Company Overview KR Wolfe, Inc. is a dynamic, growing company dedicated to making the equipment and technology of tomorrow work today. We deliver specialized installation, integration, field service, and renovation services to create and maintain advanced environments and systems, primarily for healthcare, education, commercial, and government sectors. Guided by our Vision to be the company of choice based on quality, value, and customer service, we embody SPIRIT (Spreading Positivity, Initiating Relationships, and Inspiring Teamwork) in everything we do. Our Core Values—QUEST (Quality, Understanding & Care, Exceptional Service, SPIRIT, Trust & Integrity)—drive us. In Human Resources, we build a thriving, high-trust culture by aligning exceptional talent with meaningful, high-stakes work. _________________________________________________________________________ Role Summary The HR Director will lead the HR function, overseeing a team responsible for talent acquisition, employee relations, compliance, performance management, and employee engagement. This role is pivotal in addressing immediate priorities such as organizational restructuring, key leadership hiring, compliance, and strategic initiatives. Reporting directly to the COO, the HR Director will ensure HR operations align with organizational goals, foster a high-performing culture based on SPIRIT and QUEST values, and drive workforce dominance through the three strategic pillars: Geographic Dominance, Skill Dominance, and Utilization Dominance. The HR Director will manage direct reports, leading and strategically designing the team. _________________________________________________________________________ Key Responsibilities - Strategic Leadership and Alignment: Lead HR initiatives to support the 2026 Playbook, including building regional workforce depth, establishing technician tiers with transparent roadmaps and career pathing, and achieving company metrics such as high billed utilization, high retention, and high revenue per employee. Collaborate with executive leadership on policy standardization and rollout, new initiatives, and alignment with divisional objectives. - Talent Acquisition and Onboarding: Oversee the recruitment team in managing end-to-end talent acquisition processes, including sourcing, screening, interviewing, offer creation, and onboarding for roles across divisions. Guide the development and implementation of hiring strategies, such as skill requirements, culture assessments, and scorecards to attract and retain talent. Set goals for job postings, requisitions, status tracking, and standard operating procedures; track team performance and step in on high-stakes hires to ensure optimal outcomes. Ensure compliance standards are met, such as no employee starting without completed onboarding, including credentials, I-9 verification, E-Verify setup, and handbook signatures. - Employee Relations and Performance Management: Supervise the handling of investigations, complaint resolutions, conflict mediation, and separations by the team. Oversee the administration of performance reviews, including annual manager reviews and QUEST reviews. Promote a culture of radical candor and high-frequency feedback by setting team accountability measures and tracking timely completions. Guide the management of disciplinary notices, exit interviews, and LOA reviews while directing initiatives to foster engagement through recognition programs and discretionary bonuses; assist in complex or high-impact cases. - Compliance, Audits, and Risk Management: Direct the team’s efforts to ensure adherence to federal, state, and local regulations across multi-state operations. Lead the planning and oversight of audits. Guide the development and updating of policies, handbooks, and safety programs. Manage the assignment of risk refresher trainings and reporting of accidents, holding the team accountable for outcomes and stepping in for high-risk matters. Oversee management of workforce requirements for federal contracts and drive 100% credentialing compliance. - Benefits Administration: Oversee employee benefits programs, including benefits deductions, Paid Time Off and compensation increases. Lead updates to QuickBase for unlimited PTO tracking and health renewals. Collaborate with Accounting and executive leadership on equitable, performance-based compensation models and address historical compliance-related issues. - Total Rewards and Compensation Modeling: Design and implement comprehensive total rewards strategies, including compensation models, benefits packages, incentives, and recognition programs, to attract, motivate, and retain top talent while aligning with organizational goals and fostering a high-trust culture; conduct market analysis, benchmarking, and internal equity reviews using external data sources and internal metrics to develop equitable, performance-based structures for diverse roles across divisions; collaborate with finance, executive leadership, and divisional stakeholders to ensure total rewards align with budget constraints, support revenue objectives, drive employee engagement and accountability, and address compliance requirements, such as prevailing wage for federal contracts. - Workforce Planning and Development: Partner with Divisions on organizational design, change management, and workforce needs. Drive technician engagement, credentialing, and training. Create process playbooks, escalation processes for violations, and dashboards for HR metrics. Direct succession planning and leadership development, including identifying high-potential employees through assessments and creating development paths for key roles to support internal promotions and long-term growth. - HR Metrics, Analytics, and Reporting: Lead the creation and analysis of HR metrics, analytics, and reporting, including advanced dashboards for predictive insights on turnover, utilization forecasts, and ROI on training initiatives. Hold the team accountable for data-driven decisions, integrating with systems like QuickBase to inform strategic workforce planning and track Playbook KPIs. - Vendor and Partner Management: Supervise relationships with external HR vendors and partners, such as benefits brokers, legal counsel, recruitment agencies, and training platforms. Negotiate contracts, evaluate performance, and ensure alignment with company goals to optimize resources and control costs. - Employee Wellness and Mental Health Programs: Oversee initiatives to support employee wellness and mental health, stress management resources tailored for field technicians, and wellness challenges integrated with safety programs. Track participation and impact on engagement and retention to prevent burnout in high-demand roles. - Budgeting and Resource Allocation for HR: Develop and manage the HR department budget, allocating resources for training, technology enhancements, and team expansion. Ensure cost-effective outcomes that support revenue goals and hold teams accountable for efficient use of funds. - Team Management and Development: Manage and develop direct reports. Align team on weekly priorities, celebrate wins, and conduct HR meetings. Oversee HR technology (e.g., QuickBase, ATS) performance, issue logging, and enhancements. - Special Projects and Change Management: Address urgent priorities such as asset retrieval from exited employees, system implementations, insurance requirements, and legal reviews. Plan engagement activities, policy rollouts, and training. Prepare weekly HR metrics/dashboards and host division/HR meetings. Guide HR’s role in organizational changes (e.g., Field Division restructure). Supervise communication plans and support for affected employees to ensure smooth transitions and maintain trust. _________________________________________________________________________ Qualifications - Education and Experience: Bachelor’s degree in HR, Business Administration, or related field required; Master’s degree or HR certification (e.g., SHRM-CP/SCP, PHR) preferred. 7+ years of progressive HR leadership experience, preferably in a multi-state, technician-heavy industry (e.g., construction, field services, healthcare, or technical services). - Skills and Competencies: Proven expertise in compliance, audits, and risk management; strong knowledge of labor laws. Experience with HRIS systems (e.g., QuickBase, ATS platforms). Excellent interpersonal skills for mediation, coaching, and building trust. Strategic thinker with ability to align HR with business goals, handle high-risk terminations while hiring top leadership talent, and drive cultural change. Data-driven, with proficiency in metrics/dashboards for utilization and performance. - Personal Attributes: Resilient in fast-paced environments. Committed to workforce dominance, with courage to hire ahead, invest in training, and make tough decisions while embodying SPIRIT and QUEST values. Reporting Structure - Reports to: COO _________________________________________________________________________ Impact This role will drive strategic HR initiatives, ensure compliance and safety in technician-heavy divisions, reduce attrition, and support revenue growth through workforce dominance. By addressing organizational restructure, key leadership hiring, compliance risks, and operational efficiencies, the HR Director will enable KR Wolfe to dominate markets, achieve high billed utilization, low turnover, high retention, and high revenue per employee, and foster a proud, versatile workforce aligned with core values. _________________________________________________________________________ Location and Compensation - Location: Flexible; open to fully remote for exceptional candidates, or office-based in Incline, Nevada or Phoenix, Arizona. - Benefits: Medical, dental, and vision, 401K with company match, unlimited PTO.

Company Overview KR Wolfe, Inc. is a dynamic, growing company dedicated to making the equipment and technology of tomorrow work today. We deliver specialized installation, integration, field service, and renovation services to create and maintain advanced environments and systems, primarily for healthcare, education, commercial, and government sectors. Guided by our Vision to be the company of choice based on quality, value, and customer service, we embody SPIRIT (Spreading Positivity, Initiating Relationships, and Inspiring Teamwork) in everything we do. Our Core Values—QUEST (Quality, Understanding & Care, Exceptional Service, SPIRIT, Trust & Integrity)—drive us. In Human Resources, we build a thriving, high-trust culture by aligning exceptional talent with meaningful, high-stakes work. _________________________________________________________________________ Role Summary The HR Director will lead the HR function, overseeing a team responsible for talent acquisition, employee relations, compliance, performance management, and employee engagement. This role is pivotal in addressing immediate priorities such as organizational restructuring, key leadership hiring, compliance, and strategic initiatives. Reporting directly to the COO, the HR Director will ensure HR operations align with organizational goals, foster a high-performing culture based on SPIRIT and QUEST values, and drive workforce dominance through the three strategic pillars: Geographic Dominance, Skill Dominance, and Utilization Dominance. The HR Director will manage direct reports, leading and strategically designing the team. _________________________________________________________________________ Key Responsibilities - Strategic Leadership and Alignment: Lead HR initiatives to support the 2026 Playbook, including building regional workforce depth, establishing technician tiers with transparent roadmaps and career pathing, and achieving company metrics such as high billed utilization, high retention, and high revenue per employee. Collaborate with executive leadership on policy standardization and rollout, new initiatives, and alignment with divisional objectives. - Talent Acquisition and Onboarding: Oversee the recruitment team in managing end-to-end talent acquisition processes, including sourcing, screening, interviewing, offer creation, and onboarding for roles across divisions. Guide the development and implementation of hiring strategies, such as skill requirements, culture assessments, and scorecards to attract and retain talent. Set goals for job postings, requisitions, status tracking, and standard operating procedures; track team performance and step in on high-stakes hires to ensure optimal outcomes. Ensure compliance standards are met, such as no employee starting without completed onboarding, including credentials, I-9 verification, E-Verify setup, and handbook signatures. - Employee Relations and Performance Management: Supervise the handling of investigations, complaint resolutions, conflict mediation, and separations by the team. Oversee the administration of performance reviews, including annual manager reviews and QUEST reviews. Promote a culture of radical candor and high-frequency feedback by setting team accountability measures and tracking timely completions. Guide the management of disciplinary notices, exit interviews, and LOA reviews while directing initiatives to foster engagement through recognition programs and discretionary bonuses; assist in complex or high-impact cases. - Compliance, Audits, and Risk Management: Direct the team’s efforts to ensure adherence to federal, state, and local regulations across multi-state operations. Lead the planning and oversight of audits. Guide the development and updating of policies, handbooks, and safety programs. Manage the assignment of risk refresher trainings and reporting of accidents, holding the team accountable for outcomes and stepping in for high-risk matters. Oversee management of workforce requirements for federal contracts and drive 100% credentialing compliance. - Benefits Administration: Oversee employee benefits programs, including benefits deductions, Paid Time Off and compensation increases. Lead updates to QuickBase for unlimited PTO tracking and health renewals. Collaborate with Accounting and executive leadership on equitable, performance-based compensation models and address historical compliance-related issues. - Total Rewards and Compensation Modeling: Design and implement comprehensive total rewards strategies, including compensation models, benefits packages, incentives, and recognition programs, to attract, motivate, and retain top talent while aligning with organizational goals and fostering a high-trust culture; conduct market analysis, benchmarking, and internal equity reviews using external data sources and internal metrics to develop equitable, performance-based structures for diverse roles across divisions; collaborate with finance, executive leadership, and divisional stakeholders to ensure total rewards align with budget constraints, support revenue objectives, drive employee engagement and accountability, and address compliance requirements, such as prevailing wage for federal contracts. - Workforce Planning and Development: Partner with Divisions on organizational design, change management, and workforce needs. Drive technician engagement, credentialing, and training. Create process playbooks, escalation processes for violations, and dashboards for HR metrics. Direct succession planning and leadership development, including identifying high-potential employees through assessments and creating development paths for key roles to support internal promotions and long-term growth. - HR Metrics, Analytics, and Reporting: Lead the creation and analysis of HR metrics, analytics, and reporting, including advanced dashboards for predictive insights on turnover, utilization forecasts, and ROI on training initiatives. Hold the team accountable for data-driven decisions, integrating with systems like QuickBase to inform strategic workforce planning and track Playbook KPIs. - Vendor and Partner Management: Supervise relationships with external HR vendors and partners, such as benefits brokers, legal counsel, recruitment agencies, and training platforms. Negotiate contracts, evaluate performance, and ensure alignment with company goals to optimize resources and control costs. - Employee Wellness and Mental Health Programs: Oversee initiatives to support employee wellness and mental health, stress management resources tailored for field technicians, and wellness challenges integrated with safety programs. Track participation and impact on engagement and retention to prevent burnout in high-demand roles. - Budgeting and Resource Allocation for HR: Develop and manage the HR department budget, allocating resources for training, technology enhancements, and team expansion. Ensure cost-effective outcomes that support revenue goals and hold teams accountable for efficient use of funds. - Team Management and Development: Manage and develop direct reports. Align team on weekly priorities, celebrate wins, and conduct HR meetings. Oversee HR technology (e.g., QuickBase, ATS) performance, issue logging, and enhancements. - Special Projects and Change Management: Address urgent priorities such as asset retrieval from exited employees, system implementations, insurance requirements, and legal reviews. Plan engagement activities, policy rollouts, and training. Prepare weekly HR metrics/dashboards and host division/HR meetings. Guide HR’s role in organizational changes (e.g., Field Division restructure). Supervise communication plans and support for affected employees to ensure smooth transitions and maintain trust. _________________________________________________________________________ Qualifications - Education and Experience: Bachelor’s degree in HR, Business Administration, or related field required; Master’s degree or HR certification (e.g., SHRM-CP/SCP, PHR) preferred. 7+ years of progressive HR leadership experience, preferably in a multi-state, technician-heavy industry (e.g., construction, field services, healthcare, or technical services). - Skills and Competencies: Proven expertise in compliance, audits, and risk management; strong knowledge of labor laws. Experience with HRIS systems (e.g., QuickBase, ATS platforms). Excellent interpersonal skills for mediation, coaching, and building trust. Strategic thinker with ability to align HR with business goals, handle high-risk terminations while hiring top leadership talent, and drive cultural change. Data-driven, with proficiency in metrics/dashboards for utilization and performance. - Personal Attributes: Resilient in fast-paced environments. Committed to workforce dominance, with courage to hire ahead, invest in training, and make tough decisions while embodying SPIRIT and QUEST values. Reporting Structure - Reports to: COO _________________________________________________________________________ Impact This role will drive strategic HR initiatives, ensure compliance and safety in technician-heavy divisions, reduce attrition, and support revenue growth through workforce dominance. By addressing organizational restructure, key leadership hiring, compliance risks, and operational efficiencies, the HR Director will enable KR Wolfe to dominate markets, achieve high billed utilization, low turnover, high retention, and high revenue per employee, and foster a proud, versatile workforce aligned with core values. _________________________________________________________________________ Location and Compensation - Location: Flexible; open to fully remote for exceptional candidates, or office-based in Incline, Nevada or Phoenix, Arizona. - Benefits: Medical, dental, and vision, 401K with company match, unlimited PTO.

Mountain Pacific was established in Montana, in 1973. Mountain Pacific is a nonprofit organization that partners within our communities to provide solutions for better health. Through federal, state and commercial funding and partnerships, we bring national public health priorities to the local, state or regional level, leveraging our dynamic staff members’ wide range of expertise to advance better health and health care services. If you are passionate about improving health outcomes and have the skills and experience to contribute, we are committed to making your unique situation fit into our culture. We have an opening for a Pharmacy Technician (30-40 hours per week) This position is responsible for the technical and clerical duties necessary to support the Montana Healthcare Programs out-patient Drug Prior Authorization Unit (Drug PA). The Pharmacy Technician is a 30-40 hours per week remote position in Montana. The successful candidate would have excellent written and verbal communication, organizational skills, and attention to detail. A minimum of four (4) years’ experience in practical experience as a certified pharmacy technician. Certified Pharmacy Technician with current Montana licensure required. The target compensation for this position is $22.00 - $25.00 an hour. At Mountain Pacific we offer a robust benefits package! - 401(k) with an automatic 3% employer contribution - Medical, Dental, Vision, Life, Flex Spending Account, Dependent Care Flex, and Health Saving Account - Paid Vacation, Sick, Holiday, Short-Term Disability and Long-Term Disability Leave - And much more!​ The first review of candidates will be on April 21, 2026, and continually reviewed every 5 days after. You may apply electronically or by emailing your letter of interest to recruiting@mpqhf.org. Learn more about the company by visiting our website at www.mpqhf.org Mountain Pacific is an equal opportunity employer and utilizes Simpliverified. We welcome applications from all qualified individuals, regardless of age, race, color, religion, sex, national origin, marital status, disability, veteran status, sexual orientation, or any other characteristic protected by law. We are committed to providing a safe, productive, and professional work environment that promotes the dignity and well-being of every employee ​

Bright Horizons is a leading education and care company that helps employees thrive at work and at home by partnering with employers to offer high-quality child care, elder care, and educational support. Our workplace reflects this commitment—with collaborative environments, meaningful benefits, and a culture that supports both career growth and personal well-being. Whether you’re caring for children or powering the systems and partnerships that make it all possible, at Bright Horizons, you’re the difference. The Human Resources Business Partner will serve as a strategic business partner to organizational leadership and employees in designated business units. They will provide daily HR guidance and recommend HR strategies to improve work relationships, employee engagement, and productivity. They will serve as a coach and strategic partner for the organization. This is a Remote position available in the United States, this person would reside in the San Francisco Bay Area. Responsibilities: - Establish a collaborative working relationship with business leaders in assigned business units and across organization. - Be present and visible in assigned worksites to build relationships with leaders and employees. - Work closely with management and employees to improve work relationships, build morale, and increase productivity and retention - Provide day to day performance management guidance around coaching, counseling, career development and disciplinary action. Provide HR policy guidance and interpretation. - Manage and resolve complex employee relations issues. Conduct effective, thorough and objective investigations. Follow up with urgency to ensure employee relations issues are resolved promptly - Maintain in-depth knowledge of legal requirements related to day-to-day management of employees to reduce legal risks and ensure regulatory compliance. Partner with the legal department as needed/required - Utilize data and reporting analytics to identify trends and offer recommendations for addressing areas where improvement is needed. - Guide operational leadership in the areas of diversity, equity and inclusion in collaboration with DEI team. Support awareness training objectives, company goals, and inclusive employment practices Required Qualifications: - 7 years of proven HR experience with a minimum of three years of employee relations experience - Ability to travel as needed to assigned business units within the U.S. - Minimum of 3 years of experience resolving complex employee relations issues - At this time, Bright Horizons will not sponsor an applicant for employment authorization/visa for this position Preferred Qualifications: - Bachelor's Degree or HR Certification - Experience with Multiples Sites of employees - Working knowledge of multiple human resource disciplines, including compensation and benefits, organizational diagnosis, employee relations, diversity, performance management, and federal and state respective employment laws - Must have excellent interpersonal, verbal and written communication skills and the ability to work in a fast-paced environment and handle multiple projects - Excellent organizational skills and attention to detail required - Problem solving, diplomacy and good judgment in considering the impact of decisions is essential - Ability to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, ordinances, and policies - Ability to acquire a thorough understanding of 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 - Must be a critical thinker and have strong analytical and problem-solving skills - Proficient with Microsoft Office Suite or related software - Knowledge of HRIS Be part of a community where people grow, futures are shaped, and lives are changed. We offer the rewards, opportunities, and support you deserve because making a difference goes both ways. We’re changing the world of work and family, and it starts with you. At Bright Horizons, you’re the difference. Compensation: The annual salary for this position is between $80,000 – $109,000 annually. The pay range listed here is what Bright Horizons in good faith anticipates offering for this job opening. Actual compensation offers within this range will depend on a variety of factors including experience, education and training, certifications, geography, and other relevant business or organizational factors. Benefits: Bright Horizons offers the following benefits for this position, subject to applicable eligibility requirements: - Medical, dental, and vision insurance - Paid vacation, sick, holiday, and parental bonding leave - 401(k) retirement plan - Long-term and short-term disability insurance - Life insurance - Money-saving discounts and financial planning tools - Tuition assistance and education coaching - Caregiving support and resources for the children and adults in your family - Learn more at https://careers.brighthorizons.com/us/en/health-and-wellness Also, depending on hire date and subject to applicable eligibility requirements and accrual schedules, new employees in this role receive up to: 9 paid holidays annually; 40 hours of sick time per year based on full-time schedule, and 120 hours of vacation time per year based on full-time schedule (vacation time may be used for sick leave purposes under any applicable state or local sick or safe time law). Deadline to Apply: This posting is anticipated to remain open until 5/1/2026. Compensation: $80,000 - $109,000 / year Life at Bright Horizons: At Bright Horizons, you’re more than your job title — you’re the difference. Whether you’re nurturing a child’s first steps or supporting the systems behind the scenes, your work creates real impact. We’re a community that celebrates individuality, invests in your growth, and supports your whole self. Because when you thrive, so do the children, families, and clients we serve. Join us and help build a brighter future — for yourself and for others. Bright Horizons provides equal opportunity in all aspects of employment and does not discriminate against any individual on the basis of race, color, religion, sex, age, disability, sexual orientation, veteran status, national origin, genetic information, or any other characteristic protected under federal, state, or local law. Bright Horizons complies with the laws and regulations described in the following federal government resources: Know Your Rights, Family and Medical Leave Act (FMLA) and Employee Polygraph Protection Act (EPPA). If you require assistance or a reasonable accommodation in completing these application materials or any aspect of the application and hiring process, please contact the recruitment helpdesk at 855-877-6866 or bhrecruit@brighthorizons.com. Determinations on requests for reasonable accommodation will be made on a case-by-case basis.