<p><b>Talent Development &amp; Succession</b></p>
<ul>
<li>Support career pathing, performance management, and leadership development in coordination with LMS content and operational leadership.</li>
<li>Facilitate succession planning and leadership pipeline development by identifying and advancing high-potential associates.</li>
</ul>
<p><b>Community HR Operations &amp; Compliance</b></p>
<ul>
<li>Oversee accurate recordkeeping, labor law postings, and adherence to state-specific HR regulations.</li>
<li>Coordinate with Home Office HR on payroll processing, benefit enrollment, leave administration, and compliance reporting.</li>
<li>Manage onboarding, orientation, and assimilation programs for new hires, including documentation and policy alignment.</li>
<li>Support performance evaluations, stay interviews, and training delivery based on community needs (e.g., dementia care).</li>
</ul>
<p><b>Culture &amp; Engagement</b></p>
<ul>
<li>Champion initiatives that foster a positive and inclusive work environment, aligned with Maplewood&rsquo;s HEART values and lifestyle standards.</li>
<li>Leverage employee feedback platforms (e.g., Roots) and associate surveys to drive community-specific engagement action plans.</li>
<li>Promote wellness, recognition, and peer mentorship initiatives to support employee satisfaction and retention.</li>
</ul>
<p><b>Qualifications</b></p>
<ul>
<li>Bachelor&rsquo;s degree in human resources, Business Administration, or related field (Master&rsquo;s or HR certification preferred).</li>
<li>Minimum of 7 years of progressive HR leadership experience, including multi-site oversight, preferably in senior living, healthcare, or hospitality.</li>
<li>Demonstrated ability to lead HR professionals and manage field-based HR operations.</li>
<li>Strong knowledge of employment law, compliance auditing, employee relations, and HRIS systems (preferably UKG).</li>
<li>Proven success in reducing turnover, enhancing engagement, and implementing performance and learning systems.</li>
<li>Ability to travel regularly within assigned region (approx. 30&ndash;40%).</li>
</ul>
<p><b>Why You'll Love working for Us:</b></p>
<ul>
<li>Innovative Culture: We are a group of smart, forward-thinking and compassionate pros dedicated to enhancing the lives of our residents through service excellence, creative and meaningful programs and continuous innovation.</li>
<li>HEART: We recognize Humor, Empathy, Autonomy, Respect and Trust as core values that guide our work.</li>
<li>Growth Opportunities: We promote and foster career development and continuous learning.</li>
<li>Work-Life Balance: We value autonomy, flexibility and a family-friendly supportive workplace.</li>
<li>Competitive Comp and Benefits: We offer a competitive compensation package, bonus, health insurance, 401K with match, paid time off, and more. Inspir believes in rewarding top talent and dedication, depending upon years of experience and commitment to the company. Inspir strives for transparency, reviewing pay periodically, to be the industry leader in recruiting talent like you!</li>
</ul><p></p><p>
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities<br>
This employer is required to notify all applicants of their rights pursuant to federal employment laws. For further information, please review the Know Your Rights notice from the Department of Labor.</p></div>

Regional HR Director

Aimbridge Hospitality

<div><p><b>Join Our Team as an Area Human Resources Director!</b></p>
<p>Step into the spotlight as our Area Human Resources Director! As the go-to partner for our property leadership teams, you'll be at the heart of shaping our company culture and driving success. Every day brings new opportunities: dive into innovative staffing strategies, champion employee retention, design impactful training sessions, and ensure our benefits and compliance are on point. We're searching for a dynamic strategist with a knack for leadership and collaboration&mdash;someone eager to make a real difference. If you're passionate about unlocking talent, building an inspiring workplace, and having a little fun along the way, we want you on our team! Come help us create a welcoming and vibrant work environment where everyone can thrive!</p>
<p></p><p><b>KEY SKILLS/RESPONSIBILITIES</b></p>
<ul><li><b>Performance Management &amp; Coaching:</b> Guide and support managers in evaluating employee performance, providing feedback, handling disciplinary actions, and ensuring consistent application of HR policies.</li>
<li><b>Recruitment &amp; Staff Development:</b> Oversee hiring for leadership roles, ensure compliance in interviews, and deliver training on performance management and HR policies to foster ongoing staff growth.</li>
<li><b>Compliance &amp; Diversity:</b> Ensure adherence to federal, state, and local employment laws, administer Affirmative Action programs, and analyze diversity reports to maintain a fair and inclusive workplace.</li>
<li><b>HR Leadership &amp; Operations:</b> Lead HR initiatives and teams, prioritize tasks, and implement solutions for workplace improvements while adapting to changing business needs.</li>
<li><b>Employee Relations &amp; Conflict Resolution:</b> Build strong relationships across the organization, mediate disputes, and promote a collaborative and positive work environment.</li>
<li><b>Technology &amp; Process Optimization:</b> Utilize HR software and systems to manage employee data and streamline HR processes.</li></ul><br>
<p></p><p><b>EDUCATION &amp; EXPERIENCE</b></p>
<ul><li>Preferred: Degree in Human Resources or a related field, with at least 5 years of experience in HR management or relevant operations. Alternatively, a 4-year bachelor&rsquo;s degree is acceptable.</li>
<li>Demonstrated strong leadership, verbal and written communication, and public presentation skills.</li>
<li>Proven track record of effective problem solving and decision making.</li>
<li>Comprehensive knowledge of employment laws and HR best practices.</li>
<li>Proficient in standard computer applications and office software.</li>
</ul><p></p><p>After an initial waiting period, those hired into full time positions are eligible for a competitive benefits package that includes the following:</p>
<ul><li>Now offering <b>Daily Pay</b>! Ask your Recruiter for more details</li>
<li>Medical, Dental, and Vision Coverage</li>
<li>Short-Term and Long-Term Disability Income</li>
<li>Term Life and AD&amp;D Insurance</li>
<li>Paid Time Off</li>
<li>Employee Assistance Program</li>
<li>401k Retirement Plan</li>
</ul><p></p><p>PROPERTY INFORMATION:<br>
<br>
</p><p>Located in Chicago&rsquo;s famed Theater District, Hyatt Centric The Loop Chicago is within 10 minutes' walk of State Street shopping and the Art Institute of Chicago. This hotel features a rooftop bar with panoramic views of the city skyline, an on-site restaurant and a snack shop featuring complimentary snacks and specialty coffee. Each room features modern d&eacute;cor inspired by the character of Chicago and is fitted with Egyptian cotton bedding and a 42-inch flat-screen TV with Bluetooth and personal device streaming connectivity. A coffee maker and refrigerator are included for guests' convenience.</p><br>
<p></p>
Application deadline for Colorado positions:</div>

Hyatt Centric Chicago The Loop - Area Human Resources Director-Field

anekor

<p>We are urgently hiring <b>Divisional Manager HR</b> <b>(Female)</b> for one of our clients from Manufaturing Industry.</p><p><b>Responsibilities</b></p><ul><li>Develop and implement divisional HR strategy aligned with overall business objectives</li><li>Lead workforce planning, budgeting, and manpower forecasting for the division</li><li>Oversee recruitment, onboarding, and talent acquisition to meet operational needs</li><li>Ensure effective performance management systems and succession planning</li><li>Drive employee engagement, retention, and organizational development initiatives</li><li>Ensure compliance with labor laws and company policies across the division</li><li>Manage compensation, benefits, and payroll coordination in collaboration with finance</li><li>Handle complex employee relations matters, disciplinary actions, and grievance resolution</li><li>Lead learning &amp; development programs to build leadership pipeline</li><li>Monitor HR KPIs and provide strategic HR reports to senior management</li><li>Supervise and mentor HR team members across locations</li></ul><p><b>Qualification &amp; Experience</b></p><ul><li>Master&rsquo;s degree in HRM, Business Administration, or related field.</li><li><b>12&ndash;15 years of progressive HR experience</b>, with at least 5&ndash;7 years in a senior leadership role.</li><li>Strong knowledge of labor laws, HR best practices, and organizational development.</li></ul><p><b>Salary:</b> 500K-650K</p><p><b>Benefits: </b>Company-maintained car, Fuel Allowance, Medical Insurance, PF Gratuity, Leaves</p><p><b>Location: </b>Landhi</p><p>Job Type: Full-time</p><p>Work Location: In person</p>

Divisional Manager Human Resources

Marriott International

<div><b>Additional Information</b>Relocation Assistance Available<br>
<b>Job Number</b>26021988<br>
<b>Job Category</b>Human Resources<br>
<b>Location</b>The Ritz-Carlton Oahu Turtle Bay, 57-091 Kamehameha Hwy, Kahuku, Hawaii, United States, 96731<br>
<b>Schedule</b>Full Time<br>
<b>Located Remotely?</b>N<br>
<b>Position Type</b> Management<br>
<b>Pay Range:</b> $116,000 - $151,000 annually<br>
<b>Bonus Eligible:</b> Y
<p></p><div><div><p><b>JOB SUMMARY</b></p>
<p></p><p>Assists the Director of Human Resources in executing strategies that serve to attract, retain, and develop diverse premiere talent. Position directs and works with human resource employees to carry out the daily activities of the Human Resource Department, including recruitment, total compensation, employee relations, and training and development. Executes against objectives outlined in the Human Resources Business Plan and delivers services that meet or exceed the needs of employees and enable business success. Ensures compliance with applicable regulations and Standard Operating Procedures.</p>
<p></p><p><b>CANDIDATE PROFILE
</b></p><p></p><p><b>Education and Experience</b></p>
<ul><li>High school diploma or GED; 4 years experience in the human resources, management operations, or related professional area.</li></ul>
<p>OR</p>
<ul><li>2-year degree from an accredited university in Human Resources, Business Administration, or related major; 2 years experience in the human resources, management operations, or related professional area.</li></ul>
<p></p><p><b>CORE WORK ACTIVITIES</b></p>
<p></p><p><b>Managing the Staffing and Recruiting Process</b></p>
<ul><li>Ensures open positions are advertised in appropriate venues to attract a diverse candidate pool.</li></ul>
<ul><li>Ensures the open position listing is in a visible location for both internal and external candidates.</li></ul>
<ul><li>Works with Employment Administrator to establish and maintain contact with external recruitment sources (e.g., state job service, local colleges, recruiting agencies, and community based organizations).</li></ul>
<ul><li>Networks with local organization and peers to source candidates for current or future openings (e.g., Hotel Association).</li></ul>
<ul><li>Facilitates interdepartmental transfers and promotions and transfers or promotions to other properties within this property brand.</li></ul>
<ul><li>Oversees the selection and offer processes for hourly employees to ensure proper procedures are followed (e.g., valid reasons for selection/non-selection are documented, applicants receive status notifications).</li></ul>
<ul><li>Partners with department managers and recruiting professionals to recruit management positions, make hiring decisions and negotiate job offers in accordance with SOPs.</li></ul>
<p></p><p><b>Managing Legal and Compliance Practices</b></p>
<ul><li>Ensures compliance with key policies (e.g., Sexual Harassment, Non-Harassment, Non-Discrimination, No Solicitation).</li></ul>
<ul><li>Ensures interviews are conducted according to recommended guidelines, consistent screening criteria is used, and only job-related questions are asked.</li></ul>
<ul><li>Ensures wages are paid in accordance with Standard Operating Procedures and federal and state laws (e.g., employee pay for meeting attendance, wages limited to maximum rate of pay, entry level rates paid to new hires, overtime provisions in place, separation pay).</li></ul>
<ul><li>Ensures drug screening and background checks are completed in accordance with brand's Standard Operating Procedures.</li></ul>
<p></p><p><b>Managing Benefits Education and Administration</b></p>
<ul><li>Manages Workers Compensation claims to ensure appropriate employee care and costs management.</li></ul>
<ul><li>Educates employees on benefits package.</li></ul>
<ul><li>Educates HR team on the various types of benefits available and eligibility requirements.</li></ul>
<ul><li>Provides an overview of employee benefits to the management team enabling them to educate their employees and answer routine questions.</li></ul>
<ul><li>Ensures that department has the available resources on hand to administer employee benefits.</li></ul>
<p></p><p><b>Managing and Conducting Staff Development Activities</b></p>
<ul><li>Ensures hourly performance appraisal processes are in place.</li></ul>
<ul><li>Assists in identifying key drivers of employee satisfaction and supports managers in addressing issues with written plans and actions.</li></ul>
<ul><li>Coaches managers on progressive discipline process.</li></ul>
<ul><li>Ensures development plans are in place (e.g., goals documented, progress towards goal achievement is measured).</li></ul>
<p></p><p><b>Managing Employee Relations and Human Resources Communication</b></p>
<ul><li>Utilizes an &ldquo;open door&rdquo; policy to address employee problems or concerns in a timely manner.</li></ul>
<ul><li>Ensures effective employee communication channels are established and active in.</li></ul>
<ul><li>Analyzes accident trends and reports these trends to the management team.</li></ul>
<ul><li>Monitors work environment for signs of union organization.</li></ul><br>
</div><p></p><div>
</div><i>At Marriott International, we are dedicated to being an equal opportunity employer, welcoming all and providing access to opportunity. We actively foster an environment where the unique backgrounds of our associates are valued and celebrated. Our greatest strength lies in the rich blend of culture, talent, and experiences of our associates. We are committed to non-discrimination on any protected basis, including disability, veteran status, or other basis protected by applicable law.</i><p></p><p>
At more than 100 award-winning properties worldwide, The Ritz-Carlton Ladies and Gentlemen create experiences so exceptional that long after a guest stays with us, the experience stays with them. Attracting the world&rsquo;s top hospitality professionals who curate lifelong memories, we believe that everyone succeeds when they are empowered to be creative, thoughtful and compassionate.<br>
</p><div>
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Every day, we set the standard for rare and special luxury service the world over and pride ourselves on delivering excellence in the care and comfort of our guests.</div><div>
<br>
Your role will be to ensure that the &ldquo;Gold Standards&rdquo; of The Ritz-Carlton are delivered graciously and thoughtfully every day. The Gold Standards are the foundation of The Ritz-Carlton and are what guides us each day to be better than the next. It is this foundation and our belief that our culture drives success by which The Ritz Carlton has earned the reputation as a global brand leader in luxury hospitality. As part of our team, you will learn and exemplify the Gold Standards, such as our Employee Promise, Credo and our Service Values. And our promise to you is that we offer the chance to be proud of the work you do and who you work with.</div><div>
<br>
In joining The Ritz-Carlton, you join a portfolio of brands with Marriott International. <b>Be</b> where you can do your best work, <b>begin</b> your purpose, <b>belong</b> to an amazing global team, and <b>become</b> the best version of you.</div></div></div><p></p>

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