Human Resources

• Assist with HR Audits
• Maintain and update HR records and trackers.
• Assist with organizing employee files and documentation.
• Support handbook and policy document management.
• Help standardize file naming and recordkeeping processes.
• Help compile HR reports and background check records.
• Support office organization and administrative projects.
• Other projects, as assigned

Human Resources Intern

• Manage intake and prioritization to maintain HR Technology roadmaps and value realization metrics.
• Heavy focus on Workday delivery.
• Ensure all initiatives are well organized, effectively scoped.
• Anticipate risks and actively manage issues in delivery.
• Promote Agile best practices across multiple delivery teams and IT partners to ensure streamlined delivery practices.
• Lead & develop a team of program managers who effectively plan, organize and execute initiatives.
• Manage the financials for HR Technology (SW cost, internal & external labor), including vendor contracts and renewals.
• Develop strategic communications intended for executive leaders and large audiences.
• Establish a culture of data driven operational excellence for the HR Technology organization.

Senior Director – Strategy & Operations, HR Technology

• Provides leadership and oversight to team
• Manages and provides expert advice on colleague relations issues
• Maintains appropriate logs and tracks Colleague Relations activity
• Leads projects to enhance Colleague Relations
• Facilitates onboarding of new team members
• Identifies gaps and provides training opportunities for direct reports

Senior Manager, Employee Relations Advisors

• Serve as a strategic advisor to business leaders on complex HR and organizational challenges.
• Participate in business planning and management processes; translate business strategy into people strategies that support major initiatives.
• Lead change leadership/management and team effectiveness efforts as the organization evolves through transformation.
• Identify and address organizational design needs, workforce planning gaps, and leadership capability opportunities.
• Continuously assess talent pools, competency readiness, and bench strength across business areas—championing a 'right person, right job, right time' philosophy.
• Partner with leadership to identify, develop, and retain key talent; develop proactive strategies to mitigate attrition risk.
• Champion enterprise hiring, development, and advancement practices.
• Consult with Compensation and business partners on compensation decisions and communications, ensuring alignment with pay-for-performance philosophy.
• Oversee the performance management cycle, ensuring quality, timeliness, and equitable outcomes.
• Provide guidance to managers on effective performance practices and employee development conversations.
• Maintain a positive, fair, and inclusive work environment; proactively identify and resolve potential employee relations issues.
• In partnership with Employee Relations and Legal, advise and coach managers on sensitive or complex employee matters, balancing legal risk with business needs.
• Conduct investigations, site assessments, and informal dispute resolutions with objectivity and sound judgment.
• Partner with Talent Acquisition to ensure qualified candidate pools for roles.
• Advise on job design, core competency frameworks, and skill requirements to ensure consistency and market alignment.
• Identify staffing trends and proactively flag workforce risks and opportunities to leadership.
• Serve as a trusted coach and resource for HR colleagues and business managers alike.

AVP – Human Resources

• 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 client groups in a complex matrix and fast-paced environment with both domestic and international employees and leaders, balancing competing priorities and engaging appropriate stakeholders.
• Partner with business leaders to meet organizational objectives, including org design and transformation activities, talent management, organization development, and employee engagement.
• Proactively engage to lead and / or support strategic initiatives in support of oneRTX business transformation efforts, talent planning objectives and optimization efforts.
• Ensure proper staffing levels, infuse talent into the organization and improve bench strength.
• Counsel employees and leaders on performance development, career planning, talent development and other topics.
• Drive the coordination and completion of talent reviews and associated action plans within their client group.
• Lead and execute foundational HR processes: performance development, change management, succession planning, staffing, employee relations, salary planning, and incentive compensation.

Associate Director, HR Enterprise Services, Digital Applications

• Define the strategy and approach for HR process architecture aligned with CVSH objectives; ensure processes are designed end-to-end rather than in functional silos
• Partner closely with the HR Strategy & Transformation team and applicable business strategy teams to translate enterprise HR strategy and transformation priorities into concrete process architecture, AI enablement, and delivery roadmaps
• Serve as the process architecture lead on HR transformation programs — shaping target operating models, future-state process designs, and AI/automation blueprints that underpin strategic change
• Proactively identify areas for improvement and innovation within HR functions; identify, evaluate, and embed AI, automation, and agentic workflow opportunities across HR processes in partnership with the business, IT, and COE leaders
• Lead process and AI workstreams on transformations (HCM, service model changes, M&A), connecting strategy to execution end-to-end in partnership with the HR Product Experience Lead and applicable product owners
• Evaluate and recommend how HR capabilities and services should be delivered by leading buy, build, or automate analyses, and determine where outsourcing or strategic partnerships are appropriate; Guide process redesign to align with the selected delivery model
• Lead the execution of a harmonized strategy for end-to-end processes including associated policies and technologies (i.e., Workday/ServiceNow/AI)
• Identify necessary resources (people, capital, AI tools); assess opportunities against business objectives and determine creative means to implement new and innovative technical and process-based solutions
• Be accountable for and drive process transformation; make key decisions related to the process, including target setting, process performance management, and financial management with a focus on reducing process costs, increasing efficiency through AI or automation, and maximizing investment returns
• Serve as the authoritative voice on how HR processes should operate enterprise-wide, balancing standardization with legitimate local or business-unit variation
• Build, own, and deliver the enterprise HR continuous improvement (CI) roadmap, prioritized against business value, risk, and colleague experience impact
• Lead Lean, Six Sigma, and design-thinking initiatives to reduce cycle times, eliminate defects and rework, and improve service quality
• Build HR's internal CI capability, coaching HRBPs, COEs, and HR Solutions Delivery teams on problem-solving, process discipline, and root-cause analysis
• Establish a culture of continuous improvement at all levels of the organization
• Lead work transition playbooks covering process documentation, knowledge transfer, training, staffing, technology readiness, and go-live support
• Partner with HRBPs, COEs, HR Solutions Delivery, and DDAT/IT to ensure new work is absorbed without degrading quality, SLAs, or colleague experience
• Define and track transition readiness criteria, ensuring each transition has clear accountability, milestones, and risk mitigation plans
• Provide regular reporting on transition health, progress against milestones, and post-transition stabilization to HR leadership
• Own the enterprise intake process for new HR work, including new business requests, policy changes, regulatory mandates, and service expansions
• Maintain a transparent intake backlog and provide regular reporting on demand, capacity, and prioritization to HR leadership
• Partner with the HR Strategy & Transformation, Corporate Strategy, and applicable business transformation teams to align enterprise projects, capabilities, and strategic priorities to HR Solutions Delivery, ensuring new work is visible, sequenced, and resourced appropriately as it enters the HR function.
• Establish intake governance standards including request evaluation criteria, impact assessment, and sequencing in partnership with COEs and business stakeholders
• Ensure intake decisions are data-informed, balancing business urgency with operational capacity and colleague experience impact
• Own the HR knowledge management strategy and platform; ensure colleagues, managers, HRBPs, and HR Solutions Delivery teams have accurate and easy-to-find information
• Define knowledge governance: content ownership, review cycles, quality standards, taxonomy, version control, and retirement
• Enable AI-driven knowledge experiences by curating high-quality, structured content that can power search, chatbots, and generative HR assistants
• Measure knowledge effectiveness through usage, deflection rates, content accuracy, and user satisfaction

AVP, HR Enterprise Process and Quality Lead

• Own the HR technology product strategy, vision, and multi-year roadmap
• Lead colleague experience design for all HR digital touchpoints
• Champion a product operating model within HR
• Work with HR COEs, HRBPs, and communications to embed experience research into product decisions
• Lead and develop the team of HR platform product owners
• Own the platform roadmaps for each core HR system
• Partner with IT to govern platform configuration and integrations
• Own the HR technology vendor relationship
• Lead and develop the team of business-facing product owners
• Drive cross-product alignment so domain-level roadmaps ladder up to the enterprise HR product strategy
• Own the HR data strategy, governance framework, and logical data architecture across the HR technology ecosystem
• Lead the HR reporting team to deliver accurate, timely, and insight-rich reports
• Build self-service reporting capabilities for HRBPs, COEs, and people managers

VP, HR Product Experience, Data, Reporting Lead

• Running HR Solutions Delivery as a high-performing, data-driven service organization
• Establishing and implementing best practices within the HR organization, including service performance, reporting, analytics, enabling technology, quality
• Overseeing end-to-end delivery of HR solutions and services across tiered support, self-service, and COE channels
• Managing service demand, capacity, and routing across channels
• Identifying opportunities for HR Solutions Delivery to deliver value-added services to enhance business results using enabling technology

Executive Director, HR Service Management Lead

• Support regular reporting needs on a weekly, monthly, quarterly and annual basis both for the Talent Partner Operations & Programs team and the wider HR Partner organization
• Partner with Operations & Programs team members, HR Partners, business leaders and HR COEs to deliver on business requests, while proactively surfacing issues and identifying solutions
• Analyze/synthesize quantitative and qualitative data into compelling “executive level” analysis and presentations
• Support team members and HR Partners with delivering critical annual HR processes by developing setback schedules, disseminating and collating inputs, tracking deliverables, and driving accountability of stakeholders
• Liaise with and influence critical stakeholders
• Constantly identify ways to innovate and scale current processes to ensure Gartner has the infrastructure for continued double-digit growth
• Collaborate with our business partners – within and outside of HR – to solve business issues

HR Innovation & Operations Manager

• Ensure HR initiatives/processes are executed consistently.
• Act as a business partner for THD Logistics group.
• Develop a progressive role for the Logistic's HR function.
• Establish credibility throughout the organization.
• Communicate Home Depot's Union Free philosophy.
• Manage and monitor the process of leadership development and succession planning.

Regional HR Manager – Logistics

• Serve as the primary day-to-day HR point of contact for business leaders, Directors, and front-line managers across the Rentals organization
• Execute high-impact coaching and consultation for senior leaders and managers on complex performance management, organizational development, and leadership capabilities
• Proactively design and implement scalable, strategic HR programs and solutions that drive business outcomes and organizational effectiveness across the full Rentals portfolio
• Provide strategic guidance on organizational design, workforce planning, performance management, and compliance;
• Conduct investigations of workplace policy violations with guidance from the HR Director.
• Partner with Rentals leaders and the broader people team to develop and execute unified HR strategies that champion growth, innovation, and organizational effectiveness
• Assess human resources needs across your Rentals client groups
• Support the communication, rollout, and execution of cyclical HR programs and initiatives for your client groups
• Leverage data and feedback to identify trends and recommend actions to improve team health, retention, and performance across the Rentals organization

Senior HR Business Partner

• 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

• Provide advanced manager coaching, case coordination, and project support
• Partner closely with HRBPs to execute people and talent strategies
• Own intake, triage, and resolution for a large share of routine but nuanced HRBP work
• Log and track work in ServiceNow to create visibility into patterns, escalation accuracy
• Serve as a primary point of contact for mid-level managers for complex HR questions

HR Generalist, Employee Service Center

• Support the human resources department initiatives and oversee a wide spectrum of HR needs
• Provide oversight, support, guidance, and resolution in employee relations matters, leadership coaching, employee compensation and benefits, and performance management issues
• Conduct annual talent reviews with leadership to identify high potential performers and assist with development plans as needed
• Partner with training and development team to create and deliver leadership programs for all supervisors and above
• Help drive HR communication plan annually, including recommending/developing proactive solutions to increase engagement and retention
• Manage the investigation and response process in coordination with legal counsel to respond to agency complaints/audits
• Facilitate new employee orientation, coordinating with other internal departments to ensure a world class new hire experience

Temporary Human Resources Business Partner

• Provide administrative support to the human resources department
• Assist with new hire onboarding presentations
• Ensure compliance with all regulations and oversee I9 and E-verify process
• Monitor and follow-up on pending action items through Workday reporting
• Effectively communicate with all levels of leadership across multiple departments
• Monitor Human Resources inbox and respond as appropriate or collaborate with other departments to respond to inquiries
• Assist HR and Legal with audit documentation collection
• Assist with verification of employment requests
• Manage unemployment claims and involve HRBP as needed for hearings
• Support HR leadership with engagement and recognition project initiatives
• Stay updated with human resources and employment law trends
• Perform other related duties as assigned

Temporary Human Resources Coordinator

• Partnering with regional leadership teams and providing Human Resource leadership and execution in talent acquisition, compensation, benefits administration, positive employee relations, labor relations, training, talent management, organizational development, HR Compliance and special projects
• Coordination of activities with HR specialists in Talent Acquisition, Compensation, Employee Relations, Labor, Benefits, Talent Management, Payroll and HRIS
• Leads and executes change initiatives across business related to talent and HR strategy
• Develops strong trusted partnerships with business leaders, acting as advisor and partner in the areas of organizational effectiveness, talent management, employee relations, performance and development coaching & counseling
• Leads associate onboarding process, ensuring effective execution by managers; work closely with hiring managers and Talent Management with a focus on successfully integrating and retaining associates
• Administers salary actions for assigned client groups under the Division Compensation guidance
• Ensure fair and competitive wage structure and actions
• Lead annual salary review process with respective client groups
• Develops and facilitates performance calibration process with regional management teams to ensure effective and consistent performance management systems in place
• Actively leads and engages employees in evaluation of the employee relations climate and implement solutions to issues that arise

Human Resources Manager

• 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

• Provides thought leadership and direction for the implementation, adoption, and management of colleague and labor relations strategy within regional HR service areas
• Collaborates with HR Centers of Expertise, HR Business Partners, and regional leadership to develop and manage regional colleague and labor relations strategies and programs
• Provides strategic support and expertise to identify, address, and resolve complex colleague and labor relations matters
• Leads a regional team of colleague and labor relations professionals, providing strategic direction, operational management, and professional development

Regional Director – Colleague and Labor Relations

• Quickly establish and practice effective working relationships with internal client groups
• Proactively partner with clients to identify strategic issues and provide advice
• Serve as a trusted advisor to leaders and present multiple perspectives
• Provide strategic guidance and scale HR activities positively impacting culture
• Facilitate trainings and develop HR-related projects
• Foster continuous improvement mindset and look for opportunities to increase ROI
• Collaborate within dispersed teams to present HR programs and initiatives
• Work collaboratively with HR service representatives and talent acquisition

See all jobs on JobTailor

Human Resources Intern

Senior Director – Strategy & Operations, HR Technology

Senior Manager, Employee Relations Advisors

AVP – Human Resources

Director, HR Business Partnership

Associate Director, HR Enterprise Services, Digital Applications

AVP, HR Enterprise Process and Quality Lead

VP, HR Product Experience, Data, Reporting Lead

Executive Director, HR Service Management Lead

HR Innovation & Operations Manager

Regional HR Manager – Logistics

Senior HR Business Partner

Associate HR Business Partner

HR Generalist, Employee Service Center

Temporary Human Resources Business Partner

Temporary Human Resources Coordinator

Human Resources Manager

HR Business Partner

Regional Director – Colleague and Labor Relations

Senior HR Business Partner