Human Resources

• 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

• Learn end-to-end payroll processing in Rippling and be a back-up for the Finance team
• Audit & manage Rippling as the system of record: employee records, role changes, org structure, P&L class assignments, and pay band maintenance
• Administer benefits and equity programs across the full lifecycle: day-to-day employee questions, enrollments, changes, and carrier coordination across HUB International, Navia (HSA/FSA), Simon365, Carta, Vestwell (401k) and other vendors and partners
• Own the bi-weekly HSA manual upload in Navia - and build a system to make it less painful
• Own E-Verify for all new US hires
• Monitor and respond to state and federal compliance obligations (tax notices, wage/hour, workers' comp via AmTrust, and any audit items in progress)
• Identify where AI tooling can reduce admin load and implement it where appropriate; we use Anthropic/Claude internally and are actively building AI workflows.
• Provide lightweight recruiting coordination support for active open reqs (usually one open position at a time) - candidate comms, scheduling, pipeline tracking in Rippling
• Ensure onboarding logistics (equipment, tool access, paperwork) are covered for any new hires during the engagement by tagging in the appropriate partners.

Fractional HR Generalist

• Support the development, evolution, and governance of executive compensation programs
• Conduct regular market research to stay informed about industry trends, best practices, and emerging compensation strategies
• Manage the administration of the annual incentive program and multiple equity programs
• Benchmark our compensation programs against industry peers and provide insights as appropriate
• Support the creation of high-quality, decision-ready materials for senior leadership and the Compensation Committee
• Lead the development of clear, compelling communication strategies and materials for executive compensation programs
• Support compliance with SEC regulations, IRS rules (e.g., 409A, 162(m)), and other relevant governance requirements
• Establish and uphold robust documentation processes and audit trails for executive compensation decisions
• Contribute to the preparation of public disclosures, when relevant

Executive Compensation Specialist

• 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

• Responsible for handling some of the highest exposure and most complex workers’ compensation claims in assigned jurisdictions
• Serve as a Subject Matter Expert (SME) for all technical claims handling activities
• Serve as the primary liaison for key internal and external business partnerships and programs
• Lead special projects and programs, and lead claims related account management activities for large clients
• Assume full-responsibility of claims related account management activities for large clients
• Actively work with Business Development and Underwriting teams to monitor loss ratio for assigned accounts
• Participate in client meetings for training on claims issues
• Effectively investigate, evaluate, mitigate and resolve pending inventory of litigated and high exposure workers’ compensation claims
• Monitor costs and effectiveness of internal and external business partners and vendors
• Maintain and demonstrate high-level of knowledge of the Workers Compensation Act and Rules and Regulations in assigned jurisdictions
• Assist in training and development of claims adjusters through mentoring

Senior Claims Specialist – California Workers Compensation

• Partner with the COO in our Rx Operations divisions to design and execute people strategies that align with long-term business objectives
• Consult on team structures, succession planning, and workforce scaling to ensure we have the right talent in the right seats as we grow
• Drive the annual performance cycle, compensation reviews, talent development and other people core process initiatives to identify and nurture our future leaders
• Partner and coach people managers in retail pharmacy and fulfillment for people leadership excellence
• Lead and resolve high-level employee relations matters, conducting thorough investigations and providing coaching to managers to foster a healthy, compliant work environment
• Analyze people metrics (turnover, engagement, headcount) to identify trends and provide proactive solutions to the executive team
• Act as a champion for Fuze Health’s culture, ensuring our values are integrated into the employee lifecycle and driving initiatives that improve employee experience

Human Resources Business Partner

• 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

Human Resources jobs in Idaho

See all jobs on JobTailor