High-level management of MP&L floor operations and Production Control department, coaching lean manufacturing behaviors, ensuring compliance with safety, quality, delivery, cost, people, maintenance, and environment objectives, and developing department objectives and implementation roadmaps.
Compensation
This position is a salary level LL5, ranging from $138,240-$261,720.
Responsibilities
Provides high-level management of MP&L floor operations and Production Control department
Coach and counsel lean manufacturing behaviors and instill discipline in MP&L processes
Meet material handling guidelines and regulations
Review and evaluate future plans for expansion and/or modification of the plant’s MP&L equipment, resources, and/or future facilities
Ensure proper salaried headcount and manpower is in place to support the business needs
Requirements
High school Degree or GED
Bachelor’s Degree in or related to Material Handling, Logistics, Supply Chain Management or Packing Engineering
Seeking an experienced, analytical, and strategic Compensation Advisor to lead the development, evaluation, and continuous improvement of the organization's compensation programs.
Responsibilities
Lead the evaluation and ongoing improvement of organizational compensation programs, salary structures, pay grades, and job classifications.
Serve as a trusted compensation advisor to executive leadership, department managers, recruiters, and HR partners.
Evaluate and support healthcare provider compensation models, including work Relative Value Units (wRVUs), conversion factors, productivity measures, and quality-based incentives.
Conduct market pricing and compensation benchmarking using healthcare salary surveys, compensation software, and industry resources.
Perform job evaluations, FLSA classification reviews, and internal equity analyses to support fair and competitive compensation practices.
Senior HR Business Partner serving as a strategic advisor to leaders on talent strategy, employee relations, and workforce planning in a matrixed environment.
Responsibilities
Partner directly with senior and executive leadership on talent strategy, design design, and resource management.
Partner with leaders on workforce planning activities including organizational changes, enough much, internal mobility, and immigration considerations.
Lead employee relations matters including investigations, location complaints, harassment concerns, and conflict resolution.
Manage and coordinate voluntary and involuntary termination processes.
Build leader and manager capability through ongoing coaching and proactive guidance.
Requirements
Bachelor's degree in Human Resources, Business, Psychology, or related field
The Head of People leads the People team reporting directly to the CEO, connecting business strategy with organizational, talent, and performance strategies. The role involves designing organizations, securing key talent, and establishing performance standards in a fast-growing GPU cloud environment.
Responsibilities
Establish People Strategy and Roadmaps aligned with business strategy
Lead organizational design, roles, responsibilities, and decision-making frameworks
Develop workforce planning and hiring priorities based on business and financial plans
Build talent acquisition strategies and succession planning for key leaders and key talent
Define Leadership Principles and expectation levels
Requirements
Nice to have: Experience leading people organizations in fast-growing startups or tech companies
Nice to have: Experience building and scaling HR systems from 0 to 1
Nice to have: Experience hiring executives and key leaders
Nice to have: Experience collaborating with global or multi-country people organizations
Senior Vice President to serve as a senior talent leader and strategic partner across a broad portfolio of client groups within the Publicis SE divisions.
Compensation
Compensation Range: USD $180,215.00 - USD $299,637.00/Annually. This is the pay range the Company believes it will pay for this position at the time of this posting. This role may also be eligible for bonus or incentive compensation.
Responsibilities
Serve as a strategic advisor to senior business leaders on talent, culture, organizational effectiveness, leadership, and workforce-related priorities.
Help define and lead talent strategies that support business growth, operating priorities, organizational agility, and employee engagement across assigned client groups.
Provide counsel on organization design, organizational planning, leadership effectiveness, performance management, workforce planning, employee relations, and change management.
Partner with finance and business leaders to align talent decisions with commercial priorities, operating plans, financial performance, and growth objectives.
Identify and address organizational health, morale, culture, and leadership effectiveness issues that may affect business performance, retention, or employee experience.
Support front line HR operations across multiple retirement residences, providing policy guidance, performance management, and strategic talent initiatives.
Locations (4)
Ontario, Canada
British Columbia, Canada
Saskatchewan, Canada
Alberta, Canada
Compensation
Salary Range: $80,839 - $101,049
Responsibilities
Support HR needs for 6-7 retirement residences
Provide policy and procedure guidance
Manage recruitment, retention, and labor relations
The VP, HR Business Partner for AgriSompo is responsible for aligning AgriSompo’s business objectives with its employees and leaders to enable strategy, shape behaviors and drive results. The role will lead, partner, and influence the business with key HR decisions and actions around organizational design, performance management, talent acquisition, employee relations, compensation, employee engagement and diversity & inclusion.
Compensation
The total compensation opportunity for all regular, full-time employees is a combination of base salary and incentives that gets adjusted upfront based on overall Company performance with final awards based on individual performance.
Responsibilities
Execution of all aspects of HR within the AgriSompo Business Unit including talent management, performance management, talent acquisition, employee relations, compensation, employee engagement, organizational development and diversity & inclusion.
Managing the headcount in line with the strategic growth plans. Identify staffing requirements and sourcing strategies needed to meet the goals and objectives of the business.
Provide employee relations management that creates a positive organizational culture and minimizes risk. Investigate and resolve employee complaints, issues and concerns regarding employment practices.
Implement and execute performance management programs and procedures, including but not limited to performance appraisals and performance improvement plans.
Partner with HR Centers of Excellence on compensation, recruiting, learning & development, and diversity & inclusion initiatives to integrate programs into business-facing deliverables.
Head Of PeopleVESSL AI · Seoul, South Korea
SVP, TalentPublicis Groupe Holdings B.V · New York, US
Technical RecruiterRain · New York, US