Human Resources

• Serves as the senior HR practitioner and operational leader for approximately 1,200 employees across the Kansas City corporate and Sedalia, MO locations.
• Owns the day-to-day execution and strategic delivery of human resources across the full employee lifecycle.
• Manages complex investigations, employee relations matters, and compliance.
• Provides direct supervision and professional development for five direct reports at the Kansas City location.
• Partners with site leadership to align HR support with business priorities and workforce planning.

Human Resources Manager

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Human Resources Assistant

• 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

• Partners with leaders and other HRBPs within the Bank and across the Federal Reserve System to understand and influence strategic goals and initiatives, identify people-related challenges, consult on talent strategies, and ensure HR work is executed effectively.
• Provides organizational perspective during talent calibration, succession planning, and strategic workforce planning; facilitating discussions and consulting on resulting action plans.
• Advises leaders on all HR policies, compliance, and handling sensitive employee issues; escalating when appropriate.
• Supports all HR initiatives and programs by communicating updates, gathering business feedback, and strengthening cross-HR collaboration.
• Maintains and strengthens knowledge of HR laws, trends, and best practices to influence people strategies.
• Provides strategic guidance to leaders on change management by assessing business-specific impacts and providing insight-driven consultation that informs decisions and drives successful change adoption aligned with organizational priorities.

Human Resources Business Partner

• 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

• Investigate workplace issues/concerns raised through internal Company channels and some externally filed complaints, including complaints of employment discrimination, harassment, retaliation, and other violations of Company policy.
• Exhibit sound judgment in recommending outcomes for investigations.
• Partner with Human Resources and/or the Labor Relations team to ensure proper handling and disposition of these cases involving union represented and salaried employees.
• Work with various Company functions, operating committee members, the Office of the General Counsel, and outside counsel on related issues.
• Prepare, track, and maintain appropriate investigation documentation.
• Develop and implement investigation plans.
• Drive timely closure of open cases/concerns.
• Manage employee data and statements in a highly confidential manner.
• Draft concise and clear investigation reports.
• Partner cross functionally on investigations, discipline, performance management, and other aspects of employee relations.
• Serve as a strategic partner, promoting ethical and compliant behavior that is aligned with Company policy and government regulations, with fair and equal treatment for the workforce.
• Coach, counsel, and educate employees on HR policies, performance management, processes, programs, position eliminations, and strategies.
• Support grievance, arbitration and litigation process from investigations.
• Analyze case activity and determine trends/recommendations for proactive actions.
• Foster an effective, inclusive work environment/culture and relationships, balancing employee advocacy with stewardship of company goals and values.
• Conduct other duties as necessary to align with EEO regulations, and other internal and external policies and directives.

Senior Specialist, Employee Relations – Investigations

• Support and deliver the administration of the Company’s benefit programs across global locations
• Maintain in-depth knowledge of benefit offerings and ensure consistent application of HR policies and procedures
• Provide high-quality, solution-oriented responses to inquiries and support escalation of complex issues
• Partner closely with Benefits management and other teams to support benefit initiatives
• Play an active role in auditing and analyzing benefit data and billing, contributing to benefit-related projects and compliance
• Exercise professional judgment in supporting day-to-day benefits operations
• Manage benefit invoice payments by analyzing, auditing, reconciling, and resolving billing discrepancies
• Conduct special projects as needed, including preparing reports and supporting reporting requirements

Benefits Specialist

• Strategic Talent Identification & Succession Planning: Orchestrate the Regional Team Review
• Drive the talent review and potential assessment cycles for the region
• Lead the regional succession planning process
• Own the nomination and development rhythm for high-potential programs
• Oversee the identification of Critical Knowledge Owners (CKO)
• Act as the primary regional focal point for the performance cycle, managing the execution of goal setting and talent assessments
• Influence Process Simplification & Enhancement through partnership with global process owners
• Centralized Headcount Reporting and Strategic Workforce Alignment
• Oversee the regional application of competence assessment frameworks
• Lead the strategic evolution of regional talent benchmarks
• Lead the deployment of Airbus talent tools and performance rhythms into newly acquired or integrated entities

Talent Management Manager

• 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

• Partner with HR Centers of Excellence (e.g., Compensation, Talent Acquisition, Payroll) to gather, analyze, and document business requirements for HR technology initiatives.
• Lead HR process improvement initiatives by identifying gaps, inefficiencies, and opportunities for automation or system enhancements.
• Translate complex HR needs into clear functional specifications for system configuration, testing, and deployment.
• Maintain strong communication channels between HR stakeholders and technical teams to ensure accurate solution delivery.
• Support system upgrades, implementations, and integrations related to HR functions such as core HCM, recruiting, onboarding, performance, and time tracking.
• Perform impact analyses for proposed changes in HR systems, ensuring regulatory compliance and minimal disruption to operations.
• Develop documentation including process maps, functional specs, test scripts, and end-user training materials.
• Contribute to knowledge-sharing across the HR technology team.
• Stay informed on trends in HR technology, compliance requirements, and Agile delivery practices.

Senior Analyst, HR Systems & Processes

• Coordinate and support all HR activities associated with the employee lifecycle including recruitment, onboarding, training management and offboarding.
• Coordinate all aspects of our safety program.
• Coordinates all safety initiatives and maintains safety records.
• Champions and promotes our safety culture with all employees.
• Maintains accurate and complete safety and HR records pursuant to specified guidelines.
• Maintains HR data in HRIS system for all employees accurately and efficiently.
• Consistently meets scheduled commitments and accurate processing of payroll, benefits, attendance program, data entry and compliance with policies and procedures.
• Coordinates the employee review process according to required timelines.
• Ensures accurate and timely compliance with all regulations (e.g. HIPAA, FMLA, OSHA, and all applicable employment law).
• Exercises good judgement with regards to cost control for all purchasing decisions assigned.
• Liaises with vendor and employees regarding disability claims administration.
• Support employee relations through administration of employee programs and policies and planning and coordinating Company/employee events.
• Coordinates training and safety activities including scheduling of training, special events and record keeping.
• Support the onboarding process for all new employees to ensure tools are effectively utilized by managers/supervisors to achieve a successful onboarding process for new employees.
• Complete the exit interview process and process terminations according to company policies and procedures.

Human Resources Coordinator

• Independently responds to employee relations concerns and/or complaints with discretion and confidentiality
• Educates and clarifies company and HR policies and procedures to team members and leaders
• Provides expert guidance and education to leaders on performance-based accountability
• Investigates team member disputes by interviewing all parties involved
• Partners with HR Director to implement People-First solutions

Human Resources Business Partner – HRBP

• 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
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• 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

• Provides clerical and administrative support to the Talent Team
• Assists with Workday data, response to file, document, and audit requests, and similar clerical functions

HR Coordinator

• Own end-to-end billing and advisor compensation processes, ensuring accuracy and timeliness
• Perform and oversee pre-billing audits, reconciliation processes, and post-billing validations
• Monitor and resolve billing exceptions, data discrepancies, and system errors
• Maintain data integrity across Orion and custodial systems
• Design, implement, and enhance billing controls to mitigate operational and financial risk
• Conduct ongoing risk assessments and recommend process improvements
• Partner with Finance, Compliance, and Operations to ensure alignment and accuracy
• Support complex billing scenarios including custom pricing, tiered fee structures, and one-off arrangements
• Drive automation and system enhancements to reduce manual processes and increase scalability
• Support M&A integrations, onboarding of new advisors, and billing transitions
• Analyze trends, identify root causes of issues, and implement long-term solutions
• Assist in training internal teams and advisors on billing and compensation processes
• Promote a strong culture of accountability, accuracy, and continuous improvement.

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