Human Resources

• Partner in the execution and delivery of value-added HR services
• Work closely with business, HR leaders, and COE partners to integrate existing tools for leadership development
• Build relationships with managers and employees to provide effective HR guidance and coaching
• Partner with Talent Acquisition to develop new sources for identifying talent
• Participate in select interviews to assess candidates for key roles
• Collaborate with HR leadership on key compensation initiatives
• Support DEI initiatives and key HR projects
• Anticipate opportunities or issues and develop innovative solutions
• Provide counsel for managers and supervisors on employee relations issues
• Conduct on-site internal investigations and prepare reports
• Support HR-related activities

Bilingual Senior HR Generalist

• Provide strategic leadership and operational oversight for the People & Culture function's infrastructure;
• Translate enterprise people and culture strategy into operational plans and execution across compensation, benefits, compliance, HR systems, employee relations, and facilities operations;
• Design, implement, and continuously improve scalable operational frameworks that support diverse business needs;
• Enhance the employee experience across the organization;
• Manage compensation structures, administration, and compliance;
• Manage benefits vendor relationships and total rewards programs;
• Oversee facilities operations and ensure operational effectiveness across HR functions.

Director of HR Operations

• Investigate and determine the correct Coordination of Benefits (COB) for members with multiple health insurance plans
• Review insurance eligibility, policy coverage, and documentation to verify the proper payer order
• Contact insurance carriers, Medicare (CMS), employer groups, healthcare providers, and members by phone, email, fax, and mail to validate coverage information
• Research complex healthcare eligibility issues and apply Medicare CMS and NAIC guidelines to determine primary and secondary coverage
• Document findings accurately in company systems while maintaining complete and detailed records
• Review Explanation of Benefits (EOBs) and other insurance documentation to support payment determinations
• Process incoming COB correspondence and updating eligibility records as needed
• Handle inbound and outbound calls related to Coordination of Benefits inquiries
• Meet established productivity, quality, and turnaround time goals
• Maintain HIPAA compliance and adhere to all federal, state, and client requirements
• Collaborate with teammates while working independently in a remote environment
• Identify opportunities to improve processes, documentation, and communication

Benefits Specialist

• 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

• Administer health and welfare benefits programs, including medical, dental, vision, life/AD&D, disability, FSA/HSA, EAP, voluntary benefits, and retirement plans
• Support benefits eligibility and enrollments for new hires, annual open enrollment, qualifying life events, and status changes
• Maintain accurate benefit records and employee elections in HRIS/benefits administration platforms
• Provide benefits education and support to employees
• Partner with payroll to ensure accurate deductions and reconciliation of benefit billing and premium payments
• Serve as the primary point of contact for leave requests and administration (FMLA, ADA accommodations, etc.)
• Coordinate with third-party worker’s comp vendor to ensure leave cases are managed appropriately
• Track and update leave statuses accurately in HRIS and communicate with payroll regarding pay status

Benefits and Leave Management Specialist

• Lead consultant in design, configuration and deployment of Infor HCM Suite including Global HR, Talent Acquisition, Performance & Goal, Compensation and Succession Management
• Provide end user training, testing support, client guidance and post live support
• Ensure quality of deliverables
• Deliver on time and on project budget

Senior Infor HR/Talent Consultant

• 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

• Partnering with clients and assisting the Human Resource Specialist in the delivery of compliance-based services.
• Promoting consistency of process and compliance with state and federal laws to mitigate liability.
• Researching and providing guidance on HR topics related to employment law.
• Collaborating with the Human Resource Specialist to develop work relationships that result in client retention and growth.
• Providing support with projects such as handbooks, policy development, and implementing tracking solutions.

Human Resource Representative

• Connect with members who have requested information
• Educate families on life and supplemental benefit options
• Guide clients through the enrollment process
• Maintain compliance and provide ongoing client support

Entry-Level Benefits Specialist

• Develops and maintains a position of trusted advisor to the Sr. Director of Operations.
• Advises the Sr. Director of Operations and operations managers on engagement, retention, training and discipline issues as they arise, and identifies trends and opportunities for improvement.
• Establishes and nurtures a visible and positive HR presence within the branches and among associates at all levels.
• Directs the activities of assigned HR staff to ensure Associate Relations issues and problems are addressed before their magnitude necessitates escalation.
• Establishes and maintains positive Labor relations.
• Participates in arbitrations, grievances, and contract negotiations, and ensures operations managers understand their CBA.
• Partners with Loss Prevention, Accounting, Supply Chain, and other departments to support operations’ objectives.
• Directs the recruiting function life-cycle at the location(s).
• Directs the delivery of on-boarding, orientation, and training.
• Regularly communicates with peers to collaborate on common challenges and opportunities.
• Regularly communicates with Regional HRD about the state of HR within assigned location(s).
• Maintains knowledge of current trends, technical, regulatory, and statutory related to the Human Resources function to ensure delivery of appropriate advice and counsel.
• Conducts confidential HR investigations.
• Ensures that all federal, state, local laws, collective bargaining agreements and corporate HR-policies are proactively managed.
• Administers individually or through the supervision of others all company and local HR policies.
• Acts as a supervisor, mentor and primary resource to other HR professionals on site

HR Business Partner II

• 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

• Be a key HR contact for Daniels Health plant and operations leaders, providing expert advice on employee relations, performance management and workplace investigations.
• Lead complex ER casework (disciplinaries, grievances, conflict resolution), ensuring fair, compliant and timely outcomes that support a strong safety and compliance culture.
• Drive compliance with labor laws, wage and hour regulations and company policies, with particular focus on regulatory requirements, safety standards and union awareness in a medical waste environment.
• Own onboarding and offboarding activities, including new hire orientation and benefits communication tailored to a primarily hourly plant workforce, ensuring new employees are set up for success in a scaling business.
• Design and deliver HR training for managers on policies, employment legislation, safety-related people practices and effective leadership in a growth environment.
• Partner with HR and plant leadership on engagement, retention and culture-building initiatives that support safe, high-performance operations and our expansion plans.
• Analyse turnover and attendance data for plant and field teams, turning insights into practical recommendations that improve stability and workforce planning as we grow.
• Support annual performance and compensation processes, coaching leaders to ensure consistency, fairness and alignment with Daniels Health’s values.
• Maintain accurate HR records and ensure adherence to all federal, state and local employment and regulatory requirements.
• Lead and contribute to cross-functional HR projects and continuous improvement initiatives across our plants and wider region as Daniels Health scales.

Senior HR Advisor

• Provides client support on HR matters
• Interprets client contracts and management of billable work
• Serves as contact for clients and clients’ employees
• Keeps internal and external management advised of potential problem areas
• Develops, prepares, and conducts training content for webinars
• Maintains professional and technical knowledge by attending educational workshops
• Other duties as assigned

HR Consultant

• Provide day-to-day guidance to divisional leadership and team members in the areas of employee relations, fostering leadership success, shaping the employee experience, onboarding, performance management initiatives, terminations and policy interpretation, improvement, and implementation.
• Partner with divisional leaders and managers to create/edit job descriptions to reflect current needs of the organization.
• Proactively audit existing job descriptions to ensure they are aligned to support departmental/organizational changes.
• Provide performance management guidance to divisional leaders and managers (e.g., coaching, counseling, career development, disciplinary actions).
• Work closely with leaders and team members to improve work relationships, build morale, and increase productivity and retention.
• Collaborate with leaders and managers to identify business needs and develop tailored HR strategies to support those needs.
• Lead employee relations investigations for respective divisions and manage documentation while maintaining confidentiality and resolving conflicts efficiently.
• Lead performance and talent development processes for designated divisions, contributing to training delivery and ensuring alignment with organizational objectives.
• Continually evaluate training programs to ensure effectiveness and relevance.
• Utilize exit surveys via technology to analyze results trends and make recommended solutions to improve programs and policies.

• Process employee lifecycle events in HRIS (UKG), including terminations and separations
• Job changes (title, cost center, manager updates, etc.)
• Promotions and role designation updates
• Upload and maintain employee documentation in HR systems
• Monitor and triage key HR operational inboxes (e.g., HR Docusign, promotions, separations)

HRIS Operations Coordinator – Contractor Role

• Benefits & Leave Administration: Manage benefit plan enrollment, employee training, and monthly invoice reconciliation with the Finance team. Serve as the main contact for FMLA, Short-Term Disability (STD), Long-Term Disability (LTD), and Workers' Compensation tracking.
• Employee Relations & Performance: Partner with Program and Project Managers to address performance needs, resolve employee grievances, conduct investigations, and support the annual performance review process.
• Onboarding & Separation: Lead New Hire Orientation, coordinate with Project Managers, manage exit documentation, and conduct exit interviews.
• Compliance & Policy: Ensure company guidelines and employee handbooks align with federal, state, and local employment laws. Assist with periodic HR files and HRIS audits.
• HRIS & Systems: Utilize HRIS software to troubleshoot issues, guide employees, and build out system functionality.
• Engagement: Plan and execute organization-wide meetings, benefit open enrollments, employee recognition, and culture-building events.

HR Generalist III

• Serve as the primary strategic HR partner to Regional Vice Presidents and Market Operations Directors across multiple markets.
• Recommend, translate, and execute people initiatives aligned with operational goals, including workforce planning, leadership capability, retention, and culture.
• Anticipate emerging needs and challenges, proactively offering solutions—not just surfacing issues.
• Use data, trends, and insights to inform decisions and create interventions that scale across regions and store formats.
• Lead with a high level of independence, navigating ambiguity while influencing leadership toward optimal people decisions.
• Influence leaders toward effective, long-term people decisions through strong judgment, business acumen, and operational understanding.
• Operate with end-to-end ownership, shifting fluidly between strategic planning, project execution, and tactical tasks that support daily operations.
• Drive and support enterprise initiatives (performance cycles, compensation reviews, org design changes, HR system launches) while ensuring field execution and adoption.
• Build repeatable, scalable processes that reduce manual lift for stores and improve consistency across regions.
• Establish rhythms, standards, and operating mechanisms that ensure consistency of HR support across regions.
• Diagnose root causes of operational and people challenges such as turnover, staffing models, leadership gaps, and team effectiveness, and develop targeted, scalable solutions to address them.
• Partner with field leaders to design and execute workforce plans that support current and future business needs, including staffing strategies, labor optimization, performance management, and leadership bench development.
• Implement interventions that improve operational readiness, strengthen leadership performance, and reinforce long-term organizational health across markets.
• Use analytical and dashboards to generate insights and make data-backed recommendations that enhance workflows, shift behaviors, and influence long-term strategy.
• Serve as the escalation point for complex employee relations matters across multiple districts.
• Guide leaders in consistent application of policies, values, and leadership behaviors.
• Shape and reinforce programs that enhance engagement, build teamwork, and reduce avoidable employee friction.
• Partner with Talent Acquisition on hiring strategies, forecasting, and capability planning for leaders and hourly teams.
• Support and influence leadership development, succession planning, career pathing, and bench readiness for multi-unit operations.
• Coach leaders to elevate their decision-making, communication, and team leadership effectiveness.
• Ensure all practices comply with federal, state, and local requirements across a growing multi-state footprint.
• Partner cross-functionally to ensure strong execution of core HR programs including benefits, compensation, accommodations, investigations, and performance cycles.
• Apply strong risk judgment to protect the business while maintaining trust and fairness across teams.
• Lead people-related components of change tied to new market expansion, org design shifts, process improvements, or structural realignments.
• Diagnose operational inefficiencies and create scalable HR processes that support growth and reduce complexity for leaders.
• Influence field adoption of new tools, systems, and workflows through clear communication and partnership.

Regional HR Business Partner

• As the HR Generalist, you will be a vital resource for our employees and managers. You'll be the HR contact for payroll processing and the person who ensures our employee data is accurate and up-to-date through all phases of the employee lifecycle, from on-boarding to off-boarding.
• Benefits communication, vendor management, and supporting credentialing are other key responsibilities. You'll have the opportunity to learn and grow in every aspect of HR!

Human Resources Generalist

• Act as the primary HR department POC for administering leave (FMLA, STD, LTD) and benefits
• Conduct orientation for new hires
• Serve as back-up HR POC regarding employee performance issues
• Support all areas of the HR department as needed
• Benefit plan administration including training, processing enrollment, and acting as a liaison between employees and outside vendors
• Answer frequently asked questions from applicants and employees
• Utilize broker and vendor relationships to maximize benefit communications and services
• Administer and track FMLA/LOA/WC documentation
• Responsible for applying all HR policies and company guidelines
• Maintain compliance with federal, state, and local employment laws
• Troubleshoot and answer employee questions using HRIS
• Assist with periodic audits of HR files and HRIS
• Communicate with new hires regarding issues and discrepancies
• Lead New Hire Orientation and schedule with new hires
• Respond to employee concerns and investigate complaints
• Conduct investigations when necessary and address employee grievances
• Prepare employee separation notices and conduct exit interviews.

HR Generalist III – Part-time

• Acts as the primary HR department POC for employee relations and performance issues
• Serves as back-up HR POC for administering leave (FMLA, STD, LTD) and benefits
• Responds to employee concerns; investigates complaints and other employee relations problems; serves as an advocate for employees ensuring fair and equitable treatment; provides guidance and direction in problem resolution and identifies appropriate solutions
• Provides support to the organization by working closely with PMs on employee relations and performance needs
• Address employee grievances; conduct investigations when necessary
• In coordination with HR Director and Supervisors, take appropriate disciplinary action against employees who violate policies
• Supports the administration of the annual performance process
• Administers the recognition award program, including working with supervisors to ensure messaging is clear
• Plans and executes special events such as benefits enrollment, organization-wide meetings, employee recognition events, and employee engagement activities
• Works closely with the Recruiting department to ensure job descriptions and titles are uniform and up to date in HRIS
• Prepares employee separation notices and related documentation, and conducts exit interviews to determine reasons behind separations
• Maintains compliance with federal, state, and local employment laws and regulations, and recommended best practices; reviews policies and practices to maintain compliance
• Utilizes the HRIS to troubleshoot, answer employee questions, suggest improvements, and build out functionality as needed
• Communicates with managers, supervisors and staff regarding personnel policies, procedures, benefits, employee relation issues, concerns and trends. Answers employee and management questions and provides information, interpretation, and guidance on personnel related issues
• Assists with periodic audits of HR files and HRIS, focusing on ensuring performance documentation and reviews being appropriately filed
• Communicates with new hires regarding questions about their information when necessary, clarifying details and ensuring HR Director and applicable Project Manager are aware of any discrepancies and issues
• Able to lead New Hire Orientation, including scheduling with new hires and communicating with PMs, adapting as needed
• Serves as back-up POC to the following areas: Benefit plan administration to include training, processing of enrollment, and acting as a liaison between employees and outside vendors to resolve issues, and monthly invoice reconciliation for communication with the Finance department
• Answers frequently asked questions from applicants and employees relative to standard policies, benefits, hiring processes, etc.; works with carrier or broker contact and HR Director on more complex issues
• Utilizes broker and vendor relationships to maximize benefit communications and services
• Administers and tracks FMLA/LOA/WC documentation as directed and associated benefits premium notices for co-workers on leave
• Performs other duties as assigned.

Human Resources jobs in Maryland

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Bilingual Senior HR Generalist

Director of HR Operations

Benefits Specialist

Senior Human Resources Business Partner

Benefits and Leave Management Specialist

Senior Infor HR/Talent Consultant

HR Shared Services Administration Specialist

Human Resource Representative

Entry-Level Benefits Specialist

HR Business Partner II

HR Shared Services Customer Intake Specialist

Senior HR Advisor

HR Consultant

Senior Human Resources Business Partner

HRIS Operations Coordinator – Contractor Role

HR Generalist III

Regional HR Business Partner

Human Resources Generalist

HR Generalist III – Part-time

HR Generalist III – ER&P