Human Resources

• Serve as the primary HR business partner to senior leaders within Finance, IT, and Legal, providing strategic counsel on organization, talent, performance, and leadership.
• Translate functional and enterprise strategies into people plans that drive capability, performance, and engagement outcomes.
• Leverage strong business, financial, and organizational acumen to inform workforce decisions and recommendations.
• Lead talent management efforts including workforce planning, succession planning, performance management, and development for supported functions.
• Partner with Communities of Expertise (COEs) and HR Services to deliver integrated, scalable solutions.
• Assess organizational health, team effectiveness, and operating model needs; recommend and implement design, capability, and change solutions aligned to business priorities.
• Anticipate future workforce and capability needs, helping leaders prepare for business transformation, evolving skill requirements, and changing organizational demands.
• Actively contribute to the Business HR leadership team, influencing enterprise direction, consistency, and capability.
• Mentor and develop Business HR team members as appropriate; serve as a role model for consultative HR leadership.
• Use data, analytics, and insights to evaluate outcomes and continuously improve HR impact.

Senior Manager, Business HR

• 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

• Develops effective human resource strategies for designated business units in the areas of labor, diversity and inclusion and employee engagement
• Projects and assesses talent requirements based upon the changing markets and business needs
• Develops robust and active succession plans supported by leadership and talent development
• Proactively identifies employee and labor concerns through cultural assessments
• Facilitates change management activities to ensure business needs are not unnecessarily disrupted
• Provides specialized, solution-oriented consultation helping leaders identify, prioritize and build organizational capabilities, behaviors, structures and processes
• Partners with HR Business Advisors and HR Shared Services to develop HR policies and practices, conduct detailed analysis and offer best-in-class solutions
• Performs other job-related duties as assigned

Associate HR Business Partner

• Facilitate onboarding for both union and non-union hires, both in-office and at job sites.
• Support the weekly collection, review and verification of team member time records.
• Assist with general training activities, including scheduling, certification/training tracking and entry, event registration and meal arrangements.
• Provide support to the Talent Acquisition team with tasks such as coordinating intern events, preparing hiring managers for interviews and welcoming candidates.
• Maintain inventory and distribute Personal Protective Equipment (PPE) to team members.
• Assist with planning, scheduling and communicating employee engagement activities, including ESOP events, flu shot clinics and the annual recognition breakfast.
• Offer technical support to team members using HR software systems and the HRIS platform.
• Act as backup for pre-employment drug screening assistance and placing background checks.
• Track and collect insurance documentation for team members receiving auto allowance or driving company vehicles.
• Support team members during open enrollment and help answer benefits questions year-round.
• Participate in and support event coordination for the Wellness, Women’s Networking and Veteran’s Resource Group committees.
• Collaborate with other HR team members to maintain consistency in the delivery of HR services.
• Provide assistance with a variety of HR-related projects as needed.
• May also provide some assistance with Training Vault and tracking third party certifications as needed.

Human Resources Coordinator

• Consults with leaders on day to day HR Operational needs: (45-55%) Investigations, Performance Coaching, Policy Interpretation and Support.
• (5%) Terminations & Layoffs, Discipline.
• (10%) Collective Bargaining agreement support.
• (15-20%) Business-as-usual org design.
• (10%) Annual talent processes (performance and talent).
• (5-10%) Adhoc/misc requests.
• Assists managers with coaching employees’ performance and development planning.
• Provides coaching to managers on the corporate performance management process, progressive discipline, termination process, and workplace investigations.
• Identifies and analyzes employee relations problems and trends.
• Conducts interviews with managers and employees to gather information on employee performance and manager effectiveness.
• Assists management in organizational design, talent reviews, and general consulting on HR related issues.
• Researches issues and makes recommendations that are consistent with our Code of Conduct, business strategy, company policies, guidelines, and work rules.
• Counsels and advises management and employees in appropriate resolution of employee relations issues.
• Facilitates employee relations discussion between management and employee and steward, when applicable.
• Consults with legal counsel and Labor Relations as appropriate.
• Participates in HR and business projects serving as the employee relations subject matter expert.

Human Resources Consultant

• Manage job board listings, employee hiring, and onboarding paperwork
• Counsel management and staff on HR policies and procedures to establish best practices and create a positive work environment
• Implement training or development plans for employees in many different roles
• Update employee records, record data changes, and maintain good records
• Handle document and information audits, as required
• Maintain a high level of integrity and confidentiality

Human Resources Specialist

• Influence Managers and Employees toward successful outcomes in conflict situations.
• Handle Employee Relations cases including behavioral or performance concerns and assisting managers with corrective process.
• Respond to reports of harassment or discrimination
• Effectively, accurately, and confidentially maintain all HR /ER Data
• Lead monthly or quarterly meetings with Managers and Team Leads on employee relations topics, propose action plans, and help implement action effectively.
• Feet on the ground local training and facilitation of programs that are developed from the L&D group locally or globally.
• Conduct exit interviews and compile and provide feedback on trends
• Advise members and managers on policy and intervene when necessary for sabbatical, STD/FMLA, member questions about policy, severance preparation in partnership with HRBP
• Maintain policies on harassment, code of conduct, complaint policy, and disciplinary action policy.
• Support various change management initiatives
• Execute terminations related to ER cases
• All other duties as assigned

Employee Relations Consultant

• Consults with leaders on day to day HR Operational needs
• Investigates, Performance Coaching, Policy Interpretation and Support
• Conducts Terminations & Layoffs, Discipline
• Provides Collective Bargaining agreement support
• Facilitates Business-as-usual org design
• Assists with Annual talent processes (performance and talent)
• Handles adhoc/misc requests
• Assists managers with coaching employees’ performance and development planning
• Provides coaching to managers on corporate performance management process, progressive discipline, termination process, and workplace investigations
• Identifies and analyzes employee relations problems and trends
• Conducts interviews with managers and employees to gather information on employee performance and manager effectiveness
• Assists management in organizational design, talent reviews, and general consulting on HR related issues
• Researches issues and makes recommendations that are consistent with Code of Conduct, business strategy, company policies, guidelines, and work rules
• Counsels and advises management and employees in appropriate resolution of employee relations issues
• Facilitates employee relations discussion between management and employee and steward, when applicable
• Consults with legal counsel and Labor Relations as appropriate
• Participates in HR and business projects serving as the employee relations subject matter expert

• Develop and own the short-to-midterm strategy for performance management within a broader talent system.
• Proactively tackle complex, large-scale challenges to establish key performance indicators (KPIs), evolve performance standards (e.g. AI fluency), continuous listening loops, and metrics that continuously raise the bar for performance.
• Design, deploy, and refine the infrastructure that enables leaders to drive clarity and performance — including calibration governance, performance reviews, performance standards input, continuous feedback, and goal-setting.
• Partner closely with Total Rewards to ensure that performance calibration and evaluation directly and equitably inform merit and bonus cycles.
• Work with leaders across lanes (e.g., Talent Acquisition, Onboarding, Learning & Development, HR Business Partners, People Insights & Analytics) to translate strategy into broad action and deliver on Village-wide goals.
• Collaborate across people teams and lane leaders to solve challenges and deliver innovations. Communicate compellingly to drive support and commitment from senior executives to front-line teammates.

Director, Talent Management

• Analyze HR data related to staffing, compensation, payroll, and workforce trends in healthcare environments
• Prepare regular and ad-hoc reports to support HR and business decision-making
• Maintain data accuracy across HRIS, payroll, and cloud-based platforms
• Collaborate with healthcare professionals and leadership teams, including CEOs and senior administrators of medical facilities
• Support HR initiatives and reporting related to hospitals, clinics, and medical service organizations
• Participate in and support medical conferences, workshops, and professional healthcare events, including coordination and follow-up
• Manage inbound and outbound calls with clients, healthcare facilities, and executive leadership
• Act as a main HR point of contact for medical organizations and external partners
• Communicate professionally and effectively with C-level executives and senior stakeholders
• Use and support cloud-based HR and payroll applications
• Assist with system updates, user access management, data uploads, and integrations
• Troubleshoot HR system issues and coordinate with internal IT teams or external vendors
• Manage and support payroll systems, ensuring accurate and timely processing
• Support compliance with federal, state, and healthcare-related labor regulations
• Maintain confidentiality of sensitive employee, payroll, and healthcare-affiliated data

Human Resources Analyst – Healthcare, Cloud Systems

• Acting as a trusted advisor and thought leader to the business leadership team, the Senior HR Business Partner will 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, while enabling leadership and employee development through the planning and execution of strategic HR initiatives.
• 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 to build an understanding of their strategies, challenges, opportunities, and needs.
• Develop collaborative partnerships with business client groups and across the HR team to ensure consistent alignment with goals and priorities and to develop and implement effective solutions.
• 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.
• 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.
• Implement employee engagement activities for the client group. Contribute to the design and implementation of integrated talent solutions that drive positive changes across the organization.

Senior HR Business Partner – Regional, Midwest, Chicago

• HR Operations Consultant serves as a business operations consultant & liaison to HM business line leaders & COEs supporting operations, projects, programs & service delivery outcomes.
• Work activities are performed with direction & oversight from the CHRO/Director HRBP, in collaboration with various organizational levels.
• Provides consultative support to the CHRO/Director HRBP in the implementation of HM business HR strategy, workforce plans, operational services & other initiatives.
• Develops integrated solutions to resolve technical & business issues & strategies which support HR business needs.
• Interfaces with HRSC & TIS HR technology for guidance.

HR Operations Consultant – Onsite

• Lead and create a service culture that prioritizes the guest service experience, model, train, and coach expectations to deliver the service standard
• Demonstrate a commitment to diversity, equity, and inclusion through continuous development, modeling inclusive behaviors, and proactively managing bias
• Drive total store sales, understand your role in sales growth and how your area and team contribute to and impact total store profitability
• Plan, lead and follow-up on organizational and operational change
• Anticipate and identify changes in unique store trends
• Know and assess the competition; leverage guest insights and feedback to drive the business and be the destination of choice for our guests
• Champion a culture where teams love to work and guests love to shop; recognize guest-service behaviors and reward outstanding performance
• Build teams that are committed to continuous learning through ongoing observations and reinforcement of guest-service and sales behaviors
• Demonstrate a commitment to diversity, equity, and inclusion through continuous development, modeling inclusive behaviors, and proactively managing bias
• Support the leadership team in ensuring equitable experiences, strengthening inclusion acumen, and promoting a culture of inclusivity and belonging that embraces the contributions of all team members
• Engage and educate store team on Target’s community initiatives
• Build relationships that are important to the store’s community to address the most pressing local needs. Leverage gift card and volunteer accounts to enhance brand awareness and engage team in volunteerism.
• Take an active role in the development of leaders to be champions of a guest-centric culture
• Lead an open-door culture where team members feel heard and issues are quickly resolved
• Support leadership with creating schedules that fit both the guest and team members needs by teaching leaders the importance of understanding their team members scheduling desires.
• Decrease fluctuations within team member schedules by developing a store staffing strategy that enables store leaders to increase predictability within their current team members hours and identify when external staffing is needed
• Leverage your expertise to guide all store leaders in hiring and onboarding the talent with the right skills and experiences for their team by understanding guests’ and business needs
• Develop a team of HR Experts and Team Leaders (if applicable) who serve the total store team by solving problems, removing roadblocks and engaging each team member in a way that connects them to Target’s purpose
• Effectively plan and manage all team operational and cyclical programs related to culture, pay and rewards and benefits to maximize team member engagement and minimize business disruption
• Develop and coach your team leaders to elevate the skills and expertise of the team
• Establish a culture of accountability through clear expectations and performance management
• Provide service and a shopping experience that meets the needs of the guest
• Always demonstrate a culture of ethical conduct, safety and compliance; lead team to work in the same way and hold others accountable to this commitment
• As a key carrier, follow all safe and secure training and processes
• Address store needs (emergency, regulatory visits, etc.)
• All other duties based on business needs

Executive Team Leader, Human Resources

• Support/Coach industrial managers on all HR processes contributing to their team and team members’ development and to improve their managerial skills.
• Support/Guide employees on their professional career path and/or competency development including international mobility and assignments.
• Support workforce planning, talent pools, and succession plans to ensure critical jobs and positions are staffed on time.
• Ensure HR policies are respected, as well as external & internal rules/regulations are in compliance while maintaining trust, confidence, and fairness in initial and recourse process.
• Participate in the development, the integration and the execution of our human resource strategy and ensuring the alignment to the overarching business strategy.

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