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University of St. Thomas Houston

<div><p><b>UNIVERSITY OF ST. THOMAS</b> <b>DIRECTOR OF HUMAN RESOURCES</b></p><p></p><p><br>
The University of St. Thomas, a Catholic liberal arts institution in Houston, Texas (UST), invites applications for the position of Director of Human Resources.</p><p><b>
SUMMARY</b></p><p>
The Director of Human Resources oversees the daily operations of the Human Resources Office and serves as UST's senior HR advisor. This position is responsible for managing the full employee lifecycle-from recruitment through retirement-ensuring compliance with federal and state regulations, advising administration on workforce strategy, and aligning human resources practices with institutional mission, goals, and budget.</p><p><b>
ESSENTIAL DUTIES AND RESPONSIBILITIES</b></p><p><b>
TALENT ACQUISITION AND RETENTION:</b> The Director leads recruitment efforts by supporting hiring managers throughout the selection process, advertising job openings, coordinating interviews, conducting background checks, and managing onboarding to ensure a smooth transition for new employees. This role also involves collaborating with leadership to document succession plans, anticipate staffing needs, and develop strategies to address UST's priorities.</p><p></p><p><b><br>
EMPLOYEE RELATIONS AND PERFORMANCE MANAGEMENT:</b> The Director serves as an internal advisor to supervisors and staff on employee relations matters, providing support for performance appraisals, improvement plans, and disciplinary procedures. The Director also oversees the performance evaluation process and coordinates employee engagement and recognition activities.</p><p></p><p><b><br>
COMPENSATION, BENEFITS, AND LEAVE ADMINISTRATION:</b> The Director manages the institution's compensation practices, including tuition reimbursement, pay increases, and updates to employment agreements. The Director coordinates open enrollment for employee benefits, oversees leave administration such as FMLA and Workers' Compensation, and processes unemployment claims in collaboration with state agencies.</p><p></p><p><b><br>
HR COMPLIANCE AND POLICY OVERSIGHT:</b> The Director ensures compliance with federal and state employment laws, including ADA, FLSA, FMLA, Title VII, and others. The role involves monitoring changes in regulations, maintaining up-to-date personnel policies, and ensuring accurate and secure employee recordkeeping. This position also assists with audit and reporting compliance.</p><p></p><p><b><br>
TITLE IX COORDINATION:</b> The Director may serve as UST's lead (Coordinator or Investigator) for Title IX compliance for employees, coordinating investigations, responses, and resolutions of sexual harassment and misconduct complaints. This includes ensuring institutional adherence to training and reporting requirements under federal and state law.</p><p></p><p><b><br>
PROFESSIONAL DEVELOPMENT:</b> The Director assesses the professional development needs of employees and coordinates training opportunities that align with institutional goals. This includes scheduling and promoting workshops and learning experiences to support faculty and staff growth.</p><p></p><p><b><br>
HR OPERATIONS AND BUDGET MANAGEMENT:</b> Along with the CFO, the Director is co-responsible for managing the labor budget of the university as a whole, providing recommendations to the Board of Directors during the budget prep process. The Director also manages the daily operations of the HR office, including supervising staff and ensuring the delivery of effective services. This role includes oversight of the departmental budget and the implementation and maintenance of HR systems, processes, and technologies.</p><p></p><p><b><br>
PROFESSIONAL AND QUALITY CUSTOMER SERVICE:</b> The Director will demonstrate professionalism and provide quality customer service in accordance with UST's values; maintain positive working relationships and make decisions and solve problems; maintain confidentiality, positive communication, accurate records, and an organized, safe working environment; exhibit flexibility, willingness to learn, ability to change, and maintain current technology skills.</p><p><i>
The above is intended to serve as a summary, not an exhaustive list of all responsibilities required of the position. UST may amend or change the responsibilities, duties, and requirements of this position at any time.</i></p><p><b>
Qualifications, Experience, Skills</b></p><br>
<p></p><ul><li>
A bachelor's degree in human resources or related field is required. Master's degree preferred.
</li><li>5 + years of full-time professional experience in the HR field (required)</li><li>
3 + years of experience in a Manager or Director role (required)</li><li>
University/ higher education experience (preferred)</li><li>
PeopleSoft HR and Payroll systems experience (highly preferred)</li><li>
Experience managing/ facilitating the resolution of Title IX and Title VII matters</li><li>
A deep understanding of and broad range experience navigating federal and state employment laws (FLSA, ADA, ADEA, Worker's Compensation, FMLA)</li><li>
Proficient in MS Office products</li><li>
Strong presentation skills and demonstrated experience training staff/ faculty team members</li><li>
Superior interpersonal communication skills and ability to speak, collaborate, and exchange ideas with UST Community Members (students, staff, faculty) at all levels</li><li>
Due to the need for visibility on campus and a high level of engagement in this role, the incumbent will work onsite during the UST's regular business hours: 8:30 AM to 5:30 PM, Monday &ndash; Friday.
</li><li>Title IX Investigator Certification Preferred, willingness to obtain certification within 60 days of employment required.</li></ul><p></p><p><b><br>
The University of Saint Thomas is committed to the religious, ethical, and intellectual traditions of Catholic higher education. As permitted by law, practicing Catholics who will advance the mission of the school are preferred for this position. However, the University invites all qualified applicants to apply</b>.</p></div>

DIRECTOR OF HUMAN RESOURCES

CTMC

<div><p><b>Location</b>: Houston, TX (Onsite)<br>
<b>Department: </b><b>HR</b><br>
<b>Reports to: </b>Head of HR and Business Operations</p><p><b>
About CTMC</b></p><p><i>
CTMC is a pioneering biotech joint venture, formed by National Resilience and MD Anderson Cancer Center, located in the heart of the Texas Medical Center. Our mission is to accelerate cell therapies from bench to bedside. We offer a wide range of cell therapy modalities, including CAR-T, TIL, and TCR-T. Our expert team collaborates closely with MD Anderson&rsquo;s research and clinical faculty, bringing impactful cell therapies to cancer patients.</i></p><p><i>
Since inception in May 2022, our team has filed 8 INDs and have received approval, without delay, demonstrating our commitment to delivering innovative treatments to patients with speed and precision. Our alliance with National Resilience enables us to remain at the forefront of biomanufacturing practices, leveraging advanced technology and processes to deliver exceptional results.</i></p><p><i>
Our growing, state-of-the-art, 60,000 sq. ft. industrial facility in the Texas Medical Center is staffed by an integrated team of industry veterans and academic scientists who are passionate about bringing life-saving cures to patients. Our unique joint venture structure, with two highly established partners, provides us with the financial stability and long-term horizon to achieve our organizational goals.</i></p><p><i>
At CTMC, we value our employees and offer a variety of development opportunities within our novel corporate structure to inspire professional growth and satisfaction. We foster a team-first culture and a balanced work-life environment to ensure our staff is energized and engaged in our mission to accelerate cell therapies from bench to bedside for patients who need them. If you share our passion for advancing the frontiers of medical science with innovative therapeutics and want to join a highly dedicated team committed to delivering novel cures to patients, we invite you to submit your application. We look forward to hearing from you and exploring how your skills and expertise can help us achieve our mission.</i></p><p><b>
Position Summary</b></p><p>
The Associate Director, Human Resources, will play a key leadership role in supporting the growth and success of our organization as we deliver transformative cell therapies to patients. Reporting directly to the Director of Human Resources and Business Operations, this position will help drive and operationalize the company&rsquo;s human capital strategy across key areas such as talent acquisition, employee engagement, organizational development, compliance, and HR operations.</p><p>
This role offers a unique opportunity to support a mission-driven biotech company through a period of high growth, innovation, and organizational transformation.</p><p><b>
 </b><b>Responsibilities</b></p><ul><li>
Collaborate with senior leadership to develop, implement, and manage human capital strategies that support and enable organizational objectives.</li><li>
Lead enterprise-wide talent acquisition initiatives, aligning hiring strategies with long-term workforce planning and evolving scientific and business priorities to drive innovation and growth.</li><li>
Design and oversee learning and development programs that align with business goals, enhance employee engagement, and support long-term retention and career progression.</li><li>
Drive the strategic evaluation and implementation of HR technologies to modernize operations, support scalable workforce expansion, and strengthen compliance and data integrity across the organization.</li><li>
Provide strategic and tactical HR support to leaders across the organization, contributing to workforce planning, talent development, and organizational design initiatives.</li><li>
Lead and execute change management efforts across teams, helping to embed a culture that is nimble in execution, intentional in decision-making, purpose-driven in mission, and resilient with grit in the face of challenges.</li><li>
Support day-to-day HR operations, including employee relations, HRIS administration, benefits support, and personnel records.</li><li>
Ensure policies, procedures, and practices comply with federal, state, and local employment laws and biotech regulatory requirements.</li><li>
Support internal HR reporting and data analytics to inform decision-making.</li><li>
Lead initiatives to enhance employee experience, engagement, and retention.</li><li>
Partner with leadership and managers on performance development and feedback programs.</li><li>
Foster a culture of inclusion, trust, and accountability.</li><li>
Drive continuous improvement of HR processes, workflows, and documentation.</li><li>
Support internal mobility and succession planning initiatives to ensure ongoing organizational capability and readiness.</li><li>
Other duties as assigned.</li></ul><p><b>
Qualifications/Skills</b></p><ul><li>
Bachelor&rsquo;s degree in Human Resources, Business Administration, or related field (Master&rsquo;s degree preferred).</li><li>
12+ yr.&rsquo;s. of relevant work experience, including 6+ years of direct HR experience leading projects or closely related field or equivalent combination of education and experience.</li><li>
Experience in Biotech, Pharmaceutical industry preferred.</li><li>
HR certification (e.g., SHRM-CP/SCP, PHR/SPHR) is a plus.</li><li>
Deep understanding of HR best practices, employment law, and organizational development.</li><li>
Rapid mastery of new concepts and methods with appropriate application across multiple disciplines (business and law).</li><li>
High level of emotional intelligence and the ability to create a collaborative, trusting team.</li><li>
Focus on strategic thinking, data-driven decision making and effective communication.</li><li>
Strong communication skills: both written and verbal.</li><li>
Strong presentation skills.</li><li>
Advanced experience in Microsoft Outlook, Teams, Project, Excel, SharePoint, and PowerPoint.</li></ul><p></p><p><b><br>
Working Conditions, Equipment, Physical Demands</b></p><p>
The incumbent in this position works in an office environment. The incumbent in this position will use the following equipment and shall have the following physical demands:</p><p>
Equipment- Computer, printer, fax, and telephone.</p><p>
Physical Demands- Prolonged periods of sitting at a desk and working on a computer and must be able to lift up to 15 pounds at times. In addition, ability to sterile-gown and perform activities in the manufacturing suite as well as raw material area when applicable.</p><p><b>
The physical demands and work environment that have been described are representative of those an employee encounters while performing the essential functions of this position. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions in accordance with the Americans with Disabilities Act.</b></p><b>
The above job description is an overview of the functions and requirements for this position. This document is not intended to be an exhaustive list encompassing every duty and requirement of this position; your supervisor may assign other duties as considered necessary.</b></div>

Associate Director, HR

Now Optics

<div><p><b>Reports to: HR Director (remote role)</b></p>
<p><b>Western US, with some travel required</b></p>
<p><b>About Us:</b></p>
<p>Now Optics is a leader in the eye care industry. Its retail brand, Stanton Optical, is amongst the fastest-growing, full-service retail optical centers throughout the country. The company consistently ranks among the largest optical retailers in the country by Vision Monday. Now Optics continues to expand its retail footprint with over 300 corporate and franchise locations while delivering affordable eye care services and providing a fast and friendly customer experience.</p>
<p><b>Vision:</b> Modernizing the eye care experience for all people.</p>
<p><b>Mission:</b> Making eye care easy.</p>
<p><b>Values:</b> iCARE</p>
<p><b>Integrity:</b> We see integrity as building a foundation of trust with our customers, employees and stakeholders by communicating honestly, ensuring consistency and delivering on our commitments.</p>
<p><b>Collaboration:</b> We see collaboration as combining the talents of a diverse group, offering proactive communication and being open-minded to new ideas.</p>
<p><b>Accountability:</b> We see accountability as taking initiative, delivering our best in all we do, accepting responsibility for our actions and taking ownership of results.</p>
<p><b>Respect:</b> We see respect as prioritizing human relationships, being present, connecting with transparency and empathy.</p>
<p><b>Empowerment:</b> We see empowerment as making purpose-driven decisions to support the company vision, showing appreciation for others, and taking care of the individuals, we serve.</p>
<p><b>Key Responsibilities:</b></p>
<p><b>Strategic Leadership</b></p>
<ul><li>Lead a regional team of HR Specialists and Recruiters to provide strategic, targeted support to Regional VP, Regional Managers, and Store Managers.</li>
<li>Design and deliver targeted solutions with a high degree of focus on scale and growth, including strategic planning, visioning, talent assessment, change management and team building.</li>
<li>Provide strategic business partnership, thought partnership, and coaching to all levels of the organization.</li>
<li>Proactively assess team, manager, organizational development needs, make recommendations, and implement appropriate solutions.</li>
<li>Provide rigorous data analysis and reporting solutions based on business needs.</li>
<li>Drive talent management strategies to support a team&rsquo;s growth and individual development plans.</li>
<li>Manage and facilitate the overall performance management cycle for the Region and employee engagement assessment throughout the year.</li>
</ul>
<p><b>Tactical Management</b></p>
<ul><li>Manage employee relations issues and make recommendations to resolve concerns and/or improve morale.</li>
<li>Monitor, audit, and investigate employee-related matters and regulations including, but not limited to sexual harassment, discrimination, ADA, FMLA, Wage and Hour, EEOC, DOL.</li>
<li>Provide advice and counsel to managers and supervisors regarding practices policies, policy and employment law.</li>
<li>Provide individual coaching to colleagues at all organizational levels related to performance, misconduct and policy violations.</li>
<li>Partner with Legal and Operations to develop and revise policies, practices, and procedures.</li>
<li>Identify need for and lead training in alignment with business priorities.</li>
<li>Maintain the highest level of confidentiality and sensitivity to all HR related matters and information.</li>
<li>Partner with leaders on developing workforce and succession plans.</li>
<li>Develop and deliver reporting and actionable insights to all levels of the organization.</li>
</ul>
<p><b>Minimum Qualifications:</b></p>
<ul><li>8-10 years' experience in an HR Business Partner or equivalent role.</li>
<li>Proven experience managing teams based in California, with a strong understanding of California employment laws, including wage and hour regulations, meal/rest break requirements, and leave policies.</li>
<li>Working knowledge of local, state, and federal labor/EEO laws.</li>
<li>The ability to work in a busy environment with constant interactions with people of a variety of different ages, personalities, cultures, and educational backgrounds.</li>
<li>Experience helping high growth organizations scale.</li>
<li>Demonstrates solid judgment and experience assessing risk relative to the business.</li>
<li>Consulting, coaching and facilitation skills.</li>
<li>Effective communication and critical thinking skills.</li>
<li>Demonstrates empathy and experience driving an &ldquo;others first&rdquo; orientation among employee population.</li>
<li>Experience using data to identify insights that drive action.</li>
<li>Demonstrated experience in influencing and strategically solving problems.</li>
<li>Strong personal ethic where &ldquo;doing the right thing&rdquo; is reflexive and ego takes a back seat in decision-making.</li>
</ul>
<p><b>Preferred Qualifications:</b></p>
<ul><li>BA/BS degree</li>
<li>Professional Human Resources (PHR) or Senior Professional Human Resources (SPHR) certification.</li>
<li>Experience with ADP timekeeping and payroll systems</li>
<li>Bi-lingual Spanish a plus</li></ul></div>

HR Business Partner

Turner & Townsend Pty Limited

<div><b>Company Description</b><p><br>
From the inception of a project through to completion and beyond, Turner &amp; Townsend help to deliver the outcomes that matter through transformational projects covering the full spectrum of consultancy, project delivery and post-project operations.</p><p>
With offices located globally, you're never far away from our services. With over 22,000 specialists in more than 60 countries, we blend local knowledge with global insight to tackle challenges of any scale.</p><p>
Our team is dynamic, innovative and client-focused, supported by an inclusive and fun company culture. Our clients value our proactive approach, depth of expertise, integrity and the quality we deliver. As a result, our people get to enjoy working on some of the most exciting projects in the world.</p><b><br>
Job Description</b><p><b><br>
Overall Requirement</b></p><p>
The <b>Director of Talent </b>is a strategic leader responsible for designing and executing talent acquisition, development, and retention strategies that align with the organization&rsquo;s goals.</p><p>
This role oversees the full talent lifecycle, including employer branding, recruitment, onboarding, performance management, succession planning, and employee engagement. The Director of Talent partners closely with senior leadership to build a high-performing, inclusive, and future-ready workforce.</p><p><b>
Key Duties and Responsibilities</b></p><ul><li>
Develop and lead innovative recruitment strategies to attract top talent across all levels.</li><li>
Build and promote a compelling employer brand that reflects the company&rsquo;s culture and values.</li><li>
Oversee recruitment operations, including sourcing, interviewing, selection, and offer processes.</li><li>
Provide leadership, guidance and direction to the recruitment and talent team and develop capability on the team through career development, coaching and training</li><li>
Create operational model, suitable for the business needs</li><li>
Implement and manage recruitment strategy programs and advertising.</li><li>
Develop strong relationships with business leaders, hiring managers, and the HR team.</li><li>
Manage third party support, to include engagement, contracts and terms.</li><li>
Prepare and conduct Business Reviews on a regular cadence, and as required by the business.</li><li>
Assist with the creation of initiatives including diversity, transitions, and special interest areas.</li><li>
Ensure compliance with the recruitment team&rsquo;s day-to-day tasks.</li><li>
Understand metrics to monitor and track programs and initiatives.</li><li>
Drive performance metrics and hold the team accountable for meeting them.</li><li>
As required, actively recruit internal/external executive-level candidates.</li><li>
Research and recommendation staffing process enhancements.</li><li>
Apply a robust knowledge of multiple disciplines, the business, and key drivers which impact departmental and cross-functional performance.</li><li>
Maintain a competitive market assessment to understand market shifts, insights, and targets should be for the business and recruitment team to drive impact</li><li>
Identify and solve multi-dimensional, complex, operational, and organizational problems leveraging the appropriate resources within or outside the department.</li><li>
Significantly improve and change existing methods, processes, and standards within job discipline.</li><li>
SOX control responsibilities may be part of this role, which are to be adhered to where applicable.</li></ul><p><b>
Talent Development</b></p><p><b>
Lead the talent review process</b></p><ul><li>
Design and implement learning and development programs that support career growth and skill enhancement, particularly around capability building such as the Graduate Development Program.</li><li>
Create succession planning frameworks to identify and develop future leaders.</li><li>
Manage the oversight of the utilization and availability process internally</li></ul><p><b>
Employee Engagement &amp; Retention</b></p><ul><li>
Drive initiatives that enhance employee engagement, satisfaction, and retention.</li><li>
Analyze workforce data to identify trends and recommend solutions.</li><li>
Champion diversity, equity, and inclusion across all talent practices.</li></ul><p><b>
Leadership &amp; Strategy</b></p><ul><li>
Collaborate with executive leadership to align talent strategies with business objectives.</li><li>
Lead and mentor a team of talent professionals, fostering a culture of excellence and innovation.</li><li>
Monitor and report on key talent metrics and KPIs to inform decision-making.</li></ul><br>
<b>
Qualifications</b><p><b><br>
Technical Requirements:</b></p><ul><li>
Bachelor&rsquo;s degree in Human Resources, Business Administration, or related field (Master&rsquo;s preferred).</li><li>
10-12 years of progressive experience in talent management, including leadership roles.</li><li>
Proven success in building and scaling talent programs in dynamic environments.</li><li>
Strong knowledge of HR technologies, ATS systems, and data analytics.</li><li>
Exceptional communication, leadership, and stakeholder management skills and manage to achieve targets with a direct impact on multiple department results within a function.</li><li>
Experience in the areas of staffing, selection, training, development, coaching, mentoring, measuring, appraising, and rewarding performance and retention.</li><li>
Ability to lead the exchange of sensitive, complicated, and difficult information, convey performance expectations, and handle problems.</li><li>
In-depth knowledge of Microsoft Office products. Examples include Word, Excel, Outlook, etc.</li><li>
Expert organizational skills and an advanced inquisitive mindset.</li><li>
Sophisticated analytical skills. Ability to calculate mildly complex figures such as percentages, fractions, and other financial-related calculations.</li></ul><p><b>
Core Behavioral Skills:</b></p><ul><li>
Strategic thinker with a hands-on approach.</li><li>
Passionate about people development and organizational culture.</li><li>
Comfortable navigating change and ambiguity.</li><li>
Committed to fostering an inclusive and equitable workplace.</li></ul><br>
<b>
Additional Information</b><ul><li><br>
<b>On site requirements might change based on clients needs.</b></li></ul><p>
Our inspired people share our vision and mission. We provide a great place to work, where each person has the opportunity and voice to affect change.</p><p>
We want our people to succeed both in work and life. To support this we promote a healthy, productive and flexible working environment that respects work-life balance.</p><p>
Turner &amp; Townsend is an equal opportunity employer. We celebrate diversity and are committed to creating an inclusive environment for all employees and actively encourage applications from all sectors of the community.</p><p>
Please find out more about us at www.turnerandtownsend.com/</p><p>
Turner &amp; Townsend does not accept any speculative or unsolicited CV&rsquo;s that have been sent to our internal recruitment team or hiring managers from agencies outside of our preferred supplier list or that have not followed due process. Any speculative or unsolicited CV&rsquo;s will be treated as a direct application.</p><p>
All your information will be kept confidential according to EEO guidelines.</p><p>
#LI-JD1</p><div></div><p>
Join our social media conversations for more information about Turner &amp; Townsend and our exciting future projects:</p><p>
Twitter</p><p>
Instagram</p><p>
LinkedIn</p>
<p><i>
It is strictly against Turner &amp; Townsend policy for candidates to pay any fee in relation to our recruitment process. No recruitment agency working with Turner &amp; Townsend will ask candidates to pay a fee at any time.</i></p><p><i>
Any unsolicited resumes/CVs submitted through our website or to Turner &amp; Townsend personal e-mail accounts, are considered property of Turner &amp; Townsend and are not subject to payment of agency fees. In order to be an authorised Recruitment Agency/Search Firm for Turner &amp; Townsend, there must be a formal written agreement in place and the agency must be invited, by the Recruitment Team, to submit candidates for review.</i></p></div>

Director of Talent

Sysco

<div><p><b>Overview:
</b></p><p>This position is responsible for providing a broad spectrum of strategic HR expertise and business leadership solutions for the Buckhead/Newport Businesses focusing on business partnership and strategic support to the various Presidents and Senior leaders. The role will drive the HR elements of the business strategy by planning, developing and implementing key HR initiatives that increase productivity, capability and colleague effectiveness. The Lead HR Leader provides leadership and direction to Buckhead/Newport business in nationwide US and Canada markets and the entire organization regarding the design, execution and measurement of people / talent capability planning, development and optimization of programs and solutions. This role is also focused on partnering with company leaders to develop talent, build a succession pipeline, and execute people initiatives. This role will be a key participant in the market-based cross-functional leadership teams. This is a remote position reporting to the Vice President, Human Resources Specialty Foodservice Operations.</p><p><b>
Responsibilities:
</b></p><p>Trusted strategic partnership with key senior leadership to define and execute business and HR strategies and solutions that enable alignment and growth</p><p>
Provide leadership and direction to Buckhead/Newport sites in these markets and the entire organization regarding the design, execution and measurement of people / talent capability planning, development and optimization programs and solutions</p><p>
Lead all HR activities within Buckhead/Newport by providing top-quality coaching, customer service, and solutions in all HR areas, including talent management, culture, total rewards, leadership training, employee relations, and compliance</p><p>
Provide objective perspective in solving business issues through insight regarding people and organization dynamics and implementing sustainable solutions</p><p>
Partner with business leaders to maximize organization effectiveness; leverage expertise in organization design, colleague development, workforce planning, retention, and change management to ensure optimization of colleague&rsquo;s skills and potential</p><p>
Develop in-depth strategic and operational business knowledge to build strong partnerships with senior leadership team. Understanding the business strategy and the functional strategies of the various businesses and areas; partnering with senior leaders to develop HR plans and implement</p><p>
Identify and consult on human resource strategies, programs, and/or processes in response to changing internal and external conditions affecting individual sites and the markets</p><p>
Monitor and report on key talent metrics for respective businesses</p><p>
Drive and assess the effectiveness of performance management and goal setting, including professional and leadership development initiatives.</p><p>
Develop a strong understanding of the company's organizational structure, operations, values and culture to support Sysco&rsquo;s vision, mission and strategies.</p><p>
Build strong business partnerships and have regular interactions with market business and functional leadership, Specialty senior leadership.</p><p>
Consult with internal and external legal counsel as appropriate on employment matters.</p><p>
Effectively lead through a multi-year strategy within our acquisitions through the HR lens including change management, implementation of Sysco&rsquo;s people priorities and leadership development.</p><p>
Proactively partner with Sysco&rsquo;s labor partners and various levels of senior leadership to navigate the labor challenges and varying degree of vulnerability within each site.</p><p>
Lead through short- and long-term projects that will help to level up and standardize various parts of the business to ensure growth, standardization and sustainability.</p><p>
Partner with the senior leadership team to effectively communicate people initiatives and correlated results to Sysco&rsquo;s CEO and executive leadership team.</p><p>
Partner with Centers of Expertise (Total Rewards, Talent Management, Labor Relations) to provide strategic insight on the design and development of HR programs, tools and processes</p><ul><li>
Talent Management: Develop and implement talent strategies to attract, retain, and develop top talent in the market.</li><li>
HR Strategy Alignment: Align HR initiatives with business objectives, ensuring HR strategies support market goals.</li><li>
Leadership Development: Design and deliver leadership development programs to enhance skills and capabilities.</li><li>
Employee Engagement: Drive employee engagement and culture initiatives to foster a positive work environment.</li><li>
Diversity, Equity, and Inclusion: Champion DEI initiatives, promoting a culture of inclusivity and respect.</li><li>
Workforce Planning: Collaborate with business leaders on workforce planning, ensuring the right talent is in place to meet business needs.</li><li>
Performance Management: Develop and implement performance management systems, ensuring fair and equitable processes.</li><li>
Compensation and Benefits: Design and implement market-specific compensation and benefits programs.</li><li>
Compliance: Ensure HR initiatives comply with local labor laws, regulations, and company policies.</li><li>
HR Team Management: Lead and develop a team of HR professionals, providing guidance and support.</li></ul><p></p><p><b>
Qualifications:
</b></p><p>Minimum of Bachelor&rsquo;s degree required, Master&rsquo;s Degree preferred, or an acceptable combination of education and relevant Sysco experience.</p><p></p><p>
Minimum of 10+ years of experience participating in the design, development and execution of human resources strategies and tactics.</p><p></p><p>
Lean Experience preferred</p><p></p><p>
Experience interacting in a national capacity and experience in manufacturing/production, Supply Chain environment</p><p></p><p>
Prior supervisory experience of other HR professionals.</p><p></p><p>
Experience developing, managing and implementing HR initiatives.</p><p></p><p>
Ability to visualize and effectively convey a &ldquo;big picture&rdquo; view of HR and how it fits with Sysco&rsquo;s business strategies.</p><p></p><p>
Ability to collaborate and influence across different levels of the hierarchy, including cross functional senior levels of VPs</p><p></p><p>
Strong collaboration, influential, presentation, and analytical skills.</p><p></p><p>
Strong organization and business communication skills (oral and written) are required to manage a remote and matrix team.</p><p></p><p><b>
ABILITIES AND SKILLS:
</b></p><p><b>Strategic Mindset</b> &ndash; seeing ahead to future possibilities and translating them into breakthrough strategies.</p><p><b>
Customer Focus</b> &ndash; building strong customer relationships and delivering customer-centric solutions.</p><p><b>
Collaborates</b> &ndash; Builds partnership and works collaboratively with others to meet shared objectives.</p><p><b>
Develops Talent</b> &ndash; Develops people to meet both their career goals and the organisation&rsquo;s goals.</p><p><b>
Communicates Effectively</b> &ndash; Developing and delivering multi-mode communications that convey a clear understanding of the unique needs of different audiences.</p><p><b>
Drives Engagement</b> &ndash; Creates a climate where people are motivated to do their best to help the organisation achieve its objectives.</p><p><b>
Drives Growth &amp; Results</b>&ndash; Consistently achieves growth and results, even under tough circumstances.</p><p><b>
Courage</b>&ndash; Steps up to address difficult issues, saying what needs to be said.</p><p></p><p>
Critical Thinking: Using logic and reasoning to identify the strengths and weaknesses of alternative solutions, conclusions or approaches to problems.</p><p>
Judgment and Decision Making: Considering the relative costs and benefits of potential actions to choose the most appropriate one.</p><p>
Negotiation: Bringing others together and trying to reconcile differences.</p><p>
Complex Problem Solving: Identifying complex problems and reviewing related information to develop and evaluate options and implement solutions.</p><p>
Deductive Reasoning: Applying general rules to specific problems to produce answers that make sense.</p><p><b>
PHYSICAL DEMANDS
</b></p><p>The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodation will be made to enable individuals with disabilities to perform the essential functions of this job.</p><p>
The ability to sit, stand, walk and use hands and fingers to operate a computer keyboard, mouse, and telephone to talk and hear.</p><p>
The ability to frequently sit and reach with hands and arms.</p><p>
The ability to occasionally lift and/or move up to 20 pounds.</p><p><b>
WORK ENVIRONMENT
</b></p><p>The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of the job. Reasonable accommodation will be made to enable individuals with disabilities to perform the essential functions of the job.</p><p>
Must be able to do limited travel to Sysco facilities or operating companies.</p><p>
Must be able to utilize office equipment such as desktop/notebook computers, copiers, printers, scanners, telephones, and calculators.</p><p>
The noise level in the work environment is usually moderate.</p><p>
Must be able to work in various indoor and outdoor climates and driving conditions.</p><p>
NOTICE: The above statements are intended to describe the general nature of the environment and level of work being performed by this job. This job description in no way states or implies that the duties and responsibilities listed are the only tasks to be performed by the employee in this job. The employee will be required to follow any other instructions and to perform any other job-related duties requested by his or her supervisor.</p><p>
Reasonable accommodation will be made to enable individuals with disabilities to perform the essential functions. This job description supersedes prior job descriptions. When duties and responsibilities change and develop the job description will be reviewed and subject to changes of business necessity.</p><p></p><p>
#LI-JJ2</p></div>

Lead, Human Resource Business Partner - SSMG -US

Venterra Realty

<div><div><div><b>Human Resources Business Partner</b></div><div></div><div><b><br>
The </b><b>Venterra</b><b> Difference</b></div><div></div><div><br>
Established in 2001 and headquartered in Houston, Texas, Venterra is a fully vertically integrated developer, owner, and operator of multifamily apartments with approximately 90 mixed-use and multifamily communities across eight states, representing over 26,000 units and serving 50,000+ residents. Venterra has enjoyed tremendous growth and financial success over our 20+ year history and currently owns and manages over $5.5 billion of assets with total annual revenues approaching $500 million.</div><div></div><div><br>
Beyond the financial results, Venterra has earned a strong reputation within the multifamily industry as a Fortune Certified Great Place to Work for 10 years as well as Best Workplaces for Women, Best Workplaces in Real Estate-Small and Medium, and Top 100 Best Medium Workplaces. These accolades are a testament to Venterra&rsquo;s values and dedication to our team members.</div><div></div><div><b><br>
Role Overview:</b></div><div></div><div><br>
The Human Resources Business Partner (HRBP) provides day-to-day HR support to leaders and associates across an assigned portfolio of properties, with a primary focus on the Texas region. This role blends responsive associate support with practical, business-aligned partnership in employee relations, performance management, coaching, hiring support, and HR processes. The HRBP helps resolve issues, equips leaders with tools to build high-performing teams, and supports initiatives that drive engagement, retention, and compliance.</div><div></div><div><br>
You will report to the Senior Director, HRBP, operate as an individual contributor, and collaborate closely with Total Rewards, Learning &amp; Development, Talent Acquisition, and the broader HR team.</div><div></div><div><b><br>
Location:</b> Houston, Texas (hybrid). Periodic travel (~25%).</div><div></div><div><b><br>
Key Responsibilities:</b></div><div></div><div><b><br>
 </b><b>Regional HR Partnership</b></div><ul><li>
Serve as the primary HR contact for leaders and associates in the assigned portfolio of properties.</li><li>
Build trusted relationships with Regional Managers, Community Managers, and Maintenance Managers to understand business needs and provide timely HR support.</li><li>
Provide practical coaching to managers to help them lead engaged, high-performing teams.</li></ul><div><br>
</div><div><b>Employee Relations &amp; Compliance</b></div><ul><li>
Serve as the first point of contact for associate inquiries and concerns. Triage and resolve routine ER matters.</li><li>
Conduct fact-finding and support investigations; recommend consistent correct actions aligned to policy.</li><li>
Help ensure compliance with federal, state, and local employment laws as well as company policies and procedures.</li></ul><div></div><div><b><br>
Performance &amp; Talent Management</b></div><ul><li>
Support goal setting, feedback, and performance conversations; guide managers on documentation and timelines.</li><li>
Support talent reviews, development plans, and succession discussions to address skill and leadership gaps.</li><li>
Partner with Talent Acquisition on job postings, interviewing, hiring, and onboarding to create a strong associate experience.</li></ul><div><br>
</div><div><b>Compensation &amp; Rewards</b></div><ul><li>
Provide guidance on compensation practices &amp; pay changes within established guidelines.</li><li>
Support annual and off-cycle pay actions in coordination with Total Rewards.</li></ul><div></div><div><b><br>
Engagement, Change, &amp; Communications</b></div><ul><li>
Support initiatives that strengthen engagement, retention, and associate development.</li><li>
Promote a &ldquo;Great Place to Work&rdquo; culture through employee listening &amp; follow-through on feedback</li><li>
Assist with change management communications and training.</li></ul><div></div><div><b><br>
HR Metrics &amp; Reporting</b></div><ul><li>
Maintain accurate HR records; track basic HR metrics for the assigned portfolio.</li><li>
Provide regular HR report and analysis to key stakeholders.</li></ul><div></div><div><b><br>
Projects &amp; Continuous Improvement</b></div><ul><li>
Participate in HR projects and process improvements that enhance the efficiency &amp; service to the business.</li><li>
Help create and share tools, resources, and training for managers and associates.</li></ul><div></div><div><br>
</div><div><b>Skills, Experience and Professional Qualifications</b></div><ul><li>
A minimum of 5 years of<b> </b><b>HRBP </b><b>experience</b>
</li><li>Bachelor&rsquo;s degree required; Master&rsquo;s degree in HR Management, I/O Psychology, or related field a plus</li><li>
SHRM-CP or PHR preferred</li><li>
Experience with employee relations, compensation management, talent management and organizational development in a multi-state organization and/or multi-location organization</li></ul><ul><li>
Working knowledge of federal, state, and local employment, wage, and salary laws and regulations, including, but not limited to, EEO, FLSA, FMLA, ADA, and OSHA</li><li>
Strong interpersonal and communication skills with the ability to build trust and credibility with leaders and associates</li><li>
Fluency in Spanish a plus</li></ul><div></div><div><i><br>
Venterra</i><i> is an equal opportunity employer, and we are proud to support and celebrate diversity in the workplace. We are committed to equal consideration for all qualified applicants regardless</i><i> </i><i>of race, color, religion, gender, sexual orientation, gender identity or expression, national origin, age, disability, protected veteran status, genetic information, or any other characteristic protected by applicable law.</i><i> </i><i>If you have a disability and need </i><i>accommodation</i><i> or assistance with the application process and/or using our website, please email</i><i> </i><b><i>recruiting@venterraliving.com</i></b><i>.</i></div><div></div><div><i><br>
Venterra</i><i> complies with all applicable laws regarding background checks and assessments. Candidates will be subject to a background check, which may include criminal history, employment verification and/or educational qualifications or certifications. Candidates may be asked to complete a technical test or assessment.</i><i> </i><i>Venterra</i><i> participates in </i><i>e-verify</i><i>.</i></div></div></div><p></p>

Human Resources Business Partner

Great Day Improvements: A Family of Brands

<div>Overview:
<p><b>
Great Day Improvements / Patio Enclosures - Director of Branch Operations</b></p><div></div><div><br>
As thehe Director of Branch Operations, you will play a critical leadership role in driving operational excellence, efficiency, and profitability across the Patio Division brands. This position leads branch-level operational strategy and execution, ensuring consistent adherence to company processes, delivery of exceptional customer experiences, and achievement of financial targets.</div><div></div><div><br>
Reporting to the Vice President of Branch Operations, the Director partners with Regional Operations Managers, Area Installation Managers, and other operational leaders to identify improvement opportunities, execute process enhancements, and support both established and new branch locations. The Director is also responsible for building high-performing operational teams, leading special projects, and ensuring that branches are positioned for sustainable growth.</div><div></div><div><b><br>
Compensation Structure:</b></div><ul><li>
Car Allowance - $7,200</li><li>
Revenue Growth Bonus (Paid Monthly)
</li><li>EBITDA Bonus (Calculated Monthly, Paid Quarterly, expansion add backs removed from calculation during addback period)</li><li>
Customer Satisfaction (Paid Monthly)
</li></ul>Responsibilities:
<div><b>
Strategic and Operational Leadership</b><br>
<ul><li>Develop and implement branch operational strategies that align with corporate goals and direction from the Vice President of Branch Operations.</li><li>Collaborate with the Vice President to establish short- and long-term objectives for existing and new markets.</li><li>Lead operational readiness for new branch launches, including staffing, training, and process implementation.</li><li>Partner with corporate functions (Manufacturing, Engineering, HR, Finance, Marketing) to ensure operational excellence and support cross-functional initiatives.</li></ul></div><div></div><div><b><br>
Operational Execution and Process Compliance</b><br>
<ul><li>Oversee installation operations, ensuring timely, high-quality completion of projects in accordance with company standards.</li><li>Ensure all branches maintain a rolling 8-week installation schedule, updated calendars, and accurate monthly revenue projections.</li><li>Monitor and enforce adherence to operational processes, service procedures, and safety programs.</li><li>Provide additional training where gaps in process execution are identified.</li><li>Drive service excellence by ensuring accurate and timely service reporting.</li></ul></div><div></div><div><b><br>
Financial Performance</b><br>
<ul><li>Partner with the Vice President to develop annual revenue goals and budgets for branch operations in alignment with corporate objectives.</li><li>Analyze job costing, contribution margins, and branch P&amp;L performance to identify improvement opportunities.</li><li>Control costs within budgetary guidelines and ensure revenue forecasts are met.</li><li>Lead initiatives to improve operational metrics, gross profit, and overall profitability.</li></ul></div><div></div><div><b><br>
People Development and Leadership Culture</b><br>
<ul><li>Serve as a leadership role model, setting a high standard for operational discipline, collaboration, and urgency.</li><li>Develop, mentor, and support operational leaders (Regional Operations Managers, Area Installation Managers) to build a strong leadership pipeline.</li><li>Partner with the Vice President and training teams to refresh and evolve operational training programs.</li><li>Create an environment of trust, accountability, and open communication across branches.</li></ul></div><div></div><div><b><br>
Skills and Competencies</b><br>
<ul><li>Metric-focused and results-driven with a strong sense of urgency.</li><li>Adaptable and able to thrive in a fast-paced, high-change environment.</li><li>Ability to lead through influence and collaboration across multiple business units.</li><li>Strong problem-solving skills with the ability to develop practical, scalable solutions.</li><li>Inspirational leader who accelerates adoption of best practices and motivates teams to deliver results.</li></ul></div><div></div><div><b><br>
Travel &amp; Work Location Requirements:</b><br>
This is a field-based support position that requires significant travel to branches and markets across the assigned district. It is not a home-based or single-location role. The expectation is that the Director will be in the field approximately three weeks out of every four each month or up to 75% of the time, providing on-site coaching, training, and leadership support. Flexibility in travel schedule will be required to meet business needs.</div><div></div><div><b><br>
Performance Expectations:</b></div><ul><li>Core Branch Business (Existing Regions):</li><li>Achieve EBITDA of at least 10%, or ahead of forecast.</li><li>Achieve a Gross Profit % of at least 52%, or ahead of forecast.</li><li>Maintain annual revenue growth of 15% or higher.</li><li>Maintain a Customer Referability Rating of at least 65%.</li><li>Keep Accounts Receivable below 10% of monthly installed revenue.</li><li>Expansion Branches:</li><li>Achieve forecasted EBITDA and Gross Profit, with EBITDA % improving year over year.</li><li>Keep Accounts Receivable below 15% of monthly installed revenue.</li><li>Maintain a Customer Referability Rating of at least 65%.</li><li>Ensure profitability within 12 months of market launch.</li></ul>
Qualifications:
<div><b>
Required:</b><br>
<ul><li>10+ years of leadership experience in branch operations, general management, or related fields.</li><li>Proven track record of improving operational performance in multi-location environments.</li><li>Strong data-driven decision-making skills and the ability to translate metrics into action.</li><li>Experience leading large, distributed teams in high-growth or fast-paced industries.</li></ul></div><div></div><div><b><br>
Preferred:</b><br>
<ul><li>Bachelor&rsquo;s degree in business, construction management, or related field.</li><li>Residential or commercial construction industry experience.</li><li>Background in launching and scaling new branch locations</li></ul></div><div></div><div><br>
GDI is an Equal Employment Opportunity Employer</div><div>
#INDGDISNE</div></div>

Director of Branch Operations

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