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Will partner closely with front line leaders, employees, operations, and HR leadership to strengthen employee relations, ensure compliance, support talent acquisition, drive performance management, and enhance workforce capability in a shift manufacturing environment. • Collaborate with cross-functional teams to support World Class Manufacturing (WCM) initiatives by participating in training sessions, facilitating employee engagement, and promoting a culture of continuous improvement to enhance operational efficiency and workforce development.

The HR Generalist provides comprehensive support to a dynamic, multishift manufacturing environment.Will partner closely with front line leaders, employees, operations, and HR leadership to strengthen employee relations, ensure compliance, support talent acquisition, drive performance management, and enhance workforce capability in a shift manufacturing environment. Will strengthen employee relations, ensure compliance, support talent acquisition, drive performance management, and enhance workforce capability. Grounded in Saint-Gobain's Values and the TEC culture of Trust, Empowerment, and Collaboration, the HR Generalist fosters a workplace where employees are respected, informed, supported, and engaged. Contributes directly to safety culture, operational excellence, and continuous improvement. Key Accountabilities Employee Relations • Serve as a trusted point of contact for employee concerns, workplace issues, and policy questions. • Partners with HR in supporting fair and thorough investigations while maintaining confidentiality, integrity, and respect. • Promote a culture of trust and open communication consistent with TEC principles and Saint Gobain's values. Compliance • Ensure HR practices comply with federal, state, and local employment laws as well as company policies. • Maintain audit ready documentation and support compliance reporting, safety requirements, and regulatory standards. • Apply policies consistently to empower leaders and reinforce fairness across the workforce. Front line Leadership Support • Partner with HR to support supervisors and managers with coaching, corrective action, attendance, and conflict resolution. • Provide day-to-day HR guidance that empowers leaders and promotes consistent, transparent decision making. • Reinforce expectations and company standards in a way that strengthens performance and collaboration. Talent Acquisition • Support recruiting activities for hourly and early career salaried roles, including job postings, screening, interview coordination, and selection. • Collaborate with operations to ensure workforce plans align to staffing needs, shift coverage, and production schedules. • Lead onboarding activities to ensure new hires feel welcomed, prepared, and connected to our culture from day one. HR Metrics • Maintain and analyze HR data including turnover, absenteeism, headcount, staffing, and employee relations metrics. • Use insights to inform decision making, identify trends, and recommend practical solutions. • Ensure accuracy and integrity in HRIS and timekeeping systems. Collaboration & Cross Functional Partnership • Actively participate in Gemba walks at manufacturing sites to observe operations, engage with employees, and gather insights on workplace culture and employee needs, contributing to continuous improvement initiatives and fostering a collaborative environment. • Collaborate with cross-functional teams to support World Class Manufacturing (WCM) initiatives by participating in training sessions, facilitating employee engagement, and promoting a culture of continuous improvement to enhance operational efficiency and workforce development. • Work closely with Operations, EHS, Payroll, Finance, IT, and Corporate HR to support business needs. • Participate in engagement activities, training efforts, and recognition programs that strengthen plant culture. • Build strong relationships at all levels to reinforce collaboration and shared ownership of workforce goals. • Manage competing priorities while recognizing when to escalate issues. Required: - Bachelor's degree in Human Resources, Business or related field preferred. - - One plus years experience as an HR Generalist in a manufacturing or industrial environment strongly preferred. - - Strong understanding of employment law, HR best practices, and front line leadership support is strongly preferred. - - Excellent communication, relationship building, and coaching skills are required. - - SHRM SCP or SPHR certification is preferred Saint-Gobain is committed to helping you and your family be well in all aspects of your life. Be Well, Be You brings together inclusive programs and meaningful resources to support all aspects of your physical, emotional, financial, and social well-being. Employees have the flexibility to choose the benefits that best fit their individual needs. Health and Wellbeing - Supporting your wellbeing, to thrive in life and work. - Medical, Prescription Drug, Vision, and Dental Insurance - Healthcare Saving Account and Flexible Spending Account options - LiveWell Wellness Program - Employee Assistance Program (EAP) - Paid Time Off and Paid Parental Leave Retirement and Protection - Helping to make the future life you want a reality. - 401(k) with Company Match, Retirement Accumulation Plan (RAP) Cash Balance Pension Plan - Company-provided Life Insurance, AD&D, Short-Term Disability - Voluntary employee and dependent life insurance, Long-Term Disability, Critical Illness and Accident Insurance Additional Benefits - Helping shape the experience and impact you want: - Commuter Benefits - Group Legal - Identity Theft Protection - Auto and Home Insurance - Pet Insurance and Discounts - Back-up Child and Elder Care - PerkSpot Employee Discount Program - Volunteer Day - Tools Allowance - Company-issued steel-toe shoes and safety glasses CERTAINTEED Through the responsible development of innovative and sustainable building products, CertainTeed, headquartered in Malvern, Pennsylvania, has helped shape the building products industry for more than 110 years. Founded in 1904 as General Roofing Manufacturing Company, the firm's slogan "Quality Made Certain, Satisfaction Guaranteed," inspired the name CertainTeed. Today, CertainTeed is a leading North American brand of exterior and interior building products, including roofing, siding, trim, insulation, drywall and ceilings. A subsidiary of Saint-Gobain, one of the world’s largest and oldest building products companies, CertainTeed has more than 6,300 employees and more than 60 manufacturing facilities throughout the United States and Canada. www.certainteed.com Saint-Gobain provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, gender, sexual orientation, gender identity or expression, national origin, age, disability, genetic information, marital status, amnesty, or status as a covered veteran in accordance with applicable federal, state and local laws. Saint-Gobain is an equal opportunity employer of individuals with disabilities and supports the hiring of veterans. Applicants for roles based in Washington state or remote roles that would be worked from Washington state are encouraged to direct any concerns regarding the state’s Pay Transparency laws to the SGNA HR Compliance team at SGNA_HR_Compliance@saint-gobain.com .

Saint-Gobain

Human Resources Operations Generalist- CertainTeed, Manufacturing

Aged Care

Auto Insurance

Best Practices

Business Support

Childcare

Coaching

Communication Skills

Conflict Resolution

Construction

Continuous Improvement

Corporate Policies

Corrective Action

Cross-Functional

Data Analysis

Dental Insurance

Employee Assistance Plan

Employee Relations

Employment Law

Finance

Green Construction

HRIS/HRMS

Human Resources

Human Resources Processes

Insurance

Leadership

Legal

Maintain Compliance

Manufacturing

Metrics

Onboarding

Operational Improvement

Operational Strategy

Performance Management

Prescription Drugs

Problem Solving Skills

Product Development

Production Schedule

Property Insurance

Regulatory Requirements

Retirement Plan

Roofing

SPHR (Senior Professional in Human Resources)

Safety Compliance

Safety Training

Society for Human Resource Management (SHRM)

Staff Requirements

Steel Industry

Support Documentation

Team Player

Time Management Software

Trend Analysis

Vision Plan

Workforce Planning

Workplace Issues

FEED

The HRD is responsible for providing leadership and strategic direction for all areas of Human Resources, including: employee relations, talent acquisition and assessment, compensation management, performance management, training and leader-ship development, policy and procedures; and managing a team of HR professionals. Provide primary oversight and leadership for various HR related programs/initiatives, including Workers Compensation program, Performance Management program, HR Data integrity and data entry, Leave of Absence program, payroll activities in coordination with vendor.

Market HR Director - Henderson, NC 27536 Travel Required: Up to 60% of the time Must-Haves Five years of progressive HR experience with a concentration on Employee Relations, Talent Acquisition, Talent Management, Training and Development and CompensationManagement preferably in the healthcare industry. Previous experience overseeing the employee relations of a large number of employees in multi-site setting highly desirable. Extensive knowledge of federal and state employment law, CMS, OSHA and TJC regulatory compliance. A bachelors degree. Must apply on Maria Parham Health's career website to be considered for the position. Nice-To-Haves A masters degree. PHR/SPHR or SHRM CP/SCP certification. Healthcare industry HR work experience. The Human Resource Director (HRD) is a strategic partner to the Facility CEO and other leadership team members, responsible for defining, developing, and implementing human resources initiatives. The HRD is responsible for providing leadership and strategic direction for all areas of Human Resources, including: employee relations, talent acquisition and assessment, compensation management, performance management, training and leader-ship development, policy and procedures; and managing a team of HR professionals. The HRD reports directly to the hospital CEO, while receiving formal direction from the HSC Human Resource Business Partner (HRBP) Reports to: Chief Executive Officer Responsibilities of the Position To perform this job, an individual must perform each essential function satisfactorily with or without reasonable accommodation. Responsible for providing leadership and strategic direction for all areas of Human Resources within the assigned facilities. Lead the activities of Human Resources staff members in the hospital including defining expectations, training, and managing performance. Works in conjunction with and take direction from HRBP to ensure alignment of HR Strategy and Vision. Responsible for developing and implementing effective, strategic recruitment, retention and succession planning programs, adhering to metrics and an analysis driven strategy. Serves as a liaison with the hospital leadership team, communicating and leading HR strategic initiatives, analysis, and recommendations. Develops an expectation of consistent administration and application of HR policies, ensuring compliance with federal, state, and local regulations. Provides advice and counsel to facility management regarding appropriate progressive discipline; attend disciplinary meetings, investigations when appropriate and facilitate terminations to promote a positive employee/employer relationship. Direct the development and maintenance of competitive compensation programs utilizing market data and HRBP support. Responsible for ensuring HR compliance and readiness for Joint Commission, state/local surveys, SOX audits and other audits. Develops and utilizes effective communication channels for educating and informing employees on various topics, with a focus on employee engagement (including, but not limited to employee benefits changes, policy changes, legal updates, training, and development). Provide primary oversight and leadership for various HR related programs/initiatives, including Workers Compensation program, Performance Management program, HR Data integrity and data entry, Leave of Absence program, payroll activities in coordination with vendor. Develop, monitor, review, coordinate and facilitate training programs, as needed, in alignment with hospital and organizational strategies. Ensure compliance with federal, state, and local legal requirements by studying existing and new legislation; anticipating legislation; enforcing adherence to requirements; advising management on needed actions. Takes an active role in and supports the hospitals community efforts Regular and reliable attendance. Perform other duties as assigned. Organizational Expectations Provides a positive and professional representation of the organization. Promotes a culture of safety for patients and employees through proper identification, reporting, documentation, and prevention. Maintains hospital standards for a clean and quiet patient environment to maintain a positive patient care experience. Maintains competency and knowledge of current standards of practice, trends, and developments in related scope of role or practice. Maintains compliance with organization's policies, as well as established practices, protocols, and procedures of the position, department, and applicable professional standards. Complies with organizational and regulatory policies for handling confidential patient information. Demonstrates excellent customer service through his/her attitude and actions, consistent with the standards contained in the Vision, Mission, and Values of the organization. Adheres to professional standards, hospital policies and procedures, federal, state, and local requirements and the TJC standards and or standards from other accrediting bodies. Participates in ongoing quality improvement activities. Minimum Education Bachelor's Degree is required. Master's Degree is preferred. Certifications/Licenses PHR/SPHR certification is preferred. Minimum Work Experience Five years of progressive HR experience with a concentration on Employee Relations, Talent Acquisition, Talent Management, Training and Development and Compensation Management preferably in the healthcare industry. Supervisory experience overseeing various HR support roles preferred. Previous experience overseeing the employee relations of a large number of employees in multi-site setting highly desirable. Extensive knowledge of federal and state employment law, CMS, OSHA and TJC regulatory compliance. Required Skills Business Mathematical Skills -- Ability to add, subtract, multiply, and divide in all units of measure, using whole numbers, common fractions, and decimals. Ability to compute rates, ratios, and percentages and to draw and interpret graphs. Advanced Computer Skills -- Routine use of electronic mail and computer systems. Ability to incorporate complex and complicated functions into documents, spreadsheets, databases, and presentations to support business objectives. Complex Communication -- Frequently communicates complex information and interacts with management. Can present, resolve, and address delicate situations. Can motivate and persuade others. Experience in a healthcare environment utilizing the tenants of Just Culture is strongly preferred. Strong interpersonal and communication skills is required. Must possess strong communication and problem-solving skills. Varied Business Problems -- Problems are varied and complex, requiring analysis or interpretation of the situation. Problems are solved using knowledge and skills, general precedent, and practices. Department Specific -- Decisions impact the management and operations within a department may contribute to business and operational decisions that affect the department. Functional Independent Judgment -- Provides and sets goals and priorities for functional area. May make recommendations for department policies, practices, and programs. Makes decisions for and/or resolves problems for others. Project Planning/Organization -- Handle multiple projects simultaneously including task delegation, project over-sight, and resource allocation. Good communications skills to present the company's position to different management groups, union representatives, and government officials.

Veracity

Market HR Director

Acquisitions Management

Analysis Skills

Business Operations

Business Skills

Business Strategy

Channel Strategies

Community Support

Compensation Management

Compensation and Benefits

Content Management Systems (CMS)

Customer Support/Service

Employee Benefits

Employee Retention

Establish Priorities

Facilities Management

Federal Laws and Regulations

Government

Healthcare

Hospital

Human Resources Management

Human Resources Strategy

Interpersonal Skills

Mathematics

Medical Records

Multitasking

OSHA

PHR (Professional in Human Resources)

Patient Care

People Management

Policy Development

Presentation/Verbal Skills

Procedure Development

Project Planning

Quality Management

Recruiting Strategy

Regulations

Regulatory Compliance

Resource Management

Sarbanes-Oxley Act (SOX)

Set Goals

Spreadsheets

State Laws and Regulations

Strategic Analysis

Strategic Planning

Succession Planning

Talent Management

Team Lead/Manager

Training Program

Training/Teaching

Willing to Travel

Hire Recruits

Works with District Manager to establish restaurant priorities, and develops and executes restaurant plans. Informally evaluates restaurant performance, receives and incorporates feedback from restaurant inspections, and implements action plans to improve restaurant ratings.

JOB TITLE: General ManagerDEPARTMENT: OperationsSUPERVISOR: District ManagerOur Company is committed to your success by providing you with the training and tools you need to be successful. Our success is based on your commitment to the guest. Guests come first and are the most important people in our business because they make our paychecks possible.GENERAL JOB DESCRIPTIONManages the operations and staff of a restaurant, including the execution of all Company policies, procedures, programs, and systems. Ensures achievement of restaurant objectives are reached in all areas while following all Company guidelines. Ensures ethical business practices. Provides leadership, direction, training, and development to subordinate managers and crew. Creates and maintains a "Delight Every Customer." environment.MAJOR DUTIES AND RESPONSIBILITES5 – Star Talent• Develops subordinates to maximize their contributions and future promotion opportunities. Executes proper training and development through established systems and practices.• Ensures execution of the restaurant's Human Resource programs with a goal of retention. Ensures achievement of proper staffing levels. Utilizes ongoing system for the recruitment, development, recognition, and retention of restaurant management and Crew. Prepares and conducts quality, timely performance feedback and performance appraisals for store management and crew. Works with HR and District Manager to ensure expedient and appropriate resolution. Must be able to develop Crew and all levels of Management.• Ensures proper execution of and compliance with Company policies and procedures. Works with District Manager to establish restaurant priorities, and develops and executes restaurant plans. Informally evaluates restaurant performance, receives and incorporates feedback from restaurant inspections, and implements action plans to improve restaurant ratings. Conducts regular managers' meetings to communicate and reinforce priorities."A Cut Above" Customer Experience• Trains, monitors, and reinforces food safety procedures to Management and Crew Members. Ensures all food safety procedures are executed according to Company policies and health/sanitation regulations; initiates corrective actions, as appropriate.• Ensures the continual improvement of Quality, Service, and Cleanliness standards on all day parts, including the monitoring of food product quality. Ensures "A" Level result on the Operations Evaluation, including Customer Courtesy standards are met; implements corrective action as required• Ensures protection of the Wendy's brand and company assets through restaurant compliance with Company policies and procedures. Evaluates restaurant performance at specified intervals using Company inspection form; coaches and retrains Managers as required.Growth and Profit• Maximizes restaurant sales goals versus budget and prior year, including participating in marketing programs. Develops and implements appropriate plans to resolve unfavorable trends and enhance sales. Manages assigned restaurant requirements for new product rollouts/procedures.• Maximizes profit goals versus budget and prior year. Manages food, labor, and paper costs and other controllable expenses to include store supplies, office supplies, and uniforms. Develops and implements appropriate plans to resolve unfavorable trends and enhance profits.• Performs other job related duties as assigned or required. QUALIFICATIONS FOR THE JOBEducation:High School Diploma or GED required18 years old or olderExperience:Minimum of 3 years line operations experience in the restaurant industry; or equivalent of education and experience.Other:• Ability to learn and apply the standard operating procedures of the Company.• Ability to learn and apply HR Policies and Procedures.• P&L analysis and corrective measures.• Demonstrated experience in Supervisory practices.• Demonstrated experience Interviewing and identifying High Performing candidates.• Knowledge of applicable Federal, State, and Local employment laws.• Ability to execute training and development practices.• Ability to satisfactorily complete recommended training programs such as Serve Safe and Phase Training.• Able to achieve Serve Safe Certification.• Must be able to come to work promptly and regularly.• Must be able to take direction and work well with others.• Must be able to react to change productively and handle other tasks as assigned.KEY COMPETENCIES• Customer Orientation• Organizing and Planning• Results Orientation• Problem Solving/Decision Making• Financial Analysis• Constructive ConflictPHYSICAL REQUIREMENTS• Must be able to stand for long periods of time without a break.• Must be able to work in hot and cold environments.• Must be able to walk.• Must be able to bend and kneel.• Must be able to reach and grab.• Must be able to work in loud environment.• Must be able to see and hear.• Must be able to wear a headset to take orders.• Must be able to talk.• Must be able to smell and taste.• Must be able to lift up to 30 pounds.• Must be able to travel to other locations, as necessary.• Must be able to work in a fast paced environment and accomplish multiple tasks within established timelines.• Must be able to concentrate and perform duties accurately.

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Human Resources Operations Generalist- CertainTeed, Manufacturing Saint-Gobain

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General Manager - Wendys - 1359 - Butner-Creedmoor (Creedmoor, NC) Wendys

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