Human Resources

• Lead full-cycle recruiting, including sourcing, interviewing, and evaluating candidates for production and professional roles
• Act as the primary HR point of contact, supporting employee relations, performance management, and HR inquiries
• Partner with managers to address performance issues, provide coaching, and implement corrective actions when needed
• Coordinate onboarding, new hire orientation, and employee engagement initiatives
• Manage HR processes such as performance reviews, merit increases, and salary analysis
• Investigate and resolve employee concerns while ensuring proper documentation and escalation
• Maintain HRIS records, support payroll/timekeeping processes, and deliver HR training as needed

Human Resources Business Partner

• 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

• Administer benefit programs, including all reporting, billing reconciliations, audits, COBRA benefits...
• Assist with student onboarding, timecard review and processing as needed.
• Act as backup for payroll processing for student and staff payrolls.
• Assist with the recruitment efforts to identify, source, and qualify candidates.
• Assist with the performance evaluation process, including system updates, goal assignment, and system training.
• Maintain current knowledge required to assure compliance with federal, state, county regulations concerning all employment related actions.
• Evaluate current HR department practices and processes and make recommendations for improvement in providing effective and efficient services to our employees and the school.
• Prepare and maintain sensitive and confidential correspondence.

Senior Human Resources Generalist

• Represent CARD in a professional, loyal, and ethical manner
• Follow and support adherence to all rules and regulations in accordance with CARD’s policies and procedures
• Collaboration and participation in HR initiatives, meetings, trainings and work products
• Help to research and comply with federal, state, and local employment laws and regulations
• Responsible for background screening and onboarding compliance for new employees within the assigned area; able to cover other areas and act as backup when needed
• Conduct initial orientation to newly hired employees and follow up with outstanding items
• Ensures compliance with USCIS Form I-9 Employment Eligibility Verification Auditing I-9 exception reporting and notify HR Manager of noncompliant I-9s following escalation procedures
• Responsible for accurate communication to the Business Partners regarding specified clearances, certification, and credentialing
• Maintains and processes all Unemployment Notices in a timely and efficient manner
• Monitor assigned email inbox and respond to inquiries in a timely manner
• Maintain high level of confidentiality with company and employee documents
• Attend and participate in meetings as required
• Reporting, research, audits and other administrative tasks for the department, as assigned
• Perform other duties as assigned

HR Assistant

• Serve as the primary point of contact and support for employees across all HR functions.
• Supervise and develop the HR Assistant, providing direction, regular check-ins, coaching, and performance feedback.
• Connect regularly with staff across offices to understand their needs and support a positive employee experience.
• Post openings, track applications and interviews, and source candidates using BambooHR.
• Lead new employee onboarding, including orientation, BambooHR setup, and first-week coordination.
• Help ensure HR operations comply with applicable California and federal labor laws.
• Maintain accurate, confidential HR records, files, and template libraries in BambooHR.

Human Resources Manager

• Lead a team of HR Operations professionals, providing direction, support and advancing their proficiency in all areas of operations.
• Oversee and improve the processes and transactions for daily operations to ensure completion with a high degree of accuracy and consistency.
• Collaborate with HR leaders to automate/optimize work through our technology solutions.
• Collaborate with other functional areas to ensure both internal and external compliance requirements are met.
• Drive continuous improvement efforts that support First American’s direction and vision.

Director, HR Operations

• Serve as the operational leader of the Human Resources department.
• Partner with the Directors of Operations and executive leadership team to align Human Resources strategies with organizational goals, workforce planning initiatives, and organizational growth strategies.
• Lead, mentor, coach, and develop Human Resources team members while fostering accountability, responsiveness, collaboration, and continuous improvement.
• Establish departmental goals, performance expectations, KPIs, and operational standards.
• Oversee recruitment, onboarding, retention, employee engagement, performance management, and employee lifecycle processes.
• Provide guidance and support regarding employee relations matters, workplace investigations, conflict resolution, corrective actions, and performance concerns.
• Ensure compliance with federal, state, local, and healthcare-specific employment laws and regulations.
• Develop, implement, and maintain Human Resources policies, procedures, and operational best practices.
• Serve as a trusted advisor to organizational leadership on workforce matters and employment-related risks.

• Team Leadership & Branch Support: Directly manage and mentor a regional HR team while providing hands-on support and guidance to branch operations.
• Strategic Advisory: Provide high-quality advice and counsel to regional and location managers on complex employee relations, performance management, and talent retention.
• Departmental Collaboration: Partner with specialized corporate HR teams—including Payroll, Benefits, Recruiting, Onboarding, L&D, Org Development, and Compensation—to seamlessly deploy company-wide programs locally.
• Legal Compliance: Ensure strict adherence to federal, state, and local requirements by deeply studying existing and upcoming legislation (including CA Labor Code, Wage Orders, CFRA, and Cal/OSHA). Anticipate legislative changes and direct management on necessary compliance actions.
• Performance & Leadership Development: Improve regional management and team member performance by identifying systemic problems, evaluating solutions, and executing targeted coaching and counseling.
• Policy Optimization: Continuously analyze company policies, procedures, and handbooks to recommend and implement structural improvements.
• Culture & Well-being: Serve as a champion for the HR Department by promoting programs related to employee health, safety, training, and overall well-being.

• Instacart’s People Team is at an inflection point — scaling a world-class HR function while simultaneously partnering with some of the company’s fastest-growing organizations.
• The CPO and People leadership team have a trusted, highly capable thought partner.
• Advertising, Commercial, and adjacent go-to-market organizations have a consistent, high-quality HRBP experience.
• The HRBP team you manage is performing at a higher level than when you arrived.
• Scalable People frameworks, processes, and workflows are in place across critical cycles.
• Complex organizational challenges are navigated with clarity, speed, and minimal disruption to the business.

Director, HR Business Partnership

• Manage the day-to-day people function
• Oversee talent acquisition and employee experience
• Manage the HR and Recruiting teams
• Handle employee relations matters and sensitive situations
• Support firm leadership and culture programs
• Administer benefits programs and compensation processes
• Ensure compliance with applicable employment laws
• Maintain and optimize HR systems, reporting, and people analytics

• Performance Management: Support the end-to-end performance management process, providing guidance to leaders on coaching, documentation, and the resolution of performance cases.
• Employee Relations: Partner with the Employee Relations team and managers to resolve inquiries and escalations, ensuring fair and consistent application of company policies.
• Leadership Coaching: Provide basic coaching to frontline leaders on matters related to employee morale, retention, and engagement.
• Workforce Support: Support HRBP colleagues in executing workforce planning, annual people processes, and key moments of the employee life-cycle.
• California Compliance: Act as the local subject matter expert on California-specific HR policies, including state-specific leaves of absence, final pay disbursement, and wage/hour regulations.
• Complex Inquiry Resolution: Intake and strategically prioritize high-visibility HR inquiries (e.g., paycheck discrepancies, position changes, benefits escalations, etc.) that require deep-dive investigation.
• Process Improvement: Proactively identify systemic process bottlenecks or "friction points" in the employee experience. Partner with People First and other SME teams (e.g. Payroll, HR Technology, Recruiting, etc.) on sustainable solutions, representing the voice of the employee and HRBP team.
• Data Integrity & Analytics: Utilize Excel and HR systems (Oracle, Visier) to maintain HCM data integrity and perform data analysis to identify trends that drive HR decision-making.
• Special Projects: Participate in the delivery of special projects and initiatives. Such projects include org. designs which require mass position changes / HCM data alignment, job architecture, position management, and other data clean-up, integrity maintenance exercises (e.g. work location alignment). These may require varied reporting needs that become nuanced by the organization.

Human Resources Generalist

• Serve as the primary organizational authority on CBA interpretation for CWA and IBEW agreements
• Lead the end-to-end grievance process
• Cultivate and maintain strategic relationships with union representatives
• Conduct in-depth research on bargaining history and labor trends
• Partner with HR, Legal, Operations, and Finance teams on labor relations matters

Lead, Labor Relations

• Serve as the primary point of contact for complex and sensitive employee relations issues. Own the intake, assessment, investigation, and resolution of complex employee relations issues, including employee complaints, misconduct, performance concerns, policy violations, and sensitive workplace conflicts.
• Conduct thorough investigations into employee complaints, allegations of misconduct and workplace conflicts. Partner with global HRBPs, Legal and other stakeholders to adhere to investigative best practices.
• Provide expert consultation to HRBPs and business leaders on employee relations risks, employment law considerations, corrective action, and decision-making.
• Own the Reasonable Accommodations process and grievance procedures in the US & UK
• Drive excellence in ER documentation and case management, ensuring accurate, consistent, and defensible records across all cases; maintain clear rationales for findings, actions, and outcomes.
• Use analytics and data to identify trends, diagnose issues and make data driven recommendations to the HR & business leadership team
• Maintain up-to-date knowledge of relevant laws
• Contribute to the continuous improvement of ER frameworks, investigation tools, training, and manager resources to strengthen organizational health and trust.

Employee Relations Business Partner

• Own the I-9 program, including reverifications, document retention, and internal audits.
• Partner with Security on SOC 2 audit readiness for People processes, data, reporting, and documentation.
• Maintain an annual People compliance calendar covering required training, policy reviews, and handbook updates.
• Lead job classification reviews and FLSA exemption evaluations in partnership with Legal and Payroll.
• Monitor federal and state regulatory changes and recommend updates to policies, practices, and onboarding materials.
• Manage handbook audits, policy publishing, and signature tracking to ensure 100 percent completion.
• Facilitate internal workshops and refreshers on compliance topics such as I-9, handbook, and code of conduct.
• Support employee relations partners with policy enforcement documentation and escalations.
• Work with Facilities to ensure offices meet all People compliance requirements.
• Prepare and file required documents such as 1095-Cs (ACA), Form 5500s, Summary Annual Reports, COBRA notices, and other federally mandated disclosures.
• Partner with internal and external stakeholders to monitor benefit program compliance with ERISA, HIPAA, ACA, COBRA, and related laws.
• Support internal and external audits by preparing reports, gathering documentation, and responding to audit inquiries.
• Configure and maintain job families, tracks, and classification systems, ensuring accurate job descriptions and compensation alignment in Pave.
• Track and report on required trainings, ensuring all employees complete mandatory compliance modules.
• Partner with brokers to manage benefits audits, required filings, and reporting accuracy.
• Support COBRA compliance and required notices.
• Collaborate with Payroll during open enrollment to validate codes and ensure accurate reporting.
• Partner with brokers to analyze benefits data and trends to support budgeting, forecasting, and program evaluation.
• Handle compliance logistics including unemployment claims, workers’ compensation claims, and related documentation.
• Partner with Payroll to enforce time and attendance policies and ensure compliance with wage and hour laws.
• Conduct wage and hour audits and provide recommendations to mitigate risk.

HR Compliance, Risk & Policy Lead

• Partner closely with GIS leadership to drive organizational design and talent strategy
• Conduct organizational and talent assessments
• Design and implement change management strategies
• Participate in M&A diligence and integration activities

Senior HR Partner – Global IT

• Partners with hiring managers and administration to identify personnel needs and then develop detailed and compliant job descriptions for appropriate job positions.
• Organize and coordinate recruiting process (creates job postings, manage on-line postings/ATS, schedule interviews, administer assessments, extend offers, prepare new hire paperwork).
• Organize and implements the onboarding process for new hires (conduct new hire orientation, present and explain benefit offerings, and provide employees with a welcoming and inclusive experience).
• Assess potential candidates for fit within position (skills, education, competency, culture alignment).
• Modifies and creates job descriptions as needed.
• Provides employee relations support for employees and managers, including resolving issues.
• Knowledge of Benefits (Medical/Dental/Vision/ Vol. Life/STD/LTD/FSA).
• Assists in 401k and medical benefits enrollment administration.
• Assists HR department during open enrollment.
• Assists with leaves of absence.
• Provides HR reports as needed.
• Participates in continuous HR improvement initiatives and metrics.
• Maintains confidentiality and accurate HR files.
• Performs other duties as assigned.

• Support onboarding and offboarding processes (e.g., preparing new hire paperwork, organizing orientation materials)
• Maintain and update employee records, ensuring accuracy and confidentiality
• Assist with payroll and benefits administration tasks, as needed
• Support HR projects such as employee engagement, training programs, and policy updates
• Prepare reports, presentations, and documentation as requested
• Perform general administrative duties (filing, data entry, scheduling)

HR Intern

• Manage employee relations cases including disciplinary actions and workplace complaints
• Conduct thorough and objective investigations into employee concerns
• Maintain accurate and confidential case records within HR information systems
• Serve as a trusted advisor and coach to managers across the organization on employee relations matters
• Support managers through difficult conversations and disciplinary processes
• Draft, update, and communicate employee relations policies and guidelines
• Build trusted relationships through effective stakeholder engagement and communication

• Provide strategic HR partnership including commercial leaders and team, including sales, marketing, and customer-facing functions to drive business growth and organizational effectiveness.
• Act as a strategic partner in developing roadmaps to accomplish business priorities and goals
• Partners with business as a strategic advisor and change agent for organizational design, workforce planning, and succession planning
• Subject matter expert in areas of HR policies and processes
• Coach and advise managers and leaders on issues including restructuring, investigations and other complex employee issues.
• Conduct compensation analysis in partnership with COE's to resolve compensation needs and actions including sales incentive compensation.
• Partner with Talent Acquisition to attract, assess, and retain top talent.

Senior HR Manager

• Execute heavy configuration within the Workday application, specifically focusing on Recruiting and Talent modules.
• Support and configure third-party talent acquisition systems, including Phenom People and Ajinga.
• Support, assess, and manage new business requests, recommending alternative technical solutions to improve HR/HR Information System processes.
• Partner closely with HR Technology Process and Solutions leads, Global Centers of Excellence (COEs), and Operations Teams.
• Apply technical expertise to resolve complex business problems independently and collaboratively.

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