Human Resources

• Serve as the primary contact for policy and procedure inquiries through the HR inbox.
• Own and manage cyclical HR processes, including off-cycle associate changes, onboarding, and offboarding.
• Establish clear, efficient processes across HRCE areas—collaborating with HR business partners and other subject matter experts to understand needs, set expectations, and ensure accountability.
• Continually evaluate existing workflows for efficiency and implement process improvements where appropriate.
• Maintain responsibility for HRCE file management—monitor storage systems, archive files, and recommend structure improvements to support team needs.
• Develop and maintain expertise in HR systems and technologies such as Oracle/HRIS, Culture Amp, Reach 360, Smartsheet, and other HRCE tools.
• Act as a system administrator for applicable platforms, ensuring accurate configuration, user access, and troubleshooting support.
• Partner with HR Data & Reporting to provide HRCE system data that supports enterprise-wide analytics and insights.
• Manage the full Performance and Goals cycle, including system setup, timeline management, and manager/associate communications.
• Support the design, preparation, and deployment of employee feedback surveys (engagement, onboarding, exit, and ad-hoc).
• Collaborate with the HR team to interpret survey results and recommend actions to enhance engagement and retention.
• Coordinate new hire orientation logistics and participate in HR presentations.
• Prepare and deliver employment documents and onboarding packets; monitor completion and flag delays or issues.
• Support HR integration activities for acquisition groups, including creating transition materials and orientation content.
• Maintain and update acquisition welcome slide decks and transition guides.
• Prepare slide decks, Reach 360 courses, and other HRCE materials for presentations, training sessions, or cross-team communications.
• Partner with internal marketing or communications teams to ensure consistent tone, branding, and clarity in HR materials.
• Develop a solid understanding of available HR technologies and emerging tools to recommend innovative solutions.
• Build strong relationships across HR and business teams to anticipate needs and deliver proactive support.
• Identify and champion opportunities to streamline, automate, or modernize HR processes.

HR Generalist

HR Specialist, Technical Programs Manager

Senior Employee Relations Specialist

Employment Practices Manager, HR Manager

Employment Practices Manager – HR Manager

Senior Manager, HR Business Partners