Human Resources

• Take ownership of daily HR workflows, track deadlines, and coordinate priorities across HR and payroll
• Serve as a primary point of contact for employee and manager questions regarding policies, payroll, benefits, and leave
• Provide guidance to HR support staff and review administrative work for accuracy and completion
• Maintain confidential employee records and consistent documentation
• Identify process gaps and help develop and update HR procedures, resources, and tracking systems
• Partner with leadership on sensitive matters and escalate issues requiring additional review
• Guide managers through employee concerns, attendance issues, performance documentation, and disciplinary processes
• Coordinate coaching documentation, written warnings, performance improvement plans, and follow-up actions
• Support employee complaint reviews and workplace investigations with discretion and impartiality
• Promote consistent application of company policies and California employment requirements
• Coordinate separations, including documentation, separation letters, and final pay preparation
• Coordinate payroll preparation and review timekeeping records for accuracy, completeness, and timely processing
• Enter and verify staff hours in NPA based on finalized Appointment Admin records
• Send payroll close communications, including Lock NPA and Super Locker emails
• Review drive time, overtime, meal and rest break issues, and timekeeping discrepancies; coordinate corrections as needed
• Process sick time and PTO entries in NPA and reconcile them with approved records
• Enter new hire information into ADP and oversee onboarding payroll setup
• Prepare final paycheck calculations and coordinate timely processing with payroll
• Support payroll audits, reporting, and resolution of employee payroll questions
• Coordinate employee leave requests, required documentation, notices, tracking, and return-to-work processes
• Apply working knowledge of California leave requirements and applicable federal protections
• Support accommodation requests and coordinate the interactive process with leadership
• Administer benefits enrollment, changes, reminders, and employee communications, including EASE health plans
• Help employees understand benefits options and enrollment requirements, coordinating with providers as needed
• Prepare and submit required EDD forms and other employment-related notices accurately and on time
• Maintain HR trackers, reports, and data logs related to payroll, leave, benefits, and employee relations
• Identify discrepancies, recurring concerns, and opportunities to improve employee support and administrative efficiency
• Communicate policy updates, deadlines, and process changes clearly and professionally
• Lead or support HR and payroll projects as assigned

Human Resources Coordinator

• Provide HR leadership and guidance in partnership with business leaders at sites, branches, or functions
• Implement strategic HR initiatives in talent management, performance management, leadership development, employee engagement, change management, compensation, and benefits
• Execute recruiting strategies for professional, managerial, administrative/clerical, maintenance, and warehouse positions
• Develop transition and change plans and lead communication and engagement activities
• Establish recruitment processes and procedures to attract and retain talent
• Administer employment, employee relations, labor relations, compensation, performance management, benefits, recognition, training, staffing, and workforce communication programs
• Facilitate training, development, and orientation for management and the workforce
• Coach and advise managers and employees on problem resolution and day-to-day HR matters
• Maintain and coordinate employee recognition programs
• Conduct exit interviews, analyze data, and recommend corrective actions and continuous improvements
• Provide employee relations expertise and shape local employee relations strategy
• Support local consultation and negotiation with employee bodies and resolve employee matters
• Promote diversity initiatives within the assigned area or country
• Generate and analyze internal and external data and reports for business cases and regulatory requirements
• Travel as required
• Lead, develop, and coach a team of HR professionals and oversee business needs

Human Resource Manager

• Meet virtually with clients to review and explain benefits
• Help families access no-cost and supplemental programs
• Build relationships and provide ongoing client support
• Schedule and manage appointments
• Work within a structured system designed for success

Benefits Specialist

• Develop and execute an HR strategy supporting business objectives, organizational growth, and operational needs.
• Advise executive leadership on workforce planning, organizational design, talent, and employee matters.
• Translate business priorities into actionable people initiatives with clear success measures.
• Lead and develop the HR leadership team and manage HR budgets and resources.
• Build talent management and succession planning programs.
• Partner with Talent Acquisition and business leaders on hiring priorities and workforce demand.
• Oversee performance management, employee relations, investigations, engagement, retention, compensation, benefits, HR operations, and compliance.
• Establish HR policies, procedures, governance, systems, reporting, and workforce data practices.
• Partner with legal, compliance, business, finance, training, and operational leaders.
• Lead people-related organizational change, business expansion, and operational transformation.
• Improve HR processes and service delivery through technology, automation, and continuous improvement.
• Balance consistent HR standards with local market and operating-team needs.

SVP, Human Resources

• Assist in planning for long-term human resource needs and trends
• Assist in implementing and administering employee programs and policies
• Assist with employee-related issues
• Coordinate administration of Leave of Absence programs and processes
• Compile personnel-record data and prepare reports
• Work closely with Corporate Management and assist with department projects
• Assist in talent acquisition and recruitment processes upon request
• Coordinate payroll changes including hires, terminations, and benefits premium adjustments
• Assist employees with personnel information and interpretation of policies and procedures
• Monitor new employee benefit enrollments and input enrollment data
• Monitor required company training
• Manage the Educational/Training Assistance Program
• Manage HR email and mailbox to ensure timely responses to employee information requests
• Input and verify information in CostPoint and ADP
• Input and maintain employee data in Fidelity
• Provide guidance, support, and coordination in the consistent and effective application of policies, procedures, and employment practices

Senior Human Resources Generalist

• Act as a strategic HR partner, translating complex business initiatives into innovative people solutions
• Align People objectives with organizational objectives across designated business units
• Advise leadership on tactical and strategic HR matters
• Develop, implement, administer and maintain HR projects, programs, processes and policies
• Drive employee engagement and provide customer-focused support to employees
• Develop HR strategic plans and advisory partnerships with key leaders
• Identify people-related needs, risks and future issues and align human capital strategies with business outcomes
• Drive complex organizational initiatives and recommend process improvements using data analytics
• Conduct employee listening activities, focus groups, exit interview analysis and engagement surveys
• Identify employee-relations risks, conduct root-cause analysis and develop preventative strategies
• Guide sensitive employee-relations cases and lead complex HR investigations
• Coach leaders on complex employee-relations matters and difficult conversations
• Analyze employee-relations data and collaborate on audits or investigations
• Forecast talent demands and skills requirements and develop workforce plans
• Lead career coaching, succession planning, talent pipelines and leadership-development initiatives
• Support recruiting, applicant screening, pre-screening interviews and staffing solutions
• Facilitate onboarding and advise managers on performance management and development
• Translate business challenges into briefs for COE partners and facilitate knowledge transfer
• Lead organizational transformation and change-management initiatives
• Assess change readiness, develop communication strategies, manage resistance and monitor engagement feedback
• Identify and manage change stakeholders and build change readiness
• Perform other duties as assigned

HR Business Partner III

• Serve as senior people advisor to the CEO and leadership team
• Build workforce-planning capability and close critical talent and skill gaps
• Partner on organizational structure, spans and layers, role clarity, and operating-model choices
• Lead organizational change and workforce transitions
• Own talent acquisition strategy and external talent networks
• Own onboarding and help new hires ramp quickly
• Own performance-management philosophy and process
• Coach managers on performance conversations, rewards, and underperformance
• Identify capability gaps through training-needs assessments
• Build scalable career-growth paths
• Lead the annual compensation cycle and global compensation structure
• Oversee benefits and partner with the CFO
• Steward culture, monitor engagement and organizational health, and coach leaders through employee matters and investigations
• Own HR operations, payroll, benefits administration, HRIS strategy, data integrity, compliance, and people metrics
• Partner with Finance on headcount and workforce cost
• Lead, coach, and develop the HR team
• Own the HR budget and people-investment decisions
• Contribute to company strategy as a member of the executive leadership team

Vice President, Human Resources

• Partner with leadership across multiple Southeastern US business units to drive people strategy and align HR initiatives with organizational goals
• Serve as a trusted advisor to front-line supervisors, managers, and executive leadership
• Identify people-related challenges and opportunities and provide strategic HR guidance
• Leverage HR Centers of Excellence to implement specialized programs and services
• Support all phases of merger and acquisition activity, including HR due diligence, talent and organizational assessments, employee transition planning, integration execution, HR program harmonization, retention strategies, and change management
• Lead talent development efforts including performance management, career pathing, and succession planning
• Support goal alignment, continuous learning, leadership development, and professional growth
• Provide employee-relations guidance on conflict resolution, performance issues, and workplace concerns
• Conduct timely and thorough employee-relations investigations
• Partner with Compensation and Talent Acquisition on compensation, benefits, and recruiting strategies
• Ensure compliance with federal, state, and local employment laws and regulations
• Implement inclusion and diversity programs and advocate for equitable growth and advancement
• Lead and support organizational change initiatives and communications
• Use HR analytics to measure program success and provide data-driven recommendations
• Lead execution of HR programs including engagement surveys, leadership development, compensation and benefits strategies, and talent acquisition efforts

Human Resources Business Partner

• Investigate threat and assault allegations within manufacturing and parts distribution
• Investigate workplace issues and complaints, including employment discrimination, harassment, retaliation, and other Company policy violations
• Recommend outcomes for investigations using sound judgment
• Analyze behavior to identify concerning and potentially escalating situations
• Partner with Human Resources, Labor Relations, and Security on case handling and disposition
• Work with Company functions, operating committee members, the Office of the General Counsel, and outside counsel
• Prepare, track, and maintain investigation documentation
• Develop and implement investigation plans
• Drive timely closure of open cases and concerns
• Manage employee data and statements confidentially
• Draft concise and clear investigation reports
• Partner cross-functionally on investigations, discipline, performance management, and employee relations
• Promote ethical, compliant, and safe behavior aligned with company policy and government regulations
• Support grievance, arbitration, and litigation processes from an investigations standpoint
• Analyze case activity and determine trends and proactive recommendations
• Foster an effective, inclusive work environment while balancing employee advocacy with company goals and values

Employee Relations, Threat Investigator – Manufacturing

• Partner with business leaders to translate organizational goals and priorities into people strategies
• Lead workforce planning, assessing current and future workforce needs and risks
• Identify talent and capability gaps and develop headcount, staffing, succession, and talent plans
• Coach and advise leaders on communication, decision-making, accountability, feedback, team member development, and organizational performance
• Address team member relations concerns, performance issues, and workplace complaints objectively and in accordance with policies and applicable laws
• Document outcomes and communicate them to appropriate leaders
• Partner across HR functions to align programs, services, and support throughout the team member lifecycle
• Provide guidance on the Team Manual, employment practices, and applicable laws
• Support the development, communication, implementation, and adoption of new or complex policies
• Guide organizational change by preparing leaders, supporting communication, addressing team member impacts, and promoting effective implementation
• Use HR data and workforce insights to evaluate people strategies, identify trends, and support evidence-based decisions
• Translate findings into process improvements that strengthen organizational performance and team member and leader experience