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

• This role enables associates to work virtually full-time, except for required in-person training sessions, providing maximum flexibility and autonomy.
• Responsible for researching and investigating other coverage for all of the company's groups and members on multiple platforms.
• Fully proficient in all key areas; performs multi complex functions and interprets complex rules, laws and contracts.
• Accountable for end-to-end functionality on every Coordination of Benefits(COB) function including reconciliation of claim, membership and accounting.
• Utilizes internal queries, internal resource tools, must initiate delicate-in-nature phone calls to other carriers, members, groups, providers, attorneys, CMS and Medicaid and report to identify members who are or should be enrolled in other coverage.
• Aides members in enrolling in Medicare when they are entitled.
• Determines primacy on each case using a complex set of Primacy Rules as mandated by State and Federal Laws, such as CMS Primacy and NAIC rules and comparing them against the member/groups benefits.
• Updates all of the company's membership system components with investigation results for claim coordination.
• Ensures correct forms are provided to assist members enrolling in Medicare.
• Reviews claim history to identify claims requiring reconciliation, whether processed or pended, as well as recovered in error.
• Associate must identify the correct formulas in order to adjudicates impacted claims, using multiple COB Formulas for the various product types, pursuant to State and Federal Guidelines.
• Expected to have the ability to multi-task, including handling calls, texts, facsimiles, and electronic queues, while simultaneously taking notes and speaking to customers.

eCOB Specialist II, III – Newborn Benefits

• Lead and execute forward-thinking HR strategies for Workplace Investing Client Engagement Group
• Partner with leaders to shape talent strategies and enhance the associate experience
• Influence senior executives and deliver practical solutions
• Drive meaningful outcomes through people strategies
• Support organizational change and shape workforce strategies

Director, Human Resources

• Support with leading a successful on-boarding experience and practices by partnering with the Learning and Development team while understanding the business needs and demands
• Conduct exit interviews and capture data to build trends for continuous improvement
• Lead efforts of the day-to-day support of HR data changes in collaboration with a shared services team
• Assist in the development and implementation of programs or information regarding HR policies, procedures or information; review and analyze data in Excel as needed
• Support a values-based culture by driving the highest level of employee engagement.
• Assist local engagement committee with coordinating and driving value add engagement activities
• Analyze employee feedback data and build trends and actionable items.
• Lead employee roundtable discussions
• Support various HR duties which include reasonable accommodation requests and drafting pertinent communications at the site level and at the corporate level on the internal social platform
• Support with leader skip-level feedback process, training compliance, etc.

Human Resources Generalist

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Senior HR Manager

• Your footprint as an HR Business Partner will be to provide day-to-day guidance to the Operations Team and act as Primary Point of Contact in all areas of HR including but not limited providing performance management guidance to line management (e.g., coaching, counseling, career development, disciplinary actions), interpreting HR policies and procedures, and driving all HR Initiatives and programs.
• In addition, you will work closely with management and employees to improve work relationships, build morale, and increase productivity and retention.
• Finally, you will partner with the HR Knowledge Center in providing critical data and information in all areas of HR to help to drive business results.
• Identify, research, and present best practices within HR function to continually enhance HR credibility and performance.
• Serves as a point of contact and resource for management on HR policies, programs, and processes to answer questions and resolve problems.
• Partners with the HR Knowledge Center, Director of HR and all other HR areas to drive HR initiatives & programs throughout TP based on organizational needs & industry best practices.
• Acts as a first-line resource to Department & Managers on employee and performance management matters, providing guidance to influence optimal outcomes.
• Provides professional HR guidance and support to internal client groups across geographies with the objective of adding value to the business
• Assists with the implementation and day-to-day management of corporate human resource policies and programs at the segment or division level
• Builds and maintains strong relationships with business leadership to provide consultation and guidance on all HR related matters
• Provides guidance on sensitive employee issues including performance management, terminations, exit interviews to ensure proper course of action is being taken in order to ensure consistency throughout the assigned business unit
• Assists with company-wide programs and initiatives (e.g., employee engagement, salary reviews, bonus awards, workforce planning, and organizational changes)
• Facilitates organization and leadership development efforts, working with employees and managers to address root causes of human resources issues
• Partners with corporate level HR functions such as Compensation, Knowledge Center, HRIS, Talent Acquisition, etc. to provide feedback and insight on business needs and works closely with HR leadership to identify process improvements
• Ensures data integrity is maintained in human resource information system records and reports; Develops reporting tools and techniques to capture and distribute meaningful data and metrics related to HR areas
• Performs other related duties as assigned.

Human Resource Business Partner

• Works as partner to Professional Hygiene team to ensure professional HR support for all HR and operational issues;
• Manages labor and employee relations, in assigned sites, and participates in all union relations activities including negotiations with support from regional leadership;
• Build capability of local business teams with appropriate tools and knowledge to effectively manage their people in line with their people plans e.g., performance management, succession planning, career management, development of teams, etc.;
• Employ a tactical and strategic approach toward human resources role for the sites, maintaining close and cooperative relationships with HR and staff;
• Assists and guides line management on a broad range of HR policies, programs, and practices to ensure Essity is compliant with laws, regulations and policy;
• Prepares job/position descriptions and initiates and participates in the recruitment process with the Talent Acquisition team;
• Leads local employee onboarding plan and follows up to orient new hires in Professional Hygiene’s facilities in Harrodsburg and Danville;
• Manages the administration and coordination of fair and equitable compensation and reward systems that serve to attract, motivate, and retain the most qualified employees whose diversity is represented in all levels;
• Lead and coordinate continuous improvement of all human resource processes to improve efficiency and employee services while balancing overall costs;
• Assist in the organization of employee activities and community/public relations activities.

HR Manager

• 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

• Support the development, implementation, and ongoing management of enterprise inclusion programs and initiatives aligned with organizational priorities and employee experience goals.
• Coordinate and manage activities related to the organization’s Inclusion Council, including meeting planning, communications, logistics, stakeholder coordination, and follow-through on priorities and deliverables.
• Support culture, engagement, recognition, values, and behavioral framework initiatives that reinforce organizational priorities and employee experiences.
• Partner with internal stakeholders to coordinate employee experience and inclusion activities, communications, resources, and program execution.
• Monitor trends, best practices, and employee feedback to identify opportunities to enhance employee experience, inclusion efforts, and program effectiveness.
• Manage enterprise employee listening programs, including annual and lifecycle survey activities.
• Lead the Employee Voice Survey process, including planning, governance, timelines, milestones, execution activities, stakeholder coordination, and continuous improvement efforts.
• Manage relationships with survey and employee listening vendors to support successful delivery, program effectiveness, and operational needs.
• Analyze employee feedback, survey data, and related insights to identify themes, trends, strengths, and improvement opportunities.
• Develop reports, presentations, and summaries to support HR leaders, business leaders, and key stakeholders in understanding employee feedback and organizational insights.
• Support action planning efforts by developing tools, resources, and manager enablement materials that help leaders respond to employee feedback and drive improvement.
• Coordinate activities supporting the organization’s HR policy framework, governance processes, and policy lifecycle management.
• Partner with Legal, Compliance, Employee Relations, HR Operations, HR Business Partners, and subject matter experts to support the development, review, revision, communication, and maintenance of HR policies and related documentation.
• Manage policy coordination activities including updates, approvals, documentation, communications, and process tracking.
• Help ensure HR policies remain current, practical, compliant, and aligned with organizational needs and business practices.
• Manage and support HR programs and initiatives requiring program management, stakeholder coordination, planning, and effective execution.
• Support initiatives related to employee experience, culture, engagement, values integration, and evolving people practices.
• Partner on HR technology-related initiatives that impact employee experience, employee listening, culture, or HR program delivery.
• Support M&A activities, organizational integration efforts, transformation initiatives, or other enterprise HR projects as needed.
• Develop project plans, timelines, communications, milestone tracking, and implementation approaches for assigned programs and initiatives.
• Identify opportunities to improve program processes, stakeholder experience, operational efficiency, and program delivery through process improvements, technology, automation, and best practices.
• Coordinate and support immigration-related programs and services, including partnership with internal stakeholders and external immigration providers to facilitate visa, work authorization, mobility, and related employee support processes.

Manager, Employee Experience – HR Programs

• Clerical functions such as taking detailed notes and answering phone calls
• Screening applicants via video conference
• Creating relationships with job seekers
• Employing recruiting methods to attract candidates
• Sourcing candidates using databases, social media etc.

Human Resources Assistant

• responsible for end-to-end HR support including compensation, recruitment, and talent development
• provide coaching and support to mid and L2/L3 level leaders
• support multiple groups across the Finance function
• develop strategic recommendations/solutions

Human Resources jobs in Kentucky

See all jobs on JobTailor

Senior Human Resources Business Partner

eCOB Specialist II, III – Newborn Benefits

Director, Human Resources

Human Resources Generalist

Senior HR Manager

Human Resource Business Partner

HR Manager

HR Consulting Director

Manager, Employee Experience – HR Programs

Human Resources Assistant

Director, Human Resources