senior hr business partner

FHLBank Chicago

<div><div><p>At the Federal Home Loan Bank of Chicago, employees come first - that&rsquo;s why we offer a highly competitive compensation and bonus package, and access to a comprehensive benefits program designed to meet the needs of our employees.</p><ul><li><p>
Collaborative, in-office operating model</p></li></ul></div><div><ul><li><p>
Retirement program (401k and Pension)</p></li></ul></div><div><ul><li><p>
Medical, dental and vision insurance</p></li></ul></div><div><ul><li><p>
Lifestyle Spending Account</p></li></ul></div><div><ul><li><p>
Competitive PTO plan</p></li></ul></div><div><ul><li><div><p>
11 paid holidays per year</p></div><br>
<p></p>
</li></ul></div><p></p><p><b>Who we are</b></p><p>
Our mission at FHLBank Chicago: To partner with our members in Illinois and Wisconsin to provide them competitively priced funding, a reasonable return on their investment, and support for their community investment activities.</p><p>
Simply said, we're a bank for banks and other financial institutions, focused on being a strategic partner for our members and working together to reinvest in our communities, from urban centers to rural areas. Created by Congress in 1932, FHLBank Chicago is one of 11 Federal Home Loan Banks, government sponsored in support of mortgage lending and community investment.</p><p></p><p><b>
What it&rsquo;s like to work here</b></p><p>
At FHLBank Chicago, we bring people together. We are committed to a high performing, engaged workforce, and to supporting the communities we serve across Illinois and Wisconsin. Our Buddy Program pairs new hires with tenured employees to guide their onboarding. Our professional development and training opportunities through upskilling, mentorship programs, and tuition reimbursement allow employees to grow their career with us. Our collaborative, in-office operating model brings teams together to foster innovation, connection, and shared success. To support balance and flexibility, employees are provided an allocation of remote days to use as needed throughout the year.</p><p></p><p><b>
What you'll do</b>:</p><p>
The Sr. HR Business Partner serves as a strategic advisor and trusted consultant to senior leaders, aligning people strategy with business objectives to drive organizational performance, engagement, and growth. This role operates with a high degree of autonomy and influence, providing expert guidance across workforce planning, talent management, organizational design, employee relations, and change initiatives.</p><p></p><p>
The Sr. HR Business Partner translates business strategy into actionable people priorities, proactively identifies risks and opportunities through data and insight, and partners with leaders to strengthen leadership capability, culture, and workforce effectiveness. In addition, this role owns and advances enterprise workforce planning practices, supports complex employee relations matters, and ensures HR programs, policies, and practices are applied consistently, equitably, and in compliance with applicable laws. The Sr. HR Business Partner plays a critical role in shaping the employee experience and enabling leaders to build high‑performing, inclusive teams.</p><p></p><p><b>
How you'll make an impact</b>:</p><ul><li>
You directly influence how the Bank executes its strategy through people, translating business objectives into people strategies that drive performance, engagement, and organizational effectiveness.</li><li>
You help leaders build high‑performing and engaged teams by coaching leaders through change, advancing talent development and succession planning, and cultivating a positive culture</li><li>
You bring data, insight, and innovation to HR decision‑making</li></ul><p></p><p><b>
What you can expect</b>:</p><p><b>
Strategic Business Partnership</b></p><ul><li>
Serve as a strategic advisor and trusted partner to senior leaders, aligning workforce strategy with business priorities to drive performance, engagement, and organizational effectiveness.</li><li>
Translate business strategies into integrated people plans across workforce planning, talent, leadership capability, and culture.</li><li>
Proactively assess organizational health using qualitative and quantitative insights to identify risks, opportunities, and future capability needs.</li><li>
Coach senior leaders and managers on leadership effectiveness, change management, and building high‑performing teams.</li><li>
Lead and influence organizational design, role clarity, and change initiatives to support evolving business needs.</li><li>
Partner with other HR areas such as Total Rewards and Learning &amp; Development to ensure workforce solutions are aligned, scalable, and enterprise‑consistent.</li><li>
Foster a culture of trust and inclusion within lines of business; coach senior leaders, managers, and individual contributors as appropriate to sustain trust within and across teams</li><li>
Act as a communication agent for employee feedback while encouraging participation in feedback survey opportunities</li></ul><p></p><p><b>
Talent Management and Development</b></p><ul><li>
Facilitate talent review and succession planning processes and support actions that follow talent conversations</li><li>
Hold business leaders accountable for talent outcomes, including early talent success, leadership readiness, and development of high‑potential employees.</li><li>
Drive accountability for new hire success, ensuring 30-, 60-, and 90-day milestones are met, development plans are established quickly, and new hires are supported through ramp-up.</li><li>
Collaborate with other HR team members to develop and assess effective career pathing, talent mapping, and job descriptions ensuring consistency within the business area.</li><li>
Work with the Learning &amp; Development team to identify training needs and monitor learning progress within business areas to ensure success.</li></ul><p></p><p><b>
Workforce Planning</b></p><ul><li>
Own and advance the Bank&rsquo;s enterprise workforce planning strategy, establishing best practices and aligning HR partners and leaders to a consistent, forward‑looking approach.</li><li>
Partner with executive leaders and Talent Acquisition to forecast workforce needs, prioritize hiring strategies, and align headcount planning to business direction.</li><li>
Use workforce and talent data to inform decisions related to growth, retention, and organizational capability.</li></ul><p></p><p><b>
Employee Relations</b></p><ul><li>
Serve as the senior advisor and escalation point for complex, high‑risk, or sensitive employee relations matters.</li><li>
Provide strategic counsel to leaders on managing performance, conduct, and workplace concerns in a fair, consistent, and legally compliant manner.</li><li>
Lead complex employee investigations and partner with Legal as appropriate.</li><li>
Identify and mitigate people‑related risk through proactive coaching, policy interpretation, and leader education.</li><li>
Guide leaders in applying policies and practices thoughtfully, balancing business needs, employee experience, and risk management.</li><li>
Manage sponsorship programs, policies, procedures, and relationships with legal counsel</li><li>
Coach leaders on effective people management, communication, and conflict resolution</li><li>
Counsel managers in the interpretation of general or routine workforce policies and procedures</li></ul><p></p><p><b>
Data, Reporting, and Technology</b></p><ul><li>
Leverage people data, analytics, and trends to provide actionable insights related to engagement, retention, performance, and workforce planning.</li><li>
Own and execute reporting for assigned HR focus areas, translating data into meaningful stories for leaders.</li><li>
Utilize HR systems, including Workday, in addition to emerging technologies like AI to improve efficiency and generation of data-driven insights</li><li>
Continuously seek opportunities to modernize HR processes and enhance the leader and employee experience.</li><li>
Other duties as assigned</li></ul><p></p><p><b>
What you'll bring</b>:</p><ul><li>
Bachelor Degree or equivalent experience is required</li><li>
7+ years experience as an HR business partner,</li><li>
Banking or Financial Services a plus</li><li>
Advanced degree or PHR/SPHR certification a plus.</li><li>
Excellent communication (oral, written, and listening) skills required.</li><li>
Excellent interpersonal skills with ability to develop relationship across all levels of organization.</li><li>
Customer service skills must be exceptional.</li><li>
Ability to maintain highly confidential and sensitive information</li><li>
High degree of diplomacy and professionalism</li><li>
Solid business acumen</li><li>
Agent of change</li><li>
Ability to be agile and resourceful</li><li>
Workday HRIS</li><li>
Sponsorhip procedures and legal framework</li><li>
Employee lifecycle and relations</li><li>
Workforce planning</li><li>
Conflict management</li><li>
Employee sponsorship</li><li>
Communications coaching</li><li>
Customer service</li><li>
Team member retention strategies</li><li>
Basic data and analytics reporting required; intermediate reporting preferred</li></ul><p></p><p><b>
The Perks</b></p><p>
At FHLBank Chicago, we believe in rewarding our high performing workforce. We offer a highly competitive compensation and bonus package, and access to a comprehensive benefits program designed to meet the needs of our employees. Our retirement program includes a 401(k) and pension plan. Our wellbeing program supports employees at work and in their personal lives: Our PTO plan provides five weeks of vacation for new employees and 11 paid holidays per year; our Lifestyle Spending Account provides an annual stipend for employees to support wellbeing activities; and our central downtown location at the Old Post Office provides easy access to public transportation and breathtaking views from our award-winning rooftop. Visit FHLBCbenefits.com for additional details about our benefits. Step into a brighter future with us.</p><p></p><p><b>
Salary Range:</b></p><p></p>
$125,825.00 - $221,275.00<p></p><p><i>
The above represents the expected salary range for this job requisition. Ultimately, in determining your pay, we may also consider your experience, and other job-related factors. In addition to the base salary, we offer a comprehensive benefits package which can be found here: </i><i>https://hrportal.ehr.com/fhlbc</i></p></div>

Senior HR Business Partner

Capital Blue Cross

<div>Position Description:
<p><i>
Base pay is influenced by several factors including a candidate&rsquo;s qualifications, relevant experience, and anticipated contributions to meet the needs of the business, along with internal pay equity and external market driven rates. The salary range displayed has not been adjusted for geographical location. This range has been created in good faith based on information known to Capital Blue Cross at the time of posting and may be modified in the future. Capital Blue Cross offers a comprehensive benefits packaging including Medical, Dental &amp; Vision coverage, a Retirement Plan, generous time off including Paid Time Off, Holidays, and Volunteer time off, an Incentive Plan, Tuition Reimbursement, and more.</i><br>
At Capital Blue Cross, we promise to go the extra mile for our team and our community. This promise is at the heart of our culture, and it&rsquo;s why our employees consistently vote us one of the &ldquo;Best Places to Work in PA.&rdquo;</p><p>
As a Senior Human Resources Business Partner, you will play a critical role in aligning HR strategies with business objectives. You will work closely with management and employees to foster a positive work environment, drive organizational effectiveness, and support the company&rsquo;s growth and development. Your responsibilities will include strategic HR planning, talent management, employee relations and retention, management coaching, performance management, and change management.</p>
Responsibilities and Qualifications:
<ul><li>Strategic HR Planning: Develop and maintain influential relationships with leadership to drive talent outcomes that support business objectives. Assess organizational performance systemically, defining talent gaps and proposing HR solutions that support client business objectives. Provide proactive HR support, meeting regularly with business unit leaders, and managing all aspects of the employee lifecycle. Partner with business leaders and Finance on regular workforce planning data management. Ensure effective partnerships with HR Centers of Excellence (CoEs) to solve problems and execute key deliverables, driving a &ldquo;one HR&rdquo; experience for internal clients. Analyze data trends and metrics to inform business decisions. Partner with compensation team regarding job leveling and compensation changes, managing expectations with the business from a pay equity and budget standpoint. Work closely with HR COE members to provide business feedback and identify areas of improvement.</li><li>
Employee Relations: Serve as a resource and advise on general policy application and process/practice implementation. Coach managers on effective leadership skills and proactively identify team morale and engagement issues.</li><li>
Participate in onboarding and offboarding efforts for assigned client area. Conduct stay interviews and exit interviews to identify trends and issues, work with the HR COEs to identify and implement solutions, and provide feedback to managers, as appropriate. Support regular employee engagement survey by communicating results and partnering with managers to follow-through on measurable action plans. Responsible for resolving employees&rsquo; questions either directly or indirectly. Ensure regulatory compliance with legal requirements pertinent to the day-to-day management of employees; collaborate with the legal department when necessary.</li><li>
Talent Management: Facilitate annual talent and succession planning events and support annual calibration activities. Identify the talent gaps and development needs of the client group, its managers, key individuals, and people in key positions and work with the Learning and Belonging COE to identify solutions. Coach business leaders on HR policies and processes, including talent planning, learning and development, and performance management to promote engagement and a culture of continuous growth and development</li><li>
Performance Management: Partner with business leaders and HR COEs to identify people related issues, trends, and challenges before they arise. Assess root causes of business and organizational performance and recommend actions through consultative approach. Diagnose large scale organization effectiveness and team performance issues and partners with senior leaders and their leadership teams to implement solutions to resolve. Improve manager and employee performance by identifying and clarifying issues, evaluating potential solutions, implementing selected solutions, and coaching and counseling managers and employees. Provide performance management guidance to line management for coaching, counseling, career development, and disciplinary actions. Work with managers to address performance issues timely and efficiently.</li></ul><p><b>
Skills:</b></p><ul><li>
Well-developed verbal and written communications skills.</li><li>
Demonstrated skills in negotiation, consultative approach and networking skills.</li><li>
Demonstrates analytical, organization and problem solving skills in order to accurately and efficiently identify, analyze and respond to customer inquiries, as well as identify and analyze trends and discrepancies.</li><li>
Demonstrates ability to work independently, be flexible and react appropriately to changing job assignments and work environments.</li></ul><p><b>
Knowledge:</b></p><ul><li>
Proven knowledge of employment law, including regulatory compliance, terminations and EEOC claims, is necessary.</li><li>
Previous experience exerting strong influence on key constituents while acting as a trusted advisor and coach.</li></ul><p><b>
Experience:</b></p><ul><li>
7+ years of experience in generalist, employee relations or business partner role.</li><li>
Breadth of experience in multiple HR disciplines, such as talent development, change management, organizational design.</li></ul><p><b>
Education and Certifications:</b></p><ul><li>
Bachelor&rsquo;s degree in Human Resources, Business Administration, or related field.</li><li>
Human Resources related certification preferred.</li></ul><p><b>
Physical Demands:</b></p><ul><li>
While performing the duties of the job, the employee is frequently required to sit, use hands and fingers, talk, hear, and see. The employee must occasionally lift and/or move up to 5 pounds.</li></ul>
About Us: We recognize that work is a part of life, not separate from it, and foster a flexible environment where your health and wellbeing are prioritized. At Capital you will work alongside a caring team of supportive colleagues, and be encouraged to volunteer in your community. We value your professional and personal growth by investing heavily in training and continuing education, so you have the tools to do your best as you develop your career. And by doing your best, you&rsquo;ll help us live our mission of improving the health and well-being of our members and the communities in which they live.</div>

Astera Labs

<div>
 Astera Labs (NASDAQ: ALAB) provides rack-scale AI infrastructure through purpose-built connectivity solutions. By collaborating with hyperscalers and ecosystem partners, Astera Labs enables organizations to unlock the full potential of modern AI. Astera Labs&rsquo; Intelligent Connectivity Platform integrates CXL&reg;, Ethernet, NVLink, PCIe&reg;, and UALink&trade; semiconductor-based technologies with the company&rsquo;s COSMOS software suite to unify diverse components into cohesive, flexible systems that deliver end-to-end scale-up, and scale-out connectivity. The company&rsquo;s custom connectivity solutions business complements its standards-based portfolio, enabling customers to deploy tailored architectures to meet their unique infrastructure requirements. Discover more at www.asteralabs.com.
 <br/>
 <br/>
 <strong>
  Role Overview
  <br/>
  <br/>
 </strong>
 Astera Labs is seeking a
 <strong>
  Senior HR Business Partner
 </strong>
 to join our People team in San Jose, CA. In this high-impact role, you will partner directly with engineering organizations&mdash;serving as a trusted advisor, coach, and strategic partner to engineering leaders, managers, and employees across our technical teams.
 <br/>
 <br/>
 You will bring deep HRBP/Generalist experience, strong employee relations expertise, and substantial knowledge of US labor and employment law to ensure our people practices are both effective and compliant as we scale. This role is critical to supporting the talent strategies, people leader development, and organizational health that enable our engineering teams to deliver world-class AI infrastructure connectivity products.
 <br/>
 <br/>
 <strong>
  Key Responsibilities
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   Engineering Partnership &amp; Coaching
  </li>
  <li>
   Serve as a trusted partner to engineering people leaders, providing hands-on coaching on people management, team dynamics, and leadership effectiveness
  </li>
  <li>
   Build strong relationships across all levels ensuring employees and managers have accessible, credible HR support
  </li>
  <li>
   Coach engineering managers on performance conversations, career development discussions, feedback delivery, and navigating difficult team situations
  </li>
  <li>
   Help translate the unique challenges of semiconductor product development into practical people strategies
  </li>
  <li>
   Employee Relations &amp; Compliance
  </li>
  <li>
   Serve as the primary point of contact for employee relations matters across supported engineering groups, handling investigations, performance issues, interpersonal conflict, and conduct concerns with professionalism and care
  </li>
  <li>
   Apply strong knowledge of North America labor and employment law&mdash;including federal, state, and local regulations&mdash;to advise leaders and ensure compliant, defensible people decisions
  </li>
  <li>
   Conduct thorough, fair, and well-documented workplace investigations, partnering with Employment Counsel and Legal on complex or high-risk matters
  </li>
  <li>
   Proactively identify compliance risks and partner with HR Operations to ensure policies, practices, and manager actions align with legal requirements
  </li>
  <li>
   Stay current on evolving employment legislation and regulatory changes, advising leaders on implications and necessary adjustments
  </li>
  <li>
   Provide clear, empathetic, and legally sound guidance to managers navigating terminations, leaves of absence, accommodations, and other sensitive situations
  </li>
  <li>
   Talent Strategy &amp; Organizational Effectiveness
  </li>
  <li>
   Partner with engineering leaders on organizational design, role clarity, and team structure to support product roadmap execution
  </li>
  <li>
   Lead talent reviews, retention planning, and succession planning for critical technical roles
  </li>
  <li>
   Support headcount planning and workforce decisions, balancing near-term delivery needs with long-term capability building
  </li>
  <li>
   Identify talent risks and hotspots early, working proactively with leaders to address retention and engagement challenges
  </li>
  <li>
   Performance Management
  </li>
  <li>
   Guide leaders and managers through performance cycles, calibration sessions, and compensation reviews with fair, consistent, and well-reasoned recommendations
  </li>
  <li>
   Ensure performance management practices are applied consistently and in compliance with company policy and legal standards
  </li>
  <li>
   Partner with Compensation and HR Operations to support equitable pay decisions and address compensation-related concerns
  </li>
  <li>
   Operational Excellence &amp; Scalability
  </li>
  <li>
   Identify gaps in people processes or manager capability and proactively propose solutions
  </li>
  <li>
   Partner with HR Ops and Centers of Excellence to simplify, standardize, and scale HR practices as the engineering organization grows
  </li>
  <li>
   Operate with an owner's mindset&mdash;taking accountability for outcomes, not just recommendations
   <br/>
   <br/>
  </li>
 </ul>
 <strong>
  Basic Qualifications
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   Bachelor's degree in Human Resources, Business Administration, Organizational Development, or related field
  </li>
  <li>
   8+ years of HR Business Partner experience supporting engineering or technical organizations
  </li>
  <li>
   Demonstrated experience in supporting engineering organizations
  </li>
  <li>
   Strong knowledge of North America employment and labor law, including federal and California state regulations (wage and hour, leaves, accommodations, terminations, harassment/discrimination)
  </li>
  <li>
   Proven track record handling complex employee relations matters, workplace investigations, and sensitive personnel issues
  </li>
  <li>
   Demonstrated ability to coach managers and build trusted relationships with technical employees at all levels
  </li>
  <li>
   Strong judgment and comfort operating in fast-paced, ambiguous environments
  </li>
  <li>
   Clear, confident communicator who can influence and advise engineering leaders effectively
   <br/>
   <br/>
  </li>
 </ul>
 <strong>
  Preferred Qualifications
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   PHR, SPHR, SHRM-CP, or SHRM-SCP certification
  </li>
  <li>
   Experience supporting organizations through rapid scaling or hypergrowth phases
  </li>
  <li>
   Background partnering with engineering teams
  </li>
  <li>
   Strong analytical skills with experience using people data to inform talent decisions
  </li>
  <li>
   Track record of developing manager capability and building coaching cultures within engineering organizations
  </li>
  <li>
   Experience in AI, data center, or connectivity-focused technology companies
   <br/>
   <br/>
  </li>
 </ul>
 Salary range is $133,200 to $185,000 depending on experience, level, and business need. This role may be eligible for discretionary bonus, incentives and benefits.
 <br/>
 <br/>
 We know that creativity and innovation happen more often when teams include diverse ideas, backgrounds, and experiences, and we actively encourage everyone with relevant experience to apply, including people of color, LGBTQ+ and non-binary people, veterans, parents, and individuals with disabilities.
</div>


Senior HR Business Partner, Engineering

Parker Hannifin

<div><p><b>Parker Hannifin</b>
</p><p>Parker Hannifin is a Fortune 250 global leader in motion and control technologies. For more than a century, we&rsquo;ve enabled engineering breakthroughs that make energy cleaner, transportation safer, medical treatments more effective, and manufacturing more efficient.</p><p>
With empowered team members in more than 40 countries, Parker serves customers across aerospace &amp; defense, energy, HVAC &amp; refrigeration, in-plant &amp; industrial equipment, off-highway and transportation.</p><p>
Our scale is global, but our purpose is personal. We enable breakthroughs that improve lives, strengthen communities and create a brighter future.</p><p>
Our Purpose &mdash; Enabling Engineering Breakthroughs that Lead to a Better Tomorrow &mdash; comes to life through our people-first culture where teamwork drives performance, inclusion fuels innovation and growth is encouraged. This environment fosters collaboration and empowers team members from engineering and manufacturing to finance, supply chain, human resources, information technology and beyond.</p><p>
By combining deep expertise with an entrepreneurial spirit, we help customers succeed in markets that demand performance, reliability, and sustainability.</p><p>
As we look to the future, Parker is advancing initiatives in energy efficiency and sustainability while developing the next generation of talent and leaders to engineer a better tomorrow.</p><p><b><br>
About Parker Aerospace:
</b></p><p>At Parker Aerospace, we develop technologies and innovative solutions that enable reliable, efficient and increasingly sustainable flight for the lifecycle of the aircraft, including aftermarket support. Our passionate people with deep engineering expertise, together with our breadth of differentiated technologies, ensure that we make the extraordinary happen and continue to shape the future of aviation in partnership with our customers.</p><p>
As a member of our team, you are instrumental in fulfilling our mission: 'Enabling Engineering Breakthroughs that Lead to a Better Tomorrow.' Pursuing a career at Parker presents unlimited opportunities for both professional and personal development. Working with some of the most brilliant minds in the industry, your contributions will be pivotal in developing innovative technologies and products, significantly contributing to Parker&rsquo;s goal of addressing the world&rsquo;s most pressing engineering challenges. At Parker, our team members belong, matter and make a difference.<br>
</p><p><b>Position Summary</b>:
</p><p>We are seeking a Sr. HR Business Partner who combines strong tactical HR execution with emerging strategic business acumen. The ideal candidate brings at least six years of hands on HR experience (employee relations, recruiting, onboarding, HRIS, personnel law) and is ready to collaborate with leaders to advance people strategy, workforce planning, engagement, and performance initiatives at the site level.</p><p><b>
Responsibilities:
</b></p><ul><li>Serve as the primary HR partner to assigned business leaders, translating business priorities into people strategies and operational plans.</li><li>
Deliver day to day HR operations including employee relations case management, coaching managers, policy interpretation, and compliance.</li><li>
Support talent acquisition and onboarding efforts for your area; partner with recruiting to reduce time to fill for critical roles.</li><li>
Drive performance management processes&mdash;coach managers on goal setting, performance conversations, corrective action, and succession planning.</li><li>
Contribute to workforce planning and basic people analytics; prepare and present HR metrics and insights to leadership to inform decision making.</li><li>
Partner with cross-functional leaders to drive our HPT Culture across the location.</li><li>
Foster a winning culture by cultivating a positive work environment that embraces inclusion, promotes employee recognition, and strengthens engagement within the communities where we operate.</li></ul><p><b>
Requirements:
</b></p><ul><li>Bachelor degree (<b>required</b>) in Human Resources, Business Administration, or a related field</li><li>
HR certification (PHR, SHRM CP) or progress toward advanced HR credentials, preferred</li><li>
6+<b> </b>years of progressive, tactical HR experience (HR generalist, employee relations, recruiting, or similar), with experience in a manufacturing environment preferred.</li><li>
Labor Relations (Preferred): Experience working in a unionized manufacturing environment, including day-to-day labor relations, contract interpretation, and collaboration with union leadership to support a positive employee relations climate.</li><li>
Demonstrated entry level strategic exposure&mdash;participation in workforce planning, HR project work, or initiative design (e.g., piloting a retention program, contributing to a divisional people plan).</li><li>
Experience handling employee relations cases and applying employment law basics.</li><li>
Proficiency with HRIS systems and Microsoft Excel (reporting/analytics basics).</li><li>
Excellent written and verbal communication, facilitation, and training skills.</li><li>
Hands on experience with people analytics or advanced reporting tools (e.g., Power BI).</li><li>
Recognized as an influential business partner. Has strong facilitation skills and ability to communicate effectively to varied audiences to gain support or resolve issues. Makes effective presentations on complex or sensitive topics to top management, customers, and/or other key stakeholders.</li></ul><p>
Come join the Parker Aerospace Team! We are proud to offer competitive benefits designed with health, wealth, and well-being in mind. Our competitive package includes:</p><p><b>
Benefit &amp; Retirement Plans:</b></p><p>
Parker offers competitive benefit programs, including:</p><ul><li>
Comprehensive coverage for medical, prescription drugs, dental, vision, voluntary optional life, accident insurance, hospital indemnity insurance and critical illness insurance with competitive premium cost.
</li><li>401(k) Plan with company matching contributions at 100% of the first 5% of pay</li><li>
Company provided defined-contribution retirement plan with annual contribution equal to 3% of pay</li><li>
Career development and tuition reimbursement</li><li>
Other benefits including paid parental leave, short and long-term disability programs, adoption assistance, a Care.com membership and financial planning assistance are provided at no cost to you.</li><li>
Supplemental benefit programs including identity protection, legal protection, and pet wellness are available at competitive rates.</li><li>
Paid Time Off and on average, 15 Company-Paid Holidays.</li></ul><p><b><br>
Equal Employment Opportunity</b>
</p><p>Parker is an Equal Opportunity and Affirmative Action Employer. Parker is committed to ensuring equal employment opportunities for all job applicants and employees. Employment decisions are based upon job related reasons regardless of race, ethnicity, color, religion, sex, sexual orientation, age, national origin, disability, gender identity, genetic information, veteran status, or any other status protected by law. However, U.S. Citizenship, Permanent Residency or other appropriate status is required for certain positions, in accord with U.S. import &amp; export regulations.<br>
<br>
(&ldquo;Minority / Female / Disability / Veteran / VEVRAA Federal Contractor&rdquo;)</p><p>
If you would like more information about Equal Employment Opportunity as an applicant under the law, please go to Employees &amp; Job Applicants | U.S. Equal Employment Opportunity Commission</p></div>

Senior HR Business Partner – Aerospace

EnerSys

<div><p>EnerSys is a global leader in stored energy solutions for industrial applications. We have over thirty manufacturing and assembly plants worldwide servicing over 10,000 customers in more than 100 countries. Worldwide headquarters are located in Reading, PA, USA with regional headquarters in Europe and Asia. We complement our extensive line of Motive Power and Energy Systems with a full range of integrated services and systems. With sales and service locations throughout the world, and over 100 years of battery experience, EnerSys is the power/full solution for stored DC power products.</p><p></p><div><div><div><h2 class="jobSectionHeader"><b><br>
Job Purpose</b></h2></div><div><p>
Manages and coordinates the company's human resources function including recruitment, training and development, compensation and benefits, and employee relations to meet company&rsquo;s business requirements.</p></div></div><div><div><h2 class="jobSectionHeader"><b>
Essential Duties and Responsibilities</b></h2></div><div><ul><li>
Provides HR management for a specific location/area of the business.</li><li>
Assists line management in implementing established human resources policies, procedures, and practices to meet requirements supporting short and long-term business needs.</li><li>
Manages administration and implementation of recruitment, employee training and development, salary structure, compensation, benefits, performance appraisal and recognition plans, safety, health, and security programs.</li><li>
Ensures compliance of the organization&rsquo;s practices with applicable labor legislation and collective labor agreements.</li><li>
Works with line managers to identify human resources issues/problems and provides counsel and support in finding solutions.</li><li>
Will manage, motivate, and guide one direct report.</li></ul></div></div><div><div><h2 class="jobSectionHeader"><b>
Qualifications</b></h2></div><div><p><b>
Minimum Qualifications</b></p><ul><li>
Bachelor&rsquo;s Degree with seven (7) years Human Resources work experience: or, Master&rsquo;s Degree in Human Resources with five (5) years Human Resources work experience; Associates degree plus 12 years of HR experience</li><li>
Human Resources experience in a manufacturing environment.</li><li>
Knowledge of human resources regulations, state and federal employment law, and relevant administration practices.</li><li>
Competent computer skills in MS Office.</li></ul><p><b>
Preferred Qualifications</b></p><ul><li>
Knowledge of ATS and HRIS systems highly desirable but not required.</li><li>
PHR/SHRM-CP desired but not required.</li></ul></div></div><div><div><h2 class="jobSectionHeader"><b>
General Job Requirements</b></h2></div><ul><li>
This position will work in an office setting, expect minimal physical demands.</li></ul></div></div><p></p><p><br>
EnerSys 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.</p><p></p><p><br>
We use artificial intelligence to screen, assess and select applicants for open positions, including for the purposes of reviewing and ranking application materials and scoring answers to application questions. Accordingly, decisions about your application and eligibility for employment with EnerSys may be made based exclusively on the automated processing of the personal information that you submit in your application materials.</p></div>

Senior HR Business Partner ES

U.S. Venture, Inc.

<div><h2 class="jobSectionHeader"><b>POSITION SUMMARY</b></h2>
The Senior HR Business Partner is responsible for directing and executing successful implementation of the Human Resources programs creating value for the assigned divisions, including staffing, leadership and organization development, compensation and benefits, employee relations, and employment practices. This role is responsible for ensuring all company policies and procedures are in accordance with local, state, and federal laws and regulations.<br>
<br>
This position will be located at our Myerstown, PA warehouse with expectations to travel and support other local warehouses within the east region.<p></p><h2 class="jobSectionHeader"><b>
JOB RESPONSIBILITIES</b></h2><ul><li>
Willing to change the status quo; participates in business strategy development and execution</li><li>
Provide guidance to subordinates and peers within the latitude of established company policies</li><li>
Recommend and/or develop changes to policies and establish procedures that affect individual or global locations</li><li>
Provide consultative support to assigned business operations, developing and carrying out results driven HR strategies to accomplish division and business objectives</li><li>
Understand industry trends impacting business, and proactively working to provide thought leadership and results driven solutions</li><li>
Provide leadership in the design, influence, and planning of complex technical and business related matters through demonstrated prior experience, including but not limited to HR policies and programs, acquisitions, employee relations, safety, change management, training, and navigating existing and new labor laws</li><li>
Support HR programs for recruitment, performance management and team member development</li><li>
Provide advice and recommendations on appropriate organizational structure and staffing</li><li>
Actively recruit for open positions by preparing postings and ads, conducting job fairs, networking, and running appropriate checks as required. Advise supervisors on candidates for best match and hire</li><li>
Counsel team members and managers on conflict and problem resolution</li><li>
Provide support for workers compensation, unemployment compensation, wage and hour inquiries, OSHA, DOT, FMLA, USERRA and related issues</li><li>
Provide information to team members regarding corporate benefit programs, payroll inquiries and career development opportunities</li><li>
Review and analyze changes to state and federal laws pertaining to team member relations, and report necessary or suggested changes to management</li><li>
Coordinate and manage investigations related to harassment, discrimination, workplace violence, theft, etc., acting as lead investigator</li><li>
Assist supervisors to assure a safe and compliant work environment</li><li>
Provide communication and guidance on loss prevention/risk management issues</li><li>
Lead people resources projects to include Workday optimization to include implementation of upgrades and new functionality, creating user training, report writing, and system performance maintenance, as required</li><li>
Participate in mergers, acquisitions, and relocations</li></ul><p></p><h2 class="jobSectionHeader"><b>
QUALIFICATIONS</b></h2><ul><li><p>
Knowledge of Human Resources laws and ability to grasp company HR procedures and processes for multiple locations</p></li><li><p>
Minimum of 12 years of related recruiting experience, Bachelors Degree in HRM is preferred</p></li><li><p>
Strong working knowledge of recruitment, benefits, safety, compensation systems, team member relations, unemployment, and worker&rsquo;s compensation</p></li><li><p>
Possesses high integrity, loyalty, compassion, and maintain confidentiality of all company and customer information</p></li><li><p>
Good decision maker who is well organized and can prioritize and plan ahead</p></li><li><p>
Ability to work in a diverse organization where group interaction, teamwork, and relationships are critical to success</p></li></ul><ul><li><p>
Excellent communicator and listener who is assertive yet personable and flexible</p></li><li><p>
Knowledge of HRIS, Microsoft Excel, Outlook, Word, and PowerPoint</p></li><li><p>
Occasional travel required to support business operations, up to 40-50% of the time</p></li><li><p>
Successfully pass a pre-employment drug test (do not test for THC / marijuana)</p></li><li><p><b>
Bilingual (English &amp; Spanish) required.
</b></p></li></ul><p><b>DIVISION</b>:</p>
U.S. AutoForce
<p><b><i>U.S. Venture will not offer sponsorship for employment status (including, but not limited to, H-1B, TN, E-3, F1, CPT, OPT, STEM OPT, visa status and other employment‑based nonimmigrant visas) for this position. Accordingly, all applicants must be currently authorized to work in the United States on a full‑time basis and must not require U.S. Venture&rsquo;s sponsorship to continue to work legally in the United States. In general, U.S. Venture does not sponsor candidates for nonimmigrant visas or permanent residency except when there is a specific business need.</i></b></p><p></p><p><b>
U.S. Venture will not accept unsolicited resumes from recruiters or employment agencies. In the absence of an executed recruitment Master Service Agreement, there will be no obligation to any referral compensation or recruiter fee. In the event a recruiter or agency submits a resume or candidate without an agreement, U.S. Venture shall reserve the right to pursue and hire those candidate(s) without any financial obligation to the recruiter or agency. Any unsolicited resumes, including those submitted to hiring managers, shall be deemed the property of U.S. Venture.</b></p><p></p><p><b>
U.S. Venture, Inc. is an equal opportunity employer that is committed to inclusion and diversity. We ensure equal opportunity for all applicants without regard to race, color, religion, sex, sexual orientation, gender, gender identity or expression, marital status, age, national origin, disability, veteran status, genetic information, or other protected characteristic.</b> <b>If you need assistance or an accommodation due to a disability, you may call Human Resources at </b><b>(920) 739-6101</b><b>.</b></p>
40-40-825-8410</div>

Senior HR Business Partner - U.S. AutoForce Myerstown

Graco

<div><p>Graco manufactures and markets premium equipment to move, measure, control, dispense and spray a wide variety of fluid and powder materials. What does that mean? Well, we pump peanut butter into your jar, and the oil in your car. We glue the soles of your shoes, the glass in your windows and the screen on your phone. We spray the finish on your vehicle, coatings on your pills, the paint on your house and texture on your walls. Graco is part of your daily life.
</p><p></p><p>The Senior Manager, HR Business Partner contributes at both a hands-on and strategic level to enable their client groups to deliver and achieve critical business and people priorities. The individual in this position will be part of the division/function leadership to translate our business objectives into our people plans and priorities, while delivering strategic HR support and guidance. Commercial support experience is preferred, with the ability to partner closely with business leaders to ensure HR solutions drive performance, engagement, and business outcomes.
</p><p></p><p><b>What You Will Do at Graco
</b></p><div>Strategic Workforce &amp; Talent Planning:
<br>
<ul><li>Translate business strategy into people plans aligned to growth and business objectives.
</li><li>Analyze data and trends, identify people and culture needs and partner effectively with Regional HR and Centers of Excellence teams to design, recommend and deliver relevant talent solutions; develop and implement workforce planning strategies.
</li><li>Identify critical talent and capability gaps and lead integrated talent strategies&mdash;including talent reviews, succession planning, and performance calibration processes to ensure strong leadership pipelines.
</li></ul></div><p></p><div>Leader &amp; Employee Coaching
<br>
<ul><li>Serve as a strategic advisor to leadership by providing candid insights on organizational culture, development, and talent dynamics.
</li><li>Coach leaders on talent, organizational, and culture-related priorities, including complex people and performance issues.
</li><li>Guide leaders through key transitions, including onboarding, development, and offboarding.
</li></ul></div><p></p><div>Organizational Design &amp; Effectiveness:
<br>
<ul><li>Diagnose organization effectiveness challenges, recommend solutions and lead organization design initiatives, including restructuring, job design, team effectiveness and acquisitions.
</li><li>Optimize organizational design to increase productivity and improve business performance.
</li><li>Support change initiatives including assessing change impacts, risks, and readiness along with designing and leading execution of change strategies and action plans.
</li><li>Leverage workforce analytics and sound judgment to identify risks, uncover root causes, and inform high-quality decisions in complex environments.
</li></ul></div><p></p><div>Employee Experience &amp; Engagement
<br>
<ul><li>Facilitate execution of cyclical talent processes (compensation, performance management, etc.) with assigned business areas ensuring clear communication, high quality decisions, timely completion and a positive stakeholder experience.
</li><li>Design and enable workforce listening strategies; proactively identify and address risks related to engagement, retention, and overall employee experience.
</li></ul></div><p></p><div>Employee Relations &amp; Compliance
<br>
<ul><li>Ensure a consistent approach to HR activities and compliance with regional/global policies and legal requirements whilst adhering to local statutory requirements under employment legislation. Partners closely with Regional HR and Global ER on relations cases as needed.
</li><li>Serve as an escalation and/or direct resolution point for complex employee relations and ethical issues, providing sound judgment and risk mitigation.
</li></ul></div><p></p><div>Team &amp; Functional Leadership
<br>
<ul><li>Lead and mentor, a matrixed HR team, ensuring alignment with organizational goals and promoting a culture of excellence.
</li><li>Drive matrixed team performance by setting clear goals, providing ongoing feedback, and facilitating professional growth opportunities.
</li><li>Support the development of the broader people agenda for specific partner groups and contribute to key projects as needed.
</li><li>Lead or support M&amp;A due diligence and integration activity as required.<br>
</li></ul></div><div><br>
<b>What You Will Bring to Graco
</b><br>
<ul><li>Bachelor&rsquo;s degree in Human Resources, Business Administration, or a related field;
</li><li>8+ years&rsquo; progressive HR experience, with significant depth in strategic HR business partnering or organizational development.
</li><li>Demonstrated experience partnering with senior leaders to translate business strategy into talent, workforce, and organizational actions that drive measurable outcomes.
</li><li>Deep expertise in global HR practices, labor laws, and regulations.
</li><li>Excellent interpersonal and communication skills, with the ability to build relationships and influence at all levels of the organization.
</li><li>Strong analytical skills and experience with HR metrics and data-driven decision-making.
</li><li>High sense of urgency and decisiveness, along with sound problem-solving and negotiating skills.
</li></ul></div><p></p><div><b>Accelerators
</b><br>
<ul><li>Global experience, preferably supporting commercial (Marketing &amp; Sales) teams.
</li><li>Master&rsquo;s degree and/or HR certification (e.g., SHRM-SCP, SPHR).
</li><li>HR Business Partner team leadership experience.
</li></ul></div><p></p><p>#LI-Hybrid<br>
</p><p></p><br>
<p><i>Applicants must be legally authorized to work in the United States. This role is not eligible for immigration sponsorship now or in the future (e.g., H-1B, TN, F-1 OPT).
</i></p><p></p><p>At Graco, you truly make a difference. Your unique talents contribute to our organizational growth and future. Not only do you make a difference, but Graco&rsquo;s culture empowers employees to create their own career path. Whether you choose to advance within your current department or explore new opportunities in different divisions, you have the ability to build your future. Our managers are here to provide support and guidance as you continue to grow within your career.
</p><p></p><p>Graco has excellent opportunities available to individuals who want to be part of a fast-moving, growing company that is committed to quality, innovation and solving fluid handling problems for our customers. Graco is proud to be named a Best Place to Work by Fortune Magazine in 2016, 2018, 2019, 2021 &amp; 2022. Graco offers attractive compensation, benefits and career development opportunities. Graco&rsquo;s comprehensive benefits include medical, dental, stock purchase plan, 401(k), tuition reimbursement and more.
</p><p></p><p>Our company uses E-Verify to confirm the employment and eligibility of all newly hired employees. To learn more about E-Verify, including your rights and responsibilities, please visit www.dhs.gov/E-Verify .
</p><p></p><p>The base pay range for this position is listed below, exclusive of fringe benefits or other compensation. If you are hired, your final base hourly rate will be determined based on factors such as geographic location, skills, competencies, education, and/or experience. In addition to those factors, we will also consider internal equity of our current employees. Please keep in mind that the range provided is the full base salary range for the role. Hiring at or near the maximum of the range would not be typical to allow for future and continued salary growth.
</p>$111,100.00 - $194,400.00</div>

Senior Manager, HR Business Partner

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Senior HR Business Partner - U.S. AutoForce Myerstown

Senior Manager, HR Business Partner