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

• Accurately perform day-to-day transactional and administrative processes
• Timely completion of fulfillment activities and customer inquiries
• Customer focused ongoing communication with current and former employees
• Conduct scheduled audits related to regulatory compliance
• Participate as a team member in the requirements, design, and testing of new systems

HR Shared Services Administration Specialist

• Working with our business partners to create, improve and sustain industry and infrastructure
• Provides HR Generalist services primarily to a dedicated segment of the company
• Ownership of key HR processes such as Employment Offers, Onboarding, Employee Relations, Policy and Procedure, Leaves of Absence, Terminations, etc. with corresponding processing in the HRIS system
• Collaborate with Recruiting Team regarding hiring and position updates
• Coordinate regular meetings with managers to address recruitment, hiring and various employee issues
• Conduct Employee Exit Interviews, participate in other employee relations activities, and may assist with benefits related issues

HR Generalist

• Answers and responds to incoming phone calls in adherence with protocol and service standards
• Provides assistance to managers and employees with time-sensitive requests, such as HRIS (Lawson) navigation, etc.
• Provides first-level assistance to managers and employees with HRIS self-service tools
• Assists employees and managers in all stages of the employee life cycle (onboarding, job changes, retirement, etc.)
• Initiates contact or makes referrals to the appropriate resource for situations that require specific attention or on behalf of other HR Centers of Excellence (CoE)
• Investigates, and resolves first level Human Resources and benefits issues.
• Maintains accurate and timely documentation and recordkeeping related to human resource and benefit activities in the designated database(s) and in adherence with human resource and benefit policies and applicable regulations.
• Participates in and share expertise during team meetings and training sessions.

HR Performance Center Representative 2

• Respond to inquiries and requests received from customers
• Deliver timely, professional and courteous responses to all customers on initial inquiries and transaction support and execution
• Provide courteous, respectful and reliable service to HR customers, including pre-hires, active and former employees and managers, and retirees
• Assess and resolve customer inquiries and issues (via phone, email and chat) or escalate to the next level
• Work with high quality and accuracy standards, capturing interactions within case management through case creation, update and closure
• Learn and understand HR functional area knowledge and navigate finding and using content within the knowledge base to resolve inquiries efficiently and accurately

HR Shared Services Customer Intake Specialist

• 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

• Partner with specific business units and department leaders to align HR strategies with business objectives to support rapid expansion and operational efficiency
• Act as a coach and advisor to leaders on all aspects of talent management, organizational design, and team effectiveness
• Drive workforce planning and change management initiatives tailored to healthcare technology operations
• Provide data-driven guidance on workforce planning, talent strategies, and organizational design that scale with growth
• Advise leaders on organizational design, talent deployment, and role evolution as part of offshoring strategy as the company scales
• Design and implement scalable talent management frameworks (performance, succession, retention)
• Partner with Talent Acquisition to support high-volume hiring initiatives and onboarding processes
• Lead succession planning, performance management, and career development strategies to ensure resource alignment with company growth
• Foster a positive, inclusive, and productive work environment through engagement strategies and transparent communication
• Analyze employee engagement survey data and lead department-specific action plans
• Drive organizational restructuring, role clarity, and capability building to support growth, offshoring strategy, and evolving business needs
• Partner with managers to assess skills gaps in both technical and clinical functions
• Promote a learning culture by supporting relevant training and certification programs

HR Business Partner

• Provides customer service support by responding to questions and performing benefits cycle processing and data updates
• Answers questions around network tier exceptions
• Follows standard forms, communications and processes
• Recognizes when to escalate issues to SME
• Understands regulations and regulation changes

HR Performance Center Representative

• Leads the design, development, execution, and governance of the organization’s Human Resource strategy, ensuring alignment with overall business objectives and enterprise priorities.
• Serves as a strategic partner to executive leadership, influencing organizational direction through a people and talent lens.
• Translates enterprise business strategy into scalable HR strategies, frameworks, and operating plans.
• Advises senior leadership on the people implications of long-term strategic initiatives, transformation programs, regulatory changes, and organizational growth.
• Leads enterprise-wide talent acquisition strategies to ensure access to high-quality talent across all levels and geographies.
• Designs and governs competitive compensation and benefits philosophies that drive performance, engagement, and retention.
• Champions enterprise diversity, equity, and inclusion strategies to build a fully inclusive and high-performing workforce.
• Leads workforce planning, talent management, and succession planning frameworks to ensure leadership continuity and capability depth across the organization.
• Drives organizational capability building through leadership development, learning strategies, and enterprise-wide upskilling initiatives.
• Benchmarks HR strategies, programs, and practices against global best practices to ensure continued competitiveness.
• Acts as a senior advisor on complex employee relations and organizational matters, ensuring consistency, fairness, and alignment with company values.
• Oversees HR policies, governance frameworks, and systems to ensure operational excellence and compliance.
• Leads the optimization of HR information systems and workforce analytics to enable data-driven decision-making.
• Ensures alignment and coordination of HR strategies across business units and geographies.
• Maintains oversight of global HR trends and ensures appropriate integration of local and international HR practices where applicable.
• Provides executive oversight across core HR functions including employee relations, communications, health and safety, relocation, and community engagement.
• Owns the HR function budget and ensures optimal allocation of resources aligned to business priorities.
• Continuously evaluates and evolves the HR operating model, organizational structure, and leadership capability to drive efficiency, scalability, and business impact.

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