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The Senior HR Director will provide strategic direction and leadership in all areas of HR including talent acquisition, employee relations, performance management, compensation and benefits, training and development, and HR compliance.
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Participate in workers compensation claims process with Management, HR, and carriers, including accident investigations, monitoring of claims, and proper reporting and follow-up. Negotiate settlements of all citations and responses to OSHA and environmental compliance issues.
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The HR Technology Analyst will be responsible for completing regular data loads into Workday, running weekly audit reports, updating employee data records and master data setup, troubleshooting common system issues, providing requested data for regulatory reporting, and addressing all Workday business process tasks assigned to HR Technology.
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Reporting to the Director, People, they partner closely with leaders to develop strategic alignment and guidance on core People (HR) functions (e.g., talent acquisition, onboarding, coaching and development, performance management, succession planning, compensation, and compliance.
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The Regional HR Manager, People serves as a trusted HR advisor and leader for the NAPA People (HR) team in their assigned area or location supporting 20 50 locations, to implement high impact people initiatives.
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Maintains the safety programs and reporting (i.e. HR Department practices including setting up safety orientation, accident drug screens appointments, employee safety/ evaluation records, accident investigation/reporting, safety guidance and performance of the personnel discipline procedures, federal, state, OSHA, DOT compliance, and applicable presentations.
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This position plays a crucial role in ensuring the efficiency, accuracy, and compliance of HR operations to support the company's overall mission and objectives. The Executive Director of HR Operations is responsible for the overall strategy, management, and administration of Payroll, HR Systems and the HR Service Center within the Human Resources organization.
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Knowledge of HR and benefit compliance and regulations. The HR Operations-Benefits Specialist will play a crucial role in training employees regarding benefit selections and reporting those selections to carriers.
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Assists with all human resources processes and tasks including but not limited to recruiting, new employee onboarding, compliance tracking, HR administration, benefits administration, training and development activities, documentation, and filing.
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Partner with store operations, compliance, information systems, and people (HR) departments to gather information and requirements for workforce management system enhancements for multiple business units.
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The Staffing Manager will also maintain employee relations, administer HR policies and procedures, and ensure compliance with state and federal labor laws. Experience in employee relations, HR management, and communication.
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The purpose of the Human Resources Coordinator II role is to provide HR and administrative support to the Leave Team. Also to ensure there is a local compliance to policies, guidelines & HR practices.
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The HR Generalist will champion and implement people initiatives and best practices to ensure compliance with federal and state legal requirements. JOB SUMMARY: The HR Generalist has responsibility in all areas of Human Resources, including talent development, employee relations, benefits, organizational development, talent acquisition, organizational culture, and the overall support of FFP's company values.
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8+ years of working experience in HR Operations with responsibilities around employee relations, performance management, compensation, payroll and benefits administration, HRIS administration, policy development and compliance.
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Your leadership skills and HR expertise will be instrumental in driving employee engagement, ensuring compliance, and building a strong organizational culture across multiple hotels and resorts.
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hr compliance jobs in Indianapolis, IN
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