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

• Establish and lead governance frameworks to intake, assess, prioritise, and approve Workday enhancements
• Own and actively manage the pipeline and roadmap of change
• Lead complex business analysis activities
• Partner with stakeholders across HR, IT, and the business to shape and challenge requirements
• Drive end-to-end delivery of initiatives
• Identify and manage risks, issues, dependencies, and constraints
• Act as a subject matter expert in Workday and HR processes
• Define initiative vision, outcomes, and success measures
• Develop and execute stakeholder engagement strategies
• Plan and manage timelines, resources, and deliverables across multiple concurrent initiatives

Senior Manager, HR Transformation – Workday PM/BA

• Lead client engagements by assessing their HR needs and delivering customized solutions in payroll, benefits, compensation, and performance management
• Collaborate closely with consulting managers and team members to ensure high-quality service delivery, align HR strategies with client business goals, and provide expert guidance that drives client satisfaction and business growth
• Manage the delivery of comprehensive HR consulting services including payroll, benefits, compensation, performance management, and HR audits to ensure client satisfaction and business growth
• Provide strategic project management and serves as a key liaison with client senior management to drive successful HR solutions and client retention
• Coach and develop consulting team members, ensuring high-quality service delivery, ongoing training, and achievement of billable and performance goals
• Drive thought leadership by staying current on HR trends, leading product/service growth initiatives, and fostering employee engagement and team excellence

HR Consulting Director

• Serve as a strategic people leader aligned to key HCSC business group(s)
• Drive HR strategy in direct alignment with enterprise priorities
• Partner with senior leaders to design and implement talent, culture, and organizational effectiveness solutions
• Enable business performance acting as the primary connector between the business and HR Centers of Excellence
• Oversee workforce planning, leadership development, change management, employee relations, and talent strategy.

Director, HR Strategic Business Partner

• Coordinate and execute end-to-end talent processes for the leadership team
• Partner directly with the CAO, Talent Management & Development head, Talent Practices head, and HR Business Partners
• Prepare polished, executive-ready materials for senior leadership talent discussions
• Identify enhancements to leadership talent processes focusing on simplification, efficiency, and user experience

Senior Talent Management & Executive Development Consultant

• 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

• 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

• 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

• Collaborate with recruiting team and hiring managers to ensure successful selection and onboarding of top talent.
• Support benefits and leave administration, including short-term disability, workers’ compensation, FMLA and personal leave.
• Lead workplace policy and employee conduct reviews.
• Participate in job fairs, community activities and employee engagement initiatives.
• Analyze data to identify trends, insights and opportunities to support leadership.
• Maintain functional knowledge of federal, state and local legal regulations and processes.

Human Resources Generalist

• Serve as the primary point of contact for employees seeking job accommodations
• Assess and understand the employee’s need for accommodation by reviewing medical documentation and collaborating with the employee’s treating physician
• Evaluate available light duty assignments and alternative job duties to facilitate the employee’s return to work
• Assist team members with securing light duty assignments for temporary placements due to reasonable accommodation process
• Coordinate and communicate regularly with HR Business Partner team, leadership, the employee, the leave of absence team, and other relevant stakeholders to ensure seamless case management
• Maintain thorough documentation of accommodation requests, communications, and outcomes
• Apply a comprehensive knowledge of the Americans with Disabilities Act (ADA), Pregnancy Discrimination laws, and other related employment regulations to ensure legal compliance
• Maintain current knowledge of, and ensure practices align with, applicable leave and accommodation laws and regulations

HR Accommodation Specialist

• Align and own the HR strategy for the Operations and Placement groups within North America Insurance
• Build strong relationships with business leaders to provide thought leadership on organizational and people-related strategies
• Understand the business strategy and identify opportunities to increase alignment by helping business leaders identify, prioritize, and build organizational capabilities
• Diagnose gaps between current and desired organization performance and deploy actions to resolve gaps
• Provide data-driven guidance and constructive counsel to senior leaders
• Lead strategic workforce planning efforts, including capacity modeling, role clarity, and critical role identification to support scalable growth
• Act as a liaison between HR Business Partners, HR Shared Services, and COEs
• Manage and develop a team of HR professionals by setting clear expectations and conducting performance reviews
• Identify and implement performance metrics and analytics to measure effectiveness of HRBP team
• Establish a regular cadence to align the HR team with overall HR strategy
• Analyze processes to identify gaps or redundancies and improve how HR work is delivered
• Stay informed of HR trends, best practices, and emerging technologies
• Navigate complex organizational changes while helping employees adjust
• Provide expert guidance on employee relations, compliance, and risk-related matters

Senior Director, HR Business Partner

• Provide day-to-day HR support across employee lifecycle activities including onboarding, offboarding, and employee changes
• Serve as a primary point of contact for employee inquiries related to HR policies, payroll, and benefits
• Support employee relations matters by providing guidance and escalating more complex issues as needed
• Maintain accurate employee data in HRIS systems and ensure data integrity across platforms
• Support and coordinate payroll processing, including salary, bonuses, commissions, and benefits-related changes
• Partner with Finance and external providers to ensure payroll accuracy and timely processing
• Review payroll data for discrepancies and assist in resolving payroll-related issues
• Ensure compliance with federal, state, and local payroll tax regulations and wage laws
• Maintain payroll records and support payroll audits and reporting
• Support benefits administration including open enrollment, employee changes, and responding to employee questions
• Assist in processing compensation changes, new hires, terminations, and required documentation (e.g., I-9s)
• Support employee and manager self-service functionality within HR systems
• Generate and maintain HR and payroll reports, including general ledger and compliance reporting
• Support HR-led projects, including the transition and implementation of a new HRIS system
• Assist in migrating employee data across systems, ensuring accuracy and data integrity across payroll, benefits, and employee records
• Help coordinate employee communications, training, and change management efforts related to new HR systems, policies, and processes
• Assist in maintaining HR policies, procedures, and documentation
• Ensure compliance with employment laws and internal policies

• Support the HR department by executing a range of administrative and operational tasks related to colleague services, onboarding, and data management
• Serve as the first point of contact for colleague inquiries related to HRIS transactions and HR policies via phone and email
• Assess colleague questions to determine nature of problem and to resolve the issue(s) or escalate to higher levels of technical/functional support
• Provide timely and accurate information to colleagues and managers on HR-related issues
• Initiate the onboarding platform within UKG for new hires
• Assist with colleague exit processes and final paperwork
• Complete password resets and role assignments in UKG
• Log and track calls to look for areas to improve HR process training and reference guide materials
• Coordinate and manage pre-employment background checks and drug testing processes
• Maintain colleague records and ensure that all HR documentation complies with legal and company standards
• Update and maintain HRIS (Human Resource Information System) with accurate colleague information
• Provide weekly, monthly, and quarterly reports on HR metrics and data

Human Resources Specialist

• Provides reliable and timely coaching and counseling to employees and contact center leadership on issues to ensure consistent, transparent application of policies, procedures, and employments laws.
• Address employee relations matters by investigating issues, mediating conflicts, and recommending appropriate solutions issues balancing employee advocacy with stewardship of company policies and employment laws to foster a positive workplace culture.
• Serves as the HR point of contact supporting/delivering internal processes including Performance Management, New Hire Orientation and Exit interviews under the Corporate hierarchy.
• Conducts training on company policy, programs, and other issues as they arise.
• Maintain accurate employee records and HR documentation in accordance with company policies and legal requirements.
• Partners and participates with local team(s) on recruitment outreach efforts.
• Serves as an active member of HR related project teams as assigned.
• Apprise and escalates potential legal, risk, safety, etc. concerns to the HR Manager.
• Participate in HR projects and process improvements as assigned

HR Advisor

• Provide day-to-day compensation support to the Digital Capability including ad-hoc modeling and marketing analysis, reviewing special exception offers and advising the business on best practices
• Administer the annual year-end and mid-year compensation processes
• Conduct the annual compensation benchmarking study by analyzing the market and presenting market trends to firm leadership
• Manage Workday’s compensation elements and processes
• Develop and lead compensation projects
• Design, evaluate, and administer sales compensation plans with clear guardrails and governance
• Build and maintain complex sales compensation models to assess plan effectiveness, cost of sales, and behavioral outcomes; clearly communicate insights and recommendations to leadership
• Build and maintain a sales compensation policy library, plan document templates, exception/waiver log, RACI matrices, and SOPs for plan operations and controls
• Review and advise on non-standard sales compensation arrangements, including special incentive plans, draw structures, and exception requests
• Analyze sales performance and incentive outcomes to identify trends, risks, and opportunities for improvement, and present findings to senior stakeholders

Compensation Manager – Human Resources

• 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

• Managing HR programs and projects partnering with internal team and clients
• Executing and optimizing day-to-day HR processes
• Processing full cycle payroll
• Implementing strategic and tactical HR plans and processes
• Providing effective remote and on-site consultative support as required
• Conducting HR research and assisting in developing, implementing, and executing HR policies

HR Generalist

• 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.
• Drive large-scale change management, talent management, and organizational effectiveness in a fast-paced, high-growth environment.
• Responsible for core talent and HR programs, including performance management cycles, compensation planning, engagement surveys, and ongoing talent reviews.
• Establish excellent relationships with business leaders and employees in assigned client groups.
• Develop collaborative partnerships with business client groups and across the HR team.
• Analyze data, metrics, and trends in partnership with business leaders to make informed decisions.
• Coach management on people-related matters including employee relations, conflict resolution, company policy interpretation, and management principles.

Senior HR Business Partner

• Provides counsel to business leaders at their geography/location by proactively identifying issues and opportunities within their teams and taking action
• Participates in HR initiatives and projects across multiple Human Resource disciplines
• Facilitates the job evaluation process with Compensation by assisting in the writing of job descriptions
• Executes the talent management strategy for the geography/location
• Provides day-to-day performance management guidance
• Partners with areas of the business to conduct soft skills training
• Developing reports, analyzing, and creating initiatives based on results
• Audit for policy compliance of work area and location
• Continually benchmarks external regulatory trends and best practices in Human Resources
• Facilitates new hire onboarding and new leader assimilation for key roles

HR Business Partner – Regional

• Deliver human-centric HR solutions that improve workplace experiences
• Support M&A integration activities including org design, cultural onboarding, workforce transitions, and employee communications
• Serve as a trusted advisor throughout the engagement lifecycle
• Apply consulting, project management, and communication best practices
• Partner with livingHR Principals and client stakeholders to drive measurable value
• Manage and optimize HR workflows and employee data within Paylocity
• Track billable work and maintain accurate project documentation
• Align people strategies with broader business objectives

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