Human Resources

• Investigate and determine the correct Coordination of Benefits (COB) for members with multiple health insurance plans
• Review insurance eligibility, policy coverage, and documentation to verify the proper payer order
• Contact insurance carriers, Medicare (CMS), employer groups, healthcare providers, and members by phone, email, fax, and mail to validate coverage information
• Research complex healthcare eligibility issues and apply Medicare CMS and NAIC guidelines to determine primary and secondary coverage
• Document findings accurately in company systems while maintaining complete and detailed records
• Review Explanation of Benefits (EOBs) and other insurance documentation to support payment determinations
• Process incoming COB correspondence and updating eligibility records as needed
• Handle inbound and outbound calls related to Coordination of Benefits inquiries
• Meet established productivity, quality, and turnaround time goals
• Maintain HIPAA compliance and adhere to all federal, state, and client requirements
• Collaborate with teammates while working independently in a remote environment
• Identify opportunities to improve processes, documentation, and communication

Benefits Specialist

• Serve as a strategic business partner to various business unit groups
• Provide expert advice on HR-related matters, including employee relations, talent management, workforce planning, and compliance with labor laws and company policies
• Shape and drive strategic HR direction that optimizes people, structure, and culture
• Act as the primary HR contact and strategic advisor for assigned business units
• Maintain a deep understanding of the organization's current needs and future direction
• Influence leadership discussions by providing proactive insight and recommending aligned people strategies
• Gather and analyze data to develop effective plans for resolution
• Advise on complex, ambiguous people-related challenges
• Lead and implement development and succession plans
• Consult on and help shape performance management activities
• Conduct thorough investigations related to employee relations issues
• Mentor and coach less experienced HRBPs

Senior Human Resources Business Partner

• Acting as a trusted advisor and thought leader to the business leadership team.
• Coach senior leaders, managers, and employees while delivering talent, leadership, and organizational solutions that drive measurable business outcomes.
• Ensure teams are optimally structured to support current and future business needs.
• Enable leadership and employee development through the planning and execution of strategic HR initiatives.
• Analyze data, metrics, and trends in partnership with business leaders to make informed decisions.
• Influence talent decisions by keeping a pulse on the business, market, and industry trends.
• Coach management on people-related matters including employee relations, conflict resolution, company policy interpretation, and management principles.
• Provide guidance, coaching, and advice in performance-related matters.
• Ensure legal compliance and mitigate risk.
• Foster the company’s culture while encouraging open and transparent communications.
• Drive organizational design decisions and lead change management and communication plans.
• Implement employee engagement activities for client group.

Senior HR Business Partner

• Oversee HR functions and provide guidance for offices located in CA, NY, HI, and Guam, ensuring compliance with federal, state, and local employment laws
• Direct, mentor, and oversee the performance of HR Generalist and an Office Operations Coordinator
• Manage the entire employee lifecycle for both local U.S. staff and expatriate employees
• Lead recruitment, onboarding, performance evaluation, and training programs tailored to diverse teams
• Serve as the link between U.S. branches and South Korea HQ
• Review and update existing personnel procedures and policies
• Address employee inquiries, manage conflict resolution, and proactively foster a positive, inclusive, and collaborative company culture
• Create the annual HR budget and manage overall departmental expenditures for the U.S. offices
• Proven experience processing payroll and serving as the lead administrator for core HR technologies
• Design and implement training initiatives focused on compliance, leadership development, and continuous professional growth
• Manage day-to-day office and workplace operations

HR Manager

• Administer employee benefits programs end-to-end
• Own leave compliance across all active employee jurisdictions
• Serve as Patriot’s internal subject matter expert on leave compliance
• Manage leave cases from initiation through return-to-work
• Assist with scheduling and coordinating performance review cycles

Benefits and Leave Compliance Specialist

• 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

• 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

• Build and maintain strong partnerships with the PD HR Team, NAR HR Team, People Team, and Divisional and BU leadership to align HR practices with organizational goals
• Respond to moderately complex employee and management questions and issues based on knowledge of HR best practices, TNC guidelines, and local employment law
• Consult with hiring managers on the recruitment process, including creation of and/or consultation on job design, job descriptions, grade levels and compensation
• Support the HR Director in assessing workforce planning needs, including job analysis, promotions, reclassifications, restructuring, talent reviews, stay interviews, and coaching on career development pathways
• Lead the annual equity review process to ensure pay disparities are appropriately justified and/or corrected
• Implement core TNC trainings and workshops, assess training needs at the division and BU levels, and partner with the Regional Learning Manager to ensure effective delivery
• Support the Performance Partnership process and lead the annual ratings calibration process
• Support managers and staff with Performance Partnership process including objective setting, performance management, rating calibration, and merit planning
• Lead HR communications, including division-wide regular and special communications and BU-level communications to state directors, managers, and all staff
• Support interpretation and debrief of TNC Survey results, advising leaders on action planning
• Collaborate with Culture & Engagement teams to support and advance initiatives and deliver trainings and workshops across the division
• Support employee well-being initiatives and promote participation in TNC wellness programs
• Provide guidance on Leave of Absence process and assist employees as an LOA liaison
• Conduct exit interviews and synthesize insights to support continuous improvement
• Generate reports and analyze and interpret HR data, metrics, and dashboards to identify trends and emerging needs

Human Resources jobs in Hawaii

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