Human Resources

• Serve as a first point of contact and key advisor to Campus Leadership and employees
• Provide hands-on support across all facets of the organization
• Collaborate with leadership to foster a positive workplace culture
• Conduct investigations related to employee complaints and policy violations
• Facilitate performance management processes
• Ensure compliance with federal, state, and local employment laws

Human Resources Business Partner

• Serve as a trusted HR advisor to QMA leadership, influencing workforce strategies to meet business objectives.
• Partner with leaders on talent planning, performance management, succession planning, and capability development
• Provide guidance on employee relations, engagement, and retention strategies.
• Collaborate with HR CoEs and business leaders to support enterprise-wide transformation and change initiatives across QMA.
• Drive adoption of new operating models, workforce strategies, and ways of working.
• Assess workforce readiness and cultural impact of major initiatives; identify risks and mitigation strategies.
• Provide hands-on HR support for day-to-day needs, including performance coaching, conflict resolution, etc.
• Ensure consistency in HR processes, aligned with enterprise and business policies and programs.
• Build strong partnerships with QMA leaders, HR CoEs and across the HR function to ensure workforce strategies align with business strategy and objectives.

Associate Director, Human Resources – Quality & Mission Assurance

• Lead the end-to-end delivery of accommodations and accessibility advisory services, including remote work, medical, religious, and workplace adjustments.
• Ensure consistent execution of the interactive process, including evaluation of restrictions, essential job functions, and reasonable alternatives.
• Partner with key leaders and stakeholders across the organization (ER Consultants, Legal, Facilities Management, etc.) and third-party on complex or high-risk matters.
• Ensure the efficient and effective delivery of advisory services by developing success criteria for operational practices around response and resolution of provided support and service.
• Provide guidance and support on elevated complex cases and advise on recommendations and actions, effectively addressing difficult matters with executive savvy.
• Take decisive and well-rounded action in high-pressure situations, consulting with key stakeholders where appropriate.
• Support consistent policy interpretation and application of HR policies. Partners with Employee Relations or Legal on complex matters.
• Review elevated employee complaints, provide necessary coaching and complete necessary manager follow up if required; determine if escalation is appropriate to Employee Relations.
• Audit cases and provide coaching and training to advisors via side-by-side coaching and development opportunities during investigations
• Manage a regular case volume support a few business lines directly
• Identify and lead forward thinking project-based work

HR Advisory Services Manager

• Provide HR leadership and guidance by working in partnership with business leaders.
• Successful implementation of strategic HR initiatives in Talent Management and Employee Engagement.
• Execute recruiting strategies for various positions.
• Maintain employee relations and ensure legal compliance.

Human Resources Manager

• Provide tactical HR support across key People Solutions areas, including compensation and benefits, employee engagement and communications, training and development, and employee lifecycle programs
• Serve as a point of contact for managers and employees, providing timely and practical solutions
• Advise managers and employees on the application of People Solutions policies and regulatory requirements
• Partner with HRBPs and Employee relations on employee concerns and issue resolution
• Support fair and consistent application of workplace practices
• Support implementation of People Solutions programs and process changes (e.g., talent, performance, compensation cycles)
• Coordinate program logistics, communications, and reporting
• Assist managers with execution of change initiatives
• Support HRBPs in executing talent and workforce initiatives including talent and succession planning, employee development, and workforce planning activities
• Help promote a culture of development and employee engagement across teams
• Conduct exit interviews
• Gather, analyze, and interpret HR data (engagement, exit feedback, workforce metrics, talent) to identify trends and insights
• Build reports and presentations to support HRBPs and leaders in decision making
• Partner with People Analytics to translate data into actionable recommendations
• Support process improvement efforts to enhance HR service delivery and organizational effectiveness
• Collaborate across People Solutions (HRBPs, COEs, etc.) to align on priorities and execution
• Contribute to broader HR initiatives and projects as needed

HR Business Partner II – Mobile Technicians

• Take incoming calls from team members who need help or information regarding a business process, policy, or procedure
• Respond to incoming emails to provide guidance or resolution in a timely manner
• Document incoming requests received
• Escalate unresolved intake to the appropriate business unit
• Complete employment verification requests
• Open and Close E-Verify Cases
• Assist with time sensitive mailings
• Assist and research audit reports

Human Resources Program Coordinator

• Clerical functions such as taking detailed notes and answering phone calls
• Screening applicants via video conference
• Creating relationships with job seekers
• Employing recruiting methods to attract candidates
• Sourcing candidates using databases, social media etc.

Human Resources Assistant

• Provide advice and guidance to Store Operations Leaders for all areas of HR including employee relations, employee development, policy compliance, recruitment, and training
• Act as a cultural champion to promote an agile performance driven environment where all team members are encouraged to pursue and realize their full potential
• Lead and resolve workplace investigations as required while adhering to company standards and complying with applicable laws and regulations
• Work closely with employees and management to coordinate the workplace claims process
• Support Health & Safety initiatives, recommend and implement disability management practices, accessibility and the accommodation processes
• Coach and develop the Operations team on performance expectations, action plans for development, career growth, and learning opportunities
• Ensure policy compliance within US regions Activate operates, by reviewing and adapting policies, and delivering policy coaching and/or training
• Assist in development and implementation of HR policies, programs, and initiatives
• Update current policies and procedures on a regular basis based on given information
• Aid in creating and implementing a long-term Human Resource vision, strategy, and tactics in alignment with organizational objectives
• Utilize data to identify trends and diagnose organizational effectiveness issues
• Partner with hiring leads to support and facilitate talent sourcing and acquisition including creating job descriptions, posting available positions, interviewing, and onboarding
• Provide guidance and support to collaborators to enable successful hiring and selection of staff for Activate store locations
• Track efficiencies of the hiring process; measure success of candidate hiring process
• Use HRIS system to effectively manage the hiring process and candidate pool

HR Business Partner – US Operations, West Coast

• Provides reliable and timely coaching and counseling to employees and contact center leadership on issues to ensure consistent, transparent application of policies, procedures, and employments laws.
• Address employee relations matters by investigating issues, mediating conflicts, and recommending appropriate solutions issues balancing employee advocacy with stewardship of company policies and employment laws to foster a positive workplace culture.
• Serves as the HR point of contact supporting/delivering internal processes including Performance Management, New Hire Orientation and Exit interviews under the Corporate hierarchy.
• Conducts training on company policy, programs, and other issues as they arise.
• Maintain accurate employee records and HR documentation in accordance with company policies and legal requirements.
• Partners and participates with local team(s) on recruitment outreach efforts.
• Serves as an active member of HR related project teams as assigned.
• Apprise and escalates potential legal, risk, safety, etc. concerns to the HR Manager.
• Participate in HR projects and process improvements as assigned

HR Advisor

• Lead consultative discovery: Engage customers in structured conversations that uncover HR pain points, identify root challenges, and surface opportunities to improve their people operations
• Nurture and convert: Actively manage and advance customer relationships with clear accountability for progressing identified HR needs into paid services engagements
• Shape the problem and path forward: Help customers clarify, prioritize, and understand the impact of their HR challenges and opportunities, guiding them toward the most relevant solutions
• Connect customers to the right services: Position and align BambooHR’s HR services, including HR Consulting, Technical Services, and Managed Payroll, to meet customer needs and expand adoption across the BambooHR services portfolio
• Build awareness: Develop and execute targeted approaches to increase visibility and understanding of our services offerings
• Collaborate across teams: Partner with Marketing, Sales, and CX to shape messaging, campaigns, and materials that highlight services value
• Test and iterate: Run and scale experiments to identify what drives engagement and conversion
• Drive engagement quality: Maintain visibility into active opportunities and ensure consistent follow through and progression toward defined outcomes
• Recognize patterns and scale what works: Identify repeatable signals in customer needs and help evolve more effective approaches to engagement and conversion
• Listen and learn: Gather insights from customers and internal teams to continuously improve our go to market approach and service design
• Represent the customer voice: Help shape how BambooHR delivers and evolves HR services based on real feedback and results

HR Services Advisor

• Lead and oversee execution of the RCSA lifecycle in accordance with enterprise standards.
• Ensure comprehensive identification and assessment of Operational, Compliance, Third Party, Information, and Model Risks.
• Provide effective challenge to business stakeholders on risk identification, control design, and control effectiveness.
• Ensure risks, controls, and processes are accurately documented and maintained within OpenPages.
• Identify emerging risks and thematic control issues and escalate as appropriate.
• Serve as senior FLoD owner for Issue Management activities from identification through remediation and closure.
• Ensure timely identification, escalation, and documentation of issues where risk exceeds tolerance.
• Oversee root cause analysis, management action plans, remediation timelines, and remediation evidence quality.
• Govern issue changes, extensions, and escalation processes.
• Ensure remediation is completed in a timely, sustainable manner and is prepared for independent validation.
• Support executive-level leadership within ARM and HR by delivering executive-ready risk insights and issue reporting.
• Prepare materials for senior leadership and governance forums, including risk posture summaries and issue escalation briefings.
• Advise leadership on risk implications related to organizational initiatives, workforce actions, and business change.
• Act as primary risk liaison for the business units with ORM, Internal Audit, Compliance, and other risk governance functions such as third party, technology, data privacy, etc.
• Support governance forums through clear, concise, and accurate risk reporting.
• Promote a strong risk management culture and accountability across the business unit.

Business Unit Risk Manager, HR & ARM

• Ensure regulatory compliance with legal requirements pertinent to the day-to-day management of employees
• Collaborate with legal counsel when necessary
• Develop and nurture partnerships to provide coaching, support and guidance
• Contribute to and deploy plans to build morale, improve workplace relationships, and boost productivity and retention
• Mediate and resolve employee relations issues; conduct thorough and objective investigations when necessary
• Effectively represent Crescent Electric on employment law, Worker’s Compensation, and unemployment matters
• Collaborate with colleagues across the HR department and other functions to develop policies, programs, and solutions
• Partner with the business leaders to build the culture, plans, and success measures that make us best in class and a best place to work
• Deploy, coach to and provide input on workforce and succession planning as well as plans business unit restructuring and optimal organizational structure

• Be the go-to HR partner for leaders across the business
• Own employee relations from start to finish
• Coach managers and leaders on feedback and performance
• Spot capability gaps and facilitate sessions
• Help maintain a strong, inclusive culture across a remote workforce
• Contribute to culture initiatives

HR Business Partner

• Provide strategic HR support to business units
• Develop and implement HR strategies
• Facilitate performance management processes
• Drive recruitment and selection process
• Analyze HR metrics for continuous improvement

Senior P&O, HR Business Partner

• Be the go-to HR partner for leaders across the business
• Own employee relations from start to finish
• Coach managers and leaders on feedback and performance
• Help maintain inclusive culture across remote workforce

Senior HR Business Partner

• Serve as a trusted HR partner to field leadership on employee relations, performance management, policy interpretation, and workplace concerns
• Lead and manage employee relations matters, including investigations, conflict resolution, misconduct concerns, and corrective action processes
• Conduct prompt, thorough, and objective workplace investigations and provide recommendations based on findings
• Review and approve disciplinary documentation and corrective actions to ensure consistency, fairness, and legal compliance
• Coach managers on performance management, documentation, accountability, and leadership best practices
• Interpret and apply federal, state, and local employment laws while ensuring compliance with company policies and procedures
• Support onboarding processes and ensure a positive and compliant employee experience
• Act as the primary HR contact for assigned territories, responding to employee and manager inquiries in a timely and professional manner
• Maintain accurate employee records and HRIS data within Paycom

HR Generalist

• Collaborate with business leaders to develop and execute HR strategy supporting business goals
• Provide 1:1 coaching to senior leaders and mentor employees at all levels
• Lead through the talent lifecycle including workforce planning, hiring, succession planning, talent reviews, etc.
• Support organizational change, assess team effectiveness, and promote high-performance culture
• Monitor organizational health, engage with employees, and resolve HR issues
• Coach and mentor HR Business Partner team members
• Use analytics to assess talent health and develop talent plans
• Ensure adherence to HR policies while modeling company values and promoting inclusive workplace

HR Manager – Foundry Enabling

• Manage job board listings, employee hiring, and onboarding paperwork
• Counsel management and staff on HR policies and procedures to establish best practices and create a positive work environment
• Implement training or development plans for employees in many different roles
• Update employee records, record data changes, and maintain good records
• Handle document and information audits, as required
• Maintain a high level of integrity and confidentiality

Human Resources Specialist

• Serve as a trusted advisor to leaders and team members
• Support Pediatric Specialists, Adult Medical Specialties, Hospitalists, and Banner MD Anderson – Practice Administration
• Handle concerns such as corrective actions, investigations, and escalated leave issues
• Design and implement strategies that positively influence culture and employee experience
• Maintain required documentation and record data for conclusions
• Develop training for leaders and HR staff

Employee Relations Business Partner

• Provide first-level HR support to Career Advisors and employees
• Support HR systems and processes, including HRIS, Payroll, and other HR tools/processes
• Oversee and execute onboarding and offboarding activities
• Manage HR case intake by tracking status to resolution and escalating issues
• Support Employee Relations matters by responding to employee concerns and conducting investigations
• Administer performance management cycles and support tool navigation
• Provide administrative and project support by coordinating efforts and maintaining documentation
• Maintain and analyze HR reports and operational metrics

See all jobs on JobTailor

Human Resources Business Partner

Associate Director, Human Resources – Quality & Mission Assurance

HR Advisory Services Manager

Human Resources Manager

HR Business Partner II – Mobile Technicians

Human Resources Program Coordinator

Human Resources Assistant

HR Business Partner – US Operations, West Coast

HR Advisor

HR Services Advisor

Business Unit Risk Manager, HR & ARM

Human Resources Business Partner

HR Business Partner

Senior P&O, HR Business Partner

Senior HR Business Partner

HR Generalist

HR Manager – Foundry Enabling

Human Resources Specialist

Employee Relations Business Partner

Senior HR Generalist – Advisory