Human Resources

• Heighten a culture of employee engagement and continuous improvement
• Support and enhance the assigned business unit along with the Corporate HR Team.
• Administers numerous human resource activities such as HRIS, employee relations, policy development.
• Conduct new Team Member orientation on a rotation.
• Proactively build relationships by engaging with assigned leaders.
• Conduct effective, thorough, and objective investigations as needed.
• Facilitate progressive discipline process ensuring compliance with applicable laws.
• Conduct exit interviews, identify concerns or risks, recommend to leadership, as appropriate.

Human Resources Business Partner

• Assist managers with employee relations, compensation, and performance management
• Provide strategic HR guidance
• Deliver counsel on HR issues and conduct investigations
• Utilize HR metrics for informed decision making

• Act as the strategic HR Business Partner to CCO leadership, advising on people priorities that enable DLL’s commercial strategy, customer-centricity and market-led execution.
• Partner with CCO leaders to translate commercial priorities into workforce plans, organization design choices, leadership actions and sustainable people initiatives.
• Enable leaders to navigate transformation with clarity and care, including role changes, reporting line changes, capability shifts, change communications and member engagement.
• Act as a trusted sparring partner on leadership effectiveness, talent management, succession planning, performance management, employee relations, organizational health and engagement.
• Work closely with Market HR leaders and HR Centers of Expertise to ensure CCO people priorities are connected across global and market levels and delivered through practical, scalable HR solutions.
• Use people insights, workforce data and business context to advise leaders on workforce risks, capability gaps, succession needs and change readiness across the commercial domain.
• Contribute to a high-performance, inclusive and accountable CCO culture where leaders simplify complexity, collaborate across domains and focus on customer, partner and commercial outcomes.

Global HR Business Partner

• Provide all employees, including managers and senior leaders, with information on salary, compensation, benefits, HR regulations and local laws.
• Carry out personnel administration in line with established guidelines to ensure accurate and complete availability of employee information.
• Manage HR systems and tools to ensure the availability of accurate and up-to-date HR management information.
• Support and execute activities related to payroll and compensation, to ensure timely and correct salary payments.
• Assist with onboarding and offboarding of DLL employees.
• Maintain internal HR systems with recurring data audits and updates.
• Be the first line of support to answer questions regarding policies, benefits, and payroll inquiries that come in from both former and current DLL employees via the HR One Call and HR Functional Mailbox.
• Support various international HR projects.
• Run reports for various internal teams (Finance, Compliance, etc.).
• Support various HR Operational processes including unemployment, employment verification, and exit interviews.
• Facilitate HR System training and support.
• Other duties as assigned and/or required.

HR Operations Specialist

• Build and maintain a positive work environment while training and developing the HR Service Coordinator team, strengthening HR knowledge, and delivering high-quality customer service.
• Lead daily service delivery operations by monitoring workload distribution, service levels, case quality, and escalation management to ensure timely and accurate support.
• Use service trends, reporting, and team feedback to identify root causes, improve processes, and enhance the employee and manager experience.
• Act as a working manager, handling HR case inquiries and serving as an escalation point for complex issues.
• Develop communication and training materials to ensure timely, consistent, and accurate guidance aligned with HR policies.
• Inspire a shared vision to empower and motivate the team.
• Using established protocols and tiered escalation, ensure timely response to issues and requests from HR, employees, and managers.
• Maintain and improve operations by tracking trends of incoming inquiries to identify/resolve issues, support continuous improvement, and ensure high service levels.
• Maintain accurate and confidential employee records and data.
• Identify opportunities for process improvement and additional automation to enhance operational efficiency.
• Prepare performance reports by collecting, analyzing, and summarizing data and trends.
• Partner closely with HR COEs, Payroll, Benefits, HRIS, Legal, and business leaders to resolve complex issues and ensure aligned execution of HR processes.
• Stay attuned to team member concerns and engagement across the company and raise awareness with manager.

HR Services Supervisor

• Gain hands-on experience by contributing to four core areas of our HR operations; Advisory and Engagement, Complex Case Management, Operational Excellence, and Strategic Collaboration.
• HR Advisory & Engagement: Serve as a key resource for employees and managers by providing high-quality assistance and resolution for various inquiries.
• Complex Case Management: Gain exposure to high-level HR matters by assisting in the resolution of complex employee issues.
• Operational Excellence: Support the team in identifying and recommending process enhancements.
• Strategic Collaboration: Work across various teams within U.S. People Services to ensure a seamless and consistent experience for all stakeholders.

HR Ops Analyst

• Provides direct support to individuals with disabilities as defined by the Americans with Disabilities Act (ADAAA)
• Assist employees in understanding the reasonable accommodation process, related forms and their responsibilities.
• Perform case management and coordinate the accommodations process for end-to-end case management.
• Generate and provide initial and follow-up accommodation communications to employees and various stakeholders.
• Receives and reviews medical information for disability and non-disability related temporary and long-term accommodations requests
• Engages in interactive discussions with all required stakeholders.
• Escalates complex accommodation issues and cases for guidance.
• Maintains required records of all documents, interactive discussions and decisions for purposes of OFCCP audits.
• Partners with business and technology teams for various accommodation outcomes, including Digital Technologies, site level Environmental Health & Safety and Facilities.
• Performs other duties and responsibilities as assigned.

Senior Analyst, HR Ops

• Communicate across all levels, collaborate across boundaries and geographies while working with colleagues across the business and the HR team.
• Ensure confidentiality and integrity in all situations deemed, as necessary.
• Analyzes trends and metrics in partnership with the HR team to develop solutions, programs, and policies.
• Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks, and ensuring regulatory compliance.
• Provides day-to-day performance management guidance to management (e.g., coaching, counseling, career development, disciplinary actions).
• Oversees talent acquisition process for assigned business units, ensuring management understanding of process.
• Assist with Onboarding and Orientation of new hires.
• Partner with Training and development to conduct and/or facilitate training on HR-related topics such as performance management, leadership, interviewing, HR policies, etc.
• Maintain awareness of culture, plans, financial position, within the assigned business units.
• Recommends solutions to ensure a positive and supportive work environment that promotes high levels of productivity, integrity, and mutual respect.
• Anticipates challenges and proactively seeks improvements impacting management, increasing productivity, efficiencies, and retention.
• Collaborates with managers to investigate associate relations and disciplinary actions.
• Partners with the VP of HR to determine appropriate course of action.
• Partner with Sonepar HR Operations Team on payroll, timekeeping, and benefit issues.
• Conducts separation notices, exit interviews, turnover reports and manages the communication of feedback to the appropriate managers.
• Assist with the annual performance review process by training managers on guidelines, making sure that reviews are conducted timely and coaching leadership on the process via SuccessFactors/Sonepeople HCM system.
• Conduct talent reviews and succession planning for assigned business units.
• Assists with the development and implementation of diversity initiatives within assigned regions.
• Assists with annual open enrollment; ensures all material is completed.
• Keeps associates informed of benefit options, programs, and critical information.
• Oversee Engagement Survey and action items for assigned Regions.
• Recommend engagement and retention activities based on location results.

HR Business Partner

• 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.

Human Resources jobs in Iowa

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Human Resources Business Partner

Human Resources Business Partner

Global HR Business Partner

HR Operations Specialist

HR Services Supervisor

HR Ops Analyst

Senior Analyst, HR Ops

HR Business Partner

Senior Manager, Business HR