human resources manager

Custom Truck One Source

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

HUMAN RESOURCES MANAGER

Pollard Banknote Limited

<div>We&rsquo;re looking for a knowledgeable Human Resources Manager to join our Human Resources team within our Pheonix, Arizona office.
As a Human Resources Manager you'll be a strategic business partner, aligning HR practices with organizational goals. This role provides leadership across all HR functions while fostering trusted relationships with leaders and employees. It drives initiatives that enhance performance, engagement, and organizational effectiveness, and provides guidance to our clients' operational and distribution teams.

Who We Are

The Pollard Charitable Games Group is a leader in providing innovative products and solutions to charitable gaming and lottery markets across North America. With over 50 years of leadership and expertise at American Games, International Gamco, and Diamond Game, we&rsquo;re dedicated to designing and manufacturing outstanding games that engage players to maximize proceeds for good causes.

What We Offer
<ul>
<li>Competitive Salary</li>
<li>Competitive Medical, Dental, Vision, and Life Insurance Benefits</li>
<li>Employee Assistance Program</li>
<li>Tuition Reimbursement</li>
<li>Generous Paid Time Off</li>
<li>401k with Company Match</li>
<li>Profit Sharing</li>
<li>Unlimited Referral Bonus Earning Potential</li>
</ul>
What You'll Do
<ul>
<li>Strategic Business Partnership
<ul><li>Partner with leadership to understand business objectives and translate them into HR strategies and priorities</li>
<li>Provide coaching and guidance to leaders on workforce planning, performance management, and team effectiveness</li>
<li>Use data and insights to influence decision-making and improve business outcomes</li>
<li>Lead organizational design and change management initiatives</li>
</ul></li></ul><ul><li>Employee Relations &amp; Culture
<ul><li>Build strong, credible relationships across all levels of the organization</li>
<li>Provide expert guidance on employee relations matters, ensuring fair and consistent practices</li>
<li>Foster a positive, inclusive, and high-performance culture</li>
</ul></li><li>Talent Management
<ul><li>Ensure HR policies and practices are compliant with applicable local, state, and federal regulations.</li>
<li>Oversee/Develop HR metrics, reporting, and continuous process improvements</li>
<li>Maintain effective HR systems and processes</li>
</ul></li><li>HR Operations &amp; Compliance
<ul><li>Ensure HR policies and practices are compliant with applicable local, state, and federal regulations.</li>
<li>Oversee/Develop HR metrics, reporting, and continuous process improvements</li>
<li>Maintain effective HR systems and processes</li>
</ul>
</li></ul>Who You Are
<ul>
<li>Passionate about both people and business success, with the ability to build trust and strong relationships across locations.</li>
<li>Skilled in communication and leadership, able to listen actively, lead by example, and influence decision-making.</li>
<li>Highly professional and self-directed, with strong organizational, problem-solving, and conflict-resolution skills.</li>
<li>Thrives in a fast-paced environment while managing multiple priorities effectively.</li>
</ul>
What You'll Bring
<ul>
<li>Bachelor&rsquo;s degree in human resources, Business Administration, or related field.</li>
<li>5+ years of experience in HR management.</li>
<li>Broad knowledge and demonstrated experience in compensation and benefits, training and development, full cycle recruitment, retention, and recognition</li>
<li>Strong knowledge and understanding of labor laws and regulations.</li>
<li>Excellent interpersonal and communication skills.</li>
<li>Ability to handle sensitive and confidential information with discretion.</li>
<li>An excellent understanding of employment legislation and regulations</li>
<li>Proficient in Microsoft applications &ndash; Word, PowerPoint, Excel, and Share Point</li>
<li>HR certification (e.g., SHRM-CP, PHR) preferred</li>
</ul>
Pollard Games, Inc. dba American Games and International Gamco provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state or local laws. 
Our Company is committed to fostering a respectful and inclusive workplace where everyone feels welcomed, valued and accepted. We aim to create a culture that respects and values each employee's differences. We believe that a respectful workplace is also one where a diverse group of employees can be successful, develop and build meaningful careers. We believe that embracing diversity of thought, perspectives and experiences fosters innovation and allows us to deliver better insights and solutions for our partners and is key to our continued growth and success.</div>

Human Resources Manager

LeadHumano Collective

Job PurposeThe Human Resources Manager is responsible for leading and executing day-to-day HR operations while providing guidance to leadership on employee relations, compliance, and organizational HR practices. This role blends hands-on HR management with oversight of key HR functions to support a consistent and well-functioning workplace.Duties and ResponsibilitiesEssential Job Functions:<ul><li>Manage day-to-day HR operations, ensuring consistency, compliance, and follow-through</li><li>Lead the recruitment process including sourcing, interviewing, hiring, and onboarding</li><li>Serve as the primary resource for employee relations, including coaching managers and supporting disciplinary processes</li><li>Guide performance management practices, including documentation, corrective action, and performance improvement planning</li><li>Ensure compliance with all applicable federal and Massachusetts employment laws and regulations</li><li>Oversee and support leave administration including FMLA, PFML, and ADA processes</li><li>Administer employee benefits programs including health, dental, and retirement plans</li><li>Maintain and update job descriptions, organizational charts, and HR records</li><li>Support leadership with workforce planning and staffing needs</li><li>Review and improve HR policies, procedures, and internal workflows</li><li>Maintain accurate, organized, and audit-ready personnel documentation</li><li>Lead or support HR-related projects and initiatives as needed</li><li>Other duties as assigned by supervisor</li></ul>Interpersonal Communication:<ul><li>Maintain confidentiality of all employee and organizational information</li><li>Build and maintain effective working relationships across all levels of the organization</li><li>Communicate clearly and professionally in verbal, written, and electronic formats</li><li>Provide guidance and support to managers on HR practices and expectations</li><li>Contribute to a collaborative and accountable work environment</li></ul>Workplace Performance and Professional Development:<ul><li>Support a positive and compliant workplace environment</li><li>Demonstrate strong organizational skills and follow-through</li><li>Participate in ongoing learning and professional development</li><li>Provide guidance and informal coaching to managers and staff as needed</li></ul>Qualifications:<ul><li>Bachelor&rsquo;s degree in Human Resources or related field, or equivalent experience</li><li>5+ years of progressive HR experience with strong focus on employee relations and compliance</li><li>Strong working knowledge of Massachusetts and federal employment laws</li><li>Experience managing FMLA, PFML, and ADA processes</li><li>Experience with HRIS systems, ADP Workforce Now preferred</li><li>Ability to work independently while supporting leadership needs</li><li>Strong organizational, documentation, and communication skills</li><li>HR certification (PHR, SPHR, SHRM-CP, SHRM-SCP) preferred</li><li>Preference may be given to qualified candidates who self-identify as having a disability, in accordance with mission and federal CIL requirements</li></ul>Direct Reports:<ul><li>Human Resources Team</li></ul>Pay: $75,000.00 - $85,000.00 per yearWork Location: In person

Poplar Creek Public Library District

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

Allfast Fastening Systems

<div>Human Resources Manager

Company: Allfast Fastening Systems LLC

Primary Location: 15200 Don Julian Road, City of Industry, CA 91745 USA

Workplace Type: On-site

Employment Type: Salaried | Full-Time

Function: Human Resources

Equal Opportunity Employer Minorities/Women/Veterans/Disabled

Main Duties &amp; Responsibilities 
Summary: 
PennAero is hiring a Human Resources Manager at our Allfast Fastening Systems location in City of Industry, CA. Allfast Fastening Systems is a leading global manufacturer of solid and blind rivets, blind bolts, temporary fasteners, and installation tools for the aerospace industry. Our fasteners are crucial for the structural integrity of both commercial airliners and military jets. As a key supplier to major aerospace manufacturers, Allfast&rsquo;s products support the commercial, military, and general aviation platforms in production and in service. 
About PennAero: 
PennAero is a leading manufacturer of highly engineered fasteners and specialized components for critical aerospace, defense, space, and advanced energy applications. We partner with customers to solve their most complex challenges, bringing technical depth and disciplined, agile execution when it matters most. Experience guides our growth&mdash;strengthening capabilities and expanding our global platform as markets evolve. To learn more about PennAero's capabilities and commitment to aerospace excellence, visit https://pennaero.com
Job Summary: 
The Human Resources Manager maintains and enhances the organization&rsquo;s human capital by planning, implementing, and evaluating HR programs, policies, and practices. This role is highly visible and expected to maintain a consistent presence on the production floor, serving as a trusted partner to both employees and leaders. The HR Manager provides guidance and counsel to employees and leaders on company policies, procedures, and benefits while ensuring a positive employee experience and full compliance with all applicable regulations.
Essential Duties, Responsibilities, and Competencies 
Visible Floor Presence &mdash; Regularly engage with employees on the production floor, building trust and accessibility across all shifts and levels of the organization. 
Employee Advocacy &mdash; Serve as an approachable, visible resource for all employees, fostering an open-door culture and proactively addressing concerns before they escalate. 
Employee Relations Leadership &mdash; Investigate, monitor, and resolve employee issues while minimizing organizational risk and ensuring fair, consistent outcomes. 
Management Partnership &mdash; Partner closely with the management team to implement initiatives that enhance employee relations, communication, and workplace culture. 
Performance Management Support &mdash; Advise leaders on addressing performance challenges, coaching, documentation, and corrective action. 
Engagement &amp; Organizational Development &mdash; Lead efforts to strengthen employee engagement, organizational design, and capability building aligned with business needs. 
Policy &amp; Compliance Management &mdash; Develop, interpret, and implement policies and procedures in accordance with federal, state, and local regulations. Ensure consistent deployment of standardized HR processes. 
Talent Acquisition Leadership &mdash; Oversee the full talent acquisition lifecycle, including sourcing, attracting, interviewing, hiring, and onboarding employees. 
Regulatory &amp; Policy Adherence &mdash; Ensure compliance with internal policies and all legal standards. 
HR Operations Oversight &mdash; Lead the HR team in managing payroll coordination, employee records, and policy development while ensuring compliance with federal, state, and local laws. 
Continuous Improvement &mdash; Identify, recommend, and implement HR process improvements and new initiatives aligned with business strategy.
This role is required to be on-site 5 days at the City of Industry, CA location.

Qualifications 
Education &amp; Credentials &mdash; Bachelor&rsquo;s degree in Human Resources, Business Administration, or related field; HR certification (PHR, SPHR, SHRM-CP, SHRM-SCP) preferred. 
Experience &mdash; Minimum 5 years of progressive HR experience, including employee relations, performance management, and talent acquisition; manufacturing or aerospace experience strongly preferred. 
Employment Law Knowledge &mdash; Strong understanding of federal, state, and local employment laws (FMLA, ADA, FLSA, EEO, workers&rsquo; compensation, etc.). 
Employee Relations Expertise &mdash; Demonstrated experience conducting investigations, resolving employee concerns, and mitigating organizational risk. 
Approachability &amp; Customer Service Orientation &mdash; Demonstrates a genuine commitment to serving employees at all levels with responsiveness, respect, and a solutions-focused mindset. 
Leadership &amp; Influence &mdash; Proven ability to coach leaders, drive accountability, and influence decision-making at all levels. 
Talent Acquisition Skills &mdash; Experience leading full-cycle recruiting, onboarding, and workforce planning. 
Analytical &amp; HRIS Skills &mdash; Ability to analyze HR metrics, identify trends, and use HRIS systems to maintain accurate data. 
Communication Skills &mdash; Excellent written and verbal communication skills with the ability to build trust and credibility across all levels of the organization, including frontline and hourly employees. 
Problem-Solving &amp; Judgment &mdash; Strong critical-thinking skills with the ability to handle sensitive issues with discretion and sound judgment. 
Organizational Skills &mdash; Ability to manage multiple priorities in a fast-paced environment while maintaining accuracy and attention to detail.
Compensation
In compliance with all states and cities requiring transparency of pay, the expected pay range for this position is $120,000 - $160,000.
Compensation can vary depending on several factors, including a candidate's qualifications, skills, experience, competencies, and geographic location. Some roles may qualify for extra incentives like equity, commissions, or other variable performance-related bonuses. Further details will be provided by our recruiting team during the interview process.
Benefits
Benefit offerings include Medical Insurance and Prescription Drugs, Dental Insurance, Vision Insurance, Flexible Spending Accounts, Life Insurance, Short-Term Disability, Long-Term Disability Insurance (for eligible employees), Employee Assistance Plan (EAP), Paid Time Off (may include vacation and sick time), Retirement Program, and Other Voluntary Benefits.</div>

Premier Research Labs

<div>
 
 TITLE{{:}} Human Resources Manager &nbsp;
 
 
 DEPARTMENT{{:}} Human Resources&nbsp; &nbsp;
 
 
 FLSA STATUS{{:}} Exempt&nbsp;
 
 
 REPORTS TO{{:}} CEO
 
 
 LOCATION{{:}} AUSTIN, TEXAS&nbsp;
 
 
 DIRECT REPORTS{{:}} HR Coordinator &amp; Payroll Specialist&nbsp;
 
 
 POSITION SUMMARY{{:}}&nbsp;
 
 
 The Human Resources Manager is a people-centered, hands-on leader responsible for overseeing core HR functions, including employee relations, recruitment, onboarding, payroll oversight, benefits administration, compliance, performance management, HR operations, and culture development. Serving as a trusted partner to employees, managers, and leadership, this role&nbsp;provides&nbsp;practical HR guidance, ensures consistent policy application, and drives proactive&nbsp;people&nbsp;solutions that support organizational effectiveness and employee engagement. In a manufacturing and regulated environment, the Senior HR Manager plays a critical role in&nbsp;maintaining&nbsp;workforce readiness, compliance, accountability, and operational excellence while supporting PRL&rsquo;s mission to transform global wellness through exceptional quality, innovation, and investment in its people.&nbsp;
 
 
 ESSENTIAL DUTIES AND RESPONSIBILITIES{{:}}&nbsp;
 
 <ul>
 <li>
 
 Serve as a trusted HR partner to employees, managers, and leadership by providing guidance on employee relations, performance management, policy interpretation, corrective action, and workplace concerns.&nbsp;
 
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 Lead employee relations activities, including investigations, conflict resolution, documentation, and coaching managers on performance and accountability matters.&nbsp;
 
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 Oversee full-cycle recruitment, onboarding, and workforce planning for manufacturing, operations, administrative, and leadership roles.&nbsp;
 
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 Manage onboarding processes to ensure a compliant, organized, and engaging new hire experience, including required documentation, training, and system setup.&nbsp;
 
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 Oversee payroll administration and timekeeping processes to ensure&nbsp;accurate&nbsp;and&nbsp;timely&nbsp;payroll processing, compliance with wage and hour laws, and resolution of payroll-related issues.&nbsp;
 
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 Partner with Finance, payroll vendors, and leadership to support payroll reconciliations, reporting, audits, and process improvements.&nbsp;
 
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 Administer and support employee benefits, leave programs, accommodations, and open enrollment activities while ensuring compliance with applicable laws and company policies.&nbsp;
 
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 Ensure compliance with federal, state, and local employment laws and&nbsp;maintain&nbsp;HR policies, employee records, payroll documentation, and audit readiness.&nbsp;
 
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 Support performance management, employee development, training initiatives, succession planning, and leadership coaching.&nbsp;
 
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 Partner with Operations and department leaders to support workforce planning, employee engagement, retention, attendance management, and HR support within a manufacturing environment.&nbsp;
 
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 Maintain HRIS, payroll, and reporting systems; analyze workforce metrics and recommend process improvements that support operational efficiency and employee engagement.&nbsp;
 
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 Support and promote a positive workplace culture that aligns with PRL&rsquo;s mission, values, and organizational goals.&nbsp;
 
 </li>
 </ul>
 
 KNOWLEDGE, SKILLS, AND ABILITIES (KSA){{:}}&nbsp;&nbsp;
 
 <ul>
 <li>
 
 Strong knowledge of human resources and payroll processing principles and best practices to support the organization&rsquo;s vision, mission, and goals&nbsp;&nbsp;
 
 </li>
 </ul>
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 Strong knowledge of federal, state, and local labor laws, employment laws, and regulations&nbsp;
 
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 Strong knowledge of talent acquisition, benefits, and leave administration policies&nbsp;&nbsp;
 
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 Excellent knowledge of payroll systems and best practices&nbsp;
 
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 Excellent knowledge of benefits programs, training, and development processes and best practices&nbsp;
 
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 Excellent communication, organizational, interpersonal, and time management skills&nbsp;&nbsp;
 
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 Strong leadership presence and ability to build trust at all levels.&nbsp;
 
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 Excellent judgment, discretion, confidentiality, and professionalism.&nbsp;
 
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 Strong employee relations, conflict resolution, and problem-solving skills.&nbsp;
 
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 Ability to coach managers while&nbsp;maintaining&nbsp;consistency, fairness, and compliance.&nbsp;
 
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 High attention to detail and accuracy.&nbsp;
 
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 Strong organization, communication, accountability, and follow-through.&nbsp;
 
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 Ability to balance employee advocacy with business needs and company policy.&nbsp;
 
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 <ul>
 <li>
 
 Comfortable working in a fast-paced, evolving, manufacturing-based environment.&nbsp;
 
 </li>
 </ul>
 <ul>
 <li>
 
 Strong alignment with PRL&rsquo;s values of Transformation, Extraordinary, and Community.&nbsp;
 
 </li>
 </ul>
 
 EDUCATION, CERTIFICATIONS, AND LICENSES&nbsp;&nbsp;
 
 <ul>
 <li>
 
 Bachelor&rsquo;s degree in Human Resources, Business Administration, Organizational Development, or related field preferred.&nbsp;
 
 </li>
 </ul>
 <ul>
 <li>
 
 &nbsp;Equivalent&nbsp;combination of education and progressive HR experience may be considered.&nbsp;
 
 </li>
 </ul>
 <ul>
 <li>
 
 PHR, SPHR, SHRM-CP, or SHRM-SCP certification&nbsp;strongly&nbsp;preferred.&nbsp;
 
 
 EXPERIENCE&nbsp;
 
 </li>
 <li>
 
 5+ years of progressive Human Resources experience&nbsp;required.&nbsp;
 
 </li>
 <li>
 
 2+ years of HR leadership, HR management, or supervisory experience preferred.&nbsp;
 
 </li>
 </ul>
 <ul>
 <li>
 
 Experience supporting manufacturing, production, warehouse, operations, quality, laboratory, nutraceutical, dietary supplement, food production, healthcare, or regulated environments strongly preferred.&nbsp;
 
 </li>
 </ul>
 <ul>
 <li>
 
 Strong experience in employee relations, recruiting, onboarding, payroll oversight, benefits administration, leave management, performance management, and HR compliance&nbsp;required.&nbsp;
 
 </li>
 </ul>
 <ul>
 <li>
 
 Experience supporting hourly, non-exempt, and multi-department workforces&nbsp;required.&nbsp;
 
 </li>
 </ul>
 <ul>
 <li>
 
 Proficiency&nbsp;with HRIS, payroll, timekeeping, benefits, and applicant tracking systems&nbsp;required.&nbsp;
 
 Experience with Paycom, UKG, NetSuite,&nbsp;Indeed, LinkedIn Recruiter, or similar platforms preferred.&nbsp;
 
 </li>
 </ul>
 <ul>
 <li>
 
 Strong Microsoft Excel skills for HR reporting, workforce tracking, payroll review, reconciliation, and data analysis.&nbsp;
 
 </li>
 </ul>
 <ul>
 <li>
 
 Proficiency&nbsp;with Microsoft Office, Outlook, Word, Excel, Teams, and related business tools.&nbsp;
 
 </li>
 </ul>
 
 ADDITIONAL REQUIREMENTS&nbsp;&nbsp;
 
 <ul>
 <li>
 
 Must be able to pass a background check&nbsp;
 
 </li>
 </ul>
 <ul>
 <li>
 
 Required Knowledge and Experience&nbsp;
 
 </li>
 </ul>
 <ul>
 <li>
 
 Employee relations and workplace investigation&nbsp;
 
 </li>
 </ul>
 <ul>
 <li>
 
 Recruiting and talent acquisition&nbsp;
 
 </li>
 </ul>
 <ul>
 <li>
 
 Payroll oversight and timekeeping compliance&nbsp;
 
 </li>
 </ul>
 <ul>
 <li>
 
 Benefits and leave administration&nbsp;
 
 </li>
 </ul>
 <ul>
 <li>
 
 FLSA, FMLA, ADA, EEO, Title VII, harassment prevention, and wage and hour compliance&nbsp;
 
 </li>
 </ul>
 <ul>
 <li>
 
 Performance management and corrective action&nbsp;
 
 </li>
 </ul>
 <ul>
 <li>
 
 HR documentation and audit readiness&nbsp;
 
 </li>
 </ul>
 <ul>
 <li>
 
 HRIS, payroll, timekeeping, and applicant tracking systems&nbsp;
 
 </li>
 </ul>
 <ul>
 <li>
 
 Manufacturing, hourly, and non-exempt workforce support&nbsp;
 
 </li>
 </ul>
 
 WORKING CONDITIONS&nbsp;&nbsp;
 
 
 The working conditions for this position include an indoor, climate-controlled office environment with minimal health and safety hazards. This position requires the ability to work under pressure with tight deadlines, multitask, and perform complex/varied/simple/repetitive tasks. Must be able to control the&nbsp;work pace, follow instructions, influence people, handle confrontational situations, and work alone or in a group.&nbsp;The position involves working with confidential information and requires occasional travel for business needs.&nbsp;Tobacco-free environment.&nbsp;
 
 
 PHYSICAL REQUIREMENTS&nbsp;&nbsp;
 
 
 The physical requirements for this position&nbsp;are considered to be&nbsp;low and will primarily involve sitting at a desk and using a computer for extended periods. The position requires constant sitting and bending forward, frequent walking, twisting/turning/tilting, reaching chest to shoulder level and below chest level, climbing stairs, occasional standing, driving, reaching above shoulder level, elbow/wrist flexion and extension, and rare crouching/squatting, bending backward and behind the body, and foot pedal&nbsp;action. The individual must have fine motor skills to&nbsp;operate&nbsp;office equipment such as computers, phones, and printers. Sensory demands include hearing, speech, and vision.&nbsp;
 
 
 Acknowledgment&nbsp;&nbsp;
 
 
 I have received and understand the job requirements, responsibilities, and expectations for my position and am able to perform the duties and responsibilities as outlined, with or without reasonable accommodation. I understand that the items outlined in this document are not intended to be construed as an exhaustive list of all responsibilities.&nbsp;
 
 
 I understand that my job duties and responsibilities may change on a temporary or regular basis according to the company&rsquo;s needs and that I will&nbsp;be required&nbsp;to perform such&nbsp;additional&nbsp;duties and responsibilities.&nbsp;
 
 
 I further acknowledge that this job description&nbsp;does not constitute&nbsp;an employment contract with&nbsp;
 
 
 Nutraceutical Systems International LP.&nbsp;
 
 
 
 
 
 
 
</div>

Transdev

<div>Transdev is proud to offer:
<ul><li>Competitive compensation package of minimum $56,000 maximum $70,000
</li></ul>Benefits include:
<ul><li>Vacation: minimum of two (2) weeks
</li><li>Sick days: 5 days
</li><li>Holidays: 12 days; 8 standard and 4 floating
</li><li>Other standard benefits: 401(k) retirement plan, medical, dental and vision, life insurance, short-term disability, voluntary long-term disability.
</li></ul>Benefits may vary depending on the location policy. The above represents the standard Corporate Policy.
Key Responsibilities:
<ul><li>Creates a strategic partnership/relationship with operating management in overall day-to-day operational activities, including the development of strategies and initiatives on human resource policies and practices
</li><li>Administers, assists and monitors the interpretation and compliance of company policy and procedures, discipline, strategic employee relations, and relationship initiatives within a union and non-union environment.
</li><li>Functions lead in the capacity in the development of employee handbooks. Identifies strategic employee initiatives relating to cost competitiveness, customer service contract provisions, uniformity, and consistency in handbooks
</li><li>Able to support business needs with HIPAA/PHI, SOC2 audits, employee relations, hiring, employee engagement and promote a safe, respectable and fair work environment.
</li><li>Provides and maintains current information and literature relating to employee handbooks, recognition programs, employee files, and other Human Resources files
</li><li>Inputs and develops with operating management proactive employee relations strategies for both union and non-union salaried, driver, and shop personnel, promoting more positive, collaborative working relationships and open communication between parties, thereby improving how disputes are addressed
</li><li>Identifies, recommends, and implements employee relations best practices
</li><li>Provide advice, support, and communications to branch managers on employee relations matters, data and contingencies, dispute resolution, handbook interpretation and administration, employee disciplinary matters, labor code, human rights, and other statutory obligations, utilizing legal and other resources when necessary.
</li><li>Maintains awareness of human resource trends, practices, or legislation affecting employment-related programs, policies, or procedures.
</li><li>Directs and oversees all payroll functions, accounts payable and fare collections
</li><li>Manages and coordinates employment processes to include but not limited to pension, union dues, unemployment, work comp, disability and leave requests
</li></ul>To be a Human Resource Manager, you'll need the following:
<ul><li>Five (5) or more years of relevant direct experience managing human resource and labor relation aspects of a public transit service
</li><li>Administering a collective agreement
</li><li>Experience with recruitment and terminations
</li><li>Experience with benefits and compensation
</li><li>Administering employee files
</li><li>Serving as labor relations specialist responsible for education, training, and outreach to employees
</li><li>Other relevant Human Resources qualifications
</li><li>Subject to a DOT drug testing and physical if applicable. DOT Regulation 49 CFR Part 40 does not authorize the use of Schedule I drugs, including cannabis, for any reason.
</li></ul>Physical Requirements:
Must be able to work shifts or flexible work schedules as needed.
The employee is generally subjected to long periods spent sitting, typing, or looking at a computer screen.
Work environment will be a combination of both indoors and outdoors.
About Transdev: Cities, counties, airports, companies, and universities across the U.S. contract with Transdev to operate their transportation systems, maintain their vehicle and fleets, and deliver on mobility solutions. Transdev U.S. employs a team of 32,000 across 400 locations while maintaining more than 17,000 vehicles.
Part of a global company, Transdev is a leader in mobility with operations in 19 countries, proudly operated by 110,000 team members from around the world. As an operator and global integrator of mobility, we are driven by our purpose. Transdev &ndash; the mobility company &ndash; empowers the freedom to move every day thanks to safe, reliable, and innovative solutions that serve the common good. Find out more atwww.TransdevNA.comor watch an overview video athttps://youtu.be/ilO5cv0G4mQ
The above statements are intended to describe the general nature and level of work being performed by people assigned to this classification. They are not intended to be construed as an exhaustive list of all responsibilities, duties, and skills required of personnel so classified. 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 accommodations may be made to enable individuals with disabilities to perform the essential functions upon request.
Transdev is an Equal Employment Opportunity (EEO) employer and welcomes all qualified applicants. Applicants will receive fair and impartial consideration without regard to race, sex, color, national origin, age, disability, veteran status, genetic data, gender identity, sexual orientation, religion or other legally protected status.
Drug-free workplace:
Transdev maintains a drug-free workplace. Applicants must:
<ul><li>Be eligible to work in the United States without requiring sponsorship now or in the future (if based in the U.S.).
</li><li>Successfully pass a pre-employment drug screen.
</li></ul>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 accommodations may be made to enable individuals with disabilities to perform the essential functions upon request.
California applicants: PleaseClick Herefor CA Employee Privacy Policy.
Job Category: Administrative / Clerical / Payroll / HR / Accounting
Job Type: Full Time
Req ID: 8225
Pay Group: UC6
Cost Center: 55445
The above statements are intended to describe the general nature and level of work being performed by people assigned to this classification. They are not intended to be construed as an exhaustive list of all responsibilities, duties, and skills required of personnel so classified.
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 accommodations may be made to enable individuals with disabilities to perform the essential functions upon request.
Transdev is an Equal Employment Opportunity (EEO) employer and welcomes all qualified applicants. Applicants will receive fair and impartial consideration without regard to race, sex, color, national origin, age, disability, veteran status, genetic data, gender identity, sexual orientation, religion or other legally protected status, or any other classification protected by federal, state, or local law.
Drug-free workplace
If based in the United States, applicants must be eligible to work in U.S. without restrictions for any employer at any time; be able to pass a drug screen and background check.
California applicants:
About Transdev
Cities, counties, airports, companies, and universities across the U.S. contract with Transdev to operate their transportation systems, maintain their vehicle and fleets, and deliver on mobility solutions. Transdev U.S. employs a team of 32,000 across 400 locations while maintaining more than 17,000 vehicles.
Part of a global company, Transdev is a leader in mobility with operations in 19 countries, proudly operated by 110,000 team members from around the world. As an operator and global integrator of mobility, we are driven by our purpose. Transdev &ndash; the mobility company &ndash; empowers the freedom to move every day thank to safe, reliable, and innovative solutions that serve the common good. Find out more at http://www.TransdevNA.com or watch an overview video.</div>

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