human resources partner

George Mason University

<div><div><div><ul><li>10004298
</li></ul></div><div><ul><li>Fairfax, Virginia, United States
</li><li>Virginia, United States
</li></ul></div><div><ul><li>UL
</li></ul></div><div><ul><li>Default
</li></ul></div><div><ul><li>Full-Time (Salaried)
</li></ul></div><div><ul><li>George Mason University</li></ul></div></div><div> 
</div><div>Department: University Life

Classification: Gen Admin Supv 1/Coord 1

Job Category: Classified Staff

Job Type: Full-Time

Work Schedule: Full-time (1.0 FTE, 40 hrs/wk)

Location: Fairfax, VA

Workplace Type: Hybrid Eligible 

Sponsorship Eligibility: Not eligible for visa sponsorship

Pay Band: 04

Salary: Salary starting low $70k; commensurate with education and experience

Restricted: Yes

Criminal Background Check: Yes
About the Department:

Working collaboratively with Mason&rsquo;s central Human Resources and Payroll office and the Provost&rsquo;s Personnel Management team, the UL HR Services team is committed to cultivating a vibrant and supportive workplace culture by delivering strategic HR guidance and responsive service. Through initiatives that include tailored recruitment strategies, consistent hiring processes, supervisor consultation, workforce planning support, conflict resolution facilitation, and guidance on employee accommodations support under federal regulations, UL HR Services helps units navigate complex HR challenges with confidence and care. Our team works collaboratively across University Life to ensure HR practices are accessible, compliant, and aligned with divisional goals&mdash;empowering employees and supervisors alike to thrive in their roles and strengthen the UL community ensuring every student succeeds.
About the Position:

Reporting to the Associate Director, the UL HR Partner (HRP) advances the mission of University Life Human Resources Services by providing strategic, consultative, and operational HR leadership to a designated portfolio of University Life&rsquo;s unique, student-affairs&ndash;focused units. The HRP strengthens the employee experience and enables student success through expert guidance, risk-aware decision-making, and effective team supervision and leadership, ensuring consistent, compliant, and high-quality HR service delivery aligned with divisional goals and institutional practices.
Responsibilities:

Leadership and Collaboration:
<ul>
<li>Serves as the primary HR partner for an assigned portfolio of units by providing full-service HR consultation and guidance on recruitment and workforce needs, balancing unit objectives to support effective operations, and a positive employee experience;</li>
<li>Applies subject-matter expertise and professional judgment in institutional and state HR policies to advise on complex or non-routine matters, balancing compliance requirements and their broader organizational implications in coordination with UL HR leadership and Central HR;</li>
<li>Serves as a team lead and supervisor for the assigned team of HR professionals, providing front-line oversight, guidance, and support for daily operations, including workload planning, task delegation, and coverage coordination to maintain continuity of services;</li>
<li>Supervises staff effectively by setting clear performance expectations, monitoring employee productivity and development, and providing ongoing feedback and coaching to support staff growth, engagement, and accountability. Fosters a collaborative and supportive work environment that promotes employee well-being, engagement, and retention;</li>
<li>Prepares and conducts timely performance evaluations, and maintains accurate records of employee performance, feedback, and disciplinary actions to address performance concerns;</li>
<li>Resolves challenges by researching issues, collaborating with appropriate partners, and following up on actions while maintaining confidentiality, professionalism, and effective customer/unit relationships, including use of de-escalation strategies as needed;</li>
<li>Maintains collaborative relationships across UL and Central HR, communicating clearly and timely through established systems (e.g., meetings, ticketing/workflow tools, email) to facilitate coordinated service delivery;</li>
<li>Effectively hires, trains, and develops assigned HR staff by coordinating onboarding, cross-functional learning, role-specific skill development, and providing access to training resources and guidance to support consistent, accurate, and effective HR service delivery;</li>
<li>Encourages and supports ongoing professional development opportunities for all staff, ensuring they have the tools and training needed to succeed in their roles. Organizes workflow and ensures employees understand their duties or delegated tasks; and</li>
<li>Provides operational back-up support to the UL HR Associate Director, including coverage during absences and coordinating workflow distribution as needed to ensure uninterrupted HR operations.</li>
</ul>
HR Direct Service:
<ul>
<li>Reviews, analyzes, and prepares position descriptions in collaboration with hiring authorities to ensure accuracy, classification alignment, position equity considerations, recruitment strategy considerations, and compliance with divisional and institutional guidelines;</li>
<li>Oversees the hiring proposal process in coordination with the HR Specialist, including preparation of onboarding documentation to support timely and compliant hiring processes;</li>
<li>Supports recruitment and hiring activities for designated UL units in coordination with Central HR and internal stakeholders;</li>
<li>Oversees student hourly, graduate professional assistant, and wage employee hiring and offboarding, coordinating with HR Specialists, Payroll, and Central HR to manage status changes and employment actions;</li>
<li>Coordinates annual non-benefitted staff hiring processes for assigned units to meet operational and staffing needs;</li>
<li>Manages employee offboarding processes by providing guidance, processing documentation, and directing exit interview options with Central HR and UL HR leadership;</li>
<li>Evaluates incoming HR requests, exercising professional judgment to resolve issues at the appropriate level or escalate complex, sensitive, or high-risk matters to senior leadership; and</li>
<li>Processes employment actions including transfers, classification changes, salary actions, and cyclical award compensation programs in accordance with policy and timelines.</li>
</ul>
Assessment, Reporting, Strategic Leadership:
<ul>
<li>Partners with the UL HR Associate Director and Director of Staff Experience by providing operational insight and making recommendations for new approaches, policies, procedures, and workflows to improve customer experience, service quality, and operational efficiency across UL HR Services;</li>
<li>In collaboration with the HRP team, maintains and coordinates shared HR training materials and reference tools, ensuring they are accurate, current, accessible, and aligned with established processes. Identifies opportunities for improvement or additional training structures for discussion with the Associate Director;</li>
<li>Assists in the creation and evaluation of HR data, reports, and metrics to assess service effectiveness, inform decision-making, and support continuous improvement;</li>
<li>Conducts audits of employee records and HR processes to ensure accuracy, compliance, and data integrity;</li>
<li>Participates in UL shared services planning initiatives, committees, and working groups by contributing operational perspectives and implementation support;</li>
<li>Assists with planning and implementation of staff training and employee engagement initiatives as needed;</li>
<li>Leads or coordinates at least one unit-level initiative or project annually to advance HR service goals and operational improvements; and</li>
<li>In partnership with the Associate Director and Director of Staff Experience, is responsible for the oversight of coordination, execution, and communication of the UL HR unit coordinator collective group meetings and Teams group.</li>
</ul>
Departmental and Divisional Responsibilities:
<ul>
<li>Supports divisional planning initiatives and special projects by participating in UL-wide meetings, initiatives, and in-person events to remain aligned with institutional priorities and support cross-unit collaboration;</li>
<li>Participates in professional development and training opportunities to maintain current knowledge and support continuous learning relevant to HR practice;</li>
<li>Stays informed of legal updates, best practices, and emerging trends in HR and higher education to support responsive and effective service delivery to UL units;</li>
<li>Represents UL HR at divisional and institutional initiatives, in-person events, and volunteer opportunities as needed in support of unit outreach and engagement; and</li>
<li>Other duties as assigned.</li>
</ul>
Required Qualifications:
<ul>
<li>High school diploma or equivalent;</li>
<li>Demonstrated full-time work experience typically obtained in 3+ years in Human Resources, Payroll, Business/Accounting or closely related field;</li>
<li>Demonstrated experience managing standard recruiting processes, including candidate communication, interview coordination, application tracking within an ATS, and collaboration with hiring managers throughout the selection process;</li>
<li>Experience working effectively within a team environment, contributing to shared goals and supporting cross-functional 
initiatives;</li>
<li>Demonstrated experience in creating, maintaining, and strengthening productive working relationships with colleagues, leadership, and/or external partners;</li>
<li>Experience managing multiple concurrent tasks or projects, maintaining organization, and effectively prioritizing daily responsibilities in a fast-paced environment;</li>
<li>Experience communicating complex topics clearly with audiences of varying backgrounds including presenting issues concisely, making recommendations, and providing solutions to colleagues and stakeholders;</li>
<li>Experience compiling, organizing, and analyzing information to support HR reporting and decision-making;</li>
<li>Ability to maintain confidentiality and exercise discretion when working with sensitive employee and personnel information;</li>
<li>Ability to work effectively independently and within a collaborative, team-driven environment;</li>
<li>Ability to exercise independent judgment when responding to complex inquiries or situations, including determining when to escalate issues to appropriate stakeholders and how to apply procedures within established guidelines and/or policy;</li>
<li>Demonstrated organizational and problem-solving skills with the ability to navigate complex challenges;</li>
<li>Ability to meet deadlines, work accurately and efficiently with attention to detail, and effectively balance multiple programs and projects simultaneously and adapt to changing priorities;</li>
<li>Demonstrated interpersonal, oral, and written communication skills with the ability to communicate and engage effectively with varying audiences of constituents and departmental stakeholders;</li>
<li>Ability to prioritize work and function effectively in a fast-paced, dynamic environment that involves frequent interaction and business process coordination; and</li>
<li>Ability to seek and apply new knowledge or techniques in response to changing requirements, and to document lessons learned for future cycles.</li>
</ul>
Preferred Qualifications:
<ul>
<li>Bachelor&rsquo;s degree in related field or equivalent combination of education and experience;</li>
<li>Preferred degree based in Human Resources Management, Business Administration, or a closely related field;</li>
<li>Certification issued from HR Professional Association such as SHRM or HRCI;</li>
<li>Experience working in a higher education environment;</li>
<li>Experience using HRIS platforms and other HR-related systems and tools, such as time reporting, applicant tracking, performance management, and employee self-service modules, to support HR transactions;</li>
<li>Experience effectively supervising full-time professional staff;</li>
<li>Experience reviewing, analyzing, and refining position descriptions, including evaluating role scope, responsibilities, and qualifications for alignment with organizational objectives, classification guidelines, and recruiting strategies; exercising judgment to recommend revisions that enhance clarity, compliance, and effectiveness in attracting qualified candidates;</li>
<li>Knowledge of the Commonwealth's HR policies and procedures;</li>
<li>Knowledge of the Commonwealth's job family and classification structure, including how positions align within established frameworks;</li>
<li>Ability to use standard business software tools (e.g., word processing, spreadsheets, presentations) to support documentation, tracking, and communication; and</li>
<li>Fluency in Spanish.</li>
</ul>
Instructions to Applicants:

For full consideration, applicants must apply for the UL Human Resources Partner at https://jobs.gmu.edu/. Complete and submit the online application to include three professional references with contact information, and provide a cover letter and resume for review.
Posting Open Date: July 29, 2026

For Full Consideration, Apply by: August 19, 2026

Open Until Filled: Yes</div></div><div></div>

UL Human Resources Partner

West Pharmaceutical Services

Requisition ID: 75272
 Date: Jul 30, 2026
 
Location: 
Exton, PA, US, 19341
 
#job-location.job-location-inline { display: inline; }
 Department: Human Resources
 
Description: 
This is a permenant part time position up to 24 hours per week.
 
At West, we’re a dedicated team that is connected by a purpose to improve patient lives that has been at the center of our Company for more than a century. Our story began when Herman O. West solved the problem of supplying penicillin in mass quantities to the US Government during World War 2. Through our work to deliver thousands of life-saving and life-enhancing injectable medicines to millions of patients daily, West’s indelible mark on the healthcare industry has just begun. A name started our story. How will yours help write our future?
 
There’s no better place to join an inclusive community of professionals with opportunities for lifelong learning, growth and development. Supported by benefit programs, we empower the physical, mental, emotional and financial health of our team members and their families.
 
We believe in giving back to help those in need in the communities where we live and work. And are equally committed to creating a healthier environment and planet through our sustainability efforts.
 
Job Summary
 
In this role, you will act as a trusted HR advisor and partner to your assigned client group(s). Collaborates and partners with the appropriate HR leaders and COEs to provide support to managers and employees within the defined HR strategy and principles. Has responsibility and accountability (liaising as need with teams such as Compensation, Payroll, Talent Acquisition, etc.) for onboarding, off boarding, legal/employee relations, training, culture, engagement, performance management, job description management, compensation and benefits.
 
Essential Duties and Responsibilities
 Facilitates onboarding and new hire orientation.
 Uses in-depth expertise and experience to handle situations in various HR areas: performance management, onboarding, offboarding, compensation planning, training, benefits, payroll.
 Provides advice, clarification and follow-up on policies, procedures, benefits and payroll related items for employees, managers and global HR partners.
 Oversees overall job description management
 Collaborates with Compensation on leveling and pricing. Develops and maintains the global job description database.
 Utilizes experience and knowledge of best practices to partner with Talent Acquisition to ensure staffing needs are met including reviewing and approving appropriate job descriptions, job requisitions and offers.
 Manages, addresses and resolves broad based employee relations concerns, including conducting thorough and objective investigations while keeping the appropriate parties informed.
 Maintains solid knowledge of and ensures compliance with employment-related laws and regulations. Liaises with Legal for statutory and legal issues.
 Supports employees, leaders and HR partners in the performance management cycle within the HR system including answering questions, routing forms, gathering data and sending notifications to ensure compliance.
 Back up to HR Specialist as needed (eg. pre-boarding / onboarding process).
 Conforms with and abides by all regulations, policies, work procedures, instruction, and all safety rules.
 Education
 Bachelor's Degree HR or related field or equivalent experience required
 Master's Degree HR or related field or equivalent experience preferred
 Work Experience
 Minimum 5 years Experience and knowledge of multiple HR disciplines required
 Wide knowledge of federal and state employment law preferred
 Experience with HR business systems (i.e. Ultimate, Workday, PeopleSoft, Kronos, SuccessFactors, SAP HCM) preferred
 Preferred Knowledge, Skills and Abilities
 Ability to comply with the company’s safety and quality policy at all times
 Knowledge of MS Office applications (i.e. Excel, PowerPoint, Word)
 License and Certifications
 Human Resources\PHR or SHRM-CP preferred
 Travel Requirements
 5%: Up to 13 business days per year
 Physical Requirements
 Sedentary-Exerting up to 10lbs/4kgs of force occasionally, and/or negligible amount of force frequently or constantly to lift, carry, push, pull, or otherwise move objects, including the human body. Sedentary work involves sitting most of the time.
 Additional Requirements
 Work in an office environment. At times must sit for extended periods of time.
 Skills and Competencies: Trustworthy, inclusive, communication and presentation to diverse and large audiences, decision making, planning and organizing, personal accountability and attention to detail
 Strong consultative, interpersonal and client orientation skills
 Ability to work both independently and in a team environment
 Capacity to handle confidential and sensitive information and issues in a discrete manner
 Ability to work in a fast-paced virtual environment in a global organization
 Ability to prioritize and respond timely to changing requirements and to coordinate multiple tasks simultaneously
 Read and interpret data, information and documents.
 Must be able to multi-task, work under time constraints, problem solve, and prioritize.
 Ability to make independent and sound judgments.
 Observe and interpret situations, analyze and solve problems. #LI-JJ1
 What We Offer
 Community Involvement: West encourages volunteerism through its West without Borders initiative and other charitable programs that make a difference in local communities.
 Global Career Opportunities: With facilities across North America, Europe, and Asia-Pacific, employees have opportunities for international exposure and cross-functional collaboration.
 Inclusive & Collaborative Culture: A global workforce that values diversity, equity, and inclusion—where all voices are heard and respected in a supportive environment.
 
West is an equal opportunity employer and we value diversity at our company. We do not discriminate on the basis of race, religion, color, national origin, gender, sex, gender identity, sexual orientation, age, marital status, veteran status, or disability status. If you have a special need that requires accommodation in order to apply to West, please send an email to Apply.Accommodation@westpharma.com. Where permitted by law, an offer of employment with West Pharmaceutical Services, or any of its subsidiary or affiliate companies, is contingent upon the satisfactory completion of background screening.
 
Nearest Major Market: Philadelphia

Human Resources Business Partner

Primo Brands

<div>
 
 Overview
 
 
 
 Primo Brands is a leading branded beverage company in North America with a focus on healthy hydration. We are proud to offer an extensive and iconic portfolio of highly recognizable, sustainably sourced, and conveniently packaged branded beverages distributed across more than 150,000 retail outlets.
 
 
 
 Compensation:
 
 Base Salary range: $138,403 - $168,954 annually. This position is eligible for an annual bonus.
 
 
 
 Location &amp; Travel:
 
 Supports sites across Washington, Oregon, and Idaho. Travel up to 50-60% based on business needs.
 
 
 
 Schedule:
 
 Monday - Friday, daytime hours with schedule flexibility as needed.
 
 
 
 Benefits Of Working For Primo Brands
 
 
 
 
 Health Benefits:
 
 Medical, prescription, dental, vision, flexible spending account (FSA), dependent care flexible spending account (FSA), health savings account (HSA)
 
 
 
 Retirement/Investing:
 
 401K with a 5% match, Employee Stock Purchase Plan (ESPP)
 
 
 
 Insurance:
 
 Employee Life Insurance, short and long-term disability, critical illness, hospital indemnity, accident insurance, spouse/domestic partner/child life insurance, accidental death and dismemberment
 
 
 
 Other great benefits:
 
 Employee discounts, save on auto, home, and pet insurance, tuition reimbursement, paid vacation and sick time, 9 paid holidays and 3 paid floating holidays, paid leave for when you have a baby, adopt a child, or become a foster parent, legal services, identity theft protection, employee assistance program (EAP), adoption reimbursement benefit, FEDlogic, commuter benefits
 
 
 
 Responsibilities
 
 
 
 
 Responsibilities:
 
 
 
 <ul>
 <li>
 Provide dedicated guidance and coaching to multiple leaders and employees with specific focus on employee advocacy/engagement, conflict resolution, HR fundamentals, process training, employee relations, performance management, career development, talent assessment, talent acquisition &amp; retention and workplace investigations as appropriate.
 </li>
 <li>
 Execute site-specific HR strategies and drive cultural initiatives and transformation across the sites.
 </li>
 <li>
 Ensure that all employee relation issues are properly identified, reported, investigated, and resolved.
 </li>
 <li>
 Provide advice and counsel to leaders and employees to ensure consistent application and integration of policies, performance management/discipline procedures at 100% compliance to promote an ethical and compliant work environment.
 </li>
 <li>
 Lead key HR processes including Leadership Training, Staffing Selection Processes, Onboarding, employee development, etc.
 </li>
 <li>
 Serve as a coach to leaders on their development and on employee relations issues.
 </li>
 <li>
 Oversee performance management, talent review &amp; succession planning programs.
 </li>
 <li>
 Facilitate compensation, benefits, employee land leader training programming.
 </li>
 <li>
 Execute staffing initiatives, including development of leadership bench and seasonal staffing strategies.
 </li>
 <li>
 Ensure compliance with all company, state, and federal guidelines.
 </li>
 <li>
 Serve as a member of the factory leadership team within each facility under your responsibility
 </li>
 <li>
 Provide on call support to the 24X7 facilities for critical issues, as needed.
 </li>
 <li>
 The role requires approximately 50-60% travel. The selected individual must be able to reliably commute to and between all sites, as daily site rotation is expected. Flexibility and strong time‑management skills are essential to support consistent coverage across multiple facilities.
 
 
 </li>
 </ul>
 
 Qualifications
 
 
 
 
 Qualifications:
 
 
 
 <ul>
 <li>
 Bachelor&rsquo;s degree in human resource management or related field. PHR or SPHR certification preferred.
 </li>
 <li>
 Minimum of 5 years&rsquo; experience in Human Resources.  Prior experience in manufacturing or consumer products industry desired.
 </li>
 <li>
 Knowledge and application of appropriate federal and state regulations needed, including prior experience with FLSA, FMLA, ADA, and HIPAA
 </li>
 <li>
 Proficient in Microsoft Office (Word, Excel, PowerPoint, Outlook) and business management software, SAP preferred.
 </li>
 <li>
 Ability to provide support after usual business hours, calls for critical issues and work periodic weekend coverage
 </li>
 <li>
 Passionate, employee advocate who wants to make a difference in the organization by helping employees succeed and enjoys employee facing work.
 </li>
 <li>
 Ability to connect with all levels of the organization with a strong customer service focus.
 </li>
 <li>
 Strong influencing skills across functions; confidence to approach employees and leaders with difficult messages and defend position; equally confidence to advocate strongly for employees.
 </li>
 <li>
 Supportive team player with a strong drive to create a positive work environment with a focus on culture and engagement.
 </li>
 <li>
 Prior experience supporting benefits administration and annual enrollment processes
 </li>
 <li>
 Process Improvement and capability building knowledge highly valued
 </li>
 <li>
 Prove ability to gain trust and credibility with the workforce and to lead through organizational change
 </li>
 <li>
 Excellent communication, presentation, and program administration skills
 </li>
 <li>
 Ability to analyze and interpret data and identify link in details to drive fact-based conclusions and actions
 </li>
 <li>
 Deals with ambiguity effectively and demonstrates a balance of courage and risk in decisions making
 </li>
 <li>
 Relocation Assistance not available at this time.
 </li>
 <li>
 Sponsorship not available.
 
 
 </li>
 </ul>
 
 If you're ready to embark on an exciting journey with Primo Brands, apply now and join us in shaping the future of HR!
 
 
 
 
 Salary Range Disclaimer
 
 
 
 The salary range provided for this position is an approximation based on market research, internal compensation data and the candidate&rsquo;s qualifications and experience. Final salary offers are determined through a comprehensive evaluation of candidate qualifications and may vary depending on factors such as skills, experience, and geographic location of the position. Other components of the compensation package, including benefits and bonuses, will also be considered. We are committed to fair and equitable compensation practices, and we encourage open dialogue about compensation during the interview process.
 
 
 Primo Brands&rsquo; established portfolio includes billion-dollar brands Poland Spring&reg; and Pure Life&reg;, premium brands like Saratoga&reg; and Mountain Valley&reg;, regional leaders such as Arrowhead&reg;, Deer Park&reg;, Ice Mountain&reg; Ozarka&reg;, and Zephyrhills&reg;, purified brands, Primo Water&reg; and Sparkletts&reg;, and flavored and enhanced brands like Splash&reg; and AC+ION&reg;. Our extensive direct-to-consumer offerings and industry-leading line-up of innovative water dispensers create consumer connectivity through recurring water purchases across Water Direct, Water Exchange, and Water Refill. At Primo Brands, our more than 11,000 associates are at the heart of what we do and deliver on our mission to provide healthy hydration to consumers wherever, however and whenever they want it. We believe in fostering a respectful culture, which values our associates who are deeply invested in quality hydration, our communities, and the sustainability of our packaging and water sources for generations to come.
 
 
 Primo Brands is proud to be an Equal Opportunity and Affirmative Action employer, seeking to create a welcoming and diverse environment. We do not discriminate based on race, religion, color, national origin, sex (including pregnancy, childbirth, or related medical conditions), sexual orientation, gender, gender identity, gender expression, transgender status, sexual stereotypes, age, status as a protected veteran, status as an individual with a disability, or other applicable legally protected characteristics. We also consider qualified applicants with criminal histories, consistent with applicable federal, state, and local law.
 
 
 Candidates must possess strong English language skills to effectively communicate with customers and provide exceptional service. Proficiency in English is essential for understanding customer needs, resolving inquiries, and collaborating with team members.
</div>

Reischling Press Incorporated

HR Business Partner/HR Generalist Onsite role based in Kennesaw, GAAt RPI, we are transforming how products are created, produced, and delivered worldwide. Every day, our cloud-based platform powers millions of personalized, on-demand products that reach customers with speed, quality, and sustainability. We partner with leading brands, publishers, and creative platforms, including Blurb&reg;, our consumer-facing self-publishing brand to bring ideas to life at global scale.We&rsquo;re looking for an experienced and highly motivated Human Resources Business Partner (HRBP) with a strong HR generalist background to support our Kennesaw, GA manufacturing facility. If you enjoy building relationships, solving problems, and partnering closely with leaders and employees in a fast-paced production environment, we&rsquo;d love to meet you.As our HR Business Partner, you&rsquo;ll serve as a trusted partner to production and site leadership while maintaining a visible presence on the production floor. You&rsquo;ll help create a positive employee experience by supporting employee relations, performance management, onboarding and offboarding, staffing coordination, compliance, and employee engagement. Working alongside our broader HR team, you&rsquo;ll play an important role in supporting both our people and our business.What You&rsquo;ll Do<ul><li>Provide consultative guidance to site management on personnel-related matters, including staffing, performance management, leadership development, change management, discipline, policy rollout and enforcement, and employee engagement and culture.</li><li>Support managers in forecasting and planning staffing requirements in line with business needs by supporting recruiting efforts and coordinating onboarding and offboarding activities.</li><li>Work collaboratively with subject matter experts and stakeholders to develop and implement training and development strategies that address skill gaps, support workforce and succession planning, and provide employees with development opportunities to meet current and future performance expectations.</li><li>Provide accurate management of employee onboarding, updates, timekeeping and offboarding utilizing the company&rsquo;s HRIS.</li><li>Ensure compliance with federal, state, and local employment laws and advise site leadership on the impact to the business while supporting consistent application of company policies.</li><li>Help develop and lead employee programs that foster a dynamic, collaborative, and engaging work environment while identifying opportunities for HR to add value to the business.</li><li>Maintain staffing reports and other HR metrics to support workforce planning and business needs.</li><li>Partner with local temporary agencies for seasonal, high-volume needs.</li><li>Resolve complex employee relations issues through objective investigations, employee interviews, and coaching managers.</li><li>Partner with the EHS Coordinator to track and document workplace safety incidents, ensuring timely reporting and corrective action follow-through.</li><li>Support workers&rsquo; compensation claims management, coordinating between injured employees, medical providers, and insurance carriers to facilitate return-to-work outcomes.</li><li>Perform other HR-related duties as assigned.</li></ul>What You&rsquo;ll Bring<ul><li>5+ years of experience as an HR Business Partner, HR Generalist, or in a similar Human Resources role.</li><li>Working knowledge of multiple human resources disciplines, including employee relations, performance management, organizational development, total rewards, employment law, and change management.</li><li>Strong conflict resolution, problem-solving, and critical thinking skills with the ability to develop creative, practical, and collaborative solutions.</li><li>Excellent interpersonal, organizational, and communication skills with the ability to build trusted relationships at all levels of the organization.</li><li>Experience supporting a manufacturing, production, distribution, or warehouse environment preferred.</li><li>Experience partnering with temporary staffing agencies and supporting hourly staffing needs preferred.</li><li>Proficiency with Microsoft Office products, including Outlook, Word, and Excel.</li><li>Experience with HRIS and applicant tracking systems is a plus.</li><li>Bachelor&rsquo;s degree in Human Resources, Business, or a related field, or equivalent experience.</li></ul>Our Core Values &middot; At RPI, our values shape how we work, lead, and grow together:&middot; Be Trustworthy &mdash; Act with integrity&middot; Act with Ownership &mdash; Excellence beyond expectations&middot; Deliver an Extraordinary Customer Experience &mdash; Exceed customer expectations&middot; Be Adaptable &mdash; Focus on the opportunity&middot; Bias for Action &mdash; Take smart risks, learn from new mistakes&middot; Embrace Sustainability &mdash; Create a sustainable future togetherIf you believe you&rsquo;re a good fit for this role and share our passion for excellence, we&rsquo;d love to hear from you!Pay: $85,000.00 - $98,000.00 per yearBenefits:<ul><li>401(k)</li><li>401(k) matching</li><li>Dental insurance</li><li>Employee assistance program</li><li>Employee discount</li><li>Flexible spending account</li><li>Health insurance</li><li>Health savings account</li><li>Life insurance</li><li>Paid jury duty</li><li>Paid parental leave</li><li>Paid time off</li><li>Parental leave</li><li>Professional development assistance</li><li>Referral program</li><li>Vision insurance</li></ul>Work Location: In person

Human Resources Business Partner - II

Confidential

<div>
 
 A
 
 prominent luxury hospitality brand in Dubai
 
 is looking for a sharp, people-driven
 
 HR Business Partner
 
 to sit at the intersection of business strategy and talent. This isn't a back-office HR role &mdash; you'll be embedded with operational leaders, influencing decisions, and shaping the employee experience from hire to retire.
 
 
 
 
 
 If you thrive in fast-paced environments, love solving complex people challenges, and want to leave a real mark on a growing organization &mdash; this one's for you.
 
 
 
 
 
 
 
 What You'll Own
 
 
 
 
 
 
 
 
 Be the Strategic Voice at the Table
 
 
 
 You won't just execute &mdash; you'll advise. You'll work shoulder-to-shoulder with senior leaders to connect people strategy with business performance. Think workforce planning, org design, and building the talent pipeline that keeps the business ahead of the curve.
 
 
 
 
 
 
 Drive Budgets, Forecasting &amp; Manpower Planning
 
 
 <ul>
 <li>
 Take ownership of the
 
 HR budget cycle
 
 &mdash; from building annual manpower budgets and headcount forecasts to tracking spend against plan throughout the year
 </li>
 <li>
 Partner with
 
 Finance and Operations
 
 to align staffing models with business demand, seasonal fluctuations, and growth projections &mdash; ensuring the organization is always right-sized, right-skilled, and cost-efficient
 </li>
 <li>
 Provide leadership with
 
 clear visibility
 
 on labor costs, vacancy rates, and workforce gaps to enable smarter, faster decision-making
 </li>
 </ul>
 
 
 
 
 
 Lead Employee Relations &amp; Grievance Management
 
 
 <ul>
 <li>
 Be the first point of contact for
 
 complex employee relations matters
 
 &mdash; from workplace conflicts and conduct issues to formal grievances and disciplinary proceedings
 </li>
 <li>
 Manage cases with
 
 fairness, discretion, and consistency
 
 , ensuring all matters are handled in line with company policy, local labor law, and best practice
 </li>
 <li>
 Coach managers on how to
 
 navigate sensitive conversations
 
 , de-escalate tensions, and create a culture where issues are addressed early &mdash; before they escalate
 </li>
 <li>
 Conduct or oversee
 
 workplace investigations
 
 where needed, documenting findings and recommending appropriate outcomes
 </li>
 <li>
 Track
 
 ER trends and patterns
 
 across the business and use insights to recommend preventive measures that strengthen workplace harmony
 </li>
 </ul>
 
 
 
 
 
 Drive Talent &amp; Culture Forward
 
 
 <ul>
 <li>
 Own the full talent lifecycle &mdash; from attracting the right people to helping them grow, perform, and stay
 </li>
 <li>
 Build meaningful succession plans and leadership pipelines &mdash; not just spreadsheets, but real development paths
 </li>
 <li>
 Design and run the performance cycle in a way that actually moves the needle &mdash; goal setting, coaching conversations, and honest feedback loops
 </li>
 <li>
 Partner with L&amp;D to create development programs that employees genuinely value
 </li>
 </ul>
 
 
 
 
 
 Be the Go-To for All Things People
 
 
 <ul>
 <li>
 Act as a trusted sounding board for managers on performance concerns, team dynamics, and people decisions
 </li>
 <li>
 Keep compensation and benefits competitive by collaborating closely with Finance &mdash; because retaining great talent starts with fair rewards
 </li>
 <li>
 Champion
 
 Diversity, Equity &amp; Inclusion
 
 &mdash; not as a checkbox, but woven into how the business hires, engages, and grows its people
 </li>
 </ul>
 
 
 
 
 
 Make Data-Driven Decisions
 
 
 <ul>
 <li>
 Track what matters &mdash; turnover trends, engagement scores, performance patterns &mdash; and turn numbers into actionable insights for leadership
 </li>
 <li>
 Spot issues before they become problems and recommend smart, proactive solutions
 </li>
 </ul>
 
 
 
 
 
 Lead Through Change
 
 
 <ul>
 <li>
 Support transformation initiatives and help teams navigate shifts in structure, process, or culture with clarity and confidence
 </li>
 <li>
 Build engagement and retention strategies that go beyond surveys &mdash; think recognition, feedback loops, and genuine connection
 </li>
 </ul>
 
 
 
 
 
 Build &amp; Develop Your Team
 
 
 <ul>
 <li>
 Lead and mentor a small HR team, setting high standards while creating a supportive environment where people learn and grow together
 </li>
 <li>
 Manage priorities and resources so HR delivers real value across every department
 </li>
 </ul>
 
 
 
 
 
 
 What Makes You a Great Fit
 
 
 
 
 
 
 
 
 Your Background
 
 
 <ul>
 <li>
 
 5+ years in HR
 
 , with at least
 
 2 years operating as a true business partner
 
 &mdash; not just in title
 </li>
 <li>
 Experience in
 
 hospitality, luxury brands, or high-touch service industries
 
 is a strong plus
 </li>
 <li>
 Hands-on experience across
 
 employee relations, grievance handling, recruitment, performance management, HR budgeting, manpower planning, and organizational development
 
 </li>
 </ul>
 
 
 
 
 
 Your Credentials
 
 
 <ul>
 <li>
 
 Bachelor's degree
 
 in HR, Business, or a related discipline
 </li>
 <li>
 
 HR certification
 
 (PHR, SPHR, CIPD, or similar) is a bonus
 </li>
 </ul>
 
 
 
 
 
 Your Style
 
 
 <ul>
 <li>
 You communicate with confidence and clarity &mdash; in
 
 English
 
 (fluency required);
 
 Arabic
 
 is a nice-to-have
 </li>
 <li>
 You're equally comfortable in a boardroom conversation and a 1:1 with a front-line team member
 </li>
 <li>
 You handle sensitive situations with
 
 maturity, discretion, and emotional intelligence
 
 </li>
 <li>
 You're calm under pressure, solutions-oriented, and never afraid to challenge the status quo constructively
 </li>
 <li>
 You lead with data but connect with empathy
 </li>
 </ul>
 
 
 
 
 
 
 Why This Role?
 
 
 
 
 
 
 
 You'll join a
 
 world-class hospitality group
 
 where people are genuinely at the center of the business. This is a chance to shape culture, influence strategy, and grow your career in one of the most exciting markets in the world.
 
</div>

Mezzetta

<div><div>About Us: 
Since 1935, we've been on a mission to bring a little extra happiness to everyday life and inspire connections over food. We select the finest ingredients the world has to offer, craft premium products made with love, and never settle for shortcuts. We believe that when we share our food, we share a part of ourselves &mdash; and that's the only way we'd put our name on it.

Today, our small family company has grown into a national leader in specialty olives, peppers, and sauces under the leadership of CEO Jeff Mezzetta, and our commitment to quality has never wavered. With an 80-year legacy behind us and a bright future ahead, we're seeking passionate, driven candidates to help us bring our cherished family traditions to a new generation.

The ideal candidate will have an immediate connection to our Core Ingredients:
<ul><li>Crunchy Crunchy: We are hungry for excellence.</li>
<li>Own It: We think and act as an owner &ndash; with appetite, initiative, and responsibility.</li>
<li>Connection: We build authentic relationships that foster trust and open communications.</li>
<li>Vibrance: We come to work eager and passionate about fulfilling our vision. When we share our work, we share a part of who we are.</li>
</ul></div>
Mezzetta is searching for a strategic Director, People Ops, who puts people first and helps our teams, and our business, thrive. Reporting to the VP, People Ops, this leader will own the strategic talent agenda for the company: talent strategy and management, employee engagement, culture, recognition, internal communications, employer brand and reputation, and talent acquisition. This role is a critical complement to our Director, People Operations, who owns the organizational infrastructure, systems, and processes that enable the company to scale; together, the two roles form a complete People Ops leadership team. This Director will work out of our Larkspur Landing office and our American Canyon office, based on business needs (with one day remote).

This is not an &quot;HR support&quot; role. It is a role for a builder and a driver: a leader who sees talent and culture as a competitive advantage and a direct enabler of company strategy. The Director will translate our people strategy into programs that are designed well, executed with discipline, and measured honestly, from our new talent framework, succession mapping, and career architecture, to a recognition program built on direct employee input, to a communications rhythm that builds trust (&quot;You said, here's what we're doing&quot;).

The Director will also own talent acquisition strategy and outcomes, with limited recruiter support. Depending on budget and hiring needs, this leader should be prepared to flex into hands on, full cycle recruiting at times, including sourcing and screening. In all cases, talent acquisition remains a meaningful but bounded part of the role, approximately 30% or less, with the majority of time focused on talent strategy, engagement, and culture.

The ideal candidate is a business minded operator, not a theorist: someone who designs pragmatic programs, drives adoption, uses data to inform decisions, and builds credibility through follow through. They are energized by a fast-paced, evolving environment and by the opportunity to shape how a growing organization attracts, develops, engages, and retains great people.

Responsibilities

Talent Strategy &amp; Development
<ul>
<li>Own and evolve the company talent framework; drive consistent talent assessments and calibration in partnership with the VP, People Ops and leadership.</li>
<li>Build and maintain the succession map for critical roles.</li>
<li>Design, pilot, and scale the Career Framework, creating role clarity and credible growth paths for employees.</li>
<li>Own learning and development: identify capability gaps and build practical development programs, including manager and leader capability in talent practices.</li>
<li>Support leadership development initiatives, including the Leadership Operating System and Predictive Index assessments.</li>
<li>Partner with the Director, People Operations and leadership on organizational and operational effectiveness initiatives.</li>
</ul>
Engagement, Culture &amp; Recognition
<ul>
<li>Own the employee engagement strategy from end to end: surveys, insights, action planning, and visible follow through.</li>
<li>Design and launch the company Recognition &amp; Reward Program, built on direct employee input, and champion adoption.</li>
<li>Translate Mezzetta's core ingredients of Crunchy Crunchy, Own It, Connection, and Vibrance into observable behaviors reinforced through hiring, onboarding, recognition, and everyday leadership practices.</li>
<li>Act early on engagement, retention, and morale risks; bring data and recommendations to the VP, People Ops before issues become problems.</li>
</ul>
Communications &amp; Employer Brand
<ul>
<li>Run a consistent internal communications rhythm, including Town Hall content, monthly updates, and &quot;You said, here's what we're doing&quot; follow through.</li>
<li>Ensure clear, credible communication during periods of change, in partnership with the VP, People Ops and Leadership Team.</li>
<li>Own Mezzetta's employer brand and external reputation, including careers content and active management of employer review sites (e.g., Glassdoor, Indeed) and social platforms (e.g., LinkedIn): monitor, respond on brand, and address recurring themes with real internal action.</li>
</ul>
Talent Acquisition Partnership
<ul>
<li>Support recruiting and partner with contract recruiter, who owns sourcing, screening, scheduling, and pipeline management, to keep hiring on track and high quality.</li>
<li>Lead select or critical searches when needed.</li>
<li>Strengthen hiring manager interviewing and selection capability, and ensure the candidate experience reflects the Mezzetta employer brand.</li>
</ul>
Requirements
<ul>
<li>Bachelor's degree required; advanced degree (MBA, MSHR) or HR certification (SPHR or SHRM) preferred.</li>
<li>10+ years of progressive HR experience, including experience owning talent management, engagement, or culture programs at a director or senior manager level.</li>
<li>Proven ability to design and execute talent, engagement, and culture programs from concept through adoption, not just recommend them.</li>
<li>Strong strategic thinking paired with an operator mindset; comfortable moving between the whiteboard and the work.</li>
<li>Excellent written and verbal communication skills, including experience crafting communications for employees and presenting to senior leaders.</li>
<li>Strong data fluency and the ability to analyze engagement, retention, and talent data and translate insights into action.</li>
<li>Demonstrated ability to influence and coach leaders and managers without formal authority.</li>
<li>Experience managing or directing team members, contractors, or agency partners and holding them accountable for outcomes.</li>
<li>Sound judgment, discretion, and the ability to handle sensitive talent and organizational information with confidentiality.</li>
<li>Full cycle recruiting experience, including sourcing, screening, interviewing, and closing, plus experience directing recruiters or agencies; able to run searches directly when resourcing requires.</li>
<li>Strong project and change management skills; highly organized with a track record of delivering quality work on time.</li>
<li>Experience with talent assessment and development tools (e.g., Predictive Index or similar) preferred.</li>
<li>Experience building employer brand and internal communications programs preferred.</li>
<li>AI proficiency (Claude, ChatGPT, etc.).</li>
</ul><div>
Our Commitment to an Inclusive Workplace: 
At Mezzetta, we embrace diversity and strive to create an inclusive environment where you know you belong. Part of that commitment includes a zero-tolerance policy and being an Equal Opportunity Employer that prohibits discrimination and harassment of any kind. All employment decisions at Mezzetta are solely based on merit, qualifications, abilities and business needs, without regard to race, color, religion or belief, gender, sexual orientation, gender identity/expression, age, marital status, national origin, disability, military or veteran status, family or parental status, pregnancy, or any other status protected by law. All of us share in the responsibility of fulfilling this commitment and creating a culture where our team can thrive.</div></div>

Director, Human Resources Business Partner

McDonald's

<div>About our company
SMG Restaurants owns and operates McDonald's restaurants across North Carolina. Our mission is simple: build outstanding restaurants by investing in outstanding people.
We're looking for someone who loves helping people succeed behind the scenes. This isn't a recruiting-heavy role or a training position. Instead, you'll become the person who ensures our team members are supported professionally, and that our leaders have the HR guidance they need to build a great workplace.
If you enjoy solving problems, organizing complex situations, and helping leaders navigate employee matters with professionalism and care, we'd love to meet you.
Job Overview
The Senior Human Resources Business Partner serves as the organization's primary resource for employee relations, HR administration, payroll support, and special projects.
You'll work closely with our Leadership Team to support approximately our restaurant locations while helping maintain consistent HR practices throughout the company.
This position is primarily remote with occasional travel to restaurants for meetings, leadership events, and other business needs.
What You'll Do
Employee Relations &amp; Human Resources<ul><li>
Conduct employee investigations</li><li>
Interview employees and managers</li><li>
Prepare written investigation summaries</li><li>
Draft coaching documentation</li><li>
Prepare performance improvement plans</li><li>
Assist leaders with disciplinary documentation</li><li>
Ensure HR matters are handled consistently and professionally</li><li>
Maintain confidential employee records</li><li>
Support employment compliance</li></ul>
Payroll &amp; Compensation<ul><li>
Process pay changes</li><li>
Assist employees with payroll questions</li><li>
Resolve paycheck issues</li><li>
Coordinate pay cards</li><li>
Audit payroll information for accuracy</li><li>
Support wage adjustments and promotions</li><li>
Maintain compensation documentation</li></ul>
Administrative Support<ul><li>
Prepare letters and employment documents</li><li>
Organize company files and records</li><li>
Coordinate HR paperwork</li><li>
Track key HR metrics</li><li>
Maintain employee databases</li><li>
Assist with compliance reporting</li></ul>
Special Projects
Every week is a little different.
Projects may include:<ul><li>
Planning leadership events</li><li>
Coordinating company recognition programs</li><li>
Supporting company communications</li><li>
Writing employee resources</li><li>
Assisting with organizational initiatives</li><li>
Helping improve HR systems and processes</li><li>
Other strategic projects assigned by leadership</li></ul>
What Success Looks Like
The successful candidate:<ul><li>
Exercises excellent judgment</li><li>
Handles confidential information with discretion</li><li>
Is highly organized</li><li>
Communicates professionally</li><li>
Solves problems independently</li><li>
Builds trust with employees and leaders</li><li>
Brings calm to difficult situations</li><li>
Follows through on commitments</li><li>
Is comfortable working remotely while staying highly responsive</li></ul>
What an average day looks like<ul><li>
Primarily remote</li><li>
Typical workday approximately 8:00 a.m. &ndash; 5:00 p.m.</li><li>
Limited travel (generally one day per week or less)</li><li>
Occasional evening phone calls or emails when urgent employee matters arise</li></ul>
Our benefits<ul><li>
An amazing culture that prioritizes our people</li><li>
Competitive salary and monthly performance bonus eligibility</li><li>
100% employer-paid medical, dental, and vision insurance</li><li>
Permanent remote work flexibility</li><li>
Paid time off</li><li>
Participation in company vehicle program</li><li>
Cell phone allowance</li><li>
Travel stipend</li><li>
Retirement plan with company match</li><li>
Eligibility for company financial service award</li><li>
Tuition support and assistance</li><li>
Professional development opportunities</li></ul>
What we're looking for<ul><li>
Someone who is driven and passionate</li><li>
McDonald's leadership experience (GM or above strongly preferred)</li><li>
A willingness to learn and jump in to support our team</li><li>
Strong written communication skills</li><li>
Excellent organizational skills</li><li>
Comfortable managing multiple priorities</li><li>
Microsoft Office / Google Workspace proficiency</li></ul></div>

Senior Human Resources Business Partner

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