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PHR/SPHR or SHRMCP/SCP certification. Subject Matter Expertise: Act as a subject matter expert in various HR areas, including employee relations, payroll, compensation, benefits administration, performance management, talent acquisition, and legal compliance.
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As a People Operations Manager at Short Story, you'll work directly with the founders to oversee all HR activities and operations. We are looking for an experienced and highly motivated People Operations Manager to be the first hire on the HR team.
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PHR / SPHR – certifications are a plus but not required (Society of Human Resources Professionals). HR Generalist Support & Employee Support - employee onboarding, job design, drug testing and provide assistance to employees.
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License or Certification Type: PHR/SPHR Preferred, SHRM/CP Preferred, SHRM/SCP Preferred, Myers Briggs Type Indicator (MBTI) Certification after start date Required Skill(s): Knowledge of employment laws, employment regulations, and current HR trends.
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Human resources manager" performance, benefits, vice, compensation, policy, administration, staffing, labor law, vice, diversity, labor relations. Human Resources (HR) Generalist will manage at a growing Manufacturing company with a staff of 500+ employees, non-union.
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This new HR Manager position will provide technical expertise in support of business unit daily operations and top-priority corporate initiatives such as compensation, training, employee relations, workforce planning and development, and employee engagement.
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PHR / SPHR or SHRM-CP / SHRM-SCP certification preferred. High quality HR generalist background with specific experience (minimum 7 years) in union/labor relations, talent acquisition, and compliance.
$110,000 - $130,000 a yearFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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The HR Manager is responsible for administering corporate policies and procedures as they relate to core HR services, processes and programs as well as facilitate training, salary administration, performance management, and career development.
$112,000 - $143,500 a yearFull-timeExpandApply NowActive JobUpdated 9 days ago - UpvoteDownvoteShare Job
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Advise Plant Manager and/or Executive Director of Human Resources of those situations that may pose a significant risk to the program, product assurance, facilities, employee safety or customer satisfaction results.
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Extensive experience in human resources generalist roles gained within consumer food production environments, with a proven track record in leading HR teams. SPHR or PHR certification preferred.
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Highly desired HR Certification (PHR, SPHR, SHRM-CP, SHRM-SCP). In this role, you will lead a broad range of HR functions to include but not limited to employee engagement, training, and development, recruiting and staffing, onboarding and new hire orientation, employee relations and strategic HR initiatives.
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Conducts exit interviews and provides update to TMR Assistant Manager and HR Manager on any concerns for review and change management activities. PHR/SPHR or SHRM CP/SHRM SCP Certification.
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Supports HR Manager and HRBP to successfully implement local initiatives, and execute regional and corporate programs. This position involves various responsibilities spanning employee relations, Workers' Compensation, Investigations, and HR Analytics.
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Must possess an HR Certification: SHRM-SCP preferred, PHR, SPHR, SHRM-CP will be considered. The HR Manager will have both administrative and strategic responsibilities, helping us to plan and administer important functions, such as full-cycle talent acquisition, onboarding and new hire orientation, compensation and benefits, personnel policies and compliance with employment regulations and laws, in addition to general HR advisory services to both management and staff.
$65,000 - $90,000 a yearFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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The HR manager will take the lead role in all of the following functional areas: associate relations, HR specific training, HR legal requirements and compliance, development and revision of HR policies and procedures, associate engagement survey action plan follow up, performance and merit increase monitoring, hiring non-exempt associates and managing data associated with bonus administration.
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