Human Resources Generalist II / Hinds

Flowood, Mississippi TIBCO Software

Job Viewed

Tap Again To Close

Job Description

This is a Non-State Service Position for a Human Resources Generalist I with a state agency location in Hinds County. This position is located in Hinds County as the state office. The selected candidate will function as a Human Resource Generalist wi Human Resource, Generalist, Operations, Technology, Business Services, HR

Apply Now

Job No Longer Available

This position is no longer listed on WhatJobs. The employer may be reviewing applications, filled the role, or has removed the listing.

However, we have similar jobs available for you below.

Fall 2025 - Human Resources Internship

39200 Jackson, Mississippi Canopy

Posted 1 day ago

Job Viewed

Tap Again To Close

Job Description

Founded in 1912 as an adoption agency, Canopy Children's Solutions is Mississippi's most comprehensive nonprofit provider of children's behavioral health, educational, and social service solutions. Canopy employs a diverse group of mission-driven individuals committed to honoring the voice of Mississippi children and families. Being an integral part of the Canopy team involves committing to the Core Values that drive our organization forward:

  • The voice of our children and families always comes first
  • Relationships matter and our differences make us stronger
  • We take great joy in service to others
  • Our families and our communities deserve our very best
Canopy has been designated a Great Place to Work® for the fourth consecutive year, and is one of only eight companies in Mississippi to qualify for this certification in 2024-2025. Canopy's employees are charged with building a healthy work culture within their teams, that focus on trust, and the collective goal of helping kids thrive and families to overcome extraordinary challenges.

Position Overview:
  • The HR intern will be immersed in all facets of human resources and employment to include, but not limited to: Talent Acquisition, Orientation & Onboarding, Employment Branding, Compliance, HRIS System Management, and Employee Relations.
  • Intern will be assigned special projects for completion by end of semester.
  • Student must possess excellent oral and written presentation skills, maturity, self-motivation, and must be able to integrate into our vibrantly inclusive and passionate team.
  • This opportunity is unpaid and for academic credit only.
Internship Program Requirements :
  • All interns are required to attend a mandatory orientation and training session at the beginning of their internship.
  • Business Professional Attire.
  • Established contract with academic institution.
  • Minimum 100-hour commitment unless stated otherwise in contract.
  • Students must satisfactorily complete goals as outlined by university affiliates and their assigned site supervisor.
Required Qualifications :
  • Current students enrolled in an undergraduate program in Human Resources, Business Administration, Management, Communications, or related field.
  • Must be enrolled, and in good academic standing, with an accredited academic institution at time of internship.


Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
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.
View Now

Human Resources Information Systems (HRIS) Analyst - Jackson, MS

39200 Jackson, Mississippi Canopy

Posted 4 days ago

Job Viewed

Tap Again To Close

Job Description

Founded in 1912 as an adoption agency, Canopy Children's Solutions is Mississippi's most comprehensive nonprofit provider of children's behavioral health, educational, and social service solutions. Canopy employs a diverse group of mission-driven individuals committed to honoring the voice of Mississippi children and families. Being an integral part of the Canopy team involves committing to the Core Values that drive our organization forward:

  • The voice of our children and families always comes first
  • Relationships matter and our differences make us stronger
  • We take great joy in service to others
  • Our families and our communities deserve our very best
Canopy has been designated a Great Place to Work® for the fourth consecutive year, and is one of only eight companies in Mississippi to qualify for this certification in 2024-2025. Canopy's employees are charged with building a healthy work culture within their teams, that focus on trust, and the collective goal of helping kids thrive and families to overcome extraordinary challenges.

We offer a comprehensive benefits package for all eligible full-time employees. Benefits include, but are not limited to:
  • Competitive Compensation
  • 403b Retirement Plan with Match
  • Medical, Dental, Vision Insurance
  • PTO/Vacation
  • Employee Wellness Program and Counseling Services
Human Resources Information Systems (HRIS) Analyst Overview :
  • The Human Resources (HR) Analyst is responsible for aligning Canopy's systems, solutions, and analytics strategy with the broader HR, business, and technology strategy.
  • The HR Analyst role will support, enhance, and implement solutions in partnership with HR functions, including Talent Acquisition, Onboarding, Compensation, Benefits, Payroll, Talent Management, Learning and Development, HR Business Partners, and Compliance.
  • The HRIS Analyst will consult with partners to understand their strategic goals and initiatives, help influence the HRIS roadmap, deliver capabilities to achieve those goals, and create meaningful reporting and analytics to illustrate success.
Job Responsibilities:
  • Provide expertise in the analysis, design, development (e.g., configuration), testing, and deployment of new system functionality, upgrades, or patches on the HRIS system UKG.
  • Administer, maintain, and update HRIS technology systems to drive data accuracy and integrity consistency. Run periodic data audits to drive completeness further and train super users on necessary data entry procedures and enhancements.
  • Utilize proven project management skills by leading the project directly or partnering with designated teams to ensure projects are completed on time and within budget.
  • Troubleshoot production issues through proper analysis, defect identification, and resolution procedures. Document Root Cause Analysis (RCA) when appropriate, escalate broader vendor system or service issues through incident tickets
  • Manage vendor relationships by serving as the key liaison between them and HR stakeholders, holding periodic meetings, and escalating system issues or concerns.
  • Perform security administration by reviewing requests and granting user access and permissions commensurate with the functions and duties of the user's job. Perform periodic audits to drive and enforce consistency in assignment among HR functional areas.
  • Document and maintain all HR technology systems' requirements, configurations, processes, procedures, and data flows with applicable logic and criteria for reports and integrations with internal systems and third-party vendors.
  • Perform and/or coordinate any lifecycle testing (e.g., quality assurance, system integration, user acceptance, etc.), including creating test plans, building baseline test scripts, and obtaining approval for deployment.
  • Partner with the Learning and Development Finance teams to develop and maintain user procedures, guidelines, and documentation to train HR and finance colleagues at the time of hire or when implementing new system functionality.
  • Provide training to end users during project rollout as needed.
  • Document internal processes and audit procedures to ensure data integrity of systems.
Required Qualifications:
  • Bachelors degree is required.
  • A computer science, information systems or other technical degree is preferred.
  • A minimum of 3 years' experience with a combination of HRIS configuration and reporting is required.
  • The candidate must have functional knowledge and support of HR processes and functions, such as Recruiting, Onboarding, Compensation, Benefits, Performance, Succession Planning, Learning, Payroll, and any other general HR processes.
  • Technical experience in providing analysis, system administration, hands-on configuration, and implementations of Human Capital Management (HCM) systems, preferably with UKG, is required.
  • Must demonstrate a strong understanding of project management concepts and software development lifecycle (SDLC) methodologies, including but not limited to conducting business process analysis, planning and design, configuration and development, testing, and deployment.
  • Excellent verbal and written communication and interpersonal skills.
  • The ability to work collaboratively and cross-functionally to obtain information or solve problems supporting common goals.


Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
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.
View Now

Human Resources Business Partner

39200 Jackson, Mississippi University of Mississippi

Posted 4 days ago

Job Viewed

Tap Again To Close

Job Description

Join to apply for the Human Resources Business Partner role at University of Mississippi Join to apply for the Human Resources Business Partner role at University of Mississippi Note for Current UM Employees Note for Current UM Employees Current employees must apply internally via ConnectU > connectu.olemiss.edu The University of Mississippi "The University of Mississippi — fondly referred to as Ole Miss — stands as a premier public research institution with a proud legacy of academic distinction. We are devoted to nurturing a vibrant, inclusive community where every member — student, faculty, and staff — can achieve their fullest potential.” Department Summary The Human Resources department at the University of Mississippi is an exceptional place to work, offering a strong commitment to work-life balance, ensuring that employees can thrive both professionally and personally. Our team has the unique opportunity to partner with departments across the entire university, fostering collaboration and making a positive impact on a broad scale. Over the past four years, our department has experienced continued growth, expanding our capacity to support the university's diverse needs. We are excited about the upcoming transition to Workday, a cutting-edge ERP system that will revolutionize how we operate. This move presents countless opportunities for innovation, efficiency, and enhanced services, positioning us for even greater success in the future. We are excited about the opportunity for this role to join our team and contribute to the next chapter of our growth and transformation. Role Specifications Below you will find classification and compensation information. For additional details behind the University of Mississippi classification system please visit Human Resource Compensation Page Family - Human Resources Sub-Family - HR Campus Partners Career Track / Level - P3 Grade - 10 Min Mid Max $68,682 $5,842 103,002 Role Summary The HR Business Partner (Academic & Administrative) is a strategic leader and primary HR point of contact for assigned client groups, including academic departments, research units, and administrative divisions within the University of Mississippi. This role delivers comprehensive HR solutions that align with the university’s mission, values, and strategic goals. By partnering with academic leaders, faculty, and staff, the HR Business Partner plays a crucial role in advancing the university’s mission of academic excellence, research innovation, and operational effectiveness. This position fosters collaboration and engagement across all university populations, ensuring that HR services meet the needs of faculty, researchers, and staff. Examples of Work Performed Strategic Partnerships Serve as a trusted advisor to academic and staff leaders (e.g., deans, department chairs, research directors, senior leadership, directors, managers, and supervisors), providing strategic guidance on HR policies, practices, and initiatives. Collaborate with leadership to align HR strategies with academic priorities, research goals, and operational objectives. Identify and address organizational challenges, offering data-driven solutions to improve performance, engagement, and retention across faculty and staff populations. Talent Management Partner with academic and administrative leaders to identify talent needs and lead workforce planning efforts. Support recruitment, onboarding, and retention strategies to ensure a seamless experience for executives, management, staff, and academic hires. Lead faculty and staff career development, succession planning, and leadership development initiatives. Employee Relations Serve as the primary point of contact for complex employee relations matters, including conflict resolution, performance improvement, and disciplinary actions. Provide guidance and support to academic leaders, managers, and supervisors on HR-related matters, including promotion, career progression, performance management, and professional development, ensuring alignment with the University’s mission, values, and commitment to excellence. Conduct complex investigations into employee relations matters, including grievances, complaints, and policy violations, ensuring thoroughness, fairness, and compliance with applicable policies, procedures, and laws. Provide recommendations to resolve workplace issues fairly and consistently. Promote a culture of respect and collaboration among academic and staff populations. HR Operations And Compliance Ensure compliance with university policies & procedures, federal and state regulations, and HR best practices. Maintain accurate and confidential records for assigned client groups. Prepare and analyze HR metrics and reports to inform decision-making and track progress on key initiatives. Benefits And Payroll Liaison Serve as the primary liaison between assigned client groups and the university’s benefits and payroll teams. Collaborate with the Director of Benefits and the benefits team to address employee inquiries, resolve issues, and effectively communicate benefits programs. Partner with the Director of Payroll and the payroll team to ensure accurate and timely payroll processing for assigned client groups. Act as a resource for employees on benefits and payroll-related matters, providing guidance and escalating issues as needed. Examples of Work Performed Continued Organizational Development And Employee Engagement Partners with HR teams dedicated to Organizational Development, Employee Engagement, Communications, and Training & Development to deliver programs, initiatives, and training that support the University's mission, values, and commitment to excellence in education, student success, and operational efficiency. Act as a liaison between client groups and HR functional teams, ensuring alignment and effective communication. Support the implementation of training programs, engagement surveys, climate assessments, and communication strategies tailored to the needs of faculty, researchers, and staff. Campus Collaboration Collaborate closely with the Office of the Provost, academic deans, and department chairs to address HR needs specific to faculty and academic staff. Partner with key campus offices, such as the Office of the Vice Chancellor of Administration & Finance, the Office of Equal Opportunity & Regulatory Compliance (EORC), the Division of Access, Opportunity, and Community Engagement, the Office of General Counsel, the Office of Internal Audit, as well as other members of the campus community, to address cross-functional HR, compliance, and organizational matters. Serve as a bridge between academic and administrative units, facilitating communication and ensuring alignment with university policies and initiatives. Serve as a primary HR liaison to university constituents, cultivating trusted advisory relationships with the Faculty Senate, Staff Council, and relevant standing committees. Through regular consultation and active partnership, ensure that HR policies and initiatives incorporate the perspectives of the campus community while maintaining alignment with institutional compliance standards and strategic priorities. Other Duties As Assigned Perform additional tasks and projects to support the university’s strategic goals. Essential Functions These essential functions include, but are not limited to, the following. Additional essential functions may be identified and included by the hiring department. Partnerships: Provide strategic HR guidance to academic and administrative leaders to align HR practices with institutional goals, improve organizational effectiveness, and support faculty and staff success. Talent Management: Lead workforce planning, recruitment, onboarding, and development initiatives to attract, retain, and grow top talent across faculty and staff roles. Employee Relations: Manage complex employee relations matters, offering expert guidance, conducting investigations, and fostering a culture of respect, fairness, and accountability. HR Operations and Compliance: Oversee HR operations for assigned groups, ensuring compliance with policies and regulations while leveraging data and records to support decision-making. Benefits and Payroll Liaison: Serve as the primary contact for benefits and payroll, partnering with central teams to resolve issues and support timely, accurate processing and communication. Organizational Development and Engagement: Collaborate with HR functional teams to deliver training, engagement, and communication initiatives that enhance culture and operational excellence. Campus Collaboration: Act as a key HR liaison across academic and administrative units, ensuring policy alignment, shared governance input, and cohesive execution of university-wide initiatives. Minimum Education/Experience Education: Bachelor's Degree Experience: (5) Five Years Experience Substitution Statement: An equivalent combination of related experience and education may be considered for this role. Substitutions of the required experience or education will be assessed on a 1:1 substitution basis. Preferred Qualifications HR Certification: SHRM-SCP, SPHR, or other equivalent HR certification Higher Education Expertise: Experience in academic HR administration or similarly complex environments Faculty Processes: Demonstrated knowledge of promotion/tenure systems, shared governance models, and academic appointment lifecycle management Athletics Personnel Experience: Demonstrated understanding of athletic department HR operations, including NCAA employment compliance, coaching staff compensation models, and academic integration strategies for dual-career hires. Cross-Functional Leadership: Proven experience collaborating with benefits, payroll, organizational development, and talent acquisition teams in decentralized environments Strategic Communication: Ability to translate complex HR concepts to diverse audiences (e.g., athletics, research institutes, auxiliaries, etc.) For full consideration, please include a resume and cover letter. EEO Statement The University of Mississippi provides equal opportunity in any employment practice, education program, or education activity to all qualified persons. The University complies with all applicable laws regarding equal opportunity and affirmative action and does not unlawfully discriminate against any employee or applicant for employment based upon race, color, gender, sex, pregnancy, sexual orientation, gender identity or expression, religion, citizenship, national origin, age, disability, veteran status, or genetic information. Minimum Physical Requirements Physical Requirements: These physical requirements are not exhaustive, and additional job-related physical requirements may be added to these by individual agencies on an as needed basis. Corrective devices may be used to meet physical requirements. Physical Exertion: The incumbent may be required to lift up to approximately 10 pounds. Vision: Requirements of this job include close vision. Speaking/Hearing: Ability to give and receive information through speaking and listening. Motor Coordination: While performing the duties of this job, the incumbent is frequently required to talk and hear; and use hands to finger, handle, or feel. The incumbent is periodically required to sit. The incumbent is occasionally required to stand; walk; and reach with hands and arms Interview Requirements: Any candidate who is called for an interview must notify the Department of Equal Opportunity/Regulatory Compliance in writing of any reasonable accommodation needed prior to the date of the interview. Background Check Statement The University of Mississippi is committed to providing a safe campus community. UM conducts background investigations for applicants being considered for employment. Background investigations include a criminal history record check, and when appropriate, a financial (credit) report or driving history check. Seniority level Seniority level Mid-Senior level Employment type Employment type Full-time Job function Job function Human Resources Industries Higher Education Referrals increase your chances of interviewing at University of Mississippi by 2x Sign in to set job alerts for “Human Resources Business Partner” roles. We’re unlocking community knowledge in a new way. Experts add insights directly into each article, started with the help of AI. #J-18808-Ljbffr

View Now

Data Analyst, Human Resources

39200 Jackson, Mississippi Trustmark

Posted 5 days ago

Job Viewed

Tap Again To Close

Job Description



Data Analyst, Human Resources

Location

US-MS-Jackson

Job ID

2025-18685

Category

Human Resources

Type

Regular Full-Time

Job Grade

11

FLSA Status

Exempt

Job Location: Company

HR Information Systems - 10302

Overview

Position is responsible for compiling, analyzing employee data, preparing reports, making presentations, dashboards, and interpreting data to effectively convey the HR story and to assist the management team with data-driven decisions.

Responsibilities

    Create, run, modify, and produce accurate standard/ad-hoc queries and reports to support HR business needs for information and/or data
  • Analyze and understand HR data to provide clarity to the HR team and assist with data-driven decisions
  • Create dashboards, meaningful graphic visualizations, general and executive-level presentations, and effective reports to convey the HR story and to assist the HR management team with data-driven decisions
  • Extract HR data and submit regulatory compliance reports including but not limited to: BLS, EEO-1, AAP, VETS 4212 and other compliance related reports
  • Meet with HR department leaders on a regular basis to identify data related needs
  • Perform regular audits of HR databases to ensure accuracy and completeness
  • Maintain current knowledge on data and analytic trends and best practices for long-term solutions related to HR data
  • Perform additional duties as assigned.
Qualifications
  • Bachelor's degree in Business, Human Resources, or related field of study, or equivalent work experience
  • 2+ years of experience of system administration and report writing
  • Must be able to exercise confidentiality at all times
  • Must have strong organizational skills with the ability to effectively manage multiple projects
  • Must be detail oriented with strong critical thinking skills
  • Excellent verbal and written communication skills
  • Excellent customer service skills and the ability to maintain cooperative working relationships
  • Advanced skills in Microsoft Products including Word, Excel, PowerPoint, Pivot Tables and VLOOKUPs
  • Data Analytics or other related certification preferred
  • Experience with dashboard software including Power BI, etc. preferred
  • Prior experience with ServiceNow, HRIS, Applicant Tracking and or Learning Management Systems preferred
  • Prior experience working with Trustmark HR data preferred
  • Ability to write SQL queries preferred

Physical Requirements/Working Conditions: Must be able to sit for long periods of time and use computer keyboard and/or mouse, while viewing computer screens.

Note: This is a brief description of this position and is not limited to those described herein. Management retains the right to add, delete or modify any of these responsibilities at any time during employment.

View Now

Human Resources Business Partner San Antonio, Texas, United States

39200 Jackson, Mississippi Greenpoint Technologies

Posted 6 days ago

Job Viewed

Tap Again To Close

Job Description

As an HRBP, you will partner closely with client senior leadership and line managers to deliver HR services that support the company exceeding business goals, driving employee engagement, and enabling talent development within a multi-site, multi-state, dynamic, fast-growing company. Essential Duties and Responsibilities Proactively builds relationships with assigned clients, through regular engagement to identify areas of improvement in support of business objectives. Annual HR Rhythm of the business deliverables achieved on-time: annual performance review, goal setting, people review, mid-year review and employee engagement survey action plans. Own the resolution of complex employee relations cases, ensuring compliance with the law, our company values and corporate policy. Guide leadership through change management and organizational design efforts tied to program expansions, reorgs, and contract transitions. Advises employees and managers on a broad array of employment topics. Proactively identifies areas for improvement in all aspects of GTI’s employee experience. Collaborate with colleagues in compensation, benefits, talent acquisition, and training & development to implement programs. Employee Relations Proactively addresses employee relations issues and advises managers on best practices to encourage maximum productivity and workplace cohesiveness. Provides subject matter expertise for all local, state, and federal employment laws and company employee policies. Accurately and thoroughly answers questions about how to interpret and apply laws and policies. Knows when to seek further assistance from superiors or legal counsel. Is attentive to legal risks and appropriately addresses those risks through escalation, training, or other methods. Conducts investigations, keeps records, recommends solutions for approval and implements action plans. Facilitates worker off-boarding by completing appropriate paperwork and providing guidance to the departing employee and their manager. Conducts exit interviews to analyze any trends and works with management on any identified opportunities for improvement. Employee Development Helps identify development opportunities for employees and works with managers to create progression paths for employees to learn, grow and increase their knowledge. Coach managers on effective performance feedback and employee development initiatives. Leaves & Accommodations Owns employee leaves of absence with employees, manager and third parties like WA State, Metlife, etc. Owns the accommodations process including providing guidance and following procedures for employees seeking medical or other legally defined accommodations. Ensures that applicable laws, policies, and procedures are being followed while empathy for the employee is demonstrated. Acts as a subject matter expert on employee medical issues and laws (FMLA, PFML, ADA, etc.) Helps employees navigate the various leave options and ensures that policies and procedures are followed. Examine state/federal/policy requirements as well as payroll and benefit impact, retain and track leave request forms and medical paperwork, and monitor situation ongoing for any action required. Other Contributions Create and update Statements of Process (SOPs). Works with the Talent Acquisition team as needed on issues related to hiring new employees or transferring internal employees. Identifies legal risks and recommends or takes actions to mitigate such risk. Partners with HSE (Health Safety Environment) colleagues to support site safety compliance and implementation of safety processes and procedures. Supports Affirmative Action Plan. Leads or contributes to special projects and initiatives as requested. Maintains regular attendance including being at work, being on time to work and working until tasks are completed. Completes other duties as assigned. To perform the job successfully, an individual should demonstrate the following competencies: Greenpoint Core Competencies Adaptability - Adapts to changes in the work environment, manages competing demands, and accepts constructive criticism/feedback, and changes approach or method to best fit the situation. Communications - Expresses ideas and thoughts effectively in verbal and written form, exhibits good listening and comprehension, keeps others informed, and uses appropriate communication methods. Dependability - Responds to requests for service and assistance, follows instruction and responds to management direction, takes responsibility for own actions and doing the best job possible, keeps commitments, and maintains reliable attendance. Initiative - Sets and achieves challenging goals, demonstrates persistence and overcomes obstacles, measures self against standard of excellence, recognizes and acts on opportunities, and takes calculated risks to accomplish goals. Teamwork - Balances team and individual responsibilities, exhibits objectivity and openness to others' views, gives and welcomes feedback, contributes to building a positive team spirit, and puts success of team above own interests. Work Quality - Demonstrates accuracy and thoroughness, displays commitment to excellence, looks for ways to improve and promote quality, applies feedback to improve performance, and monitors own work to ensure quality. Job Core Competencies Performance Coaching – You define responsibilities and expectations, you set goals and objectives, you give performance feedback, you motivate for increased results, you recognize contributions, and you encourage training and development. Judgment – Displays willingness to make decisions, exhibits sound and accurate judgment, supports and explains reasoning for decisions, includes appropriate people in decision-making process, and makes timely decisions. Planning/Organization – Prioritizes and plans work activities, uses time efficiently, plans for additional resources, integrates changes smoothly, sets goals and objectives, and works in an organized manner. Problem Solving -Identifies problems in a timely manner, gathers and analyzes information skillfully, develops alternative solutions, resolves problems in early stages, and works well in group problem solving situations. Summary of Education, Experience & Certification Bachelor’s degree in Human Resources, Business Administration, Psychology, or related field; and six+ years progressive HR experience, including at least 3 years in an HRBP role; or equivalent combination of education and experience. HRBP experience supporting aerospace, defense, engineering or manufacturing workforces a plus. SPHR or SHRM – SCP preferred. Due to government regulations and contract specifications, we are required to fill this position only with an individual who qualifies as a U.S. Citizen. Required Knowledge, Skills & Abilities Expert level knowledge of U.S. employment law, employee relations, policy, procedures and HR compliance. Demonstrated success in change management and performance coaching. Strong analytical, interpersonal, and project management skills. Familiarity or demonstrated ability to quickly learn Department of Transportation (DOT) and other aerospace compliance frameworks. Experience with Lean, Six Sigma, or continuous improvement initiatives. Build relationships and gain trust with all levels of the organization. Advise on policy, procedures and HR related topics. Sound judgment, problem-solving skills and ability to function independently. Advanced verbal, written, analytical and interpersonal skills. Organize effectively and prioritize work to meet deadlines. Timely and effective follow-up and follow-through. Attention to detail and first-time quality. Expert understanding of Wage & Hour Laws, the Fair Labor Standards Act, FMLA, WPFML, ADA, ERISA and COBRA compliance. Proficient with Microsoft Office 365 and Human Resource Information System (HRIS) – SAP SuccessFactors and ADP Vantage preferred. Effectively research and integrate information from SHRM, legal and AI sources. Solve problems independently across a wide range of situations with limited to no documented process. Interpret, assess gaps and carry out a variety of instructions furnished orally, in writing, via diagram, or other method. Ability to sit for extended periods of time, use hands to lift and/or move up to 10 pounds, occasionally lift and/or move up to 25 pounds, and have close/color vision ability to adjust focus. Ability to travel as required averaging 20% Ability to work outside core business hours as required. This is a limited-term employee role with an anticipated end date of 06/30/2027 . About Greenpoint Technologies Greenpoint delivers nose-to-tail VIP Jet aircraft interiors for private clients and Heads-of-State. We are proud to be known in the aerospace industry for our design and engineering innovation, award-winning company culture, and on-time delivery of our beautiful products. We use leading-edge tools and employee-built processes to deliver extraordinary, one-of-a-kind custom aircraft interiors. It’s complex work, but we work smart. In return for hard work, collaboration, and creativity, our people experience a culture custom built for high achievers: Big jobs and stretch assignments. High accountability environment, with transparent decisions aligned to values, open communication, and engaged leadership. Ability to make a big, visible impact on the end product. We welcome diverse contributions and provide equal employment opportunities to all individuals without regard to race, color, religion, national origin, gender, sexual orientation, gender identity, age, physical or mental disability, genetic factors, military/veteran status or other characteristics protected by law. Create a Job Alert Interested in building your career at Greenpoint Technologies? Get future opportunities sent straight to your email. Apply for this job * indicates a required field First Name * Last Name * Preferred First Name Email * Phone * Resume/CV * Enter manually Accepted file types: pdf, doc, docx, txt, rtf Enter manually Accepted file types: pdf, doc, docx, txt, rtf Our work sites require that you be a US person. Do you meet this requirement? (A US person is defined as a US Citizen, a Permanent Resident who does not work for a foreign company/foreign government/foreign governmental agency or organization, or a political asylee for legal compliance purposes) * Select. Do you now or have you previously worked for a Safran company? * Select. For current Safran employees only: Have you notified your current HR about applying for this role? Select. For current Safran employees only: Have you notified your current manager about applying for this role? Select. Do you have any relatives employed with us? (Yes/No) If Yes, please add their name. * Voluntary Self-Identification For government reporting purposes, we ask candidates to respond to the below self-identification survey.Completion of the form is entirely voluntary. Whatever your decision, it will not be considered in the hiringprocess or thereafter. Any information that you do provide will be recorded and maintained in aconfidential file. As set forth in Greenpoint Technologies’s Equal Employment Opportunity policy,we do not discriminate on the basis of any protected group status under any applicable law. If you believe you belong to any of the categories of protected veterans listed below, please indicate by making the appropriate selection.As a government contractor subject to the Vietnam Era Veterans Readjustment Assistance Act (VEVRAA), we request this information in order to measurethe effectiveness of the outreach and positive recruitment efforts we undertake pursuant to VEVRAA. Classification of protected categoriesis as follows: A "disabled veteran" is one of the following: a veteran of the U.S. military, ground, naval or air service who is entitled to compensation (or who but for the receipt of military retired pay would be entitled to compensation) under laws administered by the Secretary of Veterans Affairs; or a person who was discharged or released from active duty because of a service-connected disability. A "recently separated veteran" means any veteran during the three-year period beginning on the date of such veteran's discharge or release from active duty in the U.S. military, ground, naval, or air service. An "active duty wartime or campaign badge veteran" means a veteran who served on active duty in the U.S. military, ground, naval or air service during a war, or in a campaign or expedition for which a campaign badge has been authorized under the laws administered by the Department of Defense. An "Armed forces service medal veteran" means a veteran who, while serving on active duty in the U.S. military, ground, naval or air service, participated in a United States military operation for which an Armed Forces service medal was awarded pursuant to Executive Order 12985. Select. Voluntary Self-Identification of Disability Form CC-305 Page 1 of 1 OMB Control Number 1250-0005 Expires 04/30/2026 Voluntary Self-Identification of Disability Form CC-305 Page 1 of 1 OMB Control Number 1250-0005 Expires 04/30/2026 Why are you being asked to complete this form? We are a federal contractor or subcontractor. The law requires us to provide equal employment opportunity to qualified people with disabilities. We have a goal of having at least 7% of our workers as people with disabilities. The law says we must measure our progress towards this goal. To do this, we must ask applicants and employees if they have a disability or have ever had one. People can become disabled, so we need to ask this question at least every five years. Completing this form is voluntary, and we hope that you will choose to do so. Your answer is confidential. No one who makes hiring decisions will see it. Your decision to complete the form and your answer will not harm you in any way. If you want to learn more about the law or this form, visit the U.S. Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) website at . How do you know if you have a disability? A disability is a condition that substantially limits one or more of your “major life activities.” If you have or have ever had such a condition, you are a person with a disability. Disabilities include, but are not limited to: Alcohol or other substance use disorder (not currently using drugs illegally) Autoimmune disorder, for example, lupus, fibromyalgia, rheumatoid arthritis, HIV/AIDS Blind or low vision Cancer (past or present) Cardiovascular or heart disease Celiac disease Cerebral palsy Deaf or serious difficulty hearing Diabetes Disfigurement, for example, disfigurement caused by burns, wounds, accidents, or congenital disorders Epilepsy or other seizure disorder Gastrointestinal disorders, for example, Crohn's Disease, irritable bowel syndrome Intellectual or developmental disability Mental health conditions, for example, depression, bipolar disorder, anxiety disorder, schizophrenia, PTSD Missing limbs or partially missing limbs Mobility impairment, benefiting from the use of a wheelchair, scooter, walker, leg brace(s) and/or other supports Nervous system condition, for example, migraine headaches, Parkinson’s disease, multiple sclerosis (MS) Neurodivergence, for example, attention-deficit/hyperactivity disorder (ADHD), autism spectrum disorder, dyslexia, dyspraxia, other learning disabilities Partial or complete paralysis (any cause) Pulmonary or respiratory conditions, for example, tuberculosis, asthma, emphysema Short stature (dwarfism) Traumatic brain injury Disability Status Select. PUBLIC BURDEN STATEMENT: According to the Paperwork Reduction Act of 1995 no persons are required to respond to a collection of information unless such collection displays a valid OMB control number. This survey should take about 5 minutes to complete. #J-18808-Ljbffr

View Now

Human Resources Business Partner

39200 Jackson, Mississippi Vertex Aerospace LLC

Posted 10 days ago

Job Viewed

Tap Again To Close

Job Description

Vertex Aerospace is redefining the mid-level aerospace market with our agility, rapid deployment capability, and customized quality. Our international presence and a vast range of services distinguish us from competitors. We offer our customers a variety of global aerospace support, including Systems Integration, Fabrication, Contractor Operated and Maintained Base Supply, Engineering, Maintenance, Modification, Repair and Overhaul, Training Support, and all levels of Maintenance. For over fifty years, we have delivered high-quality aftermarket aerospace services that are affordable and customer-focused. We are seeking a strategically and operationally experienced HRBP to closely partner with the ADS leadership team in assisting the team in its strategy to pursue growth, improve operational excellence and profitability. This role will require a seasoned and accomplished Human Resource Business Partner with expertise leading strategic initiatives in support of business operations. Principal Responsibilities and Accountabilities: Provide expertise in strategy development and facilitation of proactive and positive Employee Relations initiatives Complete understanding and advanced application of technical principles, theories, and concepts in Human Resources Implement an effective Retention strategy through active employee engagement assessment activities and regression analysis of exit interviews Maintain in-depth knowledge of compliance requirements related to day-to-day management of employees, reducing risks and ensuring regulatory compliance Provides retrieval ability to produce employee information for analysis and decision making, statistical data, and other employee-related reports as required Ability to influence change and support in an Integrated Product Team (IPT) matrixed organization Tactical & Strategic responsibility of the HR function Ability to Resolve all employee issues Lead the division Talent Acquisition process to staff the right people at the right time Policy review, interpretation, and recommendations for changes as required The administrator of the New Hire Orientation program Salary Review/Analysis and recommendations for Promotions and in-grade Adjustments Enhanced Employee Communications through effective media sources Conduct compliant Investigations of Ethics & Employee Relations cases Ability to effectively team cross-functionally with business area and functional leaders Pro-Active Coaching, Mentoring, and Consultation with Managers Facilitation of applicable leadership training Facilitate and co-chair CBA contract negotiations Provides recommendations on Labor Relations matters, such as grievances, arbitrations, MOAs, etc. Administrator of the Labor Relations function (i.e. scheduling of negotiations, maintaining a library of CBAs and MOUs, preparing strategy briefs, etc) Proactively implement initiatives that promote a culture of Professionalism, Integrity, and Respect Strategic use of an entire suite of Human Resource Management Systems to maintain an effective organizational structure and error-free employee data HR Business Partner competencies required: Strategic Partner, ability to implement new people initiatives that positively impact business operations Operations Management, the effective application of government compliance requirements and Company policy Emergency Responder, demonstrate a quick reaction to resolve all employee issues Employee Mediator, moderate effective communication and behavior for positive employee relations outcomes Ability to analyze complex data to make recommendations for strategic initiatives Advanced Problem-Solving Skills Other projects as assigned Qualifications: Bachelor's degree in Human Resources or Business Management and at least four (4) years of experience in HR as a Generalist or Associate's degree in Human Resources or Business Management and at least 8 years of experience in human resources as a Generalist OR High School Diploma and 12 years of experience in human resources as a Generalist. At least four (4) years' experience utilizing the entire suite of Human Resource Management Systems required Ultimate Software solutions experience preferred At least two (2) years' experience resolving complex employee relations issues Ability to influence change up and across the organization HR Certification from HRCI or SHRM desired Experience and knowledge of SCA and working US government contracts preferred Extensive Generalist Experience Independent root cause problem-solving skills Must be able to pass a background investigation to obtain a public trust position (if required for the position). Must be able to obtain and maintain a DoD security clearance (if required for the position). Must be able to work weekends, other shifts, and overtime as required. Labor Relations experience preferred The essential physical requirements of the position will be reviewed with the applicant during the interview. Some travel will be required Must adhere to Company policies/procedures and management instruction. Ability to maintain the confidentiality of sensitive information and Company Proprietary data. Physical Requirements Primarily office environment. Must have close visual acuity to perform an activity such as: preparing and analyzing data and figures; transcribing; viewing a computer terminal; extensive reading; visual inspection involving small defects, small parts, and/or operation of machines (including inspection); using measurement devices; and/or assembly or fabrication parts at distances close to the eyes. Must be able to maneuver/lift up to 20 pounds. #J-18808-Ljbffr

View Now

Senior Human Resources Manager

39200 Jackson, Mississippi CertainTeed

Posted 10 days ago

Job Viewed

Tap Again To Close

Job Description

Discover Engineering & Manufacturing Jobs Our commitment to employees is why Saint-Gobain North America is recognized as a Top Employer in the U.S., Canada and globally, one of only 17 companies worldwide. Together we build, innovate and inspire what’s next. Be part of Making The World A Better Home. Joining our team means access to engineering and manufacturing jobs where you can grow your skills, enjoy great benefits and build your career. Physical Well-being Take care of your whole self with a range of medical, dental and vision plan options, along with wellness perks and mental health support that is designed for you. Recharge with paid time off and company holidays that help you balance work, family and life, plus emotional health resources to support your well-being. Financial Well-being Navigate to the future you want with competitive pay, performance bonuses and retirement plans to help you secure a strong future. Build meaningful connections with paid parental leave, family planning resources and volunteer opportunities. Grow your skills and shape your future with tuition support, online learning and career development programs. Find Your People Connect with others pursuing careers in the manufacturing industry through employee groups, social clubs, volunteer work and team events. Why Join Our Team at Saint-Gobain North America? While we prioritize productivity and meaningful work, we also make space for connection and enjoyment. Our engineering and manufacturing jobs offer competitive pay and valuable learning opportunities. We strive to make every team member feel supported, celebrated and empowered to succeed. Explore long-term engineering and manufacturing jobs with opportunities for growth. From hands-on learning to senior roles, manufacturing career opportunities are open to every skill level and career goal. Redefine your career with dedicated support for skill enhancement and internal mobility across different functions and plant job locations. Be part of a culture that promotes an inclusive atmosphere built on mutual respect and integrity. Find yourself engaged in riveting work that contributes to sustainable construction while making a positive impact on the world. We Have the Careers That Meet Your Passion Careers at Saint-Gobain North America don’t stop at just engineering and manufacturing jobs. Whether you're an engineer, a marketing specialist or a finance aficionado, we have a variety of roles waiting for you to make impact: Our Strategic Locations Offer More Than Engineering and Manufacturing Jobs Our North American facilities are located across the U.S. and Canada. No matter where you are, find exciting opportunities in plant operations, logistics, electrical and engineering jobs and beyond. believe health and safety are a priority 0 % believe their team creates a good atmosphere 0 % say they are proud to work for Saint-Gobain *Figures from the 2023 study Join an Inclusive, Future-Ready Community Our Employee Resource Groups (ERGs) welcome people from all walks of life, whether for engineering and manufacturing jobs, IT or marketing positions, providing them with an inclusive environment. Connect with peers through professional development and networking opportunities. Leading Efforts for Ancestral Diversity Promoting cultural awareness and inclusivity across all backgrounds. Live Open (LGBTQ+) Creating an inclusive space for LGBTQ+ individuals and allies to be their authentic selves. Supporting veterans and raising awareness of the needs of current and future veteran associates. What Defines Our Culture? There is a lot to be proud of when you have a job you love, people you enjoy working with and a mission that inspires you. Saint-Gobain offers more than engineering and manufacturing jobs, we’ve established a place that brings out your best. Trust We encourage transparent communication, integrity and mutual respect in every interaction across our engineering and manufacturing careers. We operate with cross-functional teamwork across borders, roles and teams, which strengthens our impact on all levels, from entry-level jobs in manufacturing to senior level roles. We uphold ethical standards, accountability and respect in everything we do within facilities and across the industry. Recognized as a Top Employer for 10 consecutive years and conferred with the Silver Stevie Award (Category: Large Manufacturing Company of the Year), Saint-Gobain is dominating across global markets in engineering and manufacturing jobs for workplace excellence, inclusion and career growth. Global Top Employer (2025) 2025 Silver Steve Award: Large Manufacturing Company of the Year Top 100 Internship Program (2024) Gold Stevie Award for Best Reward & Recognition Program (2023) Come As You Are. Grow Into Who You're Meant to Be. We know choosing a career is deeply personal. That is why we have built a workplace where you do not have to pick between stability and purpose, or between belonging and ambition. Here, you can have both. Explore open roles across the U.S. and Canada and start building your next chapter. #J-18808-Ljbffr

View Now
Be The First To Know

About the latest Human resources Jobs in Flowood !

Regional Director Human Resources

39203 Jackson, Mississippi Hilton

Posted 11 days ago

Job Viewed

Tap Again To Close

Job Description

_***The location for this position is virtual/remote anywhere in the state of California***_
This is your chance to be part of a Corporate Human Resources Operations team at a global hospitality company that is currently the No. 1 Best Company to Work For in the U.S. by Great Place to Work and Fortune! As a Regional HR Director, you will partner with our business leaders to attract, retain, and develop Hilton's most important asset, our Team Members. On the HR Operations team, reporting to the Sr Regional HR Director, you will be a key partner in supporting the day-to-day HR activities, annual business priorities, and cyclical HR initiatives across Hilton's managed hotels within the assigned remit of full-service hotels in the U.S. You will lead strategic planning and execution for talent development, management, recruitment, Labor Relations and HR engagement of corporate programs, policies, etc. in your remit of hotels.
**HOW WE WILL SUPPORT YOU**
Hilton is proud to support the mental and physical wellbeing of all Team Members so they can Thrive personally and professionally in a diverse and inclusive environment, thanks to programs and benefits such as:
+ Go Hilton travel program: 110 nights of discounted travel with room rates as low as $40/night
+ Hilton Shares: Our employee stock purchase program (ESPP) - you can purchase Hilton shares at a 15 percent discount
+ Paid parental leave for eligible Team Members, including partners and adoptive parents
+ Mental health resources including free counseling through our Employee Assistance Program
+ Paid Time Off (PTO)
+ Learn more about the rest of our benefits ( Hilton, we believe every Team Member is a leader. We are committed to offering leadership development opportunities and programs through every step of a Team Member's career journey and at every level, both in our hotels and across corporate.
**Available benefits may vary depending upon terms and conditions of employment and are subject to the terms and conditions of the plans.
**HOW YOU WILL MAKE AN IMPACT**
Your role is important and below are some of the fundamental job duties that make your work unique.
+ Be a Subject Matter Expert to hotels within your remit on all matters related to Team Member engagement, culture, talent, performance management, diversity/inclusion and organizational planning, compliance, leadership and development, HR systems and employee and labor relations.
+ Innovatively implement Corporate HR and Americas HR Operations strategic objectives and ensure the best results with Talent Management, Benefits Programs, HR Systems, GPTW standards, Team Member well-being and recognition programs and all other annual HR/HR Operations initiatives/priorities.
+ Provide guidance on high-priority issues, including state wage & hour compliance, employee and labor relations, gross misconduct, ethical violations, and incidents involving potential risk or liability.
+ Handle employee and labor relations matters, government/third-party charges, provide documentation and conduct internal investigations. Mitigate risk/liability and formulate recommendations that financially protect the business.
+ Participate in union negotiations at applicable hotels. Demonstrate in-depth knowledge of CBAs within region, identify improvement areas in CBA language for future contract renewal negotiations.
+ Lead, support and execute on all HR Operations expectations as required for transitions or new property openings.
+ Lead the coordination, planning, relevant agenda content development and communication of monthly regional calls or meetings with your HRDs and ensures HRDs and their teams are engaged with Americas HR Operations priorities and communications.
+ Engage and communicate with ownership by senior leadership to support Hilton's business interests.
+ Provide accurate data in response to all corporate requests and participate/contribute as a Regional HRD on all RHRD calls/meetings.
+ Cover for HRD vacancies in any hotels, as needed.
+ Provide guidance and counsel to hotel relationship teams on employee relations matters in partnership with the Corporate Legal team. Handle complex employee relations matters escalated through the Corporate Ethics hotline.
**How you will collaborate with others:**
+ Partner with hotel HR leaders across your region to align local HR strategies with broader corporate initiatives, ensuring consistency in delivery while honoring local market nuances.
+ Be a trusted advisor to Area Vice Presidents and cross-discipline leaders to support integrated decisions that enhance performance and team culture.
+ Build relationships with legal, compliance, talent acquisition, compensation, and learning & development teams to ensure seamless execution of enterprise HR initiatives and mitigate risk.
+ Guide communication between Corporate HR and on-property HR teams-translating strategy, sharing feedback, identifying trends, and promoting best practices.
+ Collaborate with union representatives and legal counsel to support labor relations strategies, maintain positive labor climates, and ensure contract compliance.
+ Facilitate communication and foster engagement across a dispersed HR network by hosting regular calls, roundtables, and training sessions for HRDs and their teams.
+ Provide mentorship and leadership development to property HRDs, helping elevate their capabilities and succession planning efforts.
**What projects you will take ownership of:**
+ Lead the successful rollout of annual HR programs and corporate initiatives (e.g., Performance Management, GPTW Survey Action Planning, Leadership Development Programs).
+ Oversee and enhance onboarding and offboarding processes for HR Directors within the region to ensure operational continuity and cultural consistency.
+ Promote compliance readiness projects-ensuring all properties meet evolving labor laws and regulatory requirements, especially in California.
+ Partner with Labor Team to build strategy for contract renewal planning in union hotels, in collaboration with legal and operations leaders.
+ Champion HR innovation pilots or technology rollouts, gathering feedback from the field and informing future enhancements.
+ Support special projects including hotel transitions, ownership changes, and openings by leading HR due diligence, onboarding, and team integration.
**WHY YOU'LL BE A GREAT FIT**
**You have these minimum qualifications:**
+ Seven (7) years of experience in Human Resources
+ Five (5) years of Hospitality experience
+ Four (4) years of project management experience, implementing strategic initiatives, executive-level client-facing communication experience and Labor relations
+ Experience working in California
+ Travel up to 30%
+ Proficient in Microsoft Suite
**It would be useful if you have:**
+ Experience working in a matrixed environment
+ Bilingual (English/Spanish)
**WHAT IT IS LIKE WORKING FOR HILTON**
Hilton, the #1 World's Best Workplace, is a leading global hospitality company with a diverse portfolio of world-class brands ( . Dedicated to filling the earth with the light and warmth of hospitality, we have welcomed more than 3 billion guests in our more-than 100-year history. Hilton is proud to have an award-winning workplace culture and we are consistently named among one of the World's Best Workplaces. Check out the Hilton Careers blog ( and Instagram ( to learn more about what it's like to be on Team Hilton!
It is the policy of Hilton to employ qualified persons without regard to color, race, creed, religion, national origin, ancestry, citizenship status, age, sex or gender (including pregnancy, childbirth and related medication conditions), gender identity or gender expression, sexual orientation, marital status, military service, status as a protected veteran, disability, protected medical condition as defined by applicable law, genetic information, or any other protected group status as defined by and subject to applicable federal, state and local laws.
We provide reasonable accommodations to qualified persons with disabilities to perform the essential functions of the position and provide other benefits and privileges of employment in accordance with applicable law. Please contact us ( if you require an accommodation during the application process.
Hilton offers its eligible team members a comprehensive benefits package including medical and prescription drug coverage, dental coverage, vision coverage, life insurance, short-and long-term disability insurance, access to our employee stock purchase plan (ESPP) where you can purchase Hilton shares at a 15 percent discount, a 401(k) savings plan, 20 days of paid time off accruing over your first year of employment and increasing up to 25 days after completing one year of full employment, up to 12 weeks of paid leave for birth parents and 4 weeks for non-birth parents, 10 paid holidays and 2 floating holidays throughout the year, up to 5 bereavement days, flexible spending accounts, a health savings account, an employee assistance program, access to a care coordination program ("Wellthy"),a legal services program, an educational assistance program, adoption assistance, a backup childcare program, pre-tax commuter benefit and our travel discount. The annual salary range for this role is $20,000 - 175,000 and is determined based on applicable and specialized experience and location. Subject to plan terms and conditions, you will be eligible to participate in the Hilton Annual Incentive (Bonus) Plan, and the Company's long-term incentive plan, consistent with other team members at the same level and/or position within the Company.#LI-REMOTE
**Job:** _Human Resources_
**Title:** _Regional Director Human Resources_
**Location:** _null_
**Requisition ID:** _COR0157I_
**EOE/AA/Disabled/Veterans**
View Now
 

Nearby Locations

Other Jobs Near Me

Industry

  1. request_quote Accounting
  2. work Administrative
  3. eco Agriculture Forestry
  4. smart_toy AI & Emerging Technologies
  5. school Apprenticeships & Trainee
  6. apartment Architecture
  7. palette Arts & Entertainment
  8. directions_car Automotive
  9. flight_takeoff Aviation
  10. account_balance Banking & Finance
  11. local_florist Beauty & Wellness
  12. restaurant Catering
  13. volunteer_activism Charity & Voluntary
  14. science Chemical Engineering
  15. child_friendly Childcare
  16. foundation Civil Engineering
  17. clean_hands Cleaning & Sanitation
  18. diversity_3 Community & Social Care
  19. construction Construction
  20. brush Creative & Digital
  21. currency_bitcoin Crypto & Blockchain
  22. support_agent Customer Service & Helpdesk
  23. medical_services Dental
  24. medical_services Driving & Transport
  25. medical_services E Commerce & Social Media
  26. school Education & Teaching
  27. electrical_services Electrical Engineering
  28. bolt Energy
  29. local_mall Fmcg
  30. gavel Government & Non Profit
  31. emoji_events Graduate
  32. health_and_safety Healthcare
  33. beach_access Hospitality & Tourism
  34. groups Human Resources
  35. precision_manufacturing Industrial Engineering
  36. security Information Security
  37. handyman Installation & Maintenance
  38. policy Insurance
  39. code IT & Software
  40. gavel Legal
  41. sports_soccer Leisure & Sports
  42. inventory_2 Logistics & Warehousing
  43. supervisor_account Management
  44. supervisor_account Management Consultancy
  45. supervisor_account Manufacturing & Production
  46. campaign Marketing
  47. build Mechanical Engineering
  48. perm_media Media & PR
  49. local_hospital Medical
  50. local_hospital Military & Public Safety
  51. local_hospital Mining
  52. medical_services Nursing
  53. local_gas_station Oil & Gas
  54. biotech Pharmaceutical
  55. checklist_rtl Project Management
  56. shopping_bag Purchasing
  57. home_work Real Estate
  58. person_search Recruitment Consultancy
  59. store Retail
  60. point_of_sale Sales
  61. science Scientific Research & Development
  62. wifi Telecoms
  63. psychology Therapy
  64. pets Veterinary
View All Human Resources Jobs View All Jobs in Flowood