Human Resources

• Work collaboratively with a team to ensure various HR processes, tasks, reports, and documents are completed with high quality and within deadlines.
• Dedicate a portion of time to supporting the Compensation & People Analytics teams, assisting with compensation cycles, data requests, and reporting needs while helping ensure accuracy and consistency across HR data and processes.
• Leverage technical skills (e.g., Excel and other data tools) to analyze and organize people data, support reporting dashboards, and contribute to insights that inform compensation and broader HR decision-making.
• Facilitate resolution of the HR Helpdesk requests by liaising between HR specialty areas (recruiting, training, compensation, benefits, diversity, equity, inclusion, performance management, and compliance) and non-HR staff.
• Assist with various tasks related to our campus and experienced hire recruiting processes, including but not limited to interacting with candidates and our staff to invite, schedule and coordinate interviews and visits, prepare offer letters, and manage applicant tracking system data.
• Support our internship program by coordinating meetings and events, collecting feedback, and compiling survey results.
• Support our learning & development team by curating content, setting up training courses in our learning management system, processing CPE credits, and providing onsite support at training events.
• Update and maintain HR data systems, including human capital management, learning management, performance management, applicant tracking, and electronic personnel files.
• Support onboarding and offboarding processes.

Human Resources Coordinator

• Serve as the primary point of contact for employee benefits questions
• Administer benefits processes including new hire enrollment, qualifying life events
• Partner with Payroll/HRIS to ensure accurate benefit deductions
• Support leave and time away processes
• Develop and deliver benefits communications and education
• Track and analyze benefits trends

HR Business Partner

• 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

• Serve as a trusted advisor and first point of contact for employees and supervisors regarding HR policies, workplace concerns, employee relations matters, and People programs
• Partner with leaders to provide guidance on performance management, employee development, coaching, corrective action, and conflict resolution.
• Conduct workplace investigations and support resolution of employee concerns while ensuring consistency, fairness, and compliance.
• Assist in developing and implementing People initiatives that support employee engagement, retention, and organizational culture.
• Support managers through organizational changes and workforce planning activities
• Help administer employee leave programs, including FMLA, FAMLI and other state leave programs, parental leave, ADA accommodations, and other protected leaves
• Coordinate the interactive process for accommodation requests and maintain appropriate documentation
• Partner with employees, managers, Payroll, and external vendors to ensure timely and compliant leave administration
• Educate employees and managers on leave policies and available resources
• Assist managers with return to work planning to ensure a positive experience for employees returning from leave
• Maintain accurate employee records and ensure data integrity within the HRIS and related systems
• Process employee lifecycle transactions, including new hires, transfers, promotions, compensation changes, and separations
• Support compliance with federal, state, and local employment laws and regulations
• Assist with audits, reporting requirements, and recordkeeping obligations
• Be a subject matter expert on People policies, procedures and documentation and suggest updates and areas for improvement that are person-centered
• Generate reports and analyze workforce data to support organizational decision-making
• Support full-cycle recruiting for assigned positions, including job postings, candidate screening, interview coordination, and offer administration
• Support hiring managers with identifying talent needs and using effective recruiting strategies to bring on talent
• Ensure equitable and positive candidate experience throughout the hiring process
• Coordinate and help facilitate new employee onboarding and orientation
• Coordinate employee separations, including exit interviews, documentation, system updates, and communication with internal and external stakeholders
• Support analysis of exit trends and provide recommendations to improve retention and employee experience
• Ensure compliance with all separation-related legal and organizational requirements

• 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

• Partner with leadership teams to ensure the alignment between the company’s people strategy processes & practices and the people related decisions.
• Ensure compliance with labor employment law for assigned geographies.
• Comply with all corporate/local policies, all Vaisala policies, including Code of Conduct.
• Manage complex or sensitive day-to-day people-related topics that support an open, inclusive, and values-based environment.
• Act as a coach with business leaders to embrace best practices and build effective teams and enhance overall employee experience.
• Foster constructive employee relationships across the organization.
• Understand employee needs and facilitate effective communication channels between leaders and employees.
• Consult with and advise business leaders on disciplinary process and risk assessment on employee relations and performance related issues.
• Proactively partner with business leaders and global HR to plan and execute Vaisala’s human resource processes: performance management, development planning, learning & development, and people forum (workforce planning, succession, talent attraction & movement, knowledge transfer plans, talent engagement & retention strategies, etc.).
• Provide consultation, coaching, and advice to business leaders in areas supported on people and organizational matters and establish operational plans.

• Manage the strategic rollout and results for all annual HR activities.
• Lead and report on workforce management activities including recruitment, retention, and workforce balance.
• Participate in identifying and implementing people-related strategic initiatives.
• Partner with Leaders to ensure alignment to our compensation philosophy.
• Manage the rollout and results for talent management strategies.
• Drive engagement & culture initiatives to foster a positive work environment.
• Participate in organizational design efforts to optimize structure, succession, and efficiency.
• Serve as a workforce champion and promote a positive work environment and employee experience.
• Support Leaders through the business planning processes.
• Influence excellence and results across all HR programs through effective and easy programs and strategies.
• Foster a continuous improvement mindset and continually look for opportunities to increase the impact and return on investment of human resources programs.
• Develop and maintain a trusted advisor relationship with senior leaders and their teams by presenting multiple perspectives and challenging the status quo.
• Strategic partner to leaders providing counsel on business strategies.
• Offer dynamic and transformative solutions on workforce issues to meet the business need and create an inspired culture.
• Provide sound counsel that upholds Stantec’s culture, vision, and values and safeguards Stantec and its team members.
• Collaborate with partners across HR functions to harness the collective knowledge and work of our expert teams including – talent acquisition, compensation, immigration, learning and organizational development, engagement and employee experience, and benefits and wellness.
• Guide leaders in constructive ways to model behavior to drive engagement and retention of top talent and develop a high performing team.
• Collaborate within a geographically dispersed team to communicate, facilitate, and/or present HR programs and initiatives.
• Establish and maintain credibility through a robust understanding of the business strategy, competitors and peer firms, and HR best practices.

Senior HR Business Partner

• Develop and execute HR strategies that support organizational growth, compliance, and mission impact
• Partner with executive leadership on workforce planning across property management, maintenance, and corporate teams
• Lead culture development initiatives emphasizing equity, inclusion, and resident-centered service
• Oversee recruitment for site staff (property managers, leasing, maintenance techs) and corporate roles
• Design onboarding programs tailored to affordable housing operations
• Implement retention strategies to reduce turnover in high-demand property roles
• Serve as a trusted advisor to managers on performance management, coaching, and conflict resolution
• Promote a positive, inclusive workplace culture aligned with RMC values
• Lead engagement surveys and action planning
• Ensure compliance with employment laws and industry regulations (OSHA, HUD, Fair Housing)
• Maintain policies and procedures consistent with nonprofit, affordable housing provider standards
• Oversee investigations and risk mitigation
• Manage compensation structures for multi-site property portfolios
• Benchmark salaries against nonprofit housing providers and property management markets
• Oversee benefits programs that support workforce stability
• Lead a small HR team providing hands on back up as needed for HR partners
• Manage recruitment, onboarding, employee relations, performance management, and policy administration
• Ensure HR processes are compliant, practical, and scalable
• Ensure accurate HR data for audits, grants, and reporting requirements

Human Resources Director

• Lead the HR function to align talent strategies with business priorities
• Mentor and develop a team of HR professionals
• Advise on workforce design and employee engagement
• Drive change management and leadership development initiatives
• Oversee implementation of enterprise-wide HR programs

Senior Human Resource Manager

• Advise and provide coaching to first-time managers on employee relations, systems implementation, compensation, performance management, HR policies and other related topics
• Partner with your function’s HR Business Partner(s) on larger projects and org changes
• Identify and recommend continuous improvements to HR programs and processes to drive efficiencies and enhance the employee experience
• Manage all new hire onboarding logistics for client groups
• Conduct exit interviews and support administration of employee offboarding
• Stay up to date on state HR laws and practices (payroll, benefits, compliance, terminations, leave of absences, etc.)
• Manage employee relations and respond to all questions regarding benefits, systems, performance, company programs and policies

Associate HR Business Partner

• Act as consultant and coach to field leaders.
• Develop workforce plans supporting succession readiness and talent mobility.
• Partner with HR COEs to deliver integrated solutions.
• Track workforce metrics and operational KPIs.
• Translate people initiatives into measurable business outcomes.
• Drive engagement initiatives and employee listening strategies.
• Facilitate leadership development and succession planning.
• Lead investigations and provide proactive risk-based guidance.
• Coach leaders through performance management and employment decisions.
• Partner with Legal on escalated matters.
• Ensure compliance with federal, state, provincial and local laws.
• Support DOL, EEOC and regulatory audit readiness.
• Utilize dashboards to identify workforce trends and risks.
• Conduct compliance reviews with field leaders.
• Monitor turnover, labor utilization and training compliance.
• Develop action plans to reduce organizational risk.
• Align workforce strategies with operational priorities.
• Leverage analytics and KPIs to improve outcomes.
• Drive HRBP operating rhythms and partnership cadences.

Human Resources Business Partner – HRBP

• Partners with leaders and other HRBPs within the Bank and across the Federal Reserve System to understand and influence strategic goals and initiatives, identify people-related challenges, consult on talent strategies, and ensure HR work is executed effectively.
• Provides organizational perspective during talent calibration, succession planning, and strategic workforce planning; facilitating discussions and consulting on resulting action plans.
• Advises leaders on all HR policies, compliance, and handling sensitive employee issues; escalating when appropriate.
• Supports all HR initiatives and programs by communicating updates, gathering business feedback, and strengthening cross-HR collaboration.
• Maintains and strengthens knowledge of HR laws, trends, and best practices to influence people strategies.
• Provides strategic guidance to leaders on change management by assessing business-specific impacts and providing insight-driven consultation that informs decisions and drives successful change adoption aligned with organizational priorities.

Human Resources Business Partner

• Manage the annual and mid-year performance evaluation process.
• Advise, coach, and participate in complex performance matters as requested.
• Oversee managers in defining the knowledge, skills, and abilities required for various positions and maintaining job descriptions.
• Develop, communicate and monitor PIPs.
• Promote positive employee engagement and satisfaction across all levels of the firm, through open communication, feedback and recognition programs.
• Develop and maintain employee recognition programming.
• Administer years of service program.
• Provide coaching to managers and Practice Group leaders on employee relations issues as appropriate.
• Conduct investigations, work with employment counsel and execute remedies.
• Oversee and administer total rewards benefits platform.
• Work with HR Generalist to execute all aspects of employee benefit programs and changes as required.
• Manage benefits-related communication, education and advocacy for all employees.
• Periodically review plan use and industry trends with insurance brokers/providers to ensure effective utilization and competitiveness of plans.
• Make recommendations to leadership as appropriate.
• Recommend and contribute to overall compensation program design.
• Determine starting salaries, perform market pricing, range and title evaluations for individual positions as required.
• Work closely with the HR Generalist to direct the recruitment and selection of a high performing workforce.

• Provides leadership in developing and executing human resources strategy
• Focuses on training and development, employee recruitment and retention, succession planning, organizational and performance management, labor relations, and compensation
• Manages all human resources and training-related matters
• Participates in strategic and business planning, policy formulation, process improvements, program development
• Represents the organization regarding Employment law matters
• Guides management and employee actions by developing, writing, and updating policies, procedures, methods, and guidelines
• Ensures legal compliance by monitoring and implementing applicable human resource federal and state requirements
• Defines and owns the compensation plan and pay plan by conducting periodic pay surveys
• Enhances department and organization’s reputation by accepting ownership for accomplishing new and different requests

Senior Director of Human Resources – Training

• Serve as the primary HR partner for assigned client groups and staff-level employees (non-VP population).
• Coach people leaders on performance expectations, feedback, team dynamics, and day-to-day people decisions.
• Provide guidance on HR policies, processes, and best practices; ensure consistent application across teams.
• Partner with business leaders on organizational design, workforce planning, and headcount management.
• Build trusting relationships with employees and leaders; act as a reliable point of contact for HR support.
• Manage employee relations issues, including intake, documentation, investigations (as needed), and resolution.
• Guide managers through performance conversations, corrective action, performance improvement plans, and terminations.
• Help identify trends in engagement, turnover, or performance and recommend practical interventions.
• Partner with Talent Acquisition and hiring managers to support recruiting for staff-level roles.
• Support onboarding for new hires, including manager guidance and employee check-ins to drive early success.
• Contribute to performance review cycles, calibration support, and development planning below VP level.
• Promote internal mobility and career development by helping clarify levels, expectations, and growth paths.

Director, HR Business Partner

• Act as strategic partner to senior leaders and HR Business Partners to proactively diagnose organizational, talent and culture needs.
• Co-create impactful talent strategies that enable business success, in partnership with HRBPs and business leaders.
• Enable objective differentiation of talent based on capabilities, potential, behaviors and aspirations.
• Drive development, retention and engagement of critical enterprise talent pools, domain expertise, and continuity of our leadership and diverse talent pipelines.
• Create/refine succession plans, development actions to accelerate successor readiness, and identify internal and external talent needs.
• Accelerate onboarding and development of Vice Presidents.
• Play an active role in serving as a backup for Talent Management Director(s) when needed to represent broader organizational needs.
• Consult, coach/mentor and share talent management & leadership development best practices.
• Ensure effective deployment of talent management solutions to client organization(s).
• Enable rigorous enterprise performance management process through strategic consultation to consistently and objectively evaluate employee performance.
• Facilitate leadership team discussions to translate business priorities and leadership behaviors that drive clarity and accelerate performance.
• Be a thought leader on career development strategies.
• Role Model, champion and embed the Medtronic Mindset to Act Boldly, Compete to Win, Move with Speed and Decisiveness, Foster Belonging and Deliver Results the Right Way.
• Embed Diversity, Inclusion and Engagement effective practices into talent strategies.
• Drive senior business leader engagement and accountability as owners of Medtronic’s inclusion and diversity efforts and champions of the Medtronic Leadership Framework.
• Partner closely with Global Talent COE to design programs and tools that meet the unique needs of the business, and deploy targeted solutions as needed (i.e. assessment, coaching, talent acquisition, analytics, etc.), incorporating the Medtronic Mindset.
• Leverage the Organizational Health Survey to measure engagement gaps and define mitigating actions to be embedded in the talent strategy.

Talent Management Consultant

• Establishing a customer service culture in HR processes
• Delivering talent management and performance management for a district of 6-12 stores
• Coaching and consulting on development planning for district and store leaders
• Conducting store HR meetings and following up on issues
• Assisting in labor and workplace incidents management

District HR Manager

• Develop a yearly personal growth plan that fosters a vibrant spiritual life including time for solitude, retreat, reflection, study, prayer, and worship.
• Ensure that all Young Life work is designed and carried out with an awareness of and in alignment with Young Lifes Values and Methods.
• Develop strong spiritual disciplines and accountability considering possible distance supervision and travel schedule.
• Be a visible, present Culture Carrier.
• Lead, shape, and advance Young Lifes culture and core mission.
• Elevate the collective capability of the HR organization.
• Make employee engagement a frictionless activity, which yields deep insights and effective actions.
• Build strong relationships with field, camping, and mission services leaders, providing coaching to staff on HR processes and programs, driving standardization and best practices.
• Manage and administer employee relations with timely support and care, ensuring proper retention of documentation.
• Support the performance management and compensation processes.
• Provide and support field, camping and mission services with standardization of talent management processes, including recruitment, interviewing, onboarding and retention.
• Provide leadership coaching and support on workforce strategy and development of talent pipeline.
• Provide performance management coaching to supervisors throughout the year including mid-year reviews, development planning, and the performance improvement process (PIP) as needed.
• Support successful execution of on boarding and off boarding for staff as they transition.
• Shape the culture by instilling a value of best practices in local employment, labor and/or government agency understanding, and labor laws.
• Driving a total Mission First mindset to ensure leaders and teams are working in an increasingly integrated way.
• Embracing and leading a culture that is diverse, equitable, and ensures a sense of belonging for staff.
• In partnership with Learning & Leadership and the Global VP of Organizational Health & Belonging, ensure that all departments, regions and divisions have effective D.E.B. (Diversity, Equity and Belonging) plans.
• Lead internal investigations in partnership with Service Center based SMEs (i.e. legal or audit).

Human Resources Director – Africa & The Middle East

• 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

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