Basic Resources Inc Phone Number Jobs in Usa
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At Penske, we look for dedicated individuals who thrive in a collaborative environment.
If you have HR functional experience and skills, e.g., managing associate performance, leading difficult discussions, developing associates, ability to anticipate evolving business, we are interested in hearing from you, including if this experience was gained during time spent in a Penske operational role.
The District Human Resources Manager is a valued member of the Human Resources and Field Operations teams, reporting directly to the District Manager, with a dotted line to the Area Human Resources Manager who aligns with Field Operations and corporate HR.
This position will be an important member of the District Leadership team supporting a district comprised of X number locations across a geography that includes (highlight a few key cities in the district).
In this role, you will collaborate with the District Leadership team to foster a culture of engagement where all associates feel supported to do their best work and enjoy a sense of pride and commitment.
This role will tailor Regional human capital plans to enable an engaged workforce to meet the needs of customers.
In this role, you will implement HR practices and processes that align with organizational initiatives across a defined District, mitigating risk and ensuring compliance.
Major Responsibilities: Retention and New Associate Experience • Administer and facilitate the District’s New Associate Experience onboarding program.
• Lead, coach, and support the onboarding Ambassadors throughout the district.
• Support and train managers to ensure the new associates are provided the appropriate support during their onboarding experience.
• Identify trends and areas for improvement with information gained from the onboarding program, exit interviews, associate feedback, etc.
• Identify and propose solutions to address local retention challenges in collaboration with your Area Human Resources Manager and District Manager.
Talent Management • Guide District team development through coaching leaders in people management, process, and functional associate development.
• Coach supervisors and managers on the creation and follow through of impactful development plans and discussions for their associates.
• Monitor development plans to ensure progress and escalate to District Manager if course correction is needed.
• Prepare documents and reports for district-level succession planning and quarterly talent review discussions.
• Execute on the Area training plan Partner with location leaders to ensure associates receive and complete functional training.
Deliver new supervisor/manager onboarding to role training.
Facilitate just-in-time training and coaching of leaders during mid-year check-ins, annual performance reviews, and merit process.
Ensure technical training occurs consistently across the workforce.
Talent Acquisition and Workforce Planning • Collaborate with all departments to identify and propose appropriate staffing levels based on analysis of growth trends, and workforce planning tools.
• Provides staffing support to leadership by collaborating on recruiting efforts, including building local technical school, University & College partnerships.
• Create a connection between the field recruiters and the District Manager to create and plan a recruiting strategy and prioritize efforts.
Associate and Labor Relations • Proactively build relationships at locations that help support a positive culture and engaging environment.
• Develop and sustain a workplace that mirrors our Employee Value Proposition through the following: Advise associates and management on the interpretation of human resources policies, programs, procedures, and collective bargaining agreements.
Participate in investigations of associates concerns, prepare summaries, and collaborate with Area HR Manager on recommendations.
• Support Area HR Managers in partnering with Labor Relations, conducting location risk assessments, and reinforcing the goals of Positive Associate Relations training.
HR Expertise & Compliance • Remain aware of employment laws applicable to locations, including but not limited to state and local paid sick leave laws.
• Effectively communicate and follow up to maintain required legal compliance through regular analysis and ensure consistent practices are followed according to Penske policies.
• Focus on compensation parity, wage-hour, I-9 and Associate Handbook acknowledgment compliance.
• Ensures all company and legally mandated training obligations are met including Harassment Prevention, Reasonable Suspicion and Workplace Violence.
• Escalate compensation issues to the Area HR Manager and work with centralized compensation to enact plans to address.
• Partner with specialized, dedicated corporate resources for issues such as diversity & inclusion, leave of absence, accommodations, benefits, unemployment, workers compensation, and safety.
Acquisitions & New Business Opportunities: • Leads the integration, execution and follow-up needed to successfully assimilate new associates into our culture.
• Provide ongoing support of the integration process with consistent onsite meetings, onboarding, staffing, training, etc.
Other projects and tasks as assigned by supervisor.
Qualifications: • At least 3 years of experience in a Human Resources role (generalist, specialist, recruiting) required, or relevant field operations experience will be considered for internal candidates with at least 3 years of demonstrated success with Penske.
• Bachelor’s degree required.
• SHRM or HRCI Certification(s) preferred (i.e., PHR, SHRM-CP).
• Some knowledge of employment law and regulatory compliance issues preferred (additional knowledge may be required in certain states, such as CA, MA, WA, OR etc.) • Demonstrated presentation skills, including strong oral and writing capabilities; ability to clearly communicate compelling messages.
• Ability to collect, compile, and analyze information and data.
• Establish and maintain working relationships.
• Must possess a high-level of honesty, integrity, and ethics.
• Skilled operation of variety of computer software programs, including Microsoft Word, Excel, and PowerPoint, and have a basic understanding of enterprise wide HRIS systems.
• Valid Driver's License and willingness to travel as necessary.
• Ability to travel 30-50% within home district which could include overnight travel based on need.
A successful candidate will work primarily from an assigned field location and spend 30-50% of their work week traveling to locations within their assigned district as the business requires.
• Ability to work the required schedule, work at the specific location required.
• Requirements: complete Penske employment application, submit to a background investigation (to include past employment, education, and criminal history) and drug screening.
How Penske takes care of you: • This role is supported by a robust onboarding plan and strong role development plan to help you advance your HR skills including the obtainment of your SHRM-CP/HRCI-PHR certification within 12 months of accepting the position.
• This position offers competitive salary, including bonus eligibility, strong benefits and retirement programs and a company service vehicle.
Physical Requirements: The physical and mental demands described here are representative of those that must be met by an associate to successfully perform the essential functions of this job.
Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
-The associate will be required to: read; communicate verbally and/or in written form; remember and analyze certain information; and remember and understand certain instructions or guidelines.
-While performing the duties of this job, the associate may be required to stand, walk, and sit.
The associate is frequently required to use hands to touch, handle, and feel, and to reach with hands and arms.
The associate must be able to occasionally lift and/or move up to 25lbs/12kg.
-Specific vision abilities required by this job include close vision, distance vision, peripheral vision, depth perception and the ability to adjust focus.
Salary: $68,000-$91,200/yr Penske is an Equal Opportunity Employer About Penske Truck Leasing/Transportation Solutions Penske Truck Leasing/Transportation Solutions is a premier global transportation provider that delivers essential and innovative transportation, logistics and technology services to help companies and people move forward.
With headquarters in Reading, PA, Penske and its associates are driven by a dedication to excellence and a commitment to customer success.
Visit Go Penske to learn more.
Job Category: Human Resources Job Family: Human Resources Address: 10755 Bigge Street Primary Location: US-CA-San Leandro Employer: Penske Truck Leasing Co., L.P.
Req ID: 2602512
SUMMARY
The HR Coordinator is responsible for supporting and executing human resources functions across Megawatt Construction to ensure efficient HR operations and a positive employee experience. This role assists with recruitment, onboarding, employee relations, compliance, recordkeeping, and HR administrative processes. The HR Coordinator plays a key role in maintaining accurate employee data, supporting workforce initiatives, and ensuring organizational compliance within a fast-paced construction environment.
ESSENTIAL FUNCTIONS
• HR Operations and Administrative Support: Assist in maintaining HR policies and procedures aligned with organizational goals and legal requirements. Support daily HR operations, including benefits administration, payroll coordination, employee file management, and data entry. Ensure employee records are accurate and maintained in compliance with federal, state, and local employment laws.
• Talent Acquisition and Onboarding Support: Coordinate recruitment activities, including posting job openings, screening resumes, scheduling interviews, conducting reference checks, and preparing offer letters. Facilitate pre-employment processes and assist with new hire onboarding to ensure a smooth and compliant transition into Megawatt Construction.
• Employee Relations and Engagement: Serve as a point of contact for employee questions regarding HR policies, benefits, and procedures. Support employee relations efforts by documenting concerns, assisting with investigations as directed, and promoting a positive and respectful workplace culture.
• Performance Management Support: Assist with performance review administration by tracking deadlines, maintaining documentation, and supporting managers in the completion of evaluations. Coordinate training sessions and maintain records of employee development activities.
• Compliance and Recordkeeping: Maintain confidential employee records and ensure compliance with applicable employment laws and company policies. Assist with audits, reporting requirements, and regulatory documentation, including I-9 verification and EEO reporting.
• HR Systems and Technology Support: Utilize HRIS platforms to maintain accurate employee data, generate reports, and support HR analytics. Provide basic support to employees and managers on HR systems and escalate issues as needed.
• Quality Assurance and Continuous Improvement: Monitor HR processes to ensure accuracy and efficiency. Identify opportunities for process improvements and support initiatives that enhance the overall employee experience.
POSITION REQUIREMENTS
• Experience: Minimum of 2–3 years of experience in human resources or administrative support, preferably within the construction or related industry. Experience supporting recruitment, onboarding, and HR recordkeeping functions.
• Technical Expertise: Proficiency in HRIS platforms (e.g., ADP, Workday, BambooHR) and Microsoft Office Suite. Working knowledge of employment law fundamentals and HR best practices. Strong organizational skills with attention to detail and accuracy.
• Communication Skills: Strong verbal and written communication skills. Ability to interact professionally with employees at all levels of the organization. Demonstrated customer service mindset and ability to handle sensitive information with discretion.
• Organizational and Time Management Skills: Ability to manage multiple tasks simultaneously, prioritize effectively, and meet deadlines in a fast-paced environment. Strong problem-solving skills and ability to adapt to changing business needs.
EDUCATION AND EXPERIENCE
• Education: Associate’s or Bachelor’s degree in Human Resources, Business Administration, or a related field preferred. HR certification (PHR, SHRM-CP) preferred
• Experience: A minimum of 5 years of progressive experience in human resources management, with demonstrated leadership in both strategic planning and day-to-day HR operations.
Position Objective: This position will support plant operations through accurate payroll processing, compliance with labor regulations, and effective employee relations. While reporting to corporate Accounting, it is crucial the HR/Payroll Specialist partner with plant leadership to ensure that plant goals are accomplished. Individual also works closely with corporate Human Resources to ensure the plant is in line with corporate policies, procedures, and expectations. This position is 100% onsite in Rochester, Indiana. Salary range is $60 to $80k. Medical, dental, vision, life, and disability benefits plus 401k and others available for employee and eligible dependents.
Essential Duties & Responsibilities
Payroll
• Process weekly/bi-weekly payroll and distribute paystubs
• Setup employee pay changes, deductions and accruals accurately
• Accurately maintain employee PTO accruals
• Assist in generating and distributing 1094s, 1095s, W2s
Human Resources
• Maintain employee performance review database and notify department heads of upcoming review dates
• Complete employment verifications and other employee inquiries
• Manage employee benefits enrollments, changes, and questions
• Address employee complaints and concerns escalating to corporate HR as needed
• Assist with adding new drivers to company auto insurance carrier
• Maintain all employees files accurately and confidentially including personnel files, benefits files, Form I9s, etc.
Hiring & Onboarding/Offboarding
• Recruit, hire and onboard new employees; manage offboard terminated employees
• Manage staffing process – interview scheduling, etc.
• Ensure all new hire paperwork is completed and file accurately; record applicants in EEO log
• Create new hire files; complete new hire follow up reviews; ensure new hire training verification forms are completed
• New hire reporting for federal and state agencies
Miscellaneous
• Assist with annual audits
• Oversee purchase of office supplies
• Assist accounting manager
• Assist with management of administrative support positions
• Other duties as assigned
This position is also expected to:
- Maintain strict confidentiality of all employee and HR information
- Maintain a positive, professional demeanor at all times
- Provide outstanding customer service
- Be very detail oriented and well organized
- Possess outstanding interpersonal and communication skills – verbal and written
- Be skilled at problem solving and analysis
Qualifications and Educational Requirements
- Minimum of two (2) years of relevant experience in HR and payroll
- Equivalent combination of education and relevant experience may be considered
- Bi-lingual – English and Spanish
- Knowledge of federal, state and local employment laws
- Proficiency with HRIS/payroll systems
Preferred Skills & Qualifications
- Bachelor’s degree in human resources, management or related field
- Professional HR and/or payroll certification
- Manufacturing environment experience
Job Requirements
- Able to successfully pass a criminal background check (following a conditional offer of employment)
- Physical requirements include prolonged periods of sitting at a desk and working on a computer.
Sunbelt Modular, Inc. is committed to a work environment that is inclusive to all and free of discrimination. It is our policy to be an equal opportunity employer without regard to race, color, religion, sex, sexual orientation, age, national origin, disability, citizenship status or any other factors prohibited by federal, state, and local law. The Company will provide reasonable accommodation for qualified individuals with a disability.
You are applying for work with a franchisee of Dunkin' Donuts /Baskin-Robbins, not Dunkin' Brands, Inc.
or any of its affiliates.
Any application or information you submit will be provided solely to the franchisee.
If hired, the franchisee will be your only employer.
Franchisees are independent business owners who are solely responsible for their own employees and set their own wage and benefit programs that can vary among franchisees.
2017.
Bowers Donuts Inc.
The Dunkin' Donuts trademarks, logos and designs are trademarks of DD IP Holder LLC.
Used under license.
SUMMARY
The Vice President of Human Resources (VP of HR) is a senior executive leader responsible for developing and executing a comprehensive people strategy that advances MorseLife Health System’s mission of providing high-quality, compassionate care across senior living, healthcare, hospice, and community services, while intentionally building a highly competent, engaged, respected, and committed workforce. Serving as a strategic partner to the executive leadership team, the VP of HR provides enterprise-wide leadership across all human resources functions, with a strong emphasis on employee engagement, workforce retention, recruitment, leadership development, labor management, clinical staffing, and healthcare workforce compliance within a highly regulated environment. This role ensures alignment between organizational strategy, operational needs, regulatory requirements, and a culture rooted in dignity, compassion, accountability, and high performance. The VP of HR champions servant leadership, cultivates nourishing and inclusive work environments, and leads initiatives that strengthen caregiver engagement, leadership capability, and overall organizational effectiveness.
ESSENTIAL DUTIES AND RESPONSIBILITIES
Executive & Strategic Leadership
• Serve as a trusted advisor to the CEO and executive leadership team, providing strategic guidance on workforce strategy, organizational structure, and organizational culture.
• Align human resources initiatives with MorseLife’s strategic plan, growth initiatives, and operational priorities across clinical and non-clinical service lines.
Healthcare Workforce & Talent Management
• Provide executive oversight of workforce planning for clinical and non-clinical roles.
• Develop and oversee recruitment, onboarding, retention, and pipeline programs to address workforce shortages common in senior living and healthcare.
• Support workforce development initiatives, including training programs, tuition assistance, certifications, and grant-funded programs.
• Oversee leadership development, performance management, and succession planning to ensure continuity of care and operational excellence.
Employee Relations & Culture
• Champion a culture of dignity, respect, accountability, and engagement aligned with MorseLife’s mission and values.
• Oversee employee relations matters, including investigations, corrective action, grievances, and conflict resolution.
• Ensure consistent and fair application of HR policies and disciplinary practices across all campuses and departments.
• Partner with leadership to proactively address morale, engagement, and retention challenges within clinical teams.
HR Compliance
• Ensure compliance with all federal, state, and local employment laws and regulations, including but not limited to FLSA, FMLA, ADA, EEOC, OSHA, workers’ compensation, wage and hour, and healthcare-specific requirements.
• Oversee HR policies, employee handbooks, and employment practices to ensure regulatory compliance and audit readiness.
• Partner with Legal, Compliance, Risk Management, and Operations on employment-related audits, claims, investigations, and risk mitigation.
• Provide oversight and guidance related to labor relations, union activity (if applicable), and workforce risk exposure.
Benefits & Total Rewards
• Provide executive oversight of MorseLife’s total rewards strategy, including health and welfare benefits, retirement plans, paid time off, leave programs, wellness initiatives, and employee perks.
• Ensure benefits offerings are competitive within the healthcare and senior living market while remaining financially sustainable.
• Oversee benefits administration, vendor relationships, renewals, and plan design, including medical, dental, vision, life insurance, disability, EAP, and retirement plans.
• Ensure compliance with all benefits-related laws and regulations (e.g., ACA, ERISA, COBRA, HIPAA, state leave laws).
• Partner with Finance and executive leadership to evaluate benefits, costs, utilization trends, and employee feedback.
• Develop communication strategies to ensure employees understand and effectively utilize their benefits.
• Support innovative benefits and retention programs tailored to frontline healthcare workers, including shift-based staff and per diem employees.
HR Operations, Systems & Analytics
• Oversee HRIS, payroll coordination, benefits administration, and HR operational processes.
• Establish and monitor HR metrics and dashboards related to turnover, engagement, staffing levels, compliance, and workforce trends.
• Use data and analytics to inform executive decision-making and continuous improvement initiatives.
• Lead, mentor, and develop the HR leadership team and staff to ensure strong service delivery across the organization.
• Perform all other duties as assigned.
SUPERVISORY RESPONSIBILITIES
Supervises MorseLife Health System’s Human Resources team across the continuum.
QUALIFICATIONS EDUCATION and/or EXPERIENCE
To perform this job successfully, an individual must be able to perform each primary function satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required.
• Bachelor’s degree and equivalent combination of education and progressive human resources experience required; Master’s degree preferred.
• Minimum 10+ years of progressive human resources leadership experience, including senior or executive-level responsibility.
• Prior experience in healthcare, senior living, hospice, or other highly regulated environments strongly preferred.
Knowledge, Skills & Abilities
• Deep understanding of healthcare workforce regulations, employment law, and HR best practices.
• Proven ability to balance strategic leadership with hands-on operational oversight.
• Strong executive presence with the ability to influence and collaborate with senior leaders, physicians, and clinical leadership.
• Excellent judgment, discretion, and ability to manage sensitive and confidential matters.
• Strong analytical, communication, and change-management skills.
Core Competencies
• Healthcare Workforce Strategy
• Executive Leadership & Influence
• Employee Relations & Labor Management
• Benefits & Total Rewards Strategy
• Talent Development & Retention
This position requires a background screening through the Care Provider Background Screening Clearinghouse. For information on the requirements, please visit the Clearinghouse Education and Awareness website at Type: Full-time
Leapros is a trusted workforce solutions partner, offering customized recruitment and interim staffing solutions, as well as innovative resources designed to empower employers and professionals to accomplish their hiring and career objectives. Operating on a national platform, our areas of concentration include finance and accounting, information technology and engineering, human resources and administration, sales and marketing, supply chain and operations. Whether you are a talented professional or a company looking for a talented professional, we welcome you to take a leap with us!
CLIENT PARTNER PROFILE & VALUE PROPOSITION: Leapros has been engaged by nationwide real estate investment company to fill a Division HR Generalist role. This is an exciting opportunity to make a big impact with a growing organization in Orange County, CA!
POSITION TITLE: Senior Human Resources Generalist
POSITION SUMMARY: The Senior Human Resources Generalist will be responsible for all day-to-day human resources functions within a designated region with the Company. Providing support for all levels of human resources needs for all levels of staff within the assigned districts.
RESPONSIBILITIES/DUTIES:
- Processes all requests for store-level new hires and terminations, including but not limited to offer letters; background checks; communications between hiring managers and field staff members and corporate level staff members; and all necessary internal forms within their designated region(s) within the Company.
- Processes and manages all leaves of absence and workers compensation claims within their designated districts.
- Serves as the primary contact for all HR related questions for all field staff within their assigned region(s).
- Provides guidance and support to the Regional and District Managers within their assigned region(s).
- Processes, reviews and responds to unemployment and workers comp claims with appropriate documentation. Review unemployment statements.
- Performs technical and professional level management support functions in the daily administration of all human resource services.
- Maintains compliance with federal, state, and local employment laws and regulations, and recommends best practices; reviews policies and practices to maintain compliance.
- Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law.
- Handles employment-related inquiries from applicants, employees, and managers, referring complex and/or sensitive matters to the appropriate staff.
- Serves as the subject matter expert to the field employees on all HR related software and platforms.
- Manages and maintains the integrity of the HRIIS systems, routinely running reports and audits to ensure the highest level of data accuracy.
- Provides an example of possessing the Company’s core values and consistently fosters a positive and inclusive work environment.
- This position may provide mentoring of junior staff members with the People & Culture Department.
QUALIFICATIONS:
- Bachelor’s degree in human resources, Business Administration or a related field required.
- At least 5 years of human resources generalist experience in multi-site/multi-state organizations required.
- SHRM certification a plus.
- Excellent verbal and written communication skills.
- Excellent interpersonal, negotiation, and conflict resolution 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 the Company’s HRIS and talent management systems.
PAY TRANSPARENCY: A reasonable estimate of the available {annual or hourly} pay scale for this position is: $85,000-$95,000 per year plus bonus. The actual compensation offered may vary depending on qualifications and other factors essential to the performance of duties and is determined by the hiring authority.
At Leapros, we are committed to our core values and guiding ethical principles, to conducting business in a non-discriminatory manner, and to operating in strict compliance with applicable federal and state laws pertaining to Equal Employment Opportunity. This commitment enhances our ability to conduct business with the highest level of integrity, solidifying our position as the most trusted workforce solutions partner. To learn more about Leapros or to speak with one of our recruitment partners, call 866-920-LEAP or visit our website at
Location: UCHealth UCHlth Memorial Hosp Central, US:CO:Colorado Springs
Department: Staffing Office
Work Schedule: Full Time, 72.00 hours per pay period (2 weeks)
Shift: Nights
Pay: $35.29 - $54.71 / hour. Pay is dependent on applicant's relevant experience
This position is an onsite role and does not offer a hybrid or remote option
Work nights, earn more - our Night Shift Incentive Program pays $1,600 quarterly ($6,400/year) to full-time night shift RNs.
Minimum Requirements:
- Graduate of an accredited or state board of nursing approved Registered/Professional Nursing program. State licensure as a Registered Nurse (RN).
- 6 months of ICU nursing (RN) experience or completion of the UCHealth Fellowship program.
- ACLS
- BLS - BLS through the American Heart Association or the American Red Cross CPR for the Professional Rescuer with card in-hand before start date. BLS or CPR card must be good through sixty days of hire.
At UCHealth, We Improve Lives
Picture yourself on a dynamic team improving lives in the following way(s):
- Provides top of scope practice in direct patient care utilizing the nursing process
- Values a multidisciplinary team approach to achieve exceptional outcomes
- Prioritizes wellness, a patient perspective and evidence-based practice
- Models proficiency through precepting those new to healthcare and/or UCHealth
- Welcomes new knowledge in a fast paced, innovative clinical environment
- Contributes to secure safety and quality at the point of care
ICU:
- Direct care in Intensive Care Unit (ICU) in a technically complex environment
- AACN's Synergy Model and various specialty certification standards are included in evidence based care models for the ICU
- Clinical Educators support and guide individualized specialty education and training for competency validation throughout clinical orientation.
Employees are our number one asset.
UCHealth promotes a culture that invests in professional success and personal well-being through a comprehensive total rewards program. *
Recognition
- Performance bonus: UCHealth offers a 3-Year Incentive Bonus to recognize employee contributions to our success in quality, patient experience, organizational growth, financial goals and tenure. The bonus accumulates annually each October and is paid out in October during the third year of employment.
- Performance-based pay increase: The Annual Merit Pay Increase recognizes work performance that meets or consistently exceeds performance standards documented through UCHealth's established evaluation process and accounts for increased experience, skills and cost of living.
- Market reviews: All UCHealth positions are reviewed annually to ensure UCHealth base pay aligns with market standards. Base pay rates are adjusted as needed to stay market competitive.
Health and well-being
- Medical, dental and vision coverage.
- Access to 24/7 mental health and well-being support for employees and dependents.
- Discounted gym memberships and fitness resources.
- Free membership.
- Voluntary benefits such as accident insurance, critical illness insurance, group legal plan, identity theft protection, pet insurance, auto and home insurance, and employee discount programs.
- Time away from work: Paid time off (PTO), paid family and medical leave (inclusive of Colorado FAMLI), leaves of absence.
- New employees receive an initial PTO load with first paycheck.
- Employer-provided basic life and accidental death and dismemberment coverage with buy-up coverage options.
- Employer-provided short-term disability and long-term disability with a buy-up coverage option.
Retirement and savings
- 403(b) plan with employer matching contribution.
- Additional 457(b) plan may be available.
- Flexible spending accounts for health care and dependent day care; health savings account available when enrolled in high-deductible (HD) medical plan.
Education and career growth
- UCHealth provides access to academic degrees and certificate programs to promote professional and personal growth.
- Up to 100% of tuition, books and fees paid for by UCHealth for specific educational degrees.
- Other programs may qualify for up to $10,000/year pre-paid by UCHealth or up to $5,250/year in the form of tuition reimbursement.
- Access to LinkedIn Learning, which offers thousands of virtual courses and seminars, and internal professional development opportunities.
- Employees have access to free assistance navigating the Public Service Loan Forgiveness program and submitting their federal student loans for forgiveness.
*Eligibility for some programs is based on an employee's scheduled work hours.
We improve lives. In big ways through learning, healing, and discovery. In small, personal ways through human connection. But in all ways, we improve lives.
UCHealth always welcomes talent. This position will be open for a minimum of three days and until a top applicant is identified.
UCHealth recognizes and appreciates the rich array of talents and perspectives that equal employment and diversity can offer our institution. As an equal opportunity employer, UCHealth is committed to making all employment decisions based on valid requirements. No applicant shall be discriminated against in any terms, conditions or privileges of employment or otherwise be discriminated against because of the individual's race, color, national origin, language, culture, ethnicity, age, religion, sex, disability, sexual orientation, gender, veteran status, socioeconomic status, or any other characteristic prohibited by federal, state, or local law. UCHealth does not discriminate against any qualified applicant with a disability as defined under the Americans with Disabilities Act and will make reasonable accommodations, when the do not impose an undue hardship on the organization.
Who We Are ( )
Required Skills & Experience:
10+ years of experience in Quality Engineering, including at least 3 years in a QE Lead role.
Extensive experience in Human Resources and Financial Solutions domains.
Strong hands-on experience testing time and absence, workforce management, and related HR systems.
Proven experience with Oracle implementations for backend and financial processing systems.
Experience validating integrations and data flows using Google Cloud Platform (Google Cloud Platform).
Strong understanding of Agile/Scrum methodologies and enterprise delivery models.
Hands-on experience with:
Functional and automation testing for HR and finance platforms
API, integration, and data validation testing
Enterprise test management and defect tracking tools such as JIRA
Excellent communication, leadership, and stakeholder management skills.
Preferred Qualifications:
ISTQB or equivalent Quality Engineering certification.
Experience in large-scale enterprise HR or financial transformation programs.
Familiarity with compliance-driven testing, data reconciliation, and audit readiness.
Exposure to CI/CD pipelines and automated testing in cloud-based enterprise environments.
Recruiters & Agencies:
Thank you for your interest, but we are not partnering with external recruiting agencies for this role. We kindly request that agencies do not reach out regarding candidate submissions.
Position Overview
Ducas Construction is seeking a hands-on Human Resources Director to lead and manage all HR functions as a team of one. This role is heavily focused on recruiting while also ensuring full compliance with employment laws and supporting our growing construction team.
This is not a corporate HR role — it is a practical, roll-up-your-sleeves position for someone who understands the construction industry, thrives in a fast-paced environment, and can operate independently with sound judgment.
Primary Responsibilities
Recruiting & Talent Acquisition (Major Focus)
- Lead all recruiting efforts for field and office positions including project managers, superintendents, and carpenters.
- Develop proactive recruiting strategies (LinkedIn, industry networks, recruiters, referrals, local outreach)
- Build and maintain a pipeline of commercial construction talent in Maine
- Screen candidates, coordinate interviews, manage offer process
- Strengthen employer branding and retention initiatives
- Partner with leadership to forecast hiring needs
HR Compliance & Administration
- Ensure compliance with federal and Maine employment laws (FMLA, ADA, wage & hour, OSHA coordination, PFML, COBRA, etc.)
- Manage employee onboarding and offboarding processes
- Oversee benefits administration and 401(k) coordination
- Handle employee relations matters with professionalism and discretion
- Maintain employee handbook and policies
- Support workers' comp and unemployment processes
- Coordinate payroll and HRIS systems
Strategic Support
- Advise ownership on HR risk and best practices
- Develop retention strategies for key field talent
- Implement structured performance review processes
- Improve HR systems and efficiencies
Qualifications
- 5+ years of progressive HR experience (construction or blue-collar industry strongly preferred)
- Strong recruiting experience, especially skilled trades and project management roles
- Solid knowledge of Maine and federal employment laws
- Experience operating as a standalone HR professional or small team lead
- Comfortable handling confidential and sensitive matters
- SHRM-CP, SHRM-SCP, or PHR certification preferred
Ideal Personality Traits
- Self-starter who does not need daily direction
- Direct, practical communicator
- Thick-skinned but empathetic
- Highly organized and detail-oriented
- Calm under pressure
- Proactive problem solver
- Relationship builder who can connect with both field crews and executive leadership
- Discreet and trustworthy
Why Ducas Construction?
- Growing commercial construction company with strong local reputation
- Direct access to leadership and real influence on company culture
- Opportunity to build and shape HR systems from the ground up
- Competitive compensation and benefits
Location: Lewisville TX, 75056 (Position is on-site)
Duration: 6 months
Schedule: M-F 7:45 AM- 5 PM
Note - Interviews will be in Person
JOB SUMMARY
This Human Resource (HR) role is responsible for assisting in the daily operations and activities of the HR Department providing administrative support to successfully implement local initiatives, and execute regional and corporate programs. Help to create an environment to attract, develop, retain and engage talent throughout the Operating company (OpCo) to deliver business goals. An individual must be able to satisfactorily perform each essential duty listed below. The requirements listed are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
RESPONSIBILITIES:
Responsible for managing or performing work across multiple Human Resources (HR) sub-families including:
- General HR program/policy development, administration, and compliance.
- General business support.
- Employee hiring, onboarding, termination, and records maintenance.
- Employee and labor relations and communications.
- Rewards program coordination and/or administration.
- Relocation services (domestic and international).
- Immigration services.
- HR-related training. In some organizations, may also be accountable for HR Business Partnership (consulting and coaching), Mobility (strategy and design), Staffing and Recruiting, Talent and Organization Performance, Training and Development, and Human Resource Information Systems (HRIS).
- Execution of transactional core Human Resource (HR) processes (e.g. coordinate and conduct new associate orientation, unemployment claims processes, onboarding and exit interviews, transitional return to work, leave administration, OSHA reporting, etc.).
- Support hiring managers and Talent Acquisition to support recruitment and staffing plans.
- Aid Human Resource Business Partner (HRBP) to drive an inclusive and diverse culture.
- Administer programs to enhance employee engagement and satisfaction levels.
- Provides technical, customer relations, and general support for major initiatives and projects.
- Back, maintain and track compliance programs. Create and/or distribute communications (memos, emails, letters, presentations, spreadsheets, surveys, etc.).
- Track data and/or consolidate responses as requested and follow-up with others as needed to obtain information and identify insights.
- Administrative support for meetings, conference calls, video- conference calls, webinars/emeetings, new hire orientation, etc.
- Performs all other duties as assigned.
QUALIFICATIONS
Education
- High school diploma.
- College degree or Certificate in Human Resources preferred
- Experience 2-3 years of Human Resources Generalist, Recruitment or Employee Relations experience or equivalent combination of education and experience.
Professional Skills
- Demonstrated ability to plan and organize your work activities.
- Analyze and disseminate numerical data.
- Manage work time efficiently.
- Follow procedures and policies.
- Perform basic mathematical calculations.
- Identify and solve problems.
- Maintain a file system to include alphabetical, numerical, and chronological filing activities. Must possess excellent interpersonal, communication, business writing, grammar, and verbal communication skills.
- Basic knowledge of State and Federal employment laws and be able to read and interpret policies, procedures, and laws.
- Ability to conduct training programs and make group presentations.
- Strong interpersonal, telephone, and written communication skills.
- Solid organization skills. Able to handle several tasks at the same time, with numerous interruptions, and must be able to keep the information confidential.
- Proficient in the use of PC including Windows, Microsoft Office, and Excel. * Capable of working independently.
Required Skills:
* Strong organizational skills
* Strong Excel skill
* Strong powerpoint
* Strong outlook email/calendar skills
* Strong customer service
* Attention to detail/accuracy - creating documents, organizing documents, filing documents.
Preferred
* Payroll experience
* HR Degree
* Headcount Reporting
