Office Manager (HR)

Katie at AmCheck suggested that you might be a good resource for posting an opening we have at our startup firm. If this makes sense to you and you would be willing to post our opening, what would be the best way for me to proceed? I do not have very much HR experience myself, and I hope to do a good and fair job with this search — any pointers are appreciated. For your reference, I have pasted an announcement about our opening below.

Thanks.

Mark

__________________
Mark S. Miller
President
mmiller@THzDC.com
Terahertz Device Corporation

4525 South Wasatch, Suite 125

Salt Lake City, UT 84124
801-520-2450

Terahertz Device Corporation

terahertz sources, technologies, and applications

4525 South Wasatch Blvd, Suite 125

Salt Lake City, UT 84124 (801)520-2450

Office Manager/Administrator (HR) Opening

Job Description

Our company seeks an office manager and organizer to take on a broad range of business administration tasks for our high-technology startup company at our new Utah offices in Holladay. Generally, the new manager/administrator will support our scientists, engineers, and executives in their roles by establishing and running healthy and effective office operations.

The tasks will range from setting up for business here in Utah, to interacting with federal granting agencies, to overseeing our office administration. More specifically, initial responsibilities may include:

• Technical project support — Purchasing, subcontract management, intellectual property and patenting administration;

• General office management — organize and pay bills, invoicing, office equipment and supplies, shipping, travel administration, business fees and registrations, sending accounting entries to bookkeeper and controller;

• Grant and contract relations with federal management and accounting agencies — WAWF, DCMA, etc.;

• Human resources — Benefits, insurance, hiring, labor law compliances, time sheets to payroll service;

• Marketing — Managing contact lists, organizing conference booths and travel; and

• IT — Oversee webpage and communications services.

Though initially budgeted at about half-time, we plan for the position to develop into a full-time one with company growth.

Compensation: We seek to hire someone into a salaried, professional position. The rate will be based on experience and skills, corresponding to $18 or more per hour. Medical benefits are available.

Requirements

Our main goal is to find an organized person with good people skills who can quickly come up to speed on the largest number of tasks listed above. The applicant will need to have very good written and verbal English skills, as well as general office software and business skills.

A college degree with some business experience is preferred. Other skills and background of interest might include a technical background or experience with technology startup companies.

How to Apply

Please send your resume and professional reference contact information to:

HumanResources@thzdc.com

If you have specific experiences with some of the tasks listed above, please note them very briefly in your email with your resume.

Our short-listing and interviewing begins the end of February.

About Terahertz Device Corporation

We are an engineering firm developing products for terahertz frequency electronic and optical systems. (The terahertz frequencies are about a thousand times higher than the radio frequencies used by cell phones, high enough that they reach into the infrared optical range.) Beginning in 2000, we have principally worked with university research groups, funded by research grants and contracts from the federal government to develop new technologies. The university collaborations have been with the University of Virginia, the University of Iowa, and the University of Utah. Since 2009, we have reorganized to turn our technologies into product lines. Incorporated in Arizona, our reorganization has consolidated our business administration with our R&D efforts here in Utah.

Human Resources & Safety Manager with Caffall Tile (SLC, UT)

I am looking at getting this position filled this week.

Caffall Tile & Supply is looking for an experienced Human Resources & Safety Manager for its operations in Salt Lake City, Utah. This position requires 4-5 years experience functioning in both roles. Duties and responsibilities include the following but not limited to; recruitment activities, employee relations, benefits, compensation, workers compensation, safety administration, audits, inspections, walking and observing safety violations on construction job sites. Working experience in construction industry, payroll systems is highly desired.

Interested candidates can email their resumes to the attention of Kevin Wilde, CFO, Kevinw@caffalltile.com. Please include in your cover letter your salary expectations.

HR Operations Manager with LDS Church

Kathleen Fueston asked me to forward the below job opportunity to you. Please contact Kathleen if you have any questions. Thank you,

Lindsay E. Robison

HR Workforce Communication Specialist

The Church of Jesus Christ of Latter-day Saints

From: HR Communications
Sent: Thursday, February 24, 2011 3:21 PM
Subject: A New HR Ops Role is Now Posted

HR Community,

A new HR Operations Manager – implementation of Global HR Services role is posted – both internally and externally. If you are interested, please do 2 things: 1) notify Kathleen Fueston: FuestonKC@ldschurch.org

and 2) complete the online application https://www.ldsjobs.org/ers/ct/home.jsf (job posting #60841). This role will be posted until Tuesday, March 8.

If you have additional questions contact Andrew Hall, Kathleen Fueston, or Pat Bluth. Please forward to others you believe may be qualified and interested.

………………………………………….

Background about this role:

As the HR Redesign work continues, we are starting to staff a few leadership roles for HR Operations. The role posted today is for: Manager -- Implementation of Global HR Services. In the future, you’ll hear more about other roles. Applicants should be aware that this role will be further developed as HR Operations is fully designed. Initial responsibilities have been identified; others may be added as the role is further defined.

Results

• Enable leaders and managers in Church Departments and Areas to deliver their results.

• Provide HR services that build an excellent workforce and an excellent work environment.

• Implement simple, scalable and standard global solutions for HR high-touch processes.

• Build strong capability in HR Generalists and Specialists around the world.

Responsibilities

• Manage and allocate resources for a global team of HR Generalists and Specialists supporting Church Departments and Areas.

• Develop a flexible pool of HR Generalists and Specialists.

• Collaborate with HR Process Owners and HR Business Partners to design HR delivery methods.

• Implement HR processes and policies (such as compensation, benefits, human development, performance management, employee relations, etc.)

• Support HR Business Partners by allocating HR services and resources for their line managers

• Support line managers through excellent services for all HR processes and policies

• Design an organization and build the HR capability to deliver all of the above

Experience

• 10+ Years experience in Global HR policy, practice and processes

• Must have global experience

• Experience managing other HR generalists and specialists

• Experience directly advising line management on HR policy and practice

• Experience in high-performing team environment

• Demonstrated ability to design and manage virtual teams located globally

• Comfortable leading change and creating a team culture and environment

• Demonstrated ability to design HR operations and delivery systems

HR Manager with Deseret First Credit Union (SLC, UT)

I am sending you a link to apply for a job opening we have for an HR Manager here at the credit union. I would appreciate you doing your magic and using your excellent skills to assist us if you can. The information about this position is listed below.

To apply: http://deseretfirstcu.iapplicants.com/ViewJob-977.html

Thanks,

Clint

CEO

Deseret First Credit Union

Deseret First Credit Union

Human Resources Manager

Feb. 25, 2011 - Mar. 31, 2011

Location: Salt Lake City, UT

Salary Range: DOE

Exempt/Non-Exempt: Exempt

Benefits: Full Benefits Package

Employment Type: Full Time

Department: Human Resources

Description: Provide overall Human Resource leadership for Deseret First Credit Union, reporting to the CEO.

Deseret First Federal Credit Union has assets of $418 million, 155 employees, 11 branches from Logan to St. George serving 54,000 members representing employees of the LDS Church and its affiliated companies, and members of the LDS Church.

Duties: Create HR vision and plan. Assist with recruiting and interviewing for all new positions. Compensation and benefit administration. HR payroll administration and reporting, performance appraisal processes. Manager training on HR related issues and laws. Provide support and knowledge for FMLA, FLSA, Worker's Compensations, etc.

Create relationships with managers and all employees to allow open communication ensuring problems are foreseen and handled quickly and appropriately. Be a consultant and coach on employee problems and issues, helping managers improve efficiency of departments.

Qualifications: Minimum 4-5 years HR experience. College degree in related field. PHR or SPHR preferred.

Benefits Specialist with Stampin' Up (UT)

Stampin’ Up! is looking for a Benefits Specialist. Do you mind forwarding this announcement to your HR contacts? Interested applications may apply at http://www.stampinup.com/us/enu/584_20054.asp or send an e-mail with a copy of their resume to jobs@stampinup.com.

Thank you,

Stephanie Partner |Benefits Manager | Stampin' Up! | 801.257.1262

JOB POSTING

Job Title:		Benefits Specialist		Internal/External
Department:	Human Resources		FLSA Status:		Exempt
Reports To (Title):	Benefits Manager		Work Hours:		F/T
Posting Date:	2/16/2011		Closing Date:		2/26/2011
Job Summary: Administer employee benefit programs and provide customer service to employees with benefit questions or issues. Maintain the Human Resources Information System (HRIS), entering data and running standard and ad hoc reports to support the human resource function.

Essential Job Functions:

1. Communicate daily with employees and vendors to resolve benefit issues relative to medical, dental, life, vision, disability, and 401k benefits.

2. Conduct benefit orientation meetings, ensuring that all employees have been notified of meetings. Disseminate clear instructions regarding employee rights, responsibilities, and tax implications.

3. Follow up with employees on insurance selection status and ensure information and benefit deduction information has been accurately entered into HRIS system on a timely basis in compliance with company policy and government requirements. Request appropriate documentation from employees related to insurances changes.

4. Act as project lead for annual benefit open enrollment. Ensuring all employees are notified of changes and enrollment process. Track all enrollments, ensuring all employees complete the enrollment and submit the necessary paperwork.

5. Participate in quarterly insurance vendor meetings, requesting needed information and recommending solutions to reduce expenses and/or enhance benefits for the company and/or its employees.

6. Provide information and assistance to employees regarding both short and long-term disability and eligibility requirements. Ensure process integrity, documentation, and proper communication as needed.

7. Track FMLA and leaves of absence notifying employees of FMLA rights, communicating leave status to supervisors, and advising employees (on unpaid leaves) when insurance premiums are due. Maintain information to ensure accurate and timely information to HR generalists.

8. Maintain company HRIS; enter employee information from Employee Information Forms (411s) including new hires, salary changes, benefit changes, address changes, and position changes. Utilize system to provide expertise to other team members.

9. Maintain company organization charts, directories, and other information systems with employee information from Employee Information Forms (411s).

10. Extract information from human resource and payroll information systems, design ad hoc reports, and run standard weekly, monthly, and annual reports using spreadsheets and other software programs.

11. Compile data and prepare reports relative to human capital within the organization including monthly turnover and FTE reports, and annual EEO report.

12. Import data from other applications into HRIS based on system functionality and company needs.

13. Track and input individual employee information, training received, and possession of company property into HRIS.

14. Provide coaching and training to those with secondary responsibilities for HRIS and reporting.

15. Plan and coordinate benefit and health related programs such as the health fair and wellness programs.

16. Create an environment of high trust and credibility by providing outstanding service and a bias for action.

Requirements:

1. Bachelor’s degree in business, human resources, or related area; or equivalent experience.

2. Minimum two years’ human resource experience working with benefit programs and HRIS.

3. Proven knowledge of federal and state employment laws relative to; record retention, compliance tracking, FLSA, FMLA, HIPAA, and COBRA.

4. Must possess ability to design and customize reports as well as run standard reports as requested in Excel and other HRIS systems.

5. Must have strong analytical and problem-solving skills.

6. Proven track-record maintaining confidentiality.

7. Attention to detail and accurate data entry.

8. Must possess the ability to develop solid working relationships and rapport, demonstrating respect for individuals at all levels.

Other Skills and Abilities:

1. Affiliation with ICBA, World at Work, SHRM, or other benefits professional organization is preferred.

2. Bilingual in Spanish and English preferred.

HR Coordinator with inContact (UT)

Description

As the inContact HR Coordinator you'll be supporting the day-to-day operations of the Human Resource office. You'll assist in recruiting and sourcing candidates, the hiring process, data entry, HR reporting, department communications, and various other department administration tasks as assigned. The HR Coordinator supports HR practices and objectives that provide an employee-oriented, high performance culture that emphasizes empowerment, quality, productivity and standards, goal attainment, and the ongoing development of a superior workforce.

This Is What You'll Get To Do:

• Source domestic and international candidates and pre-screen all applications on recruiting websites.
• Post open positions on company and recruiting websites.
• Schedule interviews with potential candidates.
• Assist with the hiring process by conducting reference checks, data entry for hiring profiles, submitting information for background checks, and drug screens.
• Assist with follow-up on new hire paperwork and stock option documents.
• Knowledge Centered Support point of contact for the HR Department.
• Fun Committee activity assistance.
• Assist with HR and Company activities (Lunch N’ Learns, Monthly Activities, and Employee Awards).
• Assist with HR Metrics.
• Assist with ADP data entry.
• Create communication documents for intranet posting.
• Work with a team a really awesome HR professionals!

.

Successful Candidates Will Have The Following Education, Experience, and Skills:

· Strong communication, interpersonal, teamwork, and organizational skills

· Ability to prioritize multiple functions and tasks and manage work on time

· Superior verbal and written communication skills, with an emphasis on tact and diplomacy

· Proven ability to consistently and positively contribute in a high-paced environment

· PC proficiency in MS Office, including Word and Excel

· Participate in projects as assigned as well as good will events

· Experience with an HRIS system, specifically ADP

· Experience with recruiting databases

· Associate’s Degree in Human Resources, Business Management or similar field or equivalent work experience required.2+ years HR-related experience with recruiting, hiring, and data entry

Apply online at http://www.incontact.com/virtual-call-center-company/careers

HR Manager & Training Coordinator with Petzl America (UT)

Position Opening: HR Manager & Training Coordinator

Position Overview

Petzl America is looking for a proven HR professional for a new position to oversee the administration and management of employee hiring, retention, termination, compensation, personnel records, compliance with legal requirements, and long-term staffing strategies – for a staff of approximately 50 employees. In addition, the HR Manager & Training Coordinator will be responsible for organizing, managing, and tracking all company-wide training, including administrative support for Petzl America’s National Petzl Technical Institute events. Training duties will account for approximately 50% of the job.

Petzl America, a winner of Outside magazine’s “Best Places to Work Award”, is the U.S. division of Petzl, headquartered in France (www.petzl.com). The Petzl brand is closely associated with adventure, exploration, rescue, and many notable exploits in the worlds of rock climbing and alpinism.

The position is full-time and salaried and will report to the President. The position qualifies for full benefits including: health, dental and disability insurance; a generous paid time off program; holiday pay; a profit sharing plan; and 401K benefits. Our office is located in Clearfield, Utah, approximately 30 miles north of Salt Lake City. Please note: The HR Manager & Training Coordinator position will not be eligible for relocation expense reimbursements.

Primary Job Functions

I. HR Manager

§ Manage all personnel issues, including disciplinary actions and terminations and concerns regarding policies and procedures

§ Hire all employees, including screening new applicants down to three candidates and arranging interviews with Manager (who makes the final decision)

§ Administer all personnel policies and procedures and safety regulations, and ensure compliance with all state and federal regulations

§ Maintain documents and updates to the Manager Handbook and Employee Handbook; regularly update emergency procedures

• Develop and administer pay and job classification structure; evaluate the need and effectiveness of all current compensation programs
• Continuously consult with managers at all levels on key organizational issues and business concerns; assist with planning and implementation of career path objectives and performance programs
• Implement recruitment strategies that support and enhance current and future staffing needs
• Create new systems and processes to enhance and streamline existing processes and increase organizational effectiveness

II. Training Coordinator

§ Coordinate and manage all employee professional development and training, including:

o New hire training and orientation

o In-house technical training (organizing, scheduling and tracking)

o Personnel development (for growth / cross-training / employee retention)

§ Establish and maintain tracking system for all employee training and education

§ Support the design and implementation of training programs that address ways to improve organizational effectiveness (performance management, 360 reviews, employee surveys, training assessments, etc.)

§ Provide administrative assistant services for Regional Petzl Technical Institute training events

o Implement and maintain an ISO 9001 or equivalent Quality Management Program (QMP) for Petzl America’s National Petzl Technical Institute (NPTI).

o Maintain training facility records; training and assessor personnel records; NPTI current course records; and all training records for PA staff, North American Petzl Training Partners (PTP), and end users

o Assist in the application and approval process of North American PTP’s

o Assist with the planning and preparation of training course delivery

o Maintain records and documentation of North American PTP’s including audit schedules, past audit results and certificates provided

o Assist in development of NPTI annual budget

o Assist in annual NPTI QMP and training program system review and maintain review results records

Skills and Requirements

• Bachelor’s Degree in Human Resources or related field, with PHR or SPHR certification preferred
• Minimum five years related HR experience
• Proven experience organizing and maintaining structured training programs and records
• Excellent written communication and interpersonal skills
• Excellent organizational skills and ability to prioritize tasks and handle multiple projects simultaneously with a high degree of accuracy
• Proficiency with MS Office programs

§ Strong analytic and decision-making skills

• Background and participation in outdoor adventure sports, preferred

To Apply: Send resume and cover letter to jjacob@petzl.com. Applications will be accepted through March 7, 2011. No phone calls, please.

Senior Recruiter with Progrexion (SLC, UT)

Progrexion is growing rapidly and we are building a high-powered, business-focused staffing team. I just hired our new Staffing Manager and now we are looking for a Senior Recruiter to work closely with our Progrexion Teleservices group. This is a fast-paced sales call center that needs an energetic individual to pipeline quality candidate for their business partners. Please distribute to your network and have any interested candidates contact me directly at gabernethy@progrexion.com.

Regards,

Gene Abernethy

Vice President-Human Resources

Progrexion

Senior Recruiter

Progrexion Teleservices – North Salt Lake, UT

Description:

The Senior Recruiter is responsible for sourcing, interviewing, and hiring high-quality candidates in a dynamic sales call center environment. The Senior Recruiter must have the ability to develop and maintain a pipeline of quality candidates as the business is growing dramatically. The position reports to the Staffing Manager and will partner directly with the Director of Teleservices and his team. The Senior Recruiter will sit with the Teleservices Management team and will work with them daily to understand business demands and meet client expectations. Performance will be reviewed jointly by the Staffing Manager and the Director of Teleservices.

Recruiting Responsibilities:

• Responsible for managing all recruiting efforts for the Teleservices group

• Partners closely with the business to ensure that business and client needs are met

• Partners with the business to develop candidate profiles and assimilation strategies

• Works with the Staffing Manager and the staffing team to build process, structure, and metrics to improve service delivery

 Develops creative sourcing strategies to attract qualified sales people

• Conducts phone interviews, office interviews, and skills testing as needed

• Understands HR policy and practices – benefits, work rules, pre-offer requirements, etc.

• Ensures staffing aligns with workforce plan and changing business demands

• Partners closely with the business and HR to reduce turnover

• May lead certain HR projects such as developing job profiles or market studies to enhance our competitive stance in the market

Qualifications:

 3-5 years of high volume recruiting experience

 Prior work experience in sales or call center environment

 Excellent written and oral communication skills

 Knows the “arts and sciences” of recruitment

 Strong problem-solving and analytical abilities

 Strong process management skills

 Track record of strong performance in a dynamic, fast-changing environment

Apply now by sending your resume to Gene Abernethy, Vice President of Human Resources at gabernethy@progrexion.com. Local candidates only.

Human Resources Generalist with URS (Stockton, UT)

We have an opening for an HR Generalist. Would you please pass this on to your network? Anybody that is interested can apply through our website www.urscorp.com req#EGG52496. Thank you!

HUMAN RESOURCES GENERALIST

SUMMARY: Performs human resources functions in areas including benefits administration, compensation, recruitment, employee relations, and compliance with governmental requirements and regulations. May specialize within assigned areas. Tasks may include interviewing, evaluating, and extending employment offers to qualified applicants; investigating requests for new/revised job classifications; preparing job descriptions and coordinating final description content with management; preparing data for compensation and benefit surveys, analyses of results and reviewing salary increase requests; preparing information for inclusion in in-house organization employee handbook, benefit brochures and conducting employee orientation; counseling employees concerning work related problems, addressing and resolving employee relations issues, and conducting interviews as necessary. Prepares special projects as assigned. Assists management in establishing policies, procedures, and practices relating to Human Resource matters to include hiring, disciplinary actions, employee complaints, compensation, benefit administration, and other related matters. In addition, comply with all regulations and procedures pertaining to a government contractor and manage the Chemical Personnel Reliability Program documentation and files.

MINIMUM QUALIFICATIONS: This position may have incumbents performing duties at levels E3 or E4. Duties at each level vary in complexity, technicality, and level of responsibilities. As a minimum, incumbent must be able to demonstrate specialized education and/or professional experience performing a combination of related duties, and must also be able to demonstrate working knowledge in applicable laws and regulations, in matters such as benefit administration, COBRA, compensation, Equal Employment, hiring, and employment law. Incumbent must be able to demonstrate past experience utilizing a HRIS and a variety of office software applications and the ability to work with people of varied background and myriad objectives, reach consensus on complex issues in a timely manner, and provide guidance to others in performing interrelated tasks in an efficient, effective, and timely manner. SHRM certification desired. The following are minimum requirements for each level: Level E3 Incumbent must possess a Bachelor’s Degree in a related field and 4 years specialized training and directly related work experience OR an Associates Degree and 6 years specialized training and directly related work experience OR Masters Degree OR 10 years directly related work experience. Level E4 Incumbent must possess a Bachelor’s Degree in a related field and 6 years specialized training and directly related work experience OR an Associate’s Degree and 8 years specialized training and directly related work experience OR Masters Degree and 4 years specialized training and directly related work experience OR Ph.D. OR 12 years directly related work experience.

DESCRIPTION OF DUTIES: Level E3 1. Coordinates and administers the EG&G compensation management program to include all phases of benchmarking, internal analysis, reporting, and administration. Duties include, but are not limited to, the following: - Providing assistance to management on the development and maintenance of employee job descriptions. Evaluating job descriptions against internal control procedures to ensure the position is properly aligned in the wage structure. - Analyzing, responding to, and compiling compensation market studies and related data. Evaluating benchmark criteria and completing the annual market study. - Conducting or organizing internal job audits when required. - Provides preliminary recommendations concerning results of studies, internal inequities, and equitable salary recommendations. - Preparing and delivering presentations, reports, and training regarding all aspects of pay and pay management. - Ensuring all compensation related issues are in compliance with the Compensation Management Program and pointing out any known deviations or inequitable practices to the Human Resources Manager. - Reviewing all proposed changes in employee compensation to ensure such actions are in compliance with the Compensation Management Program and bringing inequitable actions to the attention of the Human Resources Manager. 2. Perform all activities relating to recruiting, hiring, promotional, and termination actions. Duties include, but are not limited to, the following: – Coordinating requisitions and staffing with managers to verify that proper budgets are allocated for the additional staffing request. Ensuring vacancies are posted internally or with external recruiting sources. Coordinates such activities with managers. Performing preliminary screening on all applicants to ensure minimum qualifications are met. – Performing preliminary analysis of qualifications on all prospective employees, or existing employees, seeking new assignments. Conducting preliminary interviews on all qualified applicants as requested. Coordinating movement/hiring activities with managers and selected candidates to provide a smooth transition of candidates. 3. Assist in the administration of the EG&G benefits program, including areas such as medical, dental, disability, life, pension, 401K, educational assistance, and other related benefits in compliance with all legal requirements and regulations. Duties include, but are not limited to, the following: - Assist with problem identification and resolution, providing employees direction on how to resolve benefits-related issues. May involve researching the source of any problem and coordinating with relevant entities. - Help employees understand their options in the benefits program and how to utilize the self-service system. - Provide orientation for employees on the benefits program. Includes new-hire orientation and notifying employees of changes or special provisions regarding benefits. 4. Serves as the internal point of contact for all employee relations issues or formal and informal complaints. Works with employees, managers, and committees to ensure all formal complaints are properly addressed, investigated, and resolved. Assists managers in obtaining necessary data on all employee relations litigation matters. Duties include, but are not limited to, the following: – Taking a pro-active stance in the resolution of all situations prior to them becoming formal complaints or problems. Interacting with all employees, as necessary, in all employee complaints between employees and/or their supervisors while ensuring that all matters are equitably investigated and resolved. 5. Performs a variety of Human Resource Generalist duties in support of the overall Human Resource function. Duties include, but are not limited to, the following: - Maintenance and compliance requirements of all reporting to federal, state, corporate, client and management. Completing Human Resource related actions in compliance with state and federal requirements. - Assisting other H.R. employees as needed. 6. Supports the TOCDF safety culture by performing all duties in accordance with the below listed safety responsibilities and enforcing a safe work environment. 7. Performs other duties as assigned. Level E4 Performs a combination of level E3 and Level E4 duties as necessary in support the overall Human Resource function. Performs advanced administrative techniques and analyses for problems and methods which may include analysis of concepts to complete a difficult or unusual assignment. Assist in the development of and/or maintaining complex programs and practices which directly impact the overall success of the organization. May provide direction and assist lower level professionals and non-exempt personnel.

HR Recruting Manager at Zions Bank (Draper, UT)

The requisition is #004964 – HR Recruiting Manager, located in Draper UT

Zions First National Bank is a subsidiary of Zions Bancorporation which operates over 500 offices and 600 ATMs in 10 Western states. As a full-service bank, Zions Bank offers commercial, installment and mortgage loans; trust services; foreign banking services; electronic and online banking services; automatic deposit and nationwide banking and transfer services; as well as the more familiar checking and savings programs.

Zions Bank is seeking a motivated, experienced professional to be the Recruiting Manager on its Human Resources team.

Your responsibilities will include:

· Supervising a team of recruiters to reinforce reliable and efficient delivery on assigned responsibilities. As needed, responsible for hiring, developing, and coaching.

· Identifying and implementing recruitment strategies consistent with business needs and labor market opportunities.

· Partnering with key business managers to better understand and anticipate business needs.

· Advising HR officers with respect to hiring programs, policies, guidelines, and practices.
· Driving ongoing efforts to improve the effectiveness and efficiency of the recruiting efforts

· Ensuring compliance with applicable governmental regulations and organizational policies.

· Recruiting for select high profile positions, utilizing your network and creative solutions for generating candidate pool.

The successful candidate will have the following qualifications:

· Professional knowledge of staffing, recruiting and interviewing processes and procedures, including an awareness of applicable regulations and laws.

· Bachelors degree in human resources, business or a related field.

· 7+ years of human resources experience, including 5+ years in recruiting or directly-related experience and 2+ years successfully supervising and developing team members

· Working knowledge of recruitment systems and proficient with standard office systems.

· Ability to connect with and influence business leaders and individuals at all levels in the organization.

· Knowledge and experience in financial industry is helpful.

Qualified candidates are invited to visit www.zionsbank.com and click the “careers” link in the upper right hand corner to apply.

Please let me know if you have any questions or require any additional information.

Thank You for your help.
Jamie Issowits

Zions Bank

Human Resources

C: 801-518-3180

Benefit Specialist at CHG (SLC, UT)

Description:
Administration and analysis of employee benefit plans such as health, disability, 401(k) and workers compensation programs. Adheres to company mission and values.
Job Duties
Essential -
• All requirements of Benefit Specialist
• Demonstrated proficiency in subject matter related to all benefits administered by department
• Develop and deliver presentations
• Take on a key role in departmental projects
• Identify, develop and document departmental processes
• Display expert customer service

Requirements
Skills:
Essential -
• Strong analytical and problem solving skills
• In depth understanding of employee benefits and administration
• Strong computer spreadsheet and reporting skills
• Good interpersonal skills
• Ability to clearly and effectively communicate benefit information to both large and small audiences

Non-essential -
• Basic understanding of other HR areas including salary and payroll
• Understanding of ERISA, federal and tax laws pertaining to benefits administration

Experience & Education:
Essential-
• 3 to 5 years of professional experience in benefits administration and analysis
• Bachelor degree or experience equivalent

Abilities:
Essential -
• Ability to maintain confidential information
• Ability to work and communicate with both internal and external employees and vendors
• Excellent organizational, written and oral communication skills
• Demonstrated initiative in problem identification and resolution
• Ability to work both as a team member and individually
• Ability to learn quickly and adapt to meet changing business needs
• Solid track record of exceptional customer service

Note: Position descriptions are intended to serve as a guideline for typical duties and requirements of a position, but are not inclusive. Additional, or different responsibilities within a reasonable scope of the position description, may be added or deleted at anytime at the discretion of management. Salary range designation may also be changed at any time at the discretion of management. CHG Healthcare is an EOE/AA Employer.

Apply online at https://www.chghealthcare.com/careers?Intro&JOBBOARDID=72&source=gd-chgjobs.com

HR Consultant with ESG (Provo, UT)

o Posting Title: Human Resources Consultant

o Specific Location: Provo

o Posting Description:
DESCRIPTION

Employer Solutions Group, recently awarded one of the best companies to work for in Utah County, is seeking a Human Resources Consultant.
ESG is searching for a smart, energetic, business-oriented HR practitioner to serve as a Trusted Advisor to our clients. Our Consultants deliver leading edge HR solutions and are accountable for customer relationship management in a high-energy, dynamic work environment.
We give our customers the economies of scale they need to access and deploy Fortune 500-caliber payroll, benefits and HR services. ESG has a nationwide presence, an experienced management team, and has been consecutively voted one of the best companies to work for in Utah. We\\\'re a mature organization that embraces and rewards both strategy and execution.


DUTIES

As an ESG HR Consultant, you will be working from ESG’s new corporate office located in Provo, Utah. The ideal candidate will have demonstrated experience delivering strategic, consultative and collaborative human resources consulting. Strong written and verbal communication skills, solid people skills, comfort with internet technology and the ability to get a seat at the executive table are critical for success. Consultants manage multiple client needs, ensure compliance with state and federal employment laws, coach clients in best practices, present seminars/trainings, and manage risk through workers compensation and unemployment.
If you thrive on multi-tasking and self-management, then you can become a valuable member of the team by using your expertise to assist ESG in becoming a strategy/best practices partner that our customers cannot live without!


QUALIFICATIONS

The desired candidate must have:
•A minimum of 3 years of exempt level Human Resources experience.
•Knowledge of commonly-used concepts, practices, and procedures relating to HR.
•Excellent computer skills; Word, Excel, Internet & Microsoft Outlook
•Excellent organizational, written and verbal communication skill with the ability to coordinate multiple projects simultaneously
•Outstanding interpersonal skills
•BS/BA degree in Human Resources or related field required
•PHR certification required

It is preferred that the candidate have:
•Experience in benefit administration, training, organizational development, and HR consulting
•Experienced in designing and delivery of employee-training programs
•Experienced in Federal and Utah State employment laws and regulations
•SPHR certified preferred
•Bilingual (English and Spanish)


For more information, or to apply now, you must go to the website below. Please do not email your resume to us as we only accept applications through our website.

http://esgjobs.iapplicants.com/ViewJob-143947.html

o Compensation: DOE

Organizational Development Analyst with Sonoco

Organizational Development Analyst

Choose Sonoco for a career where the variety of opportunities and challenges allows you to
make a difference every day. Be a part of global company with a history of being recognized as
the one of the best companies for developing leaders.

As a global manufacturer of consumer and industrial packaging products and provider of
packaging services for many of the world’s best-known brands, we’re looking for talented and
motivated team players who want to make an immediate impact in an environment that values
people, celebrates challenge and rewards success.

With nine different packaging businesses, more than 300 operations in 35 countries and more
than 110 years of solid growth, we offer exceptional people, whether they’re just starting out or
experienced professionals, exciting opportunities and provide the support and tools they need to
help chart their own rewarding career path.

Responsible for corporate sponsored leadership and skills building training courses. This
includes building and maintaining a positive working relationship with external partners,
ensuring the content is current and relevant to our ever changing business needs, working
with internal customers to identify nominees for participation, and handling the coordination
and logistics for program delivery.
Manages the corporate new employee orientation (for professionals and managers
worldwide). This includes identifying participants, coordinating with senior leaders who will
be guest speakers, setting up special events and facilitating the week-long program.
Leads or supports key organizational development initiatives and processes such as on-
boarding, competencies, diversity, coaching, mentoring, performance management, and 360
assessments with global application.
Responsible for our global performance management process. This includes having an in-
depth understanding and being the point of contact.
Conducts research to determine and evaluate best practices on key HR initiatives.
Works with internal customers, will provide individual and group consulting in people
development related topics.
Responsible for managing training library, training material supplies, and training records.

Qualifications and Skills Preferred

Bachelor’s degree required and Masters preferred, in areas such business and human
resources.
Proven success of contributing in a team-oriented, collaborative environment.
Excellent project management skills and ability to manage from conception through
implementation.
Excellent communication skills (written and oral) and interpersonal skills.
Proven ability to manage multiple priorities, good time management
High level of energy, optimistic
Excellent computer skills.
The ideal candidate would have 3-4 years of experience in areas such as training,
performance management, content assessment and management, HR processes
improvement, facilitation of training.

I wanted to make you aware of a great opportunity currently available at Sonoco in Hartsville for an Organizational Development Analyst. We are looking for someone with 2-4 years experience who has a passion for the HROD field. Attached is a brief description for your review.

If you know of anyone who might be interested, please have them follow this link to our website to apply.


https://hostedjobs.openhire.com/epostings/submit.cfm?fuseaction=app.jobinfo&jobid=277&company_id=16154&version=1&source=ONLINE&jobOwner=992279&aid=1

Thanks so much and I hope you are off to a great 2011.

Glenda

(See attached file: Organizational Development Analyst.doc)

Metrics and OE Specialist with Zions Bancorporation (SLC, UT)

Jeff Riggs

Corporate Recruiter

p: (801) 844-4276

UT RDWG 0969

jeff.riggs@zionsbancorp.com

ZIONS BANCORPORATION

Zions Bancorporation – Metrics/OE Specialist

This is an HR specialist position with key responsibilities for administrative support and providing HR support to organizational effectiveness and talent management processes. This role is responsible for general administrative support to the TOPS HR Director and specific support to HR Business Partners. Additionally, this position provides communication, analytics and process support to a variety of organizational effectiveness and talent management processes including, but not limited to, Human Capital Review, job rotation administration, 360 review processes, organizational design, climate surveys and engagement surveys. The role requires strong organization ability, keen attention to detail, ability to maintain high levels of confidentiality, analytical skills and strong verbal and written communication skills.

Essential Functions:

Administrative Assistant Support: Provides advanced, diversified and confidential administrative support and administrative duties to the TOPS HR Director. This position is the central TOPS HR reporting source. Coordinates meetings, arranges appointments, coordinates travel and keep the Director's calendar. Provides liaison functions for FMLA, Worker's Compensation, Unemployment and HRIS support. The nature of the job responsibilities requires a high degree of confidentiality.

Communications and Organizational Effectiveness Support: Provides support to TOPS talent management and organizational effectiveness processes. Responsibilities include, but are not limited to, preparation of succession and talent planning template; support to multiple job rotation activities; administration of engagement survey; compilation of HR metrics and trend analytics; calendaring annual HR processes and activities; project management of various projects and HR communications.

Who We're Looking For:

Education: Requires a four-year college degree or equivalent years of experience in a corporate environment.

Experience: Requires a minimum of 3 years of experience in a corporate environment including a majority of the following responsibilities: executive administrative support; project management; written communications; analysis of data and report preparation.

Skills:

• Excellent written and verbal communication skills
• High degrees of attention to detail, accuracy and poise under pressure
• Strong data base and reporting skills
• Excellent proficiency in Microsoft Word
• Excellent Excel and PowerPoint skills
• Strong organizational skills
• Strong analytical skills
• Ability to maintain strict confidentiality
• Project Management skills preferred

Powered by People Attributes:

• Demonstrate high enthusiasm, engagement and positive attitude
• Embrace feedback
• Learn the value of focusing on the outcome
• Take personal responsibility
• Collaborate and build strong relationships
• Contribute as a high-performance team member

To be considered for this position, please go to www.zionsbancorporation.com, click on CAREERS and enter 004789 in the job number field to view and apply for the position.

Zions Bancorporation is an Equal Opportunity Employer.

OD Manager in Twin Falls

This position reports to me, here in Twin Falls, and will pay between $88k and $100k, depending on skill & experience. The position is bonus eligible (20%) target, and we provide a strong benefits package (e.g. Life + dependent and supplemental, LTD, health insurance and a 6% 401k match), as well as many other benefits and perks.

We are in process of moving into the TPM world, and I'd like to find someone who has demonstrated experience with implementing and developing others in Lean/TPM/Six Sigma and has prior supervisory/leadership experience.

The role's incumbent has been promoted into a TPM director role, as of the 1st of the year, and I'd like to get him transitioned asap ... so that we can progress our overall TPM initiative.

Please feel free to direct any and all interested individuals to the Glanbia website at www.glanbiausa.com, so that they may apply on-line.

Let me know if you have any questions.

Much appreciated.

Shawn R. Athay

VP, Human Resources &

Organizational Development

Glanbia USA

(208) 735-4122 [Work]

(208) 320-0184 [Cell]

Organizational Development Manager

Job Description Revised December 2010

Supervisor’s Title: Vice President, Human Resources & Organizational Development

Department: Human Resources

Exempt Status: Exempt – Grade 24

Job Summary

Develop and manage Company training, development, education systems and certifications; as well as managing the training and education infrastructures and programs for the Company.

Essential Functions

· Deliver management training, education and support

· Function as the Glanbia Performance System (GPS) Training & Development (T&D) Pillar Leader and create and lead activities and projects that support the values, behaviors, and culture of Glanbia

· Perform analysis and make recommendations on how to effectively optimize Glanbia’s organizational structure and design

· Support the design and implementation of training programs that address ways to improved organizational effectiveness (performance management, 360 review, employee engagement surveys, workforce analytics, etc.)

· Supervise Company Team Facilitators

· Manage and oversee the Management Trainee program and related Intern program

· Continuously consult with managers at all levels on key organizational issues and business concerns; assist with planning and implementation of organization-wide Succession Management efforts and performance programs

· Manage the company scholarship program

· Manage and oversee Operatorr, ATL, and TL Certification Programs

· Develop, deliver and facilitate supervisory skills training / education

· Deliver training and education programs on a variety of issues and topics (i.e. Finance for Non-Financial Managers)

· Oversee tracking of employee training and education (facilitate and manage the tuition assistance program)

· Work cross-functionally throughout the organization to determine areas of improvement and the best way to develop employees

Additional Functions

· Support organizational activities.

· Facilitate SOP and SWI creation thorugh site team facilitators.

· Perform other duties as assigned.

Qualifications

· Bachelor’s Degree in Organizational Development, Human Resources, or a related field is required; with Masters Degree and PHR or SPHR certification preferred. Must have a minimum of three years related experience, applying adult learning theory, or equivalent combination of education and experience. Prior supervisory experience required. · Prior demonstrated experience driving TPM, Lean and/or Six Sigma processes and culture, in a manufacturing environment, preferred. · Ability to read, analyze, and interpret general business periodicals, professional journals, technical procedures, or governmental regulations. · Ability to write reports, business correspondence, and procedure manuals. · Ability to effectively present information and respond to questions from groups of managers, clients, customers, and the general public. · Ability to deal with nonverbal symbolism (formulas, scientific equations, graphs, musical notes, etc.,) in its most difficult phases. Ability to deal with a variety of abstract and concrete variables. · Provide leadership to others through example and sharing of knowledge/skill

· Ability to prioritize tasks and handle multiply projects simultaneously and delegate assignments to others. · Ability to calculate figures and amounts such as discounts, interest, commissions, proportions, percentages, area, circumference, and volume. Ability to apply concepts of basic algebra and geometry. · Ability to apply principles of logical or scientific thinking to a wide range of intellectual and practical problems. · Proficient personal computer skills including electronic mail, record keeping, routine database activity, word processing, spreadsheet, graphics, etc. · Comply with all safety policies, practices and procedures. Report all unsafe activities to supervisor and/or Human Resources · Participate in proactive team efforts to achieve departmental and company goals.

Typical Physical Activity

Physical Demands

· Regularly involves sitting, talking or listening and the use of hands and fingers.

· Frequently standing and walking.

· Occasionally involves reaching with hands and arms.

Physical Requirements

· Must be able to lift and carry items weighing up to 50 pounds.

· Manual dexterity sufficient to reach/handle items, and works with the fingers.

· Involves sedentary physical activity performing non-strenuous daily activities of a primarily administrative nature.

· Should be able to ability to identify and distinguish colors.

Typical Environmental Conditions

· May be exposed to moderate noise levels (i.e. office equipment or light traffic).

· May work in areas with mechanical moving parts.

Travel Requirements

· Minimal overnight travel (up to 10%) by land and/or air.

Disclaimer

Must perform the essential duties and responsibilities with or without reasonable accommodation efficiently and accurately without causing significant safety threat to self or others. The above statements are intended to describe the general nature and level of work being performed by employees assigned to this classification. They are not intended to be construed as an exhaustive list of all responsibilities, duties and/or skills required of all personnel so classified.