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ALPLA is a global family-owned, privately held company that makes innovative, customized, recycled packaging for top companies such as P&G, Unilever, L'Oréal, Pepsi, and more. ALPLA values their employees, work-life balance, personal growth, compensation and sustainability. Performs Human Resources duties at the professional level and carries out responsibilities in all of the following functional areas. What Can You Expect From ALPLA Health and Wellness Care Program- Benefits Child Care Benefits Dependent Care Cost Savings Program Recognition programs; Promotional opportunities 401K Retirement Plan and excellent Matching Plan Medical, dental, vision plan Education assistance program/tuition reimbursement Short term, long term and life insurance paid by ALPLA Paid vacation; paid holidays What You Will Enjoy Doing Recruiting/Staffing Conducts recruitment effort for exempt and nonexempt personnel; conducts new-employee orientations; post job openings Coordinates all employment testing and background checks Prepares all required employment documentation Employee Maintenance Maintains personnel files in compliance with applicable legal requirements Keeps employee records up-to-date Maintains compliance with federal and state regulations concerning employment Administers compensation program Monitors performance evaluation program Employee Relations Partners with employees and management to communicate various Human Resources policies, procedures, laws, standards and government regulations Responds to employee relations issues such as employee complaints, harassment allegations, and civil rights complaints Employment Policies Participates in administrative staff meetings and attends other meetings and seminars. Maintains company organization charts and employee directory Assists in evaluation of reports, decisions, and results of department in relation to established goals. Recommends new approaches, policies, and procedures to effect continual improvements in efficiency of department and services performed Terminations Processes terminations Conducts exit interviews, analyzes data and makes recommendations to the management team for corrective action and continuous improvement Represents the company for any unemployment claims Physical Demands: The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. While performing the duties of this job the employee is: Frequently required to sit; use hands to finger, handle, or feel; reach with hands and arms; and talk and hear Occasionally required to stand; walk; climb or balance; and stoop, kneel, crouch, or crawl Occasionally lift and/or move up to 30 pounds The noise level in the work environment is usually low It is required to act in a safe and environmentally responsible manner at all times by adhering to all ALPLA policies and procedures and Safety Standards (OSHA). Immigration sponsorship is not eligible for this role ALPLA is an Equal Opportunity Employer and Prohibits Discrimination and Harassment of Any Kind: ALPLA is committed to the principle of equal employment opportunity for all employees and to providing employees with a work environment free of discrimination and harassment. All employment decisions at ALPLA are based on business needs, job requirements and individual qualifications, without regard to race, color, religion or belief, national, social or ethnic origin, sex (including pregnancy), age, physical, mental or sensory disability, HIV Status, sexual orientation, gender identity and/or expression, marital, civil union or domestic partnership status, past or present military service, family medical history or genetic information, family or parental status, or any other status protected by the laws or regulations in the locations where we operate. ALPLA will not tolerate discrimination or harassment based on any of these characteristics. What Makes You Great Education/Experience: Min. 2 year Degree (Associates) in related field or equivalent Min. 3 years of experience Qualifications/Skills: Good computer skills Excellent verbal and written communication skills. Excellent interpersonal, negotiation, and conflict resolution skills. Excellent organizational skills and attention to detail. Excellent time management skills with a proven ability to meet deadlines. Strong analytical and problem-solving skills. Ability to prioritize tasks and to delegate them when appropriate. Ability to act with integrity, professionalism, and confidentiality. Thorough knowledge of employment-related laws and regulations. Proficient with Microsoft Office Suite or related software. Proficiency with or the ability to quickly learn the organizations HRIS and talent management systems.

Job Description Job Summary The Human Resources Manager provides HR support to facility staff. This role performs HR-related duties on a professional level and carries out responsibilities primarily in employee relations however shares responsibility for department regulatory and risk functions as well. This role will operate under the guidance the Director of Human Resources to assure objectivity and fairness for employees while supporting the Mission, Vision and Core Values of the company. This role will support and monitor implementation of company initiatives, policies and procedures, and assure compliance and consistency across the hospital system. COMPANY DESCRIPTION Frye Regional Medical Center, located in the beautiful foothills of North Carolina is a 355-bed acute care hospital, 81-bed Behavioral Health facility and more than 70 primary and specialty care providers. Essential Functions To perform this job, an individual must perform each essential function satisfactorily with or without reasonable accommodation. Provides daily oversight of local Human Resource functions. Provides supervision to local Human Resource employees. Supports adherence to hospital policies and practices. Makes recommendations for changes in policy and procedure based on employee and organization needs. Proactively identifies market-specific conditions for talent identification and recruitment. Proactively identifies Human Resource trends and metrics to support leadership business decisions, drive employee retention, and culture initiatives. Provides guidance to local leaders in navigating employee performance issues, directing to Corporate Human Resource team as appropriate. Advises management on key conversations, including compensation, leave, and disciplinary in alignment with policy. Facilitates execution of exit interview process. Manages execution and compliance with new and ongoing learning requirements Supports communication around compensation and rewards for employees Provides employment policy and procedure guidance to employees and managers Supports navigation of compliance with federal, state, and local employment laws and regulations in day-to-day local operations Supports Hiring Managers to select and utilize standard Job Descriptions/ Titles in alignment with organizational policies Coordinates candidate interviews for site/facility open positions Coordinates employee onboarding, orientation and deployment, incorporating local market ways of working and site-specific organizational information for a seamless new hire experience Supports relationships in the community with various sourcing avenues and events to cultivate strong pool of potential candidates Supports employee recognition and rewards events/ initiatives Drives key performance indicators including Employee Satisfaction / Engagement (CoSE Scores), Voluntary and Involuntary Employee Turnover rate, Regulatory and legal compliance and Risk score Maintains regular and reliable attendance. Performs other duties as assigned. SUPERVISORY RESPONSIBILITIES: Supervise the work of others, including planning, assigning and scheduling work, reviewing work and ensuring quality standards, training staff and overseeing productivity. May offer recommendations for hiring, termination and pay adjustments, but do not have final responsibility for making these decisions. Benefits - Wide range of benefits options! Here at Frye, you choose your own Medical, Dental, and Vision plans from a variety of competitive options that give you the coverage that best fits your needs. HSA 401(K) retirement plan contributions Generous Paid Time Off Accident & Critical Illness Insurance Prescription Assistance with OptumRx Income protection programs for the entire family such as life insurance, Short/Long-term Disability, and Identity Theft. Employee Assistance program at no cost to you to provide emotional, legal, financial, and daily life support for your entire household. Services are available 24 hrs. a day, 7 days a week. Free travel and entertainment discount program to ensure you enjoy your time away from work. Why join our team? Frye Regional Medical Center employs more than 1500 professional and clinical staff. Our medical center is a 355-bed acute care facility which offers a broad array of inpatient and outpatient care. Frye Regional Medical Center is dedicated to providing patients with a full range of services to meet the healthcare needs of our community. We believe our employees are our most valuable assets in accomplishing this goal and we have made great strides to ensure employee satisfaction. If you are passionate about changing lives, we are looking for you! Minimum Education Bachelors Degree: Required Masters Degree: Preferred PHR/SPHR Preferred Minimum Work Experience HR Experience: 1+ years required Healthcare Experience: 1-3 years preferred Leadership Experience: Preferred Equal opportunity and affirmative action employers and are looking for diversity in candidates for employment: Minority/Female/Disabled/Protected Veteran

Job Description Job Summary The Human Resources Manager provides HR support to facility staff. This role performs HR-related duties on a professional level and carries out responsibilities primarily in employee relations however shares responsibility for department regulatory and risk functions as well. This role will operate under the guidance the Director of Human Resources to assure objectivity and fairness for employees while supporting the Mission, Vision and Core Values of the company. This role will support and monitor implementation of company initiatives, policies and procedures, and assure compliance and consistency across the hospital system. COMPANY DESCRIPTION Frye Regional Medical Center, located in the beautiful foothills of North Carolina is a 355-bed acute care hospital, 81-bed Behavioral Health facility and more than 70 primary and specialty care providers. Essential Functions To perform this job, an individual must perform each essential function satisfactorily with or without reasonable accommodation. Provides daily oversight of local Human Resource functions. Provides supervision to local Human Resource employees. Supports adherence to hospital policies and practices. Makes recommendations for changes in policy and procedure based on employee and organization needs. Proactively identifies market-specific conditions for talent identification and recruitment. Proactively identifies Human Resource trends and metrics to support leadership business decisions, drive employee retention, and culture initiatives. Provides guidance to local leaders in navigating employee performance issues, directing to Corporate Human Resource team as appropriate. Advises management on key conversations, including compensation, leave, and disciplinary in alignment with policy. Facilitates execution of exit interview process. Manages execution and compliance with new and ongoing learning requirements Supports communication around compensation and rewards for employees Provides employment policy and procedure guidance to employees and managers Supports navigation of compliance with federal, state, and local employment laws and regulations in day-to-day local operations Supports Hiring Managers to select and utilize standard Job Descriptions/ Titles in alignment with organizational policies Coordinates candidate interviews for site/facility open positions Coordinates employee onboarding, orientation and deployment, incorporating local market ways of working and site-specific organizational information for a seamless new hire experience Supports relationships in the community with various sourcing avenues and events to cultivate strong pool of potential candidates Supports employee recognition and rewards events/ initiatives Drives key performance indicators including Employee Satisfaction / Engagement (CoSE Scores), Voluntary and Involuntary Employee Turnover rate, Regulatory and legal compliance and Risk score Maintains regular and reliable attendance. Performs other duties as assigned. SUPERVISORY RESPONSIBILITIES: Supervise the work of others, including planning, assigning and scheduling work, reviewing work and ensuring quality standards, training staff and overseeing productivity. May offer recommendations for hiring, termination and pay adjustments, but do not have final responsibility for making these decisions. Benefits - Wide range of benefits options! Here at Frye, you choose your own Medical, Dental, and Vision plans from a variety of competitive options that give you the coverage that best fits your needs. HSA 401(K) retirement plan contributions Generous Paid Time Off Accident & Critical Illness Insurance Prescription Assistance with OptumRx Income protection programs for the entire family such as life insurance, Short/Long-term Disability, and Identity Theft. Employee Assistance program at no cost to you to provide emotional, legal, financial, and daily life support for your entire household. Services are available 24 hrs. a day, 7 days a week. Free travel and entertainment discount program to ensure you enjoy your time away from work. Why join our team? Frye Regional Medical Center employs more than 1500 professional and clinical staff. Our medical center is a 355-bed acute care facility which offers a broad array of inpatient and outpatient care. Frye Regional Medical Center is dedicated to providing patients with a full range of services to meet the healthcare needs of our community. We believe our employees are our most valuable assets in accomplishing this goal and we have made great strides to ensure employee satisfaction. If you are passionate about changing lives, we are looking for you! Minimum Education Bachelors Degree: Required Masters Degree: Preferred PHR/SPHR Preferred Minimum Work Experience HR Experience: 1+ years required Healthcare Experience: 1-3 years preferred Leadership Experience: Preferred Equal opportunity and affirmative action employers and are looking for diversity in candidates for employment: Minority/Female/Disabled/Protected Veteran

Job Description Job Summary The Human Resources Manager provides HR support to facility staff. This role performs HR-related duties on a professional level and carries out responsibilities primarily in employee relations however shares responsibility for department regulatory and risk functions as well. This role will operate under the guidance the Director of Human Resources to assure objectivity and fairness for employees while supporting the Mission, Vision and Core Values of the company. This role will support and monitor implementation of company initiatives, policies and procedures, and assure compliance and consistency across the hospital system. COMPANY DESCRIPTION Frye Regional Medical Center, located in the beautiful foothills of North Carolina is a 355-bed acute care hospital, 81-bed Behavioral Health facility and more than 70 primary and specialty care providers. Essential Functions To perform this job, an individual must perform each essential function satisfactorily with or without reasonable accommodation. Provides daily oversight of local Human Resource functions. Provides supervision to local Human Resource employees. Supports adherence to hospital policies and practices. Makes recommendations for changes in policy and procedure based on employee and organization needs. Proactively identifies market-specific conditions for talent identification and recruitment. Proactively identifies Human Resource trends and metrics to support leadership business decisions, drive employee retention, and culture initiatives. Provides guidance to local leaders in navigating employee performance issues, directing to Corporate Human Resource team as appropriate. Advises management on key conversations, including compensation, leave, and disciplinary in alignment with policy. Facilitates execution of exit interview process. Manages execution and compliance with new and ongoing learning requirements Supports communication around compensation and rewards for employees Provides employment policy and procedure guidance to employees and managers Supports navigation of compliance with federal, state, and local employment laws and regulations in day-to-day local operations Supports Hiring Managers to select and utilize standard Job Descriptions/ Titles in alignment with organizational policies Coordinates candidate interviews for site/facility open positions Coordinates employee onboarding, orientation and deployment, incorporating local market ways of working and site-specific organizational information for a seamless new hire experience Supports relationships in the community with various sourcing avenues and events to cultivate strong pool of potential candidates Supports employee recognition and rewards events/ initiatives Drives key performance indicators including Employee Satisfaction / Engagement (CoSE Scores), Voluntary and Involuntary Employee Turnover rate, Regulatory and legal compliance and Risk score Maintains regular and reliable attendance. Performs other duties as assigned. SUPERVISORY RESPONSIBILITIES: Supervise the work of others, including planning, assigning and scheduling work, reviewing work and ensuring quality standards, training staff and overseeing productivity. May offer recommendations for hiring, termination and pay adjustments, but do not have final responsibility for making these decisions. Benefits - Wide range of benefits options! Here at Frye, you choose your own Medical, Dental, and Vision plans from a variety of competitive options that give you the coverage that best fits your needs. HSA 401(K) retirement plan contributions Generous Paid Time Off Accident & Critical Illness Insurance Prescription Assistance with OptumRx Income protection programs for the entire family such as life insurance, Short/Long-term Disability, and Identity Theft. Employee Assistance program at no cost to you to provide emotional, legal, financial, and daily life support for your entire household. Services are available 24 hrs. a day, 7 days a week. Free travel and entertainment discount program to ensure you enjoy your time away from work. Why join our team? Frye Regional Medical Center employs more than 1500 professional and clinical staff. Our medical center is a 355-bed acute care facility which offers a broad array of inpatient and outpatient care. Frye Regional Medical Center is dedicated to providing patients with a full range of services to meet the healthcare needs of our community. We believe our employees are our most valuable assets in accomplishing this goal and we have made great strides to ensure employee satisfaction. If you are passionate about changing lives, we are looking for you! Minimum Education Bachelors Degree: Required Masters Degree: Preferred PHR/SPHR Preferred Minimum Work Experience HR Experience: 1+ years required Healthcare Experience: 1-3 years preferred Leadership Experience: Preferred Equal opportunity and affirmative action employers and are looking for diversity in candidates for employment: Minority/Female/Disabled/Protected Veteran

Job Description Job Summary The Human Resources Manager provides HR support to facility staff. This role performs HR-related duties on a professional level and carries out responsibilities primarily in employee relations however shares responsibility for department regulatory and risk functions as well. This role will operate under the guidance the Director of Human Resources to assure objectivity and fairness for employees while supporting the Mission, Vision and Core Values of the company. This role will support and monitor implementation of company initiatives, policies and procedures, and assure compliance and consistency across the hospital system. COMPANY DESCRIPTION Frye Regional Medical Center, located in the beautiful foothills of North Carolina is a 355-bed acute care hospital, 81-bed Behavioral Health facility and more than 70 primary and specialty care providers. Essential Functions To perform this job, an individual must perform each essential function satisfactorily with or without reasonable accommodation. Provides daily oversight of local Human Resource functions. Provides supervision to local Human Resource employees. Supports adherence to hospital policies and practices. Makes recommendations for changes in policy and procedure based on employee and organization needs. Proactively identifies market-specific conditions for talent identification and recruitment. Proactively identifies Human Resource trends and metrics to support leadership business decisions, drive employee retention, and culture initiatives. Provides guidance to local leaders in navigating employee performance issues, directing to Corporate Human Resource team as appropriate. Advises management on key conversations, including compensation, leave, and disciplinary in alignment with policy. Facilitates execution of exit interview process. Manages execution and compliance with new and ongoing learning requirements Supports communication around compensation and rewards for employees Provides employment policy and procedure guidance to employees and managers Supports navigation of compliance with federal, state, and local employment laws and regulations in day-to-day local operations Supports Hiring Managers to select and utilize standard Job Descriptions/ Titles in alignment with organizational policies Coordinates candidate interviews for site/facility open positions Coordinates employee onboarding, orientation and deployment, incorporating local market ways of working and site-specific organizational information for a seamless new hire experience Supports relationships in the community with various sourcing avenues and events to cultivate strong pool of potential candidates Supports employee recognition and rewards events/ initiatives Drives key performance indicators including Employee Satisfaction / Engagement (CoSE Scores), Voluntary and Involuntary Employee Turnover rate, Regulatory and legal compliance and Risk score Maintains regular and reliable attendance. Performs other duties as assigned. SUPERVISORY RESPONSIBILITIES: Supervise the work of others, including planning, assigning and scheduling work, reviewing work and ensuring quality standards, training staff and overseeing productivity. May offer recommendations for hiring, termination and pay adjustments, but do not have final responsibility for making these decisions. Benefits - Wide range of benefits options! Here at Frye, you choose your own Medical, Dental, and Vision plans from a variety of competitive options that give you the coverage that best fits your needs. HSA 401(K) retirement plan contributions Generous Paid Time Off Accident & Critical Illness Insurance Prescription Assistance with OptumRx Income protection programs for the entire family such as life insurance, Short/Long-term Disability, and Identity Theft. Employee Assistance program at no cost to you to provide emotional, legal, financial, and daily life support for your entire household. Services are available 24 hrs. a day, 7 days a week. Free travel and entertainment discount program to ensure you enjoy your time away from work. Why join our team? Frye Regional Medical Center employs more than 1500 professional and clinical staff. Our medical center is a 355-bed acute care facility which offers a broad array of inpatient and outpatient care. Frye Regional Medical Center is dedicated to providing patients with a full range of services to meet the healthcare needs of our community. We believe our employees are our most valuable assets in accomplishing this goal and we have made great strides to ensure employee satisfaction. If you are passionate about changing lives, we are looking for you! Minimum Education Bachelors Degree: Required Masters Degree: Preferred PHR/SPHR Preferred Minimum Work Experience HR Experience: 1+ years required Healthcare Experience: 1-3 years preferred Leadership Experience: Preferred Equal opportunity and affirmative action employers and are looking for diversity in candidates for employment: Minority/Female/Disabled/Protected Veteran

Job Description Job Summary The Human Resources Manager provides HR support to facility staff. This role performs HR-related duties on a professional level and carries out responsibilities primarily in employee relations however shares responsibility for department regulatory and risk functions as well. This role will operate under the guidance the Director of Human Resources to assure objectivity and fairness for employees while supporting the Mission, Vision and Core Values of the company. This role will support and monitor implementation of company initiatives, policies and procedures, and assure compliance and consistency across the hospital system. COMPANY DESCRIPTION Frye Regional Medical Center, located in the beautiful foothills of North Carolina is a 355-bed acute care hospital, 81-bed Behavioral Health facility and more than 70 primary and specialty care providers. Essential Functions To perform this job, an individual must perform each essential function satisfactorily with or without reasonable accommodation. Provides daily oversight of local Human Resource functions. Provides supervision to local Human Resource employees. Supports adherence to hospital policies and practices. Makes recommendations for changes in policy and procedure based on employee and organization needs. Proactively identifies market-specific conditions for talent identification and recruitment. Proactively identifies Human Resource trends and metrics to support leadership business decisions, drive employee retention, and culture initiatives. Provides guidance to local leaders in navigating employee performance issues, directing to Corporate Human Resource team as appropriate. Advises management on key conversations, including compensation, leave, and disciplinary in alignment with policy. Facilitates execution of exit interview process. Manages execution and compliance with new and ongoing learning requirements Supports communication around compensation and rewards for employees Provides employment policy and procedure guidance to employees and managers Supports navigation of compliance with federal, state, and local employment laws and regulations in day-to-day local operations Supports Hiring Managers to select and utilize standard Job Descriptions/ Titles in alignment with organizational policies Coordinates candidate interviews for site/facility open positions Coordinates employee onboarding, orientation and deployment, incorporating local market ways of working and site-specific organizational information for a seamless new hire experience Supports relationships in the community with various sourcing avenues and events to cultivate strong pool of potential candidates Supports employee recognition and rewards events/ initiatives Drives key performance indicators including Employee Satisfaction / Engagement (CoSE Scores), Voluntary and Involuntary Employee Turnover rate, Regulatory and legal compliance and Risk score Maintains regular and reliable attendance. Performs other duties as assigned. SUPERVISORY RESPONSIBILITIES: Supervise the work of others, including planning, assigning and scheduling work, reviewing work and ensuring quality standards, training staff and overseeing productivity. May offer recommendations for hiring, termination and pay adjustments, but do not have final responsibility for making these decisions. Benefits - Wide range of benefits options! Here at Frye, you choose your own Medical, Dental, and Vision plans from a variety of competitive options that give you the coverage that best fits your needs. HSA 401(K) retirement plan contributions Generous Paid Time Off Accident & Critical Illness Insurance Prescription Assistance with OptumRx Income protection programs for the entire family such as life insurance, Short/Long-term Disability, and Identity Theft. Employee Assistance program at no cost to you to provide emotional, legal, financial, and daily life support for your entire household. Services are available 24 hrs. a day, 7 days a week. Free travel and entertainment discount program to ensure you enjoy your time away from work. Why join our team? Frye Regional Medical Center employs more than 1500 professional and clinical staff. Our medical center is a 355-bed acute care facility which offers a broad array of inpatient and outpatient care. Frye Regional Medical Center is dedicated to providing patients with a full range of services to meet the healthcare needs of our community. We believe our employees are our most valuable assets in accomplishing this goal and we have made great strides to ensure employee satisfaction. If you are passionate about changing lives, we are looking for you! Minimum Education Bachelors Degree: Required Masters Degree: Preferred PHR/SPHR Preferred Minimum Work Experience HR Experience: 1+ years required Healthcare Experience: 1-3 years preferred Leadership Experience: Preferred Equal opportunity and affirmative action employers and are looking for diversity in candidates for employment: Minority/Female/Disabled/Protected Veteran

Job Description Job Summary The Human Resources Manager provides HR support to facility staff. This role performs HR-related duties on a professional level and carries out responsibilities primarily in employee relations however shares responsibility for department regulatory and risk functions as well. This role will operate under the guidance the Director of Human Resources to assure objectivity and fairness for employees while supporting the Mission, Vision and Core Values of the company. This role will support and monitor implementation of company initiatives, policies and procedures, and assure compliance and consistency across the hospital system. COMPANY DESCRIPTION Frye Regional Medical Center, located in the beautiful foothills of North Carolina is a 355-bed acute care hospital, 81-bed Behavioral Health facility and more than 70 primary and specialty care providers. Essential Functions To perform this job, an individual must perform each essential function satisfactorily with or without reasonable accommodation. Provides daily oversight of local Human Resource functions. Provides supervision to local Human Resource employees. Supports adherence to hospital policies and practices. Makes recommendations for changes in policy and procedure based on employee and organization needs. Proactively identifies market-specific conditions for talent identification and recruitment. Proactively identifies Human Resource trends and metrics to support leadership business decisions, drive employee retention, and culture initiatives. Provides guidance to local leaders in navigating employee performance issues, directing to Corporate Human Resource team as appropriate. Advises management on key conversations, including compensation, leave, and disciplinary in alignment with policy. Facilitates execution of exit interview process. Manages execution and compliance with new and ongoing learning requirements Supports communication around compensation and rewards for employees Provides employment policy and procedure guidance to employees and managers Supports navigation of compliance with federal, state, and local employment laws and regulations in day-to-day local operations Supports Hiring Managers to select and utilize standard Job Descriptions/ Titles in alignment with organizational policies Coordinates candidate interviews for site/facility open positions Coordinates employee onboarding, orientation and deployment, incorporating local market ways of working and site-specific organizational information for a seamless new hire experience Supports relationships in the community with various sourcing avenues and events to cultivate strong pool of potential candidates Supports employee recognition and rewards events/ initiatives Drives key performance indicators including Employee Satisfaction / Engagement (CoSE Scores), Voluntary and Involuntary Employee Turnover rate, Regulatory and legal compliance and Risk score Maintains regular and reliable attendance. Performs other duties as assigned. SUPERVISORY RESPONSIBILITIES: Supervise the work of others, including planning, assigning and scheduling work, reviewing work and ensuring quality standards, training staff and overseeing productivity. May offer recommendations for hiring, termination and pay adjustments, but do not have final responsibility for making these decisions. Benefits - Wide range of benefits options! Here at Frye, you choose your own Medical, Dental, and Vision plans from a variety of competitive options that give you the coverage that best fits your needs. HSA 401(K) retirement plan contributions Generous Paid Time Off Accident & Critical Illness Insurance Prescription Assistance with OptumRx Income protection programs for the entire family such as life insurance, Short/Long-term Disability, and Identity Theft. Employee Assistance program at no cost to you to provide emotional, legal, financial, and daily life support for your entire household. Services are available 24 hrs. a day, 7 days a week. Free travel and entertainment discount program to ensure you enjoy your time away from work. Why join our team? Frye Regional Medical Center employs more than 1500 professional and clinical staff. Our medical center is a 355-bed acute care facility which offers a broad array of inpatient and outpatient care. Frye Regional Medical Center is dedicated to providing patients with a full range of services to meet the healthcare needs of our community. We believe our employees are our most valuable assets in accomplishing this goal and we have made great strides to ensure employee satisfaction. If you are passionate about changing lives, we are looking for you! Minimum Education Bachelors Degree: Required Masters Degree: Preferred PHR/SPHR Preferred Minimum Work Experience HR Experience: 1+ years required Healthcare Experience: 1-3 years preferred Leadership Experience: Preferred Equal opportunity and affirmative action employers and are looking for diversity in candidates for employment: Minority/Female/Disabled/Protected Veteran

Job Description Job Summary The Human Resources Manager provides HR support to facility staff. This role performs HR-related duties on a professional level and carries out responsibilities primarily in employee relations however shares responsibility for department regulatory and risk functions as well. This role will operate under the guidance the Director of Human Resources to assure objectivity and fairness for employees while supporting the Mission, Vision and Core Values of the company. This role will support and monitor implementation of company initiatives, policies and procedures, and assure compliance and consistency across the hospital system. COMPANY DESCRIPTION Frye Regional Medical Center, located in the beautiful foothills of North Carolina is a 355-bed acute care hospital, 81-bed Behavioral Health facility and more than 70 primary and specialty care providers. Essential Functions To perform this job, an individual must perform each essential function satisfactorily with or without reasonable accommodation. Provides daily oversight of local Human Resource functions. Provides supervision to local Human Resource employees. Supports adherence to hospital policies and practices. Makes recommendations for changes in policy and procedure based on employee and organization needs. Proactively identifies market-specific conditions for talent identification and recruitment. Proactively identifies Human Resource trends and metrics to support leadership business decisions, drive employee retention, and culture initiatives. Provides guidance to local leaders in navigating employee performance issues, directing to Corporate Human Resource team as appropriate. Advises management on key conversations, including compensation, leave, and disciplinary in alignment with policy. Facilitates execution of exit interview process. Manages execution and compliance with new and ongoing learning requirements Supports communication around compensation and rewards for employees Provides employment policy and procedure guidance to employees and managers Supports navigation of compliance with federal, state, and local employment laws and regulations in day-to-day local operations Supports Hiring Managers to select and utilize standard Job Descriptions/ Titles in alignment with organizational policies Coordinates candidate interviews for site/facility open positions Coordinates employee onboarding, orientation and deployment, incorporating local market ways of working and site-specific organizational information for a seamless new hire experience Supports relationships in the community with various sourcing avenues and events to cultivate strong pool of potential candidates Supports employee recognition and rewards events/ initiatives Drives key performance indicators including Employee Satisfaction / Engagement (CoSE Scores), Voluntary and Involuntary Employee Turnover rate, Regulatory and legal compliance and Risk score Maintains regular and reliable attendance. Performs other duties as assigned. SUPERVISORY RESPONSIBILITIES: Supervise the work of others, including planning, assigning and scheduling work, reviewing work and ensuring quality standards, training staff and overseeing productivity. May offer recommendations for hiring, termination and pay adjustments, but do not have final responsibility for making these decisions. Benefits - Wide range of benefits options! Here at Frye, you choose your own Medical, Dental, and Vision plans from a variety of competitive options that give you the coverage that best fits your needs. HSA 401(K) retirement plan contributions Generous Paid Time Off Accident & Critical Illness Insurance Prescription Assistance with OptumRx Income protection programs for the entire family such as life insurance, Short/Long-term Disability, and Identity Theft. Employee Assistance program at no cost to you to provide emotional, legal, financial, and daily life support for your entire household. Services are available 24 hrs. a day, 7 days a week. Free travel and entertainment discount program to ensure you enjoy your time away from work. Why join our team? Frye Regional Medical Center employs more than 1500 professional and clinical staff. Our medical center is a 355-bed acute care facility which offers a broad array of inpatient and outpatient care. Frye Regional Medical Center is dedicated to providing patients with a full range of services to meet the healthcare needs of our community. We believe our employees are our most valuable assets in accomplishing this goal and we have made great strides to ensure employee satisfaction. If you are passionate about changing lives, we are looking for you! Minimum Education Bachelors Degree: Required Masters Degree: Preferred PHR/SPHR Preferred Minimum Work Experience HR Experience: 1+ years required Healthcare Experience: 1-3 years preferred Leadership Experience: Preferred Equal opportunity and affirmative action employers and are looking for diversity in candidates for employment: Minority/Female/Disabled/Protected Veteran

Introduction The Maryland State Retirement Agency is the administrator of the Maryland State Retirement and Pension System. The System is a multi-employer, public employees' benefit retirement system composed of twelve (12) separate retirement and pension systems with additional plan components, covering approximately 245,000 active members and more than 160,000 retirees and beneficiaries. The Agency is seeking to fill a senior level Chief Financial Officer position which will serve on the leadership team and report to the Executive Director. This position is Management Service and will serve at the pleasure of the Appointing Authority. Candidates who previously applied for this position need not reapply. GRADE 24 LOCATION OF POSITION Maryland State Retirement Agency 120 East Baltimore Street Baltimore, MD 21202 Main Purpose of Job The main purpose of this position is to: Provide leadership, administration, direction and guidance for all accounting, budgetary and procurement functions of the Agency through oversight of operations relating to Fiscal Accounting, General Accounting, Budget, and Procurement. Ensure quality and timeliness of work product and productivity of team. Serve in an advisory capacity to the Executive Director and Senior Staff. Research, develop, and recommend policy for review by the Executive Leadership Team and approval by Executive Director and the Board of Trustees. Implement procedures and internal controls to ensure compliance with laws, rules and regulations as they relate to finance and investment accounting. Perform special projects as directed by the Executive Director. Serve as a resource to all programs within the State Retirement Agency. POSITION DUTIES This position will: Provide leadership, administration, direction and guidance for all accounting, budgeting, and procurement functions of the Agency. Serve in an advisory capacity to the Executive Director and senior Agency management staff. Research, develop and recommend policy for review by the Executive Leadership Team for subsequent approval by the Executive Director and the Board of Trustees. Implement procedures and internal controls to ensure compliance with laws, rules and regulations as they relate to budget, finance and human resources. Be responsible for all activities related to ensuring proper internal controls over and accountability for Agency assets; timely, accurate collection and recordation of SRA revenues; and timely, accurate discharge and recordation of SRA obligations. Be responsible for the efficient and effective use of Agency resources to meet the Agency's authorized operational needs in compliance with applicable laws, rules and regulations. Review, analyze and, when appropriate, submit recommendations for improvement of, new accounting standards under review by the emerging issues task forces of the various national accounting standards setting organizations (e.g., AICPA, GASB). Perform special projects and other duties as assigned by the Executive Director. Responsible for ensuring timely, efficient and accurate completion. Examples of the types of special projects typically assigned might include: Initiating, reviewing, analyzing & commenting on proposed new legislation to identify and quantify potential fiscal or operational impact. Reviewing, analyzing, & commenting on proposed new actuarial funding alternatives to identify and quantify potential fiscal or operational impact. Serving on statewide and ad hoc policy committees & study groups to review, analyze, and resolve operational imperatives. MINIMUM QUALIFICATIONS Education: A bachelor's degree in business from an accredited college or university. Experience: Minimum of 10 years of experience in financial accounting and 6 years of leadership experience. Experience as a Chief Financial Officer with supervisory responsibilities is preferred. DESIRED OR PREFERRED QUALIFICATIONS Preference will be given to candidates with: Strong leadership skills; Exposure to pensions and/or financial services; General ledger accounting experience; Procurement experience; Proficiency in Microsoft Office programs, including Word, Excel, and PowerPoint. The ideal candidate should have excellent interpersonal, oral, and written communication skills, and strong listening skills. SELECTION PROCESS Please make sure that you provide sufficient information on your application to show that you meet the minimum for this recruitment. All information concerning your qualifications must be submitted by the closing date. We will not consider information submitted after this date. Successful candidates will be referred to the hiring authority and placed on the employment (eligible) list for at least one year. This list will be used by the hiring agency to select employees. For education obtained outside the U.S., a copy of the equivalent American education as determined by a foreign credential evaluation service must accompany the application. Due to the confidential nature of the work, selected candidates must undergo and pass a background check. EXAMINATION PROCESS The examination will consist of a rating of your education, training, and experience as presented on your application and as they relate to the requirements of the position. You may be asked to complete a supplemental questionnaire. The supplemental questionnaire may be used as part of the rating process. Therefore, it is important that you provide complete and accurate information on your application. BENEFITS STATE OF MARYLAND BENEFITS FURTHER INSTRUCTIONS The online application process is STRONGLY preferred. If online access is not available, you may mail a paper application and supplemental questionnaire (by the closing date) to: DBM/Recruitment & Examination Division 301 West Preston Street, Room 608 Baltimore, MD 21201 Please include a cover letter and resume. All mailed documents must include the applicant's name and the job number and must be received by the closing date. Resumes will NOT be accepted in lieu of completing the application. If you have any questions concerning the recruitment process for this position, please contact the DBM Recruitment and Examination Division at or call . TTY Users: call via Maryland Relay. As an equal opportunity employer, Maryland is committed to recruiting, retaining and promoting employees who are reflective of the State's diversity. People with disabilities and bilingual candidates are encouraged to apply. We thank our Veterans for their service to our country and encourage them to apply.

Position Title: Deputy Chief Executive Officer, OPE - 23520 Level: G6 Division/Office: Office of Policy and Evaluation Borough: Manhattan Posting End Date: 09/13/2024 This position is in a civil service competitive class that is subject to examination. Position is only open to current City employees with permanent NYC civil service status as Administrative Education Analyst or permanent in an equivalent title that is eligible for transfer under 6.1.9 to Administrative Education Analyst. This position is open to qualified persons with a disability who are eligible for the 55-a program. Please indicate in your cover letter that you would like to be considered for the position under the 55-a program. Description: Position Summary: The Deputy Chief Executive Officer will play a key leadership role within the Office of the First Deputy Chancellor, working closely with teams across OFDC and other key internal and external stakeholders on significant external-facing projects that require Cabinet-level attention and significant senior-level oversight. The Deputy Chief Executive Officer will serve as a key policy advisor to the Chief Executive Officer for Policy and Evaluation, with authority to make and implement policy decisions related to school accountability, evaluation, policy and related initiatives. This will include responsibility for initiatives and projects focused on increasing the rigor and breadth of assessment, accountability, and evaluation tools, aligning the methods/procedures used to evaluate instruction and curriculum, measure student learning, and defining and aligning policy, with the goal of preparing all students for college, career, and long-term economic security. The Deputy Chief Executive Officer will also manage relationships with the UFT and the CSA and other offices across the New York City Public Schools (NYCPS) related to the work of the Office of Policy and Evaluation (OPE). Performs related work. Reports to: Chief Executive Officer for Policy and Evaluation Direct Reports: Director of Operations Key Relationships: Works closely with OFDC Leadership, the Chancellor's Office, the Division of Teaching and Learning, the Division of School Leadership, the Family and Community Engagement + External Affairs, the Division of Early Childhood Education, the Division of Operations and Finance, the Fund for Public Schools and all Senior Leadership across OFDC; maintains regular and ongoing contact with top executives across various offices and divisions of the NYCPS, as well as with key external stakeholders, to successfully implement policies and initiatives needed to meet the needs of our students and staff. Works closely with operations analysts and support staff working with the Director of Operations. Maintain strong relationships across the NYCPS with Senior Leadership members, Chiefs of Staff, and Executive Directors in other divisions. Responsibilities: Manages cross-functional relationships with other OFDC and NYCPS leadership to identify and improve the policy, assessment, research, and evaluation programs in order to better support NYC educators with enhanced tools and student achievement information. Manages complex and diversified responsibilities to plan, develop, and implement accountability and evaluation related strategies, communications, and tools across all NYCPS citywide. Coordinates high priority new workstreams, including rollout of the department accountability strategy. Documents and tracks implementation; works with project teams to manage on time execution. Manages planning processes to improve the coherence and effectiveness of support for schools. Serves as a resource for policy and research across the NYCPS; develops recommendations for and advises Chief Executive Officer for OPE and department leaders on key policy, personnel, and budget decisions. Provides leadership, direction, counsel, and support in a broad range of strategic, managerial, logistical and administrative areas. Represents the Chief Executive Officer for OPE in internal and external relations, including liaising with high-level officials of government agencies, community organizations, and private foundations. Serves in an advisory role to the OFDC chief of staff and other senior members of OFDC to information division-wide human resources, operations, professional development, and communication strategies. Provides ongoing advisement related to strategy and communications with Policy and Evaluation leadership, the First Deputy Chancellor and his leadership team, the Chancellor's Office, and other key offices across the NYCPS. Participates in overseeing the development of NYCPS long-term school and teacher evaluation strategy. Makes significant policy decisions with far-reaching, long-term implications for policy and evaluation programs, which entail managing and implementing the strategic redesign of programs in support of policy changes and aligning policy with the goal of preparing all students for college and careers. Manages cross-functional relationships with other OFDC and NYCPS leadership to identify and improve school and teacher evaluation programs, in order to better support NYC educators with enhanced tools and student achievement information. Supports the leadership and direction of the Office of Policy and Evaluation in overall project management and operational support of all policy and evaluation program implementation activities citywide. These activities include: the NYC School Quality Reports, NYC School Survey, Quality Reviews, Principal Performance Reviews, State and Federal Evaluation for NYC, City and State Assessments, and Research and Evaluation. Provides guidance on staffing, hiring, and operations for the office and identifies opportunities to improve efficiencies within the organization. Provides guidance on the management of a $28 million budget and 125+ staff members. Oversees a progressive retention strategy along with the Director of Operations to identify and cultivate talent within OPE. Qualification Requirements: Minimum: A master's degree from an accredited college in economics, finance, accounting, business or public administration, human resources management, management science, operations research, organizational behavior, industrial psychology, statistics, personnel administration, labor relations, psychology, sociology, human resources development, political science, urban studies, or a closely related field, or a Juris Doctor degree from an accredited law school and two years of satisfactory full-time professional experience, for educational program(s) and/or institution(s) in one or a combination of the following: working with the budget of a large public or private concern in budget administration, accounting economic or financial administration, fiscal or economic research; management or methods analysis, operations research, organizational research or program evaluation; educational, personnel or public administration, recruitment, position classification, personnel relations, labor relations, employee benefits, staff development, employment program planning/administration, labor market research, economic planning, fiscal management, or a related area, 18 months of this experience must have been in an executive, managerial, administrative, consultative or supervisory capacity. Supervision must have included supervising staff performing professional work in the areas described above. A baccalaureate degree from an accredited college and four years of satisfactory full-time professional experience as described above, including the 18 months of executive, managerial, administrative, consultative or supervisory experience described above. Education and/or experience equivalent to "1" or "2" above. Graduate education in areas other than those mentioned above, may be substituted for the professional experience, but not for the 18 months of managerial experience described above, at the rate of 15 graduate semester credits from an accredited college or university for 6 months up to a maximum of 1 year of professional experience. However, all candidates must possess a baccalaureate degree from an accredited college and 18 months executive, managerial, administrative, consultative or supervisory experience, as described above. Preferred: Ten or more (10+) years of leadership experience in the NYCPS or other educational organization. Experience in education administration and policy experience at the administrative level. Experience in supporting student achievement through instructional, administrative, or programmatic means. Commitment to outcome-based accountability, data-driven decision-making, differentiated instruction, and continuous adult learning as drivers of improved student outcomes. Ability to lead organizational change in large, dynamic institutions. Superior analytical and project management skills for planning, designing, documenting, communicating, and following up. Ability to lead in a fast-paced environment, and to prioritize and drive results. Excellent and effective communications skills, including the ability to write well and make clear, concise spoken presentations and written reports. Experienced leadership, teamwork and influencing skills, with experience in managing project teams at all levels in a cross-functional and diverse environment. Strong strategic thinking, attention to detail . click apply for full job details

Finance Director - Workforce Solutions Hoboken , New Jersey Workplace Type: Hybrid Job: FINANCE Schedule: FULL_TIME Finance Director Permanent Hybrid Work Schedule Office Location: Hoboken, NJ or New York, USA Pearson Workforce Solutions is a leading multinational corporation committed to fostering innovation and growth within the enterprise skills domain. Our dynamic portfolio of businesses focuses on scaling up, delivering impactful solutions that empower organizations worldwide. Position Overview We are seeking an experienced and strategic Finance Director to oversee the financial operations of three scale-up businesses within our enterprise skills division. Reporting directly to the Head of Finance for Workforce Skills, As the Finance Director you will drive financial performance, support business growth, and ensure robust financial management across these high-potential ventures. Key Responsibilities: Financial Strategy and Planning Develop and implement financial strategies aligned with the enterprise skills division's objectives. Lead financial planning and analysis processes, including budgeting, forecasting, and long-term planning. Provide strategic financial insights and recommendations to support decision-making and business growth. Implement scalable financial processes for digital subscription, enterprise billing, and revenue recognition. Utilize metrics and strategies to ensure capital-efficient growth. Financial Management and Reporting Oversee the preparation of accurate and timely financial reports, including monthly, quarterly, and annual statements. Ensure compliance with international accounting standards, regulatory requirements, and company policies. Monitor financial performance, analyze variances, and implement corrective actions, especially around key SaaS metrics such as ARR, NRR, LTV, and CAC. Business Partnering Act as a key business partner to leadership teams, providing financial guidance and support. Collaborate with cross-functional teams to drive operational efficiency and financial performance. Support investment decisions, M&A activities, and other strategic initiatives. Risk Management and Controls Establish and maintain robust financial controls and processes to mitigate risks and ensure data integrity. Conduct financial risk assessments and implement risk management strategies. Oversee internal and external audits, ensuring timely resolution of audit findings. Team Leadership and Development Lead, mentor, and develop a high-performing finance team, fostering a culture of continuous improvement and professional growth. Promote collaboration and knowledge sharing within the finance team and across the organization. Drive initiatives to enhance financial acumen and capabilities within the businesses. Operations Management Integrate financial and operational strategies to drive overall business performance. Implement best practices around financial management tools for reporting, analytics, and forecasting. Implement automation and AI tools to streamline financial operations and improve accuracy. Ensure efficient resource allocation and utilization across the businesses to support operational goals. What you will bring to the role To qualify for this role, candidates should have a bachelor's degree in finance, accounting, or a related field, with a preference for an MBA or CPA/ACA/ACCA certification. A minimum of 10 years of progressive finance experience, including 5 years in a leadership role within a multinational corporation, is required. The ideal candidate will have a proven track record in managing financial operations for scale-up or high-growth businesses, with strong analytical and strategic thinking skills to translate financial data into actionable insights. Excellent communication and interpersonal skills are essential, along with in-depth knowledge of international accounting standards and best practices in financial management. The ability to lead and develop high-performing teams is crucial. Candidates should also understand financial control, process optimization, finance transformation, tax, treasury, M&A, compliance, corporate governance, and risk mitigation. What Pearson offers Compensation at Pearson is influenced by a wide array of factors including but not limited to skill set, level of experience, and specific location. As required by the Colorado, California, Washington State, New York State and New York City laws, the pay range for this position is as follows: The full-time salary range is between $150,000 - $200,000. This position is eligible to participate in an annual incentive program, and information on benefits offered is here . We value the power of an inclusive culture and also a strong sense of belonging. We promote a culture where differences are embraced, opportunities are accessible, consideration and respect are the norm and all individuals are supported in reaching their full potential. Through our talent, we believe that diversity, equity and inclusion make us a more innovative and vibrant place to work. People are at the center, and we are committed to building a workplace where talent can learn, grow and thrive. Pearson is an Affirmative Action and Equal Opportunity Employer and a member of E-Verify. We want a team that represents a variety of backgrounds, perspectives and skills. The more inclusive we are, the better our work will be. All employment decisions are based on qualifications, merit and business need.All qualified applicants will receive consideration for employment without regard to race, ethnicity, color, religion, sex, sexual orientation, gender identity, gender expression, age, national origin, protected veteran status, disability status or any other group protected by law. We strive for a workforce that reflects the diversity of our communities. If you are an individual with a disability and are unable or limited in your ability to use or access our career site as a result of your disability, you may request reasonable accommodations by emailing . Note that the information you provide will stay confidential and will be stored securely. It will not be seen by those involved in making decisions as part of the recruitment process. Did you know Pearson is one of the 10 most innovative education companies of 2022? At Pearson, we add life to a lifetime of learning so everyone can realize the life they imagine. We do this by creating vibrant and enriching learning experiences designed for real-life impact. We are on a journey to be 100 percent digital to meet the changing needs of the global population by developing a new strategy with ambitious targets. To deliver on our strategic vision, we have five business divisions that are the foundation for the long-term growth of the company: Assessment & Qualifications, Virtual Learning, English Language Learning, Workforce Skills and Higher Education. Alongside these, we have our corporate divisions: Digital & Technology, Finance, Global Corporate Marketing & Communications, Human Resources, Legal, Strategy and Direct to Consumer. Learn more at We are Pearson .

Additional Information This position focuses on training and development. Job Number Job Category Human Resources Location Palace Hotel a Luxury Collection Hotel San Francisco, 2 New Montgomery Street, San Francisco, California, United States VIEW ON MAP Schedule Full-Time Located Remotely? N Relocation? N Position Type Management JOB SUMMARY As a member of the property Human Resources support staff, he/she works with Human Resources employees to carry out the daily activities of the Human Resource Office including oversight of recruitment, total compensation, and training and development. Additionally, he/she focuses on delivering HR services that meet or exceed the needs of employees and enable business success; as well as ensures compliance with all applicable laws, regulations and operating procedures. CANDIDATE PROFILE Education and Experience • High school diploma or GED; 3 years experience in the human resources, management operations, or related professional area. OR • 2-year degree from an accredited university in Human Resources, Business Administration, or related major; 1 year experience in the human resources, management operations, or related professional area. CORE WORK ACTIVITIES Managing Recruitment and Hiring Process Assists in the interviewing and hiring of Human Resource employee team members with the appropriate skills, as needed. Establishes and maintains contact with external recruitment sources. Attends job fairs and ensures documentation of outreach efforts in accordance with Human Resource Standard Operating Procedures. Networks with local organizations (e.g., Hotel Association and peers) to source candidates for current or future openings. Oversees/monitors candidate identification and selection process. Provides subject matter expertise to property managers regarding selection procedures. Partners with vendor partners to ensure effective advertisement efforts are being utilized for open positions in appropriate venues to attract a diverse candidate pool. Performs quality control on candidate identification/selection. Administering and Educating Employee Benefits Works with the unemployment services provider to respond to unemployment claims; reviews provider reports for accuracy and corrects errors. Prepares, audits and distributes unemployment claim activity reports to property management. Attends unemployment hearings and ensures property is properly represented. Ensures that department has the available resources on hand to administer employee. Managing Employee Development Supports a departmental orientation program for employees to receive the appropriate new hire training to successfully perform their job. Ensures employees are cross-trained to support successful daily operations. Uses all available on the job training tools for employees; supervise on-going training initiatives and conducts training, when appropriate. Ensures coordination and facilitation of new hire orientation program to generate a positive first impression for employees and emphasize the importance of guest service in company culture. Ensures attendance by all new hires and participation of the leadership team in training programs. Collaborates with management team to ensure departmental orientation processes are in place and employees receive the appropriate new hire training to successfully perform their job. Maintaining Employee Relations Assists in maintaining effective employee communication channels in the property (e.g., develops daily communications and assists with regularly scheduled property-wide meetings). Reviews progressive discipline documentation for accuracy and consistency, and checks for supportive documentation and is accountable for determining appropriate action. Utilizes an "open door" policy to acknowledge employee problems or concerns in a timely manner. Ensures employee issues are referred to the Department Manager for resolution or escalated to the Director of Human Resources/Multi-Property Director of Human Resources. Partners with Loss Prevention to conduct employee accident investigations, as necessary. Communicates performance expectations in accordance with job descriptions for each position. Managing Legal and Compliance Practices Ensures employee files contain required employment paperwork, proper performance management and compensation documentation, are properly maintained and secured for the required length of time. Ensures compliance with procedure for accessing, reviewing, and auditing employee files and ensure compliance with the Privacy Act. Ensures medical records are maintained in a separate, secure and confidential medical file. Facilitates random, reasonable belief and post accident drug testing process (in properties where applicable). Communicates property rules and regulations via the employee handbook. Ensures all safety and security policies (e.g., property removal, lost and found items, blood borne pathogens, accident reporting, and hygiene) are communicated to employees on a regular basis through orientation, property meetings, bulletin boards, etc. Conducts periodic claims reviews with Regional Claims office to ensure claims are closed in a timely manner and reserve levels are appropriate for open claims. Represents Human Resources at the property Safety Committee; helps to identify ways to create awareness of the importance of safety in the workplace and decrease accident frequency and severity. Manages Workers Compensation claims to ensure appropriate employee care and manage costs. Oversees the selection/non-selection and offers processes to ensure proper procedures are followed (e.g., valid reasons for selection/non-selection and applicants receive status notifications). The salary range for this position is $75,000 to $85,000 annually. This position offers health care benefits, flexible spending accounts, 401(k) plan, accrued paid time off (including sick leave where applicable), life insurance, disability coverage, other life and work wellness benefits and may include incentive compensation. Benefits and incentive compensation may be subject to generally applicable eligibility, waiting period, contribution, and other requirements and conditions. Marriott International is an equal opportunity employer. We believe in hiring a diverse workforce and sustaining an inclusive, people-first culture. We are committed to non-discrimination on any protected basis, such as disability and veteran status, or any other basis covered under applicable law. Marriott International considers for employment qualified applicants with criminal histories consistent with applicable federal, state and local law.

The Vice President of the Person Office for North America will be based at our headquarters in Highland Park, MI, and will lead, direct, oversee, and manage the human resources practices for the United States and Canada. This senior leader oversees and leads the consultation of people-related business decisions, working closely with the business and operational leaders in order to drive business results, attract, select, engage, and retain the organization's talent. This Vice President will set and execute strategies for the Person Office team and function in the Region. As a key business partner, this Vice President will collaborate with regional operational Site Directors, Vice Presidents, Managing Directors, and Executives, supporting people operations for the CES (Customer Experience Services) and ISS (Integrated Solutions Services) lines of business. The VP, Person Office North America acts as a SME on all the Person Office processes and demonstrates strong expertise in local labor regulations and best practices related to managing 4,000+ employees and growing. This role will lead and cultivate key relationships in various North American markets, industries, government, and community affairs. This Vice President will plan, lead, direct, develop, and coordinate the policies, activities, and staff of the Person Office in the United States and Canada, ensuring the implementation of local PO Operations, swift and accurate completion of all employee transactions, legal compliance, and implementation of the organization's Mission and talent strategy. The VP will confront and resolve divergent perspectives and work effectively to facilitate resolution and mediation discussions. As a key member of the Highland Park leadership team, this role serves as a central point of contact among all departments and is responsible for working with leaders of all areas represented in the facility (e.g., Call Center, Marketing Services, Integrated Solutions, IT, Finance & Accounting, Person Office, Mission Office, Executive Team, Facilities, etc.) as well as the local Highland Park Community (e.g., City Council, Police & Fire Departments, Water Department). Finally, this Vice President provides overall leadership, demonstrates the Company's values, models, and maintains utmost confidentiality, drives for continual improvement and accountability, supports a high-performance culture, and maintains current Human Resources and BPO industry knowledge. What You'll Do Partners with business leaders and executives to guide the deployment of the Person Office strategies and programs to attract, develop, and retain talent. Ensures communications, activities, and employee behaviors are consistent with our Mission, Employee Handbook, and Policies and Procedures. Plans, leads, coordinates, and implements policies, processes, programs, and initiatives to support the organization's human resource compliance and strategy needs. Collaborates with the Global Person Office team to prioritize objectives for the Region and ensure that the strategic and operational goals are achieved. Uses organizational savvy to assess issues and present relevant solutions, guiding departmental heads, management, and stakeholders through a collaborative and shared decision-making process. Leads and/or oversees the local implementation of programs including, but not limited to, compensation, benefits, disciplinary matters, disputes and investigations, performance and talent management, productivity, recognition, and engagement, occupational health and safety, and training and development. Monitors and ensures the organization's compliance with federal, state, and local employment laws and regulations, and recommended best practices; reviews and modifies policies and practices to maintain compliance. Directs, oversees, and manages the Person Office staff and team. Monitors performance in self and team, coaching and mentoring team members to high effectiveness. Oversees the employee relations activities and works with PO site leaders to coach site management in all areas of associate relations. Oversees investigations to ensure proper approaches and the maintenance of confidentiality while resolving potential issues for the organization. Coaches and helps to develop all site management and leadership in the region. Delivers tough feedback without creating resentment. Manages complex people issues with sophistication. Reviews and approves involuntary separations to ensure consistency and compliance with policy and legal requirements. Works closely with the leadership team to maintain and improve site facilities and work environment, coordinating local events and activities. With a focus on the people side of change, positively drives change in support of business objectives. Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law. Identifies staffing and recruiting needs; develops and executes best practices for hiring and talent management. Develops and implements departmental budget and cost management measures. Performs other duties as required. What We're Looking For Bachelor's degree in Human Resources, Social Sciences, Business Administration, or related field required. Master's Degree preferred. 10 to 15+ years of progressive Human Resources leadership experience required. Leadership experience in the BPO industry preferred. Human Resources credentials such as the CHRM, SHRM, or SPHR/GPHR highly preferred. Additional Requirements Demonstrated business savvy and acumen with the ability to develop and maintain long-term success as a business partner with site-level and senior-level management and local teams in a fast-paced, customer-focused environment. Proven demonstrated experience in balancing people-facing concerns with the business imperatives while making sound recommendations and exercising good judgment. Proven ability to develop and execute strategic action plans. Proven ability to develop strong business relationships and navigate complex political environments and work in a matrixed environment. Proven ability to influence others at all levels of the organization, strong problem-solving and conflict-resolution skills. Demonstrated ability to adapt practices and techniques to changing priorities and issues and provide proactive, effective change management and leadership. Excellent interpersonal and collaborative skills including strong verbal and written communications skills, presentation skills, facilitation skills, and influence and negotiation skills. Advanced computer skills with demonstrated ability to use a variety of programs including Word, Excel, Access, PowerPoint, and Outlook with the ability to assimilate, present, and analyze data as needed. Ability to travel, domestically and internationally by various modes of transportation for periods of time as needed to support the business. $175,000 - $200,000 a year Full benefits package including bonus is included. Our client is committed to equal opportunity employment. The organization makes hiring and employment decisions without regard to an individual's race, ancestry, national origin, religion, sex, pregnancy (or related medical condition), age, disability, sexual orientation, marital status, gender expression, military status, prior record of arrest or conviction, citizenship status, current employment status, caregiver status, or any other characteristic protected by federal, state, or local law.

Assistant Director Human Resources - InterContinental Washington DC - The Wharf Hotel Brand: InterContinental Location: United States, DC, Washington Hotel: Washington D.C. - The Wharf (WASHC), 801 Wharf Street SW, 20024 IHG Hotels & Resorts is one of the largest hotel companies in the world and one of the world's leading hotel and resort companies with a family of 19 brands. Our purpose - True Hospitality for Good - comes to life in every one of our collections. About the Assistant Director Human Resources position As our new Assistant Director Human Resources, you will oversee the day-to-day operations of our restaurant/bar. You will develop and implement strategies to improve the F&B outlet's profitability while ensuring guest satisfaction in accordance with the hotel standards, always following government regulations concerning health, safety, or other requirements. You will work closely with the food and beverage/culinary team and employees to successfully execute all restaurant operations. A little taste of your day-to-day Welcome and conduct new team member orientation. Oversee maintenance of accurate and up-to-date personnel files and records for all employees. Ensure hiring standards and applicable laws and regulations are followed. Assist in developing ways to inspire and motivate team members to provide guests with a unique experience. Make time to interact with guests to hear feedback and build relationships to understand how team members can increase guest satisfaction. Work with department managers to develop initiatives to reach service standards and drive continuous improvement in the guest experience. Ensure compliance with relevant employment laws and hotel or company policies and procedures. Research and investigate all workplace issues to discover facts, identify potential risks to the hotel or company, and assist to facilitate resolution through your employee relations programs. Collect and maintain data from exit interviews, turnover statistics, absenteeism reports to identify trends and training needs. In a union environment, may manage labor relations and represent the hotel in grievances, mediations, arbitrations, and contract negotiation. Other ad-hoc duties - unexpected moments when we have to pull together to get a task done. What we need from you 4 years of related experience in HR. Some supervisory experience also preferred. Ability to maintain confidentiality to the extent possible in all HR-related matters. Must speak local language(s). What you can expect from us We give our people everything they need to succeed. From a competitive salary that rewards all your hard work to a wide range of benefits designed to help you live your best work life - including impressive room discounts and some of the best training in the business. The salary range for this role is $85,000.00 to $105,000.00. This is the lowest to highest pay scale we in good faith believe we would pay for this role at the time of this posting. This rate is only applicable for jobs to be performed in Washington, DC. We may ultimately pay more or less than the posted range, and the range may be modified in the future. Our mission is to welcome everyone and create inclusive teams where we celebrate difference and encourage colleagues to bring their whole selves to work. IHG Hotels & Resorts provides equal employment opportunities to applicants and employees without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, protected veteran status, or disability. Don't quite meet every single requirement, but still believe you'd be a great fit for the job? We'll never know unless you hit the 'Apply' button. Start your journey with us today.

About JobTrain JobTrain is a nonprofit organization that helps transform lives! We train people for jobs in high-demand careers so they can achieve economic stability and get on a path to economic mobility to thrive in the Bay Area. Born out of the civil rights movement in 1965, JobTrain serves clients in our Bay Area career or training centers, and we continue to grow rapidly, looking to add more centers and services to meet the needs of the community. We value an environment and workspace where our staff reflects the diversity of the communities we serve, fostering a safe and welcoming place for our clients. We deliver some of the best outcomes in the workforce development field, with a vision to provide our clients with the long-term support they need to achieve full economic mobility. We are growing, and we need your help! About the Role The Human Resources Director (HRD) is responsible for developing and implementing HR programs and facilities to achieve JobTrain's strategic goals and operational objectives. The HRD works with members of the executive and management team to build and manage the Human Resources and Facilities departments. Responsibilities Strategy / Planning / Leadership - Serve as a member of the JobTrain leadership team to help develop strategy and goals for the organization; evaluate and advise on the impact on the organizations ability to attract, motivate, develop, and retain employees; and translate JobTrain's strategic plan into HR operational plans. Manage the Human Resources and Facilities Departments - Plan, develop, organize, implement, direct, evaluate and improve the organization's human resources and facilities function and performance. Manage staff - Plan and allocate resources to effectively staff and accomplish the work to meet departmental goals; attract and select qualified staff to ensure the efficient operation of the department; and lead / manage / motivate / develop team to achieve department objectives. Ensures the organization adheres to labor laws and regulations, and regularly updates company policies to maintain compliance. Qualifications We strive to find candidates who have the qualifications for the role, but who are also aligned with our values of teamwork, community and leadership and have a commitment to advancing diversity, equity and inclusion. The specific qualifications for this role are listed below. Experience 10 to 15 years of experience at the senior management level in an organization of similar or larger size, with demonstrated responsibility for the operational leadership of all Human Resource functions and strategy (recruiting, compensation and benefits, training, performance management, employee relations, strategic planning, HRIS, vendor management, and organization development). Experience in developing and implementing HR strategies aligned with business goals, including policy development, workforce planning, and change management. Experience working closely with other departments and senior leadership to align HR strategies with overall business objectives. Experience working with leading-edge HR technologies involves leveraging advanced tools and software to streamline and optimize various HR functions. Experience in the nonprofit sector is highly preferred. Education / Certification Education or equivalent that is demonstrated by a broad and deep understanding of HR and their function within an organization. HR certification: SHRM SCP or HRCI SPHR highly desired. Required Knowledge, Skills, and Abilities Job Knowledge: Relevant and up-to-date working knowledge of all functional areas of HR, including relevant current federal and state employment law. Leadership: Ability to lead and build teams and represent department needs across and outside of the organization. An individual with high ethical standards and good judgment. Planning and Organization: Ability to think analytically and strategically to anticipate future consequences and trends and incorporate them into the organizational plan. Excellent project management skills, including organization, planning and implementation skills. Demonstrated track record of setting and meeting goals. Able to define problems, collect data, establish facts and draw valid conclusions, with management oversight, and in adherence to applicable compliance related rules and regulations. Strong process orientation with an ability to set priorities, analyze and resolve problems in a timely fashion. Dedication to excellence and quality work performance. People Management: Demonstrated experience attracting, managing, developing, evaluating and retaining staff. Ability to manage, influence and motivate individuals and teams. Skilled in holding people accountable and developing their abilities to do their jobs. Interpersonal Skills / Communications: Ability to communicate effectively, both orally and in writing. Ability to keep information confidential. A business partner and team player with strong communications skills who is able to establish credibility throughout the organization in order to be an effective listener and problem solver of people issues. Customer service focus with an ability to interact congenially and effectively with a diversity of people. Ability to mediate and negotiate effectively. Independence / Initiative: High level of independence and initiative while working effectively as part of the management team, advancing the organizational goals and values. Detail and Results Oriented: Ability to balance task-oriented attention to detail with over-arching institutional strategic intent. Ability to multi-task in a deadline-driven environment and achieve results. Able to communicate information, set priorities, meet deadlines, and solve administrative problems in a professional, creative and innovative manner. Computer / Technology Skills: Must be able to use Excel, Word, and other technology and applications necessary to perform the job and run the department effectively. COVID-19 Certification JobTrain requires that all employees be fully vaccinated against COVID-19, except as required by law. Any employment offer will be contingent upon satisfactory proof that you are fully vaccinated from COVID-19, subject to reasonable accommodations for medical or religious reasons, and/or as otherwise required by applicable law. Compensation and Benefits JobTrain offers a competitive salary, numerous health benefit plans and premium coverage of 90%, vision and dental, flex spending and HSA programs, 401K with a 5% match after joining, EAP and emergency services, vacation time, paid sick leave, retirement program employer match, long-term disability and life insurance. We also pay employees for 10 observed holidays including a whole week off between Christmas Eve and New Years Day. The targeted pay range for this position is: $106,090 - $132,612.50 per year. Additional Information We want applicants who are interested in JobTrain's mission, and we encourage you to attach a cover letter to explain why you are interested in JobTrain and how your experience matches with our needs. At JobTrain, we take the interview process very seriously. If you are selected to move through the process you should expect a couple of telephone screen calls and one or two Zoom / on-site interviews as part of the interview process. JobTrain is an equal opportunity employer/program. Auxiliary aids and services are available upon request to individuals with disabilities. Additionally, JobTrain does not discriminate against any employee or applicant for employment because of race, color, ethnic background, religion, gender, gender identity, gender expression, sexual orientation, age, marital status, physical or mental disability or national origin. Also, please note: Our focus is on local candidates, we do not offer relocation benefits. Successful candidates must have legal residency and work eligibility in the United States (per INS Form I-9 instructions). JobTrain will require the successful candidate to undergo a background check.

About Working America With 4 million members, Working America mobilizes working people who don't have the benefit of a union at work to fight for good jobs and a fair economy. As the community affiliate of the AFL-CIO, we unite working people in urban, suburban, and rural communities around a shared economic agenda. Summary of the Chief Administrative Officer position The Chief Administrative Officer has principal responsibility of Working America's day-to-day administrative operations including but not limited to human resources, accounting, payroll, labor-management relations, and legal and regulatory compliance. This position requires a strategic and meticulous leader who can collaborate with various departments to ensure efficient and effective administrative operations. The Chief Administration Officer will possess exceptional organizational and communication skills, a preference for a fast-paced environment, the ability to change tactics quickly and with ease, and a proven track record in implementing administrative strategies and initiatives. Reports to: Managing Director Essential Duties and Responsibilities Organizational Management: Direct Working America's daily administrative functions, ensuring efficiency and smooth workflow throughout the organization. Contribute to strategic planning, direction, and goal-setting of the organization in collaboration with senior management. Assume principal oversight of the operation of Working America's headquarters and field offices, including but not limited office upkeep, mail services, communication, secretarial work, custodial operations, or other support services. Human Resources and Labor-management relations Manage the Human Resources operations of the organization, including hiring and supervising staff and consultants. Provide expertise on HR principles, for example, how to navigate different state laws, compensation rules around overtime, laws around ADA, etc. Develop and implement organizational policies. Administer compliance of all personnel and benefit related provisions of Working America's collective bargaining agreements; ensure consistency with personnel policies and procedures. Serve as representative for interactions with collective bargaining units. Negotiate and implement labor contracts. Understand key principles and how a collective bargaining unit works. Accounting and Payroll Manage the accounting and bookkeeping functions of the organization, including hiring and supervising staff and consultants. Work with accountants to develop departmental budgets, approve purchases or other expenditures, maintain financial records, and ensure fiscal success of operations. Compliance Administer charitable registration, lobbying, campaign finance, and other federal, state, and local government disclosure and compliance. Direct the negotiation of contracts with vendors and procurement of assets. Lead the management of all leases and business contracts. Other duties as assigned. Qualifications and skills needed: 10+ years' related advanced work experience in human resources, accounting, labor-management relations, and / or legal and regulatory compliance. Familiarity with lobbying and campaign finance disclosure and compliance required. Demonstrated ability to conduct complex analysis of data; ability to forecast and assess impact of proposed projects; proactive leadership to identify and recommend solutions. Skills in negotiating cost-effective contracts for goods and services. Ability to translate complex organizational data into clear and simple messages for a wide range of audiences. Excellent organizational skills, attention to detail, and time management. Ability to exercise a high level of discretion. Ability to work long and irregular hours as necessary. Familiarity with managing staff in a collectively-bargained environment preferred. Field/canvassing experience preferred. Experience working for 501(c)(3)s and 501(c)(4)s/501(c)(5)s preferred. Location Washington, DC, in person 5 days/week at the national office at th St. NW Washington, DC Position Full-time FLSA Classification: Exempt The salary range is $148,800-$170,000. Includes medical insurance and 401(k) with employer contribution. Working America is an equal opportunity employer. Working America is committed to building a diverse workforce and encourages applications from women, people of color, LGBTQIA and other non-conforming individuals, and individuals with disabilities. To apply, please submit your resume and we will reply with an overview of the application process. Please do not submit a cover letter at this stage. We will ask for a letter of interest with specific instructions after reviewing your resume. These invitations will happen on a rolling basis. Priority application deadline is August 30, 2024. NRG Consulting Group is one of the consulting firms helping with this search process. Reach out to with any questions.

Director, Labor Relations, US Director, Labor Relations, US Position can be based in East Hanover, NJ; Chicago, IL; or Remote from home. Up to 40% travel Mondelēz International, Inc. empowers people to snack right in over 150 countries around the world. We're leading the future of snacking with iconic brands such as Oreo, Ritz, Chips Ahoy!, belVita and LU biscuits; Cadbury Dairy Milk, Milka and Toblerone chocolate; Sour Patch Kids candy and Trident gum. Our 80,000+ colleagues around the world are key to the success of our business. Great people and great brands. That's who we are. With more than 80,000 employees around the world, we need to make our size work for us. Your labor relations expertise can help make that happen. You'll partner with business units to create growth opportunities for our talent, building the right enterprise capabilities and, ultimately, a culture that enables us to be competitive and also fun! Our labor relations philosophy is grounded in Respect, Engage, and Improve. The Director, Labor Relations helps develop and deliver our strategies across our supply chain network, negotiating labor contracts, and providing support to our HR/People Leads, site and regional level operational leaders as part of the Labor & Employee Relations COE Team for our North America region. The Director, Labor Relations travels extensively, leading union contract negotiations across the US, designing and directing positive employee & labor relations activities with a Lean Six Sigma and High Performance Work Systems (100% engagement and zero loss mindset); provides day-to-day LR advice and support to the business on contract administration questions and grievances, develops and executes training, stays abreast of trends and developments in the labor relations field and helps execute the Company's labor relations strategy and initiatives. This position reports to the Vice President, Labor & Employee Relations for North America. Main Responsibilities Acts as chief negotiator for assigned labor union contracts including all preparations, first chair bargaining, and post negotiations implementation. Supports HR/People Leads in the execution of Company labor relations strategy, including leadership capability building, contract administration, negotiations preparation and business continuity planning (BCP). Provides regular coaching and counseling support to site HR and operational leadership in labor relations functional areas. Develops, updates as needed and executes effective training tools, and conducts training for HR/People Leads, supervisors and managers in the labor & employee relations area. Supports site leadership throughout all aspects of contract administration including the discipline & grievance steps process. Prepares written responses/communications to union officials. Works closely with legal team; assists in preparation and may participate in labor arbitrations, NLRB hearings, and other administrative agency proceedings as needed. Maintains strong working knowledge of US labor laws, best practices, and current trends and developments in the field. Provides positive employee relations training and leads execution of activities during union organizing campaigns. Participates in a variety of enterprise projects providing LR expertise and support. Other duties as assigned within the COE for labor relations. Key Skills Required: Negotiation, Impacting, Influencing and Conflict Management Skills. Business & Finance savvy with Advanced Word, Excel and Power Point skills. Ability to relate to and communicate with all levels of leadership, executive management, hourly employees and Union representatives. Facilitation/Coaching/Consulting skills. Self-Starting; Proactive Strategic Thinking/Acting. Comfortable dealing with ambiguity; creative problem solving. Excellent verbal and written communication skills. Must be a strategic, solutions-oriented thinker who thrives in a team-oriented environment. Strong project management skills, ability to work independently and pro-actively manage time and work. Proven track record of results, meeting multiple deadlines and priorities. 7+ years of experience in Human Resources with 5+ years of direct experience in Labor Relations/Chief Negotiator role. Experience working in both Union and Non-Union environments preferred. Education Bachelor's degree required. Master's degree (preferred) in Labor/Industrial Relations, Human Resources, Business, Political Science, Economics, or Juris Doctor. The anticipated base salary range for this position is $136,200-$272,400; the exact salary depends on several factors such as experience, skills, education, and budget. The salary range may vary based on geographic location. In addition to base salary, this position is eligible for participation in a highly competitive bonus program with possibility for overachievement based on performance and company results and is eligible to participate in the Company's annual equity program. Mondelez offers a variety of benefits to eligible employees, including health insurance coverage, wellness and family support programs, life and disability insurance, retirement savings plans, paid leave programs, education-related programs, paid holidays and vacation time, and several others. Many of these benefits are subsidized or fully paid for by the company. No Relocation support available. Business Unit Summary The United States is the largest market in the Mondelēz International family with a significant employee and manufacturing footprint. Here, we produce our well-loved household favorites to provide our consumers with the right snack, at the right moment, made the right way. We have corporate offices, sales, manufacturing and distribution locations throughout the U.S. to ensure our iconic brands-including Oreo and Chips Ahoy! cookies, Ritz , Wheat Thins and Triscuit crackers, and Swedish Fish and Sour Patch Kids confectionery products -are close at hand for our consumers across the country. Mondelēz Global LLC is an Equal Opportunity/Affirmative Action employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, disability, protected Veteran status, sexual orientation, gender identity, gender expression, genetic information, or any other characteristic protected by law. Applicants who require accommodation to participate in the job application process may contact for assistance. Job Type Regular HR Strategy Human Resources At Mondelēz International, our purpose is to empower people to snack right through offering the right snack, for the right moment, made the right way. That means delivering a broader range of delicious, high-quality snacks that nourish life's moments, made with sustainable ingredients and packaging that consumers can feel good about. We have a rich portfolio of strong brands - both global and local. Including many household names such as Oreo, belVita and LU biscuits; Cadbury Dairy Milk, Milka and Toblerone chocolate; Sour Patch Kids candy and Trident gum. We are proud to hold the number 1 position globally in biscuits, chocolate and candy as well as the No. 2 position in gum. Our 80,000 Makers and Bakers are located in our operations in more than 80 countries and are working to sell our products in over 150 countries around the world. They are energized for growth and critical to us living our purpose and values. We are a diverse community that can make things happen, and happen fast.