8,753 Hr Amazon jobs in the United States

Job Title: HR Business Partner / Talent Acquisition Location: Clearwater, Florida Type: Direct Hire Hybrid HR Business Partner - Talent Acquisition This is a hybrid role Candidates must be located within 60 miles of office location. Our client is growing! Join 100+ year old Employee-Owned technology distributor, offering end-to-end solutions for today's resellers, retailers, and the clients they serve across the SMB and Consumer markets. We are empowered by our employee Co-Owners who provide the industry’s best service, and we promote a collaborative culture. We offer an Employee Stock Ownership Plan, 401k, Paid Time Off, Medical, Prescription, Dental and Vision benefits as well as Gym Reimbursement, Work from Home Reimbursement, Employee Purchase Program, Tuition Assistance and much more! As a Co-Owner you receive numerous discounts on services. We feel strongly about giving back to the community and promoting sustainable, eco-friendly business practices. Summary The HR Business Partner-Talent Acquisition will be responsible for providing strategic direction and support in many functional areas of HR that support business success by providing solutions to employee-related matters, maintaining a balance between strategic business partner and employee champion as well as full cycle recruiting and onboarding for various corporate positions. This position will continuously challenge the status quo, understand big picture business goals as well as tactically execute a full range of people and culture initiatives. Responsibilities Develops strong, trusted partnerships with business leaders to understand, guide and advise on strategic business and people matters. Provides coaching and guidance on people-related matters including talent assessment, development, organizational structure and planning and effectiveness. Understands the talent market landscape and translates this understanding into actionable strategies to attract, develop, engage and retain talent. Learn and understand the positions and talent within the company Execute full recruiting cycle from requisition submittal through the new hire’s first 90 days. Maintain recruiting database and spreadsheets and be able to analyze this information to make decisions to improve recruiting process. Attend job/career fairs. Partners with managers and talent acquisition resources ensuring we develop a diverse talent pipeline. Co-leads the People First workforce planning, talent review and succession planning process with the business groups and ensures actionable plans are developed and executed for the organizations current and future talent needs. Acts as point of contact for employee relations, which includes handling employee complaints, performing investigations, conflict resolution, and risk mitigation. Partners with Learning & Development team to help design employee training and development programs that will improve skillsets and drive business growth. Champions our People First culture by working closely with managers and employees to ensure positive working relationships, high morale and productivity and employee retention. Design, monitor and measure KPIs that will facilitate change and drive key insights and decisions that support business growth and employee engagement. Champions diversity, equity, inclusion and belonging and helps to drive our DEI&B initiatives. Evaluates and executes priorities in a fast and ever-changing environment using an organized and focused approach. Requirements Bachelor’s Degree or equivalent experience 8+ years of experience in Human Resources with most in a corporate office work environment Proven ability to handle complex employee relations situations. Strong knowledge of employment laws across the United States Identifies and leads change across the organization. Exhibits sound judgment, attention to detail and problem-solving ability. Well organized and ability to prioritize competing demands with accuracy, in a fast paced, deadline driven environment. Ability to maintain a high degree of confidentiality. Exceptional Excel skills and working knowledge of MS office. Strong analytical, communication and interpersonal skills System One, and its subsidiaries including Joulé, ALTA IT Services, and Mountain Ltd., are leaders in delivering outsourced services and workforce solutions across North America. We help clients get work done more efficiently and economically, without compromising quality. System One not only serves as a valued partner for our clients, but we offer eligible employees health and welfare benefits coverage options including medical, dental, vision, spending accounts, life insurance, voluntary plans, as well as participation in a 401(k) plan. System One is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex (including pregnancy, childbirth, or related medical conditions), sexual orientation, gender identity, age, national origin, disability, family care or medical leave status, genetic information, veteran status, marital status, or any other characteristic protected by applicable federal, state, or local law. #M-1 Ref: #706-IT York #J-18808-Ljbffr

This is a hybrid role that can be based in Harrisburg, PA or Tampa, FL. Summary The HR Business Partner-Talent Acquisition will be responsible for providing strategic direction and support in many functional areas of HR that support business success by providing solutions to employee-related matters, maintaining a balance between strategic business partner and employee champion as well as full cycle recruiting and onboarding for various corporate positions. This position will continuously challenge the status quo, understand big picture business goals as well as tactically execute a full range of people and culture initiatives. Responsibilities Develops strong, trusted partnerships with business leaders to understand, guide and advise on strategic business and people matters. Provides coaching and guidance on people-related matters including talent assessment, development, organizational structure and planning and effectiveness. Understands the talent market landscape and translates this understanding into actionable strategies to attract, develop, engage and retain talent. Learn and understand the positions and talent within the company. Execute full recruiting cycle from requisition submittal through the new hire’s first 90 days. Maintain recruiting database and spreadsheets and be able to analyze this information to make decisions to improve recruiting process. Attend job/career fairs. Partners with managers and talent acquisition resources ensuring we develop a diverse talent pipeline. Co-leads the People First workforce planning, talent review and succession planning process with the business groups and ensures actionable plans are developed and executed for the organizations current and future talent needs. Acts as point of contact for employee relations, which includes handling employee complaints, performing investigations, conflict resolution, and risk mitigation. Partners with Learning & Development team to help design employee training and development programs that will improve skillsets and drive business growth. Champions our People First culture by working closely with managers and employees to ensure positive working relationships, high morale and productivity and employee retention. Design, monitor and measure KPIs that will facilitate change and drive key insights and decisions that support business growth and employee engagement. Champions diversity, equity, inclusion and belonging and helps to drive our DEIB initiatives. Evaluates and executes priorities in a fast and ever-changing environment using an organized and focused approach. Requirements Bachelor’s Degree or equivalent experience. 8+ years of experience in Human Resources with most in a corporate office work environment. Proven ability to handle complex employee relations situations. Strong knowledge of employment laws across the United States. Identifies and leads change across the organization. Exhibits sound judgment, attention to detail and problem-solving ability. Well organized and ability to prioritize competing demands with accuracy, in a fast paced, deadline driven environment. Ability to maintain a high degree of confidentiality. Exceptional Excel skills and working knowledge of MS office. Strong analytical, communication and interpersonal skills. #M1 Ref: #706-IT York #J-18808-Ljbffr

Ft Myers Downtown (FS) Fort Myers, FL 33901, USA The HR Business Partner (HRBP) for the Facility Services Division serves as a strategic advisor and operational support to leadership teams across multiple facilities. This role ensures alignment between HR strategies and business goals in a dynamic, 24/7 service environment. The HRBP partners directly with field management to address workforce challenges, promote employee engagement, and ensure compliance with labor laws, company policies, and union contracts. Key areas of focus include employee relations, labor relations, workforce performance, compliance, and organizational development. Key Responsibility Serve as a trusted advisor to facility and operations managers, providing guidance on HR matters that affect frontline operations. Support and drive HR initiatives across all shifts in a 24/7 operation, ensuring consistent HR service delivery. Monitor employee morale and engagement, leveraging data from hotlines, site visits, and employee feedback to recommend improvements. Conduct timely and objective workplace investigations; document findings and support appropriate resolutions. Coach operational leaders on performance management, corrective actions, disciplinary practices, and employee development. Interpret and enforce Collective Bargaining Agreements (CBA) and support leadership in labor/union relations. Facilitate new policy rollouts, HR compliance audits, and training on HR procedures. Lead or support projects related to workforce planning, retention, and process improvement. Partner with recruiting and training teams to ensure staffing alignment with operational needs. Identify trends in HR metrics and develop strategies to improve workforce effectiveness. Maintain knowledge of employment law, HR best practices, and airport-specific compliance requirements. Travels to business locations as needed Perform other related duties as assigned Qualifications Education & Certification Bachelor’s degree in Human Resources, Business Administration, or related field. HR Certification (PHR/SPHR or SHRM-CP/SCP) preferred. Experience 4+ years of progressive HR experience, preferably in a unionized, 24/7 operational environment (e.g., facilities, logistics, aviation, or hospitality). Demonstrated experience with labor relations and interpreting CBAs. Excellent interpersonal and coaching skills with a hands-on, service-focused approach. Ability to influence and partner with all levels of leadership. Strong problem-solving, conflict resolution, and organizational skills. Proficient in Microsoft Office Suite and HR systems. Knowledge of employment laws and airport regulatory requirements. Ability to travel up to 30% and support multi-site operations. This job operates in a professional office environment. This role routinely uses standard office equipment such as computers, phones, photocopiers, filing cabinets, and fax machines. The noise level in the work environment is typical of that of an office. Incumbent may encounter frequent interruptions throughout the work day. Physical Demands This is largely a sedentary role and required being able to remain in a stationary position for prolonged periods of time. Occasionally, the person in this position is required to move/traverse inside the office to access file cabinets, office equipment, etc. The person in this position is regularly communicates with others in person, phone, or correspondence. EEOC Grupo Eulen is an equal opportunity employer and will consider all applicants without regard to race, color, religion, creed, national origin or ancestry, ethnicity, sex (including gender, pregnancy, sexual orientation, and gender identity), age, physical or mental disability, citizenship, past, current, or prospective service in the uniformed services, genetic information, and all other protected classes recognized or any other characteristic protected under applicable federal, state, or local law Equal Opportunity Employer This employer is required to notify all applicants of their rights pursuant to federal employment laws.For further information, please review the Know Your Rights notice from the Department of Labor. #J-18808-Ljbffr

The HR Business Partner (HRBP) role is instrumental in aligning business objectives with the workforce within a designated business unit or function. This strategic position involves cultivating partnerships across the HR function to provide value-added services to management and employees, ensuring they reflect the organization's overarching business goals. The HRBP maintains a deep understanding of the designated business unit's financial position, midrange plans, culture, and competition, utilizing this insight to tailor HR initiatives. As a trusted advisor to employees and management, the HRBP fosters collaboration, advocates for positive workplace culture, and contributes to the organization's overall success through strategic HR integration. Dimensions/Scope Responsible for HR processes and HR delivery in the employee lifecycle within a Line of Business, Division, Region, or Function. Job Responsibilities Strategic HR Consulting: In collaboration with line management, provide targeted HR guidance, aligning interventions with organizational goals. Offer valuable insights into business unit restructuring, workforce planning, and succession planning to support long-term organizational goals. Data-driven solutions: Analyze trends and metrics in partnership with the HR Team, shaping solutions, programs, and policies to optimize organizational performance. Employee Relations Management: Take the lead in managing complex employee relations issues, ensuring thorough and objective investigations for effective resolution. Policy Guidance: Provide expert guidance and interpretation of HR policies, ensuring consistency and compliance throughout the organization. Legal Compliance Expertise: Maintain an in-depth understanding of legal requirements to mitigate risks, collaborating with the legal department as needed for compliance assurance. Performance Management Leadership: Guide management in day-to-day performance management, offering support in coaching, counseling, career development, and disciplinary actions. Relationship Building: Work closely with management and employees to cultivate positive work relationships, enhance morale, and drive productivity and retention. Training and Development: Identify training needs and provide coaching, actively participating in evaluating and monitoring training programs to ensure their success. Proactive Communication: Attend regularly scheduled meetings with business units or functions, fostering proactive communication channels for effective issue resolution. Responsibility Oversight: Perform other related duties as assigned, contributing to the overall efficiency and effectiveness of HR functions within the organization. Required Skills / Knowledge Working knowledge of multiple human resource disciplines, including compensation practices, organizational diagnosis, employee and union relations, diversity, performance management, and federal and state respective employment laws. HR experience in a global industry, technology or related service organization Experience working in a decentralized, matrix environment with limited resources Business acumen and focus - active participation in business unit leadership teams Excellent verbal and written communication skills. Excellent interpersonal and customer service skills. Excellent organizational skills and attention to detail. Ability to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, ordinances, and policies. Ability to thoroughly understand the organization's hierarchy, jobs, qualifications, compensation practices, and the administrative practices related to those factors. Excellent time management skills with a proven ability to meet deadlines. Strong analytical and problem-solving skills. Proficient with Microsoft Office Suite or related software Experience Minimum of 3 years of experience resolving complex employee relations issues. Education Requirements Bachelor's degree in HR or Business Administration Physical Requirements Ability to work a hybrid work schedule with at least 3 days per week in office and ability to travel up to 10% of the time. This position can be based from Chicopee, Massachusetts or Houston, Texas. EthosEnergy is an Equal Opportunity Employer. Employment decisions are made without regard to race, color, religion, disability, genetic information, pregnancy, citizenship, marital status, sex/gender, sexual preference/ orientation, gender identity, age, veteran status, national origin, or any other status protected by law or regulation. Apply today To apply for this vacancy please click the button below and submit your details. We thank you for your application and interest, and we look forward to hearing from you! You may not meet all the criteria, however if you meet most, please apply. #J-18808-Ljbffr

Purpose The HR Business Partner (HRBP) position is responsible for aligning business objectives with employees and management in designated business units. The position serves as a consultant to management on human resource-related issues. The successful HRBP acts as an employee champion and change agent. The role assesses and anticipates HR-related needs. Communicating needs proactively with our HR department and business management, the HRBP seeks to develop innovative solutions. The position formulates partnerships across the HR function to deliver value-added service to management and employees that reflects the business objectives of the organization. The HRBP maintains an effective level of business literacy about the assigned business unit's financial position, strategy, and competition. Focus & Scope Essential duties and responsibilities, i.e. those which are basic, necessary, and an integral part of the job, are indicated below: Conducts frequent meetings with assigned business units. Proactively consults with line management, providing HR guidance. Analyzes trends and metrics to develop solutions, programs, and policies. Manages and resolves complex employee relations issues. Conducts effective, thorough, and objective investigations. Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks, and ensuring regulatory compliance. Partners with legal advisor as needed/required. Provides day-to-day performance management guidance to line management (e.g., coaching, counseling, career development, disciplinary actions). Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention. Provides HR policy guidance and interpretation. Works with Talent Acquisition to determine terms for new hires, promotions, and transfers. Provides guidance and input on assigned business unit restructures, workforce planning and succession planning. Working closely with business unit managers, identifies training and individual executive coaching needs. Participates in evaluation and monitoring of training programs to ensure success. Follows up to ensure training objectives are met. Travel is primarily local, although at least 10% overnight travel is expected within California and potentially other states. Role Qualifications & Requirements Education Bachelor's degree and relevant industry experience, or equivalent years of HR experience. SHRM Certified Professional (SHRM-CP) or HRCI Professional in Human Resources (PHR)) credential or ability to obtain certification preferred. Experience & Industry Expertise Minimum of 5 years' experience resolving complex employee relations issues. Working knowledge of multiple human resource disciplines, including compensation practices, organizational diagnosis, employee relations, performance management, and federal and state respective employment laws. Prior experience working in a Unionized environment required. Experience with employee groups outside of California preferred. Competencies Business Acumen Communication Consultation Ethical Practice Global & Cultural Awareness HR Expertise Relationship Management Equipment Used, Physical Demands, and Work Environment Equipment Used: Personal computer, telephone Physical Demands & Work Environment: The physical demands and work environment characteristics are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Physical: The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. While performing the duties of this job, the employee is regularly required to talk or hear. This is largely a sedentary role; however, some filing is required. This would require the ability to lift files, open filing cabinets and bend or stand on a stool as necessary. Travel is primarily local during the business day, although some out-of-area travel may be expected. Work Environment: This job operates in a professional office environment. This role routinely uses standard office equipment such as laptop computers and smartphones. BASE SALARY RANGE: $87,500.00 - $122,500.00 The range displayed reflects the range the company reasonable expects to pay for the position. The actual base salary is subject to variation due to the role, level, geographic location, relevant education, training, or experience, among other factors. Employer Disclosure Statement The above statements and job description is intended to describe the nature and level of work being performed within this job. They are not intended to be an exhaustive list of all responsibilities, duties, and tasks. Other similar or additional duties are performed as assigned. Equal Opportunity Employer Teichert and its subsidiaries are proud to be an equal opportunity workplace. Individuals seeking employment at our company are considered without regards to age, ancestry, color, race, gender (including pregnancy, childbirth, or related medical conditions), gender identity or expression, sexual orientation, genetic information, marital status, medical condition, mental or physical disability, national origin, protected family care or medical leave status, religion, military or veteran status, or any other characteristic protected by federal, state, or local laws. Notice to Staffing Agencies Teichert, Inc. and its subsidiaries ("Teichert") will not accept unsolicited resumes from any source other than directly from a candidate. Any unsolicited resumes sent to Teichert, including unsolicited resumes sent to a Teichert mailing address, fax machine or email address, directly to Teichert employees, or to Teichert's resume database will be considered Teichert property. Teichert will NOT pay a fee for any placement resulting from the receipt of an unsolicited resume. Teichert will consider any candidate for whom an Agency has submitted an unsolicited resume to have been referred by the Agency free of any charges or fees. Agencies must obtain advance written approval from Teichert's recruiting function to submit resumes, and then only in conjunction with a valid fully-executed contract for service and in response to a specific job opening. Teichert will not pay a fee to any Agency that does not have such agreement in place. Agency agreements will only be valid if in writing and signed by Teichert's Human Resources Representative or his/ her designee. No other Teichert employee is authorized to bind Teichert to any agreement regarding the placement of candidates by Agencies. #J-18808-Ljbffr

We're seeking a dedicated HR Business Partner with strong expertise in Employee Relations to help drive a culture of respect, engagement, and performance. This role combines strategic partnership with hands-on support, ensuring our team members thrive in a compliant and high-performing environment.

About Banyan Treatment Centers: Banyan Treatment Centers is a nationally recognized leader in addiction and mental health care, offering a comprehensive continuum of services with the esteemed Joint Commission Accreditation (Gold Seal of Approval). Since our founding, we have grown into a trusted provider with 18 locations and Telehealth services nationwide. In 2023, TPG's global impact investment through The Rise Fund enabled us to further expand our services, reinforcing our commitment to high-quality care and financial stability. With over 1,600 dedicated employees, we are committed to making a meaningful impact on people's lives through compassionate, quality care that extends from our internal operations to every patient interaction.

Why Join Banyan Treatment Centers? This is an opportunity to make a meaningful impact within an organization that stands as a nationally recognized leader in addiction and mental health care. As our HR Business Partner, you will:

• Drive Culture & Connection: Help shape a people-first, engaging, and compliant workplace where employees are valued.
• Support Our Mission: Align HR practices with our life-changing mission to help individuals recover from behavioral and mental health advertises.
• Partner Strategically: Act as a trusted advisor to leaders and managers while resolving employee concerns with professionalism and empathy.
• Influence Daily Impact: Ensure our employee relations programs are proactive, fair, and legally soundimpacting team members' experience from day one.

Position Details:

• Reports to: Director of Human Resources
• Schedule: Full-time, MondayFriday | 8:30 AM5:00 PM
• Location: Pompano Beach, FL (Hybrid 4 days on-site, 1 day remote per week after onboarding)

Key Responsibilities:

• Serve as a trusted partner to leadership, aligning HR strategies with operational and organizational goals.
• Lead complex employee relations issues, ensuring timely, fair, and legally compliant resolutions.
• Conduct thorough investigations related to performance, behavior, or employee complaints.
• Support performance management and disciplinary actions through coaching, documentation, and training.
• Design and deliver training on workplace conduct, leadership, compliance, and culture.
• Promote employee engagement and drive initiatives such as stay interviews, feedback programs, and process improvements.
• Ensure HR practices are compliant with federal, state, and local employment laws.
• Collaborate across departments to improve communication, morale, and employee retention.
• Maintain accurate documentation of employee relations cases and provide regular reports to leadership.
• Monitor HR and compliance trends and adapt programs and policies accordingly.

Required Qualifications:

• Bachelor's degree in Human Resources, Business Administration, or related field.
• 35 years of progressive HR experience, with a strong focus on employee relations and conflict resolution.
• Solid understanding of employment laws and HR compliance standards.
• Proven ability to lead investigations and navigate sensitive issues professionally.
• Strong interpersonal and communication skills, with the ability to coach leaders and foster trust.

Preferred Qualifications:

• HR certification (e.g., SHRM-CP, SHRM-SCP, PHR, SPHR).
• 13 years of management or supervisory experience.
• Experience working with large, multi-site employee populations (1,400+).
• Knowledge of FMLA, ADA, and short/long-term disability management.
• Familiarity with HRIS systems (e.g., UKG, ADP) and data reporting.

Ideal Candidate Profile:

• People-Centered: Committed to creating a respectful, positive, and engaging employee experience.
• Problem-Solver: Uses logic and empathy to resolve issues and guide team members through challenges.
• Detail-Oriented: Maintains accurate documentation and ensures compliance in all aspects of employee relations.
• Collaborative: Works effectively across teams and levels, building relationships and driving results.
• Discreet & Ethical: Maintains confidentiality and acts with integrity in all interactions.
• Organized: Able to manage multiple priorities in a fast-paced, deadline-driven environment.

Comprehensive Benefits Include:

• Medical, Vision and Dental Insurance
• Whole and Term Life Insurance
• Short and Long-Term Disability Insurance
• 401(k) Benefit with Employer Match
• Paid Time Off
• 7 Paid Holidays (including one floating holiday)
• Employee Assistance and Referral Programs
• Wellness Incentives
• Internal Promotional Opportunities

Apply Now! If you're ready to bring your HR expertise to a fast-paced, purpose-driven organization, we encourage you to apply today. Join Banyan Treatment Centers and be part of a team that's changing livesone person at a time.

Teledyne Technologies Incorporated provides enabling technologies for industrial growth markets that require advanced technology and high reliability. These markets include aerospace and defense, factory automation, air and water quality environmental monitoring, electronics design and development, oceanographic research, deepwater oil and gas exploration and production, medical imaging and pharmaceutical research.

We are looking for individuals who thrive on making an impact and want the excitement of being on a team that wins.

Teledyne Flir, a leader in thermal imaging technology that enhances everyday life.

The HR Business Partner is responsible for creating and implementing HR strategies that drive business results. They serve as a liaison between the HR department and the business side of the company, providing guidance on HR policies, performance management, employee relations, and organizational change initiatives. This role offers a unique blend of responsibilities: heavy recruitment support, focusing on sourcing, screening, and facilitating the hiring process and essential HR administration such as business support, including onboarding, and general administrative duties. HRBPs are also involved in coaching managers on effective leadership practices and ensuring compliance with HR regulations. Supports the overall HR function under the supervision of the Director, Human Resources.

• Supports a broad range of HR-related disciplines, including, but not limited to, organizational effectiveness, employee relations issues / case management, policy guidance and advice, talent management, organizational restructurings, performance management and administrative tasks.
• Fosters deep partnerships with leaders and provide coaching and development on leadership practices and culture through a reality based and informed perspective.
• Strives to reduce legal risk using performance management methodologies, behavioral interviewing, leadership development of others, and conflict resolution methodologies. Ensures regulatory compliance.
• Influence and coach leaders on talent management processes such as year-end/talent reviews, succession planning, strategic workforce planning, etc. to ensure development and retention of a high-performing workforce.
• Provide leaders with analysis of the overall health of their organization by identifying and utilizing HR metrics and dashboards to analyze workforce trends and issues.
• Ensure HR metrics are aligned with the business metrics and drive improvement in delivery to support key business initiatives
• Work closely with hiring managers to understand their staffing needs, coordinate interview schedules, and gather timely feedback.
• Manages the full cycle corporate recruitment for designated client groups from interview scheduling to offers and on-boarding. Actively source potential candidates through various online channels (e.g., job boards, LinkedIn, professional networks), employee referrals, and other creative methods. Coordinate orientation schedules, schedule, and present those meetings as required.
• Manages multi-state Leave of Absence (LOA) requirements and provides guidance to employees with LOA requests; regular FMLA.
• Work with other HR team members on corporate initiatives and help drive projects to successful and timely delivery. Provides HR-related trainings to field managers as needed.
• Manages termination process for business unit employees, complying with state Final Pay regulations.
• Responsible for developing a facility communications strategy that includes formal meetings, informal small group meetings, focus groups, 1X1s, surveys, and related activities that drive engagement activities, throughout the organization.
• Supports onsite employee engagement activities and initiatives to foster a positive work environment. The HRBP assists, coordinates, leads, and manages employee event, such as annual picnic, quarterly BBQ's, Holiday Party, and other assigned events in coordination with local team members.
• Provides guidance and input on business unit restructures, workforce planning, and succession planning.
• Performs other related duties as assigned.

• Associate or bachelor's degree in human resources, Business administration or an equivalent combination of education and 5 + years of experience preferably in high-tech manufacturing environment.
• Desire to grow professionally with networking and ongoing HR training opportunities.
• Excellent interpersonal and communication skills (written and verbal), with the ability to interact effectively with candidates, employees, and managers at all levels.
• Strong understanding of basic HR principles, practices, and compliance requirements.
• Effective conflict resolution and critical thinking skills.
• High level of confidentiality and ability to utilize discretion in sensitive matters.
• Ability to multi-task, prioritize effectively, and manage time in a demanding environment.
• Proven ability to source candidates using various recruitment methods and tools.
• Experience conducting initial phone screens and assessing candidate qualifications.
• Excellent organizational skills and exceptional attention to detail.
• Proficiency in Microsoft Office Suite (Word, Excel, Outlook, PowerPoint).
• Experience in developing recruitment strategy to increase productivity and improve business performance.
• Ability to travel when required.
• Applicants must be either a U.S. citizen, U.S. national, legal permanent resident, asylee, refugee or must be eligible to apply for and obtain the appropriate export control license from the U.S. Departments of State or Commerce.

Salary Range: $61,600.00-$82,100.000

Pay Transparency: The anticipated salary range listed for this role is only an estimate. Actual compensation for successful candidates is carefully determined based on several factors including, but not limited to, location, education/training, work experience, key skills, and type of position.

Teledyne and all of our employees are committed to conducting business with the highest ethical standards. We require all employees to comply with all applicable laws, regulations, rules and regulatory orders. Our reputation for honesty, integrity and high ethics is as important to us as our reputation for making innovative sensing solutions.

Teledyne is an Equal Opportunity/Affirmative Action Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability or veteran status, age, or any other characteristic or non-merit based factor made unlawful by federal, state, or local laws.