Human Resources

• 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.

Head of Human Resources

• Leads the design, development, execution, and governance of the organization’s Human Resource strategy.
• 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.
• Leads enterprise-wide talent acquisition strategies to ensure access to high-quality talent.
• Designs and governs competitive compensation and benefits philosophies.
• Champions enterprise diversity, equity, and inclusion strategies.
• Leads workforce planning, talent management, and succession planning frameworks.
• Drives organizational capability building through leadership development and learning strategies.
• Benchmarks HR strategies, programs, and practices against global best practices.
• Acts as a senior advisor on complex employee relations and organizational matters.
• Oversees HR policies, governance frameworks, and systems to ensure operational excellence and compliance.
• Leads the optimization of HR information systems and workforce analytics.
• Ensures alignment and coordination of HR strategies across business units.

• Support senior HR staff in delivering HR solutions
• Develop relationships with business unit partners
• Organize talent reviews and team building exercises
• Ensure compliance with employment laws
• Assist with HR special projects and activities

Business HR Partner – Senior

• 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

• 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. Successfully prioritizes and resolves issues to ensure consistent internal and external customer satisfaction.
• 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 shares expertise during team meetings and training sessions.
• Assist with HR projects as assigned

• Be a key business partner across two key facilities in Monroe, Louisiana
• Provide coaching, consulting, support, policy interpretation and application to include matters relating to the site’s labor relations
• Responsible for ensuring management’s consistent execution of the Collective Bargaining Agreement
• Lead culture initiatives that include employee communications, health & wellness, and community involvement
• Provide employee & labor relations counseling and problem solving for managers and employees
• Manage and coordinate site succession and workforce planning efforts
• Develop recruiting strategies for hourly and salaried positions
• Oversee the areas of employment, affirmative action, employee benefits, compensation, training, and HRIS for the operating location
• Partner with the Labor Relations team to negotiate the sites’ Collective Bargaining Agreements
• Manage affirmative action programs and provide training to management regarding AAP goals

Senior HR Business Partner

• 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

• Provides human resources advice and consultation to employees and management
• Implements, disseminates, and monitors company policies, programs and procedures in the areas of training, compensation, compliance, and benefits
• Oversees recording and maintenance of employee information
• Monitors division compliance with federal, state, and local laws and regulations
• Coordinates with division operations and corporate/area Human Resources staff regarding all employment activity
• Assists in conducting and resolving investigations regarding employee complaints
• Participates in local management staff meetings
• Identifies training needs and/or gaps and develops training programs
• Performs or assists with necessary Human Resource related audits

HR Manager – Business Partner, Multi-Site Support

• Maintain and update employee data in ADP (HRIS) with a high level of accuracy
• Support payroll processing, including reviewing inputs, changes, and time-off tracking
• Coordinate and manage onboarding processes, including new hire paperwork and system setup
• Assist with recruiting coordination, including scheduling interviews and tracking candidates
• Respond to employee HR inquiries and help route questions appropriately
• Maintain organized digital records using SharePoint and SignNow
• Run and pull basic HR reports as needed
• Assist with various HR projects and administrative tasks as the company grows

HR Coordinator

• 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

• Provide organizational development support; work with business teams and functions to understand current and future business goals and trends that may impact workforce needs and initiative
• Engage with business leaders on people strategy and how to effectively deliver through workforce planning and organization design and structure
• Acts as an effective change agent in an environment of innovation and continuous improvement
• Develop knowledge and skills to be able to reinforce the SGWS culture with leaders and employees
• Partner with SGWS University and business leaders to develop programs and initiatives which help educate and reinforce the culture with teams
• Present solutions to issues in a concise manner to varying levels of leadership using insights based on analytics along with sound business acumen
• Perform other job-related duties as assigned

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