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WhiteWater Express Car Wash

<div>Human Resource Representative
At WhiteWater Express, we are more than just a car wash; we are a company built on respect, communication, and a passion for people. Our dedicated team members are leaders within the company, and we believe that personal growth is the key to our organizational success. If you are a self-starter, motivated, and ready to take on new challenges, we want you to succeed with us, as a part of a rapidly growing business.
Position Overview
The Human Resources (HR) Representative position supports daily HR operations across an assigned region, helping drive consistent, people-first practices while ensuring compliance and operational excellence.
This role partners closely with an HR Business Partner and plays a key part in the employee lifecycle&mdash;from hiring and onboarding to employee relations, performance support, and offboarding.
Key Responsibilities<ul><li>
Serve as the first point of contact for employee and manager HR questions within assigned regions</li><li>
Support full-cycle HR operations including recruiting coordination, onboarding, employee relations, performance processes, and separations</li><li>
Partner with the HR Business Partner on complex or high-risk employee relations matters</li><li>
Assist with investigations, corrective actions, disciplinary meetings, and terminations as needed</li><li>
Coordinate background checks and employment eligibility verification</li><li>
Administer HR programs related to benefits, leave, engagement, and retention</li><li>
Maintain accurate documentation in HRIS and personnel files</li><li>
Ensure compliance with federal, state, and local employment laws and company policies</li><li>
Provide guidance to managers on policy interpretation and consistent application</li></ul>
Qualifications<ul><li>
Bachelor&rsquo;s degree in Human Resources, Industrial Psychology, or related field (or equivalent experience) and 3&ndash;5 years of progressive HR experience, including employee relations exposure. However, a combination of experience and/or education will be taken into consideration.</li><li>
Working knowledge of employment laws (FMLA, FLSA, EEOC, DOL, OSHA, etc.)</li><li>
Strong communication, organization, and time-management skills</li><li>
High level of professionalism, discretion, and confidentiality</li><li>
Proficiency in Microsoft Office and Google Workspace; HRIS experience preferred</li><li>
SHRM-CP or SHRM-SCP preferred</li></ul>
Benefits<ul><li>
Compensation ranging from $55K-$65K/yr.</li><li>
Comprehensive Health Benefits (Medical, Dental &amp; Vision)</li><li>
Paid Time Off in addition to Company Paid Holidays</li><li>
401(k) Retirement Plan with Company Match</li><li>
Company-Paid Life Insurance</li><li>
Pathways to Advancement</li><li>
Free Weekly Car Washes</li></ul>
Our employees are our most valuable asset. We only employ the best people in the service industry who embrace new challenges with enthusiasm. If you are looking for professional development with advancement opportunities in a fast-growing organization, come join our Team!
zbwEXFsAz4</div>

HR Representative

Sungrow USA Corporation

<div>The Company: 
Sungrow North America provides industry-leading solar PV inverter and battery energy storage solutions for utility-scale and C&amp;I projects. Guided by its mission of &ldquo;clean power for all,&rdquo; Sungrow delivers a broad portfolio of high-quality products designed to maximize energy yield, support grid stability, and reduce risk and project costs. Its technology reflects decades of dedicated research and development, with a focus on safety, reliability, and intelligent system performance. Sungrow&rsquo;s solutions power over 870 GW of solar and storage installations in 180 countries. They are trusted by developers and asset owners seeking the most bankable equipment, advanced grid-support capabilities, and efficient operations across the full lifecycle. 
The Position:
We are seeking an experienced HR Specialist to support our rapidly growing workforce. This role will play a critical role in establishing structured management processes for contingent labor, ensuring operational efficiency, vendor coordination, and compliance while partnering with internal stakeholders to improve workforce management. The HR Specialist will be responsible for bringing structure, oversight, and accountability to a workforce of 150+ contractors (via Agency) while supporting managers and ensuring alignment with company policies and business objectives. This position reports to the HRBP Supervisor and works closely with department leaders and external staffing partners to support workforce operations across service and non-service teams. 
Essential Duties and Responsibilities 
1. Strategic HR Partnership:<div><ul><li>
Partner with department leaders to understand business needs and develop HR strategies that support organizational goals.</li><li>
Provide guidance on workforce planning, organizational design, talent management, and succession planning.</li><li>
Serve as a trusted advisor to managers on employee engagement, performance management, team development, and workplace issues.</li><li>
Act as the primary HR liaison between internal departments and external staffing partners to ensure effective workforce support across service and non-service teams.</li></ul></div>
2. Employee Relations &amp; Compliance:<div><ul><li>
Manage employee relations matters, including conflict resolution, investigations, and performance-related concerns, while ensuring consistent application of company policies.</li><li>
Coach and support managers in addressing sensitive workplace situations and improving team effectiveness.</li><li>
Ensure compliance with federal, state, and local employment laws and maintain alignment with company HR policies and procedures.</li></ul></div>
3. Talent Acquisition &amp; Workforce Planning:<div><ul><li>
Support recruiting initiatives and collaborate with hiring managers on workforce planning, onboarding, and employee development. May also support sourcing and recruitment efforts for critical contractor and contingent roles as needed.</li></ul></div>
4. Vendor Management:<div><ul><li>
Lead the management and oversight of third-party and contingent workforce programs, including coordination with staffing agencies and external vendors.</li><li>
Develop and implement processes to improve visibility, tracking, and governance of contractor headcount and contingent workforce activities.</li><li>
Monitor vendor performance to ensure service quality, compliance, and adherence to contractual expectations.</li></ul></div>
5. Day-to-Day Operations and Oversight:<div><ul><li>
Address operational matters related to contingent labor, including onboarding, offboarding, workforce coordination, and issue resolution.</li><li>
Collaborate with legal, finance, and HR teams to ensure proper contractor classification and mitigate risks associated with contingent labor.</li><li>
Partner with warehouse and operations leaders to promote workplace safety and ensure compliance with company safety policies and applicable regulations.</li><li>
Support incident reporting, workplace investigations, and follow-up actions to maintain a safe working environment.</li></ul></div> 
REQUIREMENTS:
Qualifications:<div><ul><li>
Bachelor&rsquo;s degree in human resources or related field.</li><li>
SHRM-CP or SHRM-SCP, PHR or SPHR is a plus.</li><li>
Mandarin speaking is required</li></ul></div>
Experience<div><ul><li>
2+ years of HR experience, preferably including contingent workforce management.</li><li>
Experience working with staffing agencies or external workforce programs.</li><li>
Previous HRIS experience strongly preferred</li><li>
Experience with multi-state employer is a plus.</li><li>
Experience in global company is required.</li><li>
Experience in start-up companies is a plus.</li></ul></div>
Skills &amp; Competencies<div><ul><li>
Excellent interpersonal, verbal, and written communication skills.</li><li>
Strong problem-solving and analytical skills.</li><li>
Proficient with Microsoft Office Suite.</li><li>
Ability to maintain the confidentiality of sensitive information and handle confidential matters with discretion.</li><li>
Ability to determine priorities, plan workloads and meet deadlines in a fast-paced environment.</li><li>
Team player with a proactive attitude and ability to establish and maintain effective working relationships.</li></ul></div>
Travel<div> 
<ul><li>
5%. Quarterly travel to Orange County, CA or Phoenix, AZ.</li></ul></div> 
Work Location and Status:<div> 
<ul><li>
Full time, Houston, TX</li><li>
Hybrid, 3 days in office</li></ul></div> 
Compensation:<div> 
<ul><li>
Compensation commensurate with experience</li><li>
Competitive benefits package and employee programs</li><li>
Strong personal and company growth opportunities</li></ul></div> 
Sungrow is an equal opportunity employer. Due to strong interests in this position, Sungrow will only reach out to those candidates who best meet the requirements. Thank you for your interest in Sungrow.<div> 
#LI-MG2</div></div>

HR Specialist (Mandarin Speaking)

Barrios Technology

<div>Overview:
<div>
Barrios Technology is an engineering solutions partner with more than 45 years of experience supporting NASA and the commercial space industry. We deliver innovative engineering, software, and technology integration services across NASA centers nationwide. Barrios prides itself on a people-focused culture that values creativity, diversity, professional growth, and a healthy work&ndash;life balance.</div><div></div><div> 
We are seeking an experienced HR professional to fill a critical HR Business Partner role in Clear Lake, Texas. This position is a hybrid position and should normally work in the office 2 days a week. This key position reports to the Chief People Officer and requires direct HR support to assigned functional organizations, proving expert HR guidance to Management and employees, conducting and managing moderate investigations and work with other Sr members on complex cases, and managing performance-related issues.</div><div></div><div> 
This position will also be significantly involved in contributing to technical projects that enhance our HR systems and workflows, as well as operating as the key contact for all HR functions for the organizations in which this position serves. Your efforts will align with legal, industry, and Barrios best practices and play a vital part in supporting our commitment to a diverse and inclusive workplace.</div>
Responsibilities:

Job Duties/Responsibilities:
<ul><li>Partners with leaders to align and deliver strategic talent plans, reduce complexities, and enhance the value of enterprise HR solutions.</li><li>
Serve as a trusted advisor and consultant to business leaders on HR policies, workforce planning, team effectiveness, and organizational design.</li><li>
Acts as change agent, strategic advisor, and collaborator with senior leaders to influence and shape culture, business plans, vision, mission, priorities, and human capital strategies.
</li><li>Provide day-to-day guidance on employee relations matters, conflict resolution, and HR compliance.</li><li>
Coach business senior leadership team in talent-related discussions/planning and in implementation of performance management process and executive communications.</li><li>
Support the implementation of HR programs such as engagement surveys, salary administration and reviews, and learning initiatives.</li><li>
Utilizes deep knowledge of HR policies, procedures, best practice and competitive landscape to shape the talent and HR requirements for the business.</li><li>
Collaborate with recruiting teams to drive talent acquisition efforts aligned with workforce plans.</li><li>
Works alongside managers and supervisors to champion business and HR standards and consistency in policies, systems, and provides policy clarifications, interpretations and guidance as needed.</li><li>
Partners with business unit leaders to identify/address business drivers that may require org development/change; plan and execute organizational change initiatives.</li><li>
Act as HR lead for projects as required</li><li>
Additional duties as required
</li></ul>Qualifications:
<div>
Required Qualifications
</div><ul><li>Bachelor&rsquo;s degree in Human Resources, Business, Organizational Development, or related field required.
</li><li>7+ years of progressive HR experience, with at least 3 years in a business partner or consultative HR role supporting senior leaders.</li><li>
2+ years in the aerospace industry or within a government contracto</li><li>
Proven experience driving talent strategies and leading through organizational change.</li><li><div>
Proven ability to influence, coach, and build trusted relationships with leaders.</div></li><li><div>
Strong business acumen with the ability to identify opportunities for HR process improvement.</div></li><li>
Strong understanding of employment law, HR policies, and organizational development principles.</li><li>
Excellent interpersonal and consulting skills</li><li>
Strong analytical and problem-solving skills; comfort working with data and HRIS/reporting tools.</li></ul><div>
Preferred</div><ul><li>
2+ years of experience in the aerospace industry or within a government contractor environment</li><li>
PHR, SPHR, SHRM‑CP, or SHRM‑SCP certification</li><li>
Experience supporting technical or engineering organizations</li></ul> 
Essential Requirements<ul><li>
Must be a U.S. Citizen and successfully complete a U.S. government background investigation.</li><li>
Applicant selected may be subject to government security investigation and must meet eligibility requirements for access to classified information.</li><li>
Work may involve sitting for extended periods.</li><li>
May require lifting and carrying up to 25 lb.</li><li>
Must have sufficient mobility to enter areas of test facilities where necessary.</li><li>
Generally, an office environment but can involve inside or outside work depending on task.</li><li>
Standard office equipment (PC, telephone, fax, etc.)</li><li>
Regular attendance in accordance with established work schedule is critical.</li><li>
Ability to work outside normal schedule and adjust schedule to meet peak periods and surge requirements when required.</li><li>
Must be able to work in a team atmosphere.</li><li>
Must put forward a professional behavior that enhances productivity and promotes teamwork and cooperation.</li><li>
Grooming and dress must be appropriate for the position and must not impose a safety risk/hazard to the employee or others.</li><li>
This position may require some commuting and traveling to other installations as needed.</li></ul>
 Don&rsquo;t miss out on this great opportunity; for immediate consideration, apply now! 
Barrios Technology is a drug-free workplace, which is imperative to the health and safety of all employees and is required as a condition of receiving contracts from federal agencies. Please remember that regardless of the legalization of marijuana in several states, possession and use continues to be illegal under the federal Controlled Substances Act. This includes the use of some CBD products. A post-offer, pre-employment drug test is a condition of employment. 
Barrios Technology is an Equal Employment Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, disability, sex, sexual orientation, gender identity or expression, age, national origin, veteran status, genetic information, union status and/or beliefs, or any other characteristic protected by federal, state, or local law.</div>

Human Resources Business Partner

Love’s Travel Stops

<div>Benefits: * Fuel Your Growth with Love's - company funded tuition assistance * Paid Time Off * 401(k) &ndash; 100% Match up to 5% * Medical/Dental/Vision Insurance after 30 days * Competitive Pay * Career Development * 
Welcome to Love's: The Regional HR Business Partner (HRBP) position is responsible for aligning business objectives with employees and management in designated business units. The position is business-facing and serves as a strategic partner to leadership on human resources-related issues for their multi-state area/division. 
Job Functions:<ul><li>
Acts as a consultant to the aligned Regional Vice President on human resource-related issues</li><li>
Proactively lead, influence, and communicate the business strategy</li><li>
Acts as an employee champion and a change agent</li><li>
Anticipates HR-related needs in the Love's locations within the assigned region/division</li><li>
Champions and executes COE programs across region/division</li><li>
Handles complex employee relations matters to include terminations, counseling, coaching and documentation</li><li>
Interprets and explains human resources policies, procedures, labor laws, standards, and regulations</li><li>
Serves as a link between management and employees by handling questions, interpreting and helping resolve work-related problems</li><li>
Addresses employees and advises managers on organizational policy matters such as; equal employment opportunity, work complaints, harassment allegations and other employee concerns</li><li>
Primary HR partner for all HR investigations within the division</li><li>
Actively participate on a variety of HR or HRIS projects serving operations</li><li>
Advises leadership on progressive disciplinary process
</li><li>Review exit interviews, analyze data and report on trends for division</li><li>
Manages the process for employee evaluations and supports talent review processes</li><li>
Monitors and evaluates headcount, turnover and other relevant HR metrics</li><li>
Works with recruiters to determine staffing needs and back up all recruiting functions as necessary
</li><li>Other duties assigned as needed</li></ul> 
Experience and Qualifications:<ul><li>
Bachelor&rsquo;s Degree in HR or HR related field is preferred</li><li>
2+ years HR experience</li><li>
5+ years of multi-unit experience, retail industry, or restaurant industry experience is preferred</li><li>
Skills: knowledge of Microsoft Office, including word processing, spreadsheet and database applications, HR specific software, strong presentation skills, willingness and ability to learn from other departments, innovator, good verbal and written communication skills, strong time management skills, strong organization skills, can-do attitude, sense of urgency, ability to take constructive criticism and strong work ethic</li><li>
Must have a valid driver license</li><li>
Weekly travel required</li><li>
Travel is required and overnight travel will be involved; this position will be on the road visiting Love&rsquo;s locations at least 80-90 days per year.</li></ul> 
Our Culture: 
Fueling customers' journeys since 1964, innovation leads the way for this family-owned and operated business headquartered in Oklahoma City. With nearly 40,000 team members, travel stops are the core business along with products and services that provide value for professional drivers, fleets, traveling public, RVers, alternative energy and wholesale fuel customers. Giving back to communities and an inclusive workplace are hallmarks of the award-winning culture. 
Love&rsquo;s is an Equal Opportunity Employer. Veterans encouraged to apply. 
Job Category: Corporate</div>

Regional HR Business Partner (Region 1400)

Deloitte

<div>Our Deloitte Strategy &amp; Transactions team helps guide clients through their most critical moments and transformational initiatives. We offer comprehensive end-to-end support and advisory services, covering areas such as valuation modeling, cost optimization, restructuring, business design and transformation, infrastructure and real estate, mergers and acquisitions (M&amp;A), and sustainability. The team works closely with clients at every stage of their journey, helping them navigate challenges, avoid financial pitfalls, and implement practical solutions before, during, and after major transformational projects or transactions creating lasting impact. 
 
Build the people playbook that makes private equity (PE) value creation real. Deloitte Consulting is hiring an M&amp;A Human Capital (HC) Senior Manager focused on private equity-owning the org, talent, leadership, culture, and change agenda across both integrations and separations/carve-outs. If you like high-velocity deals, practical problem-solving, and outcomes you can measure, the role below has your name on it. 
 
Recruiting for this role ends on 4/7/2026 
 
Work You'll Do 
 
As an M&amp;A HC Integration &amp; Divestiture (I&amp;D) Senior Manager, you will lead and deliver large, complex client engagements that identify, design, and implement creative business and technology solutions for large companies. Senior Managers are expected to contribute to the firm's growth and development in a variety of ways including, 
<ul><li>
Engagement Management: Execute a project plan; lead engagement planning and budgeting; mobilize and manage engagement teams; define deliverable structure and content; facilitate buy-in of proposed solutions from top management levels at the client; direct on-time, quality delivery of work products; manage engagement economics; manage engagement risk.</li><li>
Interactions with executive clients and sponsors: Participate in Business Development, develop and maintain contact with top decision makers at key clients, organize and lead pursuit teams, participate and lead aspects of the proposal development process, contribute to the development of proposal pricing strategies.</li><li>
Practice Development &amp; Eminence: Develop practical solutions and methodologies, develop &quot;thought ware&quot; and &quot;point- of-view&quot; documents, participate in public speaking events, get published in industry periodicals.</li><li>
People development: Perform the role of counselor and coach, provide input and guidance into the staffing process, actively participate in staff recruitment and retention activities, provide leadership and support for delivery teams and staff in local offices.</li><li>
Change Management and communications: Assist in the implementation of change management strategies related to M&amp;A. Empowering leaders to lead their people through the transaction, enable managers to support employees, and create an environment that reduces anxiety, minimizes disruptions and fosters enthusiasm for the future. This includes organizational change and impact assessments, creating holistic change management programs, managing stakeholder and employee engagement and delivering effective internal and external communications.</li><li>
Cultural Alignment: Understand and assess legacy cultures, define a future-state culture, and develop plans for how to cultivate that culture.</li><li>
HR Functional Integration: Lead the integration of HR Functions including HR Systems, Service Delivery, Total Rewards, Payroll, Leadership Development, and Talent Strategies.</li><li>
Workforce Optimization: Imagine and transform the composition and capabilities of the workforce to match the needs of the future of work in this age of technology disruption. Deliver end-to-end transformations of workforce programs, services and processes to identify, build and drive success of organizations and their workforces. Deliver solutions within each workforce domain: Branding &amp; Acquisition; Rewards &amp; Well-being; Performance, Learning &amp; Career Mobility; Leadership &amp; Teaming; Diversity &amp; Inclusion.</li><li>
Organization Strategies: Assist in the development of organizational design to enable future-state strategy. This includes supporting the design of combined or separated operating models and the accompanying organizational structures and facilitating the overall workforce transition processes to optimize roles, responsibilities and performance in the future organization.</li></ul> 

The Team 
 
Our M&amp;A team offers expert guidance to corporate and private equity clients in navigating complex growth and divestiture scenarios. Our services encompass M&amp;A strategy and transaction diligence, integration and separation planning and execution, as well as transaction financing. 
 
Our M&amp;A HC team helps clients define their talent strategy and align it with their executive business vision using innovative strategic frameworks that enhance HR service delivery models, set the stage for continuously improving operational excellence, and reimagines the HR brand. Our approach to due-diligence, integration / divestiture planning and execution focuses on identifying potential risks, developing an end-state vision and strategy, and supporting clients to implement maximum value realization opportunities. The M&amp;A HC team performs activities across the M&amp;A life cycle including advising due diligence projects to identify and quantify transaction risks and opportunities, ensuring overall Talent / People / HR strategies are aligned with overall corporate strategic objectives, identifying HR, culture, key talent and retention related risks, and planning for Day 1 readiness and/or managing post-merger integration. This team builds support, understanding and advocacy for the creation of the new organization to executive leaders. They design organizations that align to the future operating model and prepare to transition the workforce through targeted communication and support. 
 
As a global leader in providing consulting services to the asset management industry, Deloitte works with clients to address a range of critical issues brought on by regulatory changes, competition, globalization, advances in technology, and the changing demands of their customers. Our clients include asset, wealth, and investment advisers and administrators from every sector of the industry, including investment managers, broker-dealers, banks, insurance companies, mutual funds, hedge funds, private equity, alternative products, and other money managers. 
 
Qualifications 
 
Required: 
<ul><li>
Experience delivering at least 10 M&amp;A Human Capital engagements in integration planning and execution, post-merger integration, assessment of transaction risks and restructuring/enterprise cost reduction</li><li>
8+ years experience developing HR transaction strategy and subsequently delivering on that strategy</li><li>
8+ years experience working in HR functions &amp; processes, with experience in one or more of the following areas: HR Strategy, HR Employee Experience, HR Operating Models, HR Mergers &amp; Acquisition (M&amp;A), HR Outsourcing Advisory, and HR Technology</li><li>
8+ years experience leading current/future state road mapping, requirements gathering workshops, running labs, and/or facilitating meetings</li><li>
8+ years experience leading vendor selection including RFPs, RFIs, scoring and evaluating products and services</li><li>
6+ years experience carrying a business development quota for consulting work, writing proposals, ramping up pursuit teams and leading business development pursuits' end-to-end.</li><li>
4+ years experience working with or in PE firms and/or portfolio companies</li><li>
Bachelor's degree and 8+ years consulting and/or industry experience in M&amp;A Human Capital including change management initiatives, communications development, organizational design and development, HR strategy or operations, and /or talent solutions; alternatively, an MBA with 6+ year relevant work experience</li><li>
Ability to travel up to 50%, on average, based on the work you do and the clients and industries/sectors you serve</li><li>
Limited immigration sponsorship may be available</li></ul> 
Preferred: 
<ul><li>
MBA or graduate degree in HR or Organizational Behavior</li><li>
Actuarial exams or designation, other HR credentials (CCP, GRP, CEMS, CMS, etc.)</li><li>
10+ years of experience with Human Capital Mergers and Acquisitions, restructuring and/or enterprise cost reduction, including a background in due diligence, assessment of transaction risks, target screening, integration planning and execution, and/or post-merger integration</li><li>
Experience in HR, Consulting, and/or Corporate Communications</li><li>
Experience performing Human Capital due diligence (some or all of compensation, benefits, HR compliance, labor relations, HR communications, operations and technology, talent and culture) and post-deal integration / separation activities by identifying and quantifying transaction risks and opportunities</li><li>
Experience in financial statement and operations analytics</li><li>
Demonstrated strong business acumen and ability to work effectively across teams, levels and varying cultures</li><li>
Strong oral and written communication skills, including presentation skills (MS PowerPoint), data analysis (MS Excel, Tableau, or SQL) and report writing</li><li>
Strong problem-solving skills with the ability to exercise mature judgment</li></ul> 
Information for applicants with a need for accommodation: https://www2.deloitte.com/us/en/pages/careers/articles/join-deloitte-assistance-for-disabled-applicants.html</div>

PE Mergers & Acquisitions Human Capital Senior Manager

Westlake Corporation

<div>Westlake offers you the potential to enrich your work life and career experience in an entrepreneurial environment. We work together to enhance peoples' lives through our products and presence in the communities in which we operate.
SUMMARY
The Employee Relations Specialist is a hands-on, highly collaborative, and trusted Human Resources (HR) professional who supports the business by partnering with leaders across the organization on a wide variety of employee relations and compliance-related projects, initiatives, and issues. Reporting to the Employee Relations Manager, this role assists in the administration of employee relations programs, helps ensure compliance with employment laws and company policies, and serves as a resource for employees and managers on HR-related matters. The Specialist is involved in workplace investigations, conflict resolution, and the day-to-day application of HR policies and procedures.
DUTIES AND RESPONSIBILITIES
May include, but are not limited to, the following:<ul><li>
Support the Employee Relations Manager in the execution of employee relations programs and initiatives.</li><li>
Assist in investigating employee relations issues, including complaints, conflicts, and policy violations, and document findings.</li><li>
Provide guidance to employees and managers regarding HR policies, procedures, and employment practices.</li><li>
Manage escalations and advise HR professionals on best practices regarding protected leaves of absence, including FMLA and ADA.</li><li>
Manage and administer the Company severance program for position eliminations, restructures, reductions in force, and plant closures; review compliance with federal and/or state WARN acts.</li><li>
Support the development, refinement, and implementation of employee relations policies and processes.</li><li>
Responsible for answering day-to-day employee relations and HR compliance questions.</li><li>
Assist in responding to employee questions about policies, leave administration, accommodations, and performance management processes.</li><li>
Proactively research to ensure compliance, provide appropriate consultation, and help avoid or minimize risk exposure to the organization.</li><li>
Support the design and delivery of training/education sessions for employees, HR professionals, supervisors, and managers related to employee relations, FMLA/ADA, and union awareness.</li><li>
Support internal HR audits, including Harassment Training, Employee Handbook, Form I-9s, etc.</li><li>
Partner with HR team members to maintain accurate and confidential employee relations records and documentation.</li><li>
Participate in the administration of HR-related cases within the EthicsPoint hotline tool, as directed.</li><li>
Responsible for ad hoc reporting and metrics to support Employee Relations team initiatives.</li><li>
Monitor and track employee relations metrics, such as turnover reasons and exit interview data, and provide reports to management.</li><li>
Build and maintain key internal and external relationships.</li><li>
Stay current on local, state, and federal employment and compliance laws, and participate in ongoing training and development.</li></ul>
EDUCATION, EXPERIENCE AND QUALIFICATIONS<ul><li>
Bachelor&rsquo;s degree in Human Resources, Business Administration, or a related field required.</li><li>
3+ years of experience in Human Resources or a related field, with exposure to employee relations preferred.</li><li>
Experience in a manufacturing setting or with a predominately hourly workforce preferred.</li><li>
Experience in a union environment is a plus.</li><li>
Basic knowledge of employment law and HR best practices.</li><li>
Advanced Microsoft Excel skills required (V-lookups, pivot tables, etc.); ability to compile, review, and manipulate large data sets.</li><li>
Strong interpersonal communication skills and the ability to effectively communicate with all levels of the organization, resolve difficult situations, conduct appropriate interventions, facilitate problem-solving activities, and remain calm under pressure.</li><li>
Strong organizational skills, analytical skills, and attention to detail required.</li><li>
Ability to maintain confidentiality and handle sensitive information.</li><li>
Demonstrated ability to build trust and credibility with employees and managers.</li><li>
Proficient in Microsoft Office Suite and HR information systems. Experience with Workday preferred.</li></ul>
PHYSICAL DEMANDS
While performing the duties of this job, the employee is frequently required to sit; stand; walk; use hands to touch, handle, or feel; reach with hands and arms; and talk or hear. The employee is occasionally required to stoop, kneel, or crouch. Specific vision abilities required by this job include close vision, distance vision and ability to adjust focus. Additionally, this position must make general decisions requiring judgement and perform activities requiring sustained concentration.
WORK ENVIRONMENT
The noise level in the work environment is sometimes moderate when working in an office. Travel including air travel or auto travel may occasionally be required.
Westlake is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to any characteristics protected by applicable legislation.
If you are an active Westlake employee (or an employee of any Westlake affiliates), please do not apply here. You will apply via the Jobs Hub application in Workday.</div>

Employee Relations Specialist

Gulf Coast Blood

<div>Join our strategic people team!

We are seeking a Strategic People Partner who will work closely with business leaders and HR colleagues to design and deliver people strategies that enable organizational success. This role combines consultative HR expertise, change leadership, talent management, and data-informed decision making to drive engagement, performance, and inclusive culture across assigned areas.
Just for you:
<ul>
<li>Influential role partnering with senior leaders and cross-functional teams.</li>
<li>Opportunities for professional growth and leadership development.</li>
<li>Competitive compensation and comprehensive benefits.</li>
</ul>
Tips to thrive in our culture:
<ul>
<li>Embody our Core Values of Commitment, Integrity, and Respect.</li>
<li>Create experiences that inspire others and build trust across the organization.</li>
<li>Be results oriented, collaborative, and focused on doing the right thing.</li>
<li>Adhere to organizational policies and proactively raise concerns when appropriate.</li>
</ul>
In this role, you will:
<ul>
<li>Partner with business leaders to understand priorities and translate them into people strategies that support business outcomes.</li>
<li>Provide coaching and guidance on performance management, employee relations, workforce planning, and organizational design.</li>
<li>Lead or support change initiatives, including communication plans, stakeholder engagement, and impact assessments.</li>
<li>Develop and implement talent programs such as succession planning, leadership development, and high-potential identification.</li>
<li>Use HR data and analytics to identify trends, inform decisions, and measure the effectiveness of people programs.</li>
<li>Partner with HR Centers of Excellence and shared services to ensure seamless delivery of HR programs and compliance with policies and employment laws.</li>
<li>Promote an inclusive workplace by advising on diversity, equity, and belonging practices and supporting related initiatives.</li>
<li>Contribute to continuous improvement of HR processes and tools.</li>
</ul>
We need someone who has:
<ul>
<li>Bachelor&rsquo;s degree in Human Resources, Business, Organizational Psychology, or related field, or equivalent experience.</li>
<li>3+ years of progressive HR experience in a business-partnering or generalist role; experience supporting leaders and managing complex employee relations matters preferred.</li>
<li>Strong knowledge of employment laws, performance management best practices, and HR programs.</li>
<li>Excellent interpersonal, coaching, and influencing skills with proven ability to build trusted relationships at all levels.</li>
<li>Experience using HRIS and people analytics tools to surface insights and drive action.</li>
<li>Demonstrated ability to manage competing priorities, adapt to change, and lead through ambiguity.</li>
</ul>
Preferred qualifications:
<ul>
<li>Professional HR certification (e.g., SHRM-CP/SCP, PHR/SPHR) or working toward certification.</li>
<li>Experience in healthcare or nonprofit sectors, or supporting operationally complex organizations.</li>
</ul>
Work environment &amp; physical demands:

The role is primarily office-based with regular collaboration across teams and occasional travel to satellite sites. Reasonable accommodations will be provided as appropriate.
Who we are:

Since 1975, Gulf Coast Blood has been one of the nation&rsquo;s largest community blood centers, serving hospitals across our region. As an FDA-accredited nonprofit, we provide high-quality human cellular material for scientific and therapeutic use and support life-saving work every day.
Think you have what it takes to make an impact with us? We want to hear from you.</div>

Strategic People Partner

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