Human Resources

• Drive the talent agenda
• Lead the execution of talent strategies across a business segment, ensuring alignment with the Talent COE, broader organizational goals and long-term workforce needs.
• Embed RTX values into HR programs to drive culture, engagement & leadership development.
• Manage change and initiatives
• Oversee large-scale organizational effectiveness programs that enhance employee experience, enable high performing teams & drive business results.
• Collaborate with cross-functional leaders to ensure enterprise-level impact.
• Lead organizational design initiatives for multiple business units or functions, ensuring alignment with long-term strategic goals.
• Advise senior leaders on workforce optimization, including role rationalization, succession planning & talent development.
• Partner with finance and business leaders to assess the cost and impact of structural changes.
• Drive engagement, guiding leaders through complex reorganizations while mitigating employee impact.
• Identify & implement initiatives that strengthen organizational capabilities across multiple teams or regions.
• Provide strategic insights on workforce planning, success & leadership development that anticipate future business needs.
• Provide coaching, mentorship and facilitation to cultivate high-performing teams capable of navigating challenges and change.
• Ability to influence and guide business leader decision-making within their business unit.
• Support high-performing teams
• Serve as a senior HR advisor to senior business leaders, shaping decisions that impact teams and organizational performance.
• Support leaders with completion of key HR processes for leadership teams.
• Influence leaders to adopt best practices and drive sustainable change.
• Advise leaders on cross-functional team design, enhance team collaboration strategies & drive initiatives to strengthen team engagement & performance.
• Up to 35% travel may be required to support business needs.

HR Business Partner – Connected Aviation, Aftermarket

• Instacart’s People Team is at an inflection point — scaling a world-class HR function while simultaneously partnering with some of the company’s fastest-growing organizations.
• The CPO and People leadership team have a trusted, highly capable thought partner.
• Advertising, Commercial, and adjacent go-to-market organizations have a consistent, high-quality HRBP experience.
• The HRBP team you manage is performing at a higher level than when you arrived.
• Scalable People frameworks, processes, and workflows are in place across critical cycles.
• Complex organizational challenges are navigated with clarity, speed, and minimal disruption to the business.

Director, HR Business Partnership

• Provide strategic HR partnership including commercial leaders and team, including sales, marketing, and customer-facing functions to drive business growth and organizational effectiveness.
• Act as a strategic partner in developing roadmaps to accomplish business priorities and goals
• Partners with business as a strategic advisor and change agent for organizational design, workforce planning, and succession planning
• Subject matter expert in areas of HR policies and processes
• Coach and advise managers and leaders on issues including restructuring, investigations and other complex employee issues.
• Conduct compensation analysis in partnership with COE's to resolve compensation needs and actions including sales incentive compensation.
• Partner with Talent Acquisition to attract, assess, and retain top talent.

Senior HR Manager

• Serve as the primary day-to-day HR point of contact for business leaders, Directors, and front-line managers across the Rentals organization
• Execute high-impact coaching and consultation for senior leaders and managers on complex performance management, organizational development, and leadership capabilities
• Proactively design and implement scalable, strategic HR programs and solutions that drive business outcomes and organizational effectiveness across the full Rentals portfolio
• Provide strategic guidance on organizational design, workforce planning, performance management, and compliance;
• Conduct investigations of workplace policy violations with guidance from the HR Director.
• Partner with Rentals leaders and the broader people team to develop and execute unified HR strategies that champion growth, innovation, and organizational effectiveness
• Assess human resources needs across your Rentals client groups
• Support the communication, rollout, and execution of cyclical HR programs and initiatives for your client groups
• Leverage data and feedback to identify trends and recommend actions to improve team health, retention, and performance across the Rentals organization

Senior HR Business Partner

• Advise and provide coaching to first-time managers on employee relations, systems implementation, compensation, performance management, HR policies and other related topics
• Partner with your function’s HR Business Partner(s) on larger projects and org changes
• Identify and recommend continuous improvements to HR programs and processes to drive efficiencies and enhance the employee experience
• Manage all new hire onboarding logistics for client groups
• Conduct exit interviews and support administration of employee offboarding
• Stay up to date on state HR laws and practices (payroll, benefits, compliance, terminations, leave of absences, etc.)
• Manage employee relations and respond to all questions regarding benefits, systems, performance, company programs and policies

Associate HR Business Partner

• Independently diagnoses and resolves employee relations issues in alignment with policy, practice, and risk considerations
• Handles workplace investigations and provides clear, balanced recommendations
• Supports and leads components of HR and Associate Relations projects and programs
• Partners with HR Business Partners and stakeholders to implement initiatives aligned to business priorities
• Monitors trends and leverages data to identify themes, risks, and opportunities for improvement
• Contributes to program development, enhancements, and issue resolution recommendations
• Applies strong analytical thinking to evaluate effectiveness of programs and interventions
• Collaborates across teams to develop practical, sustainable solutions to employee relations matters
• Provides guidance to leaders on management practices, workplace concerns, and team dynamics

HR Consultant

• Provide advanced manager coaching, case coordination, and project support
• Partner closely with HRBPs to execute people and talent strategies
• Own intake, triage, and resolution for a large share of routine but nuanced HRBP work
• Log and track work in ServiceNow to create visibility into patterns, escalation accuracy
• Serve as a primary point of contact for mid-level managers for complex HR questions

HR Generalist, Employee Service Center

• Conduct or direct impartial investigations involving non-SEAH alleged violations of policy, code of conduct, employee misconduct, or other workplace concerns.
• Develop investigation strategies, conduct interviews, gather and assess evidence, and document findings to support objective and well-founded decision-making.
• Prepare clear investigative reports, communicate findings and risk implications, and recommend corrective or preventive actions when trends or systemic issues are identified.
• Partner with various cross-functional teams/individuals such as: Human Resources Partners, Accountability and Safeguarding, Finance, General Counsel, and other leaders to ensure coordinated, confidential, and consistent management of sensitive matters.
• Advise leaders on employee relations best practices, investigation protocols, and appropriate responses to reported concerns.
• Review and recommend changes (when appropriate) to strengthen policies, procedures, controls, and investigative protocols to improve compliance, consistency, and organizational effectiveness.
• Identify emerging employee relations and compliance risks and coordinate with appropriate stakeholders to support timely mitigation.
• Develop and deliver training for employees, volunteers, and other stakeholders on ethics, internal reporting, code of conduct expectations, and investigation-related processes.
• Coordinate with external agencies or law enforcement when necessary and appropriate.
• Perform other related duties as assigned

Employee Relations Investigator

• Provide leadership for team member engagement, succession planning, performance management, talent management, diversity and inclusion, employee relations, change leadership, employee experience, communication, organizational design, and workforce planning.
• Align HR strategy with business unit goals for growth, particularly in – talent pipeline development, retention, employee experience and workforce planning.
• Develop proactive talent management strategies which will enhance employee engagement and mitigate future talent gaps.
• Coach and lead business leaders and HR Business Partners in all areas of performance management.
• Support the selection and overall talent acquisition process, as well as make recommendations regarding key hiring decisions within the business.
• Ensure a fair and consistent interpretation and application of Company policies, practices, and procedures that create and maintain a People – First culture.

HR Director

• Administers benefit programs
• Provides employee support on benefit and leave related issues
• Responsible for regular employee (and leadership) communication that help increase the utilization and overall value of our benefit offerings
• Leads corporate communication efforts regarding employee health, well-being and connectedness
• Maintains knowledge of compliance initiatives, trends, best practices, regulatory changes and new technologies in benefits including both domestic and international
• Makes recommendations on designing and implementation of benefit plans, including costs
• Works with insurance providers and vendors to resolve employee issues
• Analyzes and reports on benefits data
• Supports all benefits audit and compliance reporting
• Perform other duties as assigned

Benefits Specialist

• Be the go-to HR partner for leaders across the business
• Own employee relations from start to finish
• Coach managers and leaders on feedback and performance
• Spot capability gaps and facilitate sessions
• Help maintain a strong, inclusive culture across a remote workforce
• Contribute to culture initiatives

HR Business Partner

• Manage calendars and coordinate global logistics
• Maintain operational processes
• Transform vision into action by anticipating needs
• Leverage creative technology and translate leadership concepts
• Support global initiatives and enhance Partner experience
• Improve decision-making and scale leadership development experiences

HR Operations Specialist

• Partner with senior leadership in our Lab and Corporate divisions to design and execute people strategies that align with long-term business objectives.
• Consult on team structures, succession planning, and workforce scaling to ensure we have the right talent in the right seats as we grow.
• Lead and resolve high-level employee relations matters, conducting thorough investigations and providing coaching to managers to foster a healthy, compliant work environment.
• Drive the annual performance cycle, compensation reviews, and talent development initiatives to identify and nurture our future leaders.
• Ensure all people practices meet the rigorous standards of the healthcare industry, including federal, state, and local employment laws across various US jurisdictions.
• Analyze people metrics (turnover, engagement, headcount) to identify trends and provide proactive solutions to the executive team.
• Act as a champion for the LetsGetChecked culture, ensuring our values are integrated into the employee lifecycle and driving initiatives that improve retention and morale.

• Be the go-to HR partner for leaders across the business
• Own employee relations from start to finish
• Coach managers and leaders on feedback and performance
• Help maintain inclusive culture across remote workforce

• Align resources and services to deliver customized Insperity Human Resource service solutions
• Collaborate with client management and key decision makers to build meaningful relationships
• Manage a book of business by contributing to clients’ overall success and growth
• Advise client management utilizing knowledge of employee relations and legislation interpretation
• Consult with client management on HR-related issues and new strategies
• Analyze trends and develop solutions and programs to ensure compliance
• Handle complex employee relations issues by conducting investigations
• Deliver performance management guidance to client management
• Provide guidance on organizational structure and workforce planning

Human Resource Specialist

• Act as a trusted and dedicated advisor to FuzeRx senior leaders, aligning talent strategy to business goals and outcomes
• Partner on organizational construct and operating model based on the growth and business direction for FuzeRx
• Ensure seamless succession planning, talent reviews and workforce readiness as we scale and expand
• Providing executive-level coaching to foster a culture of empowerment, trust and accountability
• Orchestrate the annual performance and compensation cycles, specifically tailored to bridge the gap between clinical performance metrics and corporate KPIs
• Ensure all people practices harmonize with rigorous healthcare standards, lab safety protocols, and the specific compliance requirements
• Fluency with people analytics, ability to take data and translate to business solutions communicate executive-level insights that drive proactive business pivots

Senior HRBP

• 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

• Support federal, defense, and civilian agency missions
• Handle daily HR functions—including recruitment onboarding employee relations benefits administration
• Ensure strict compliance with federal contractor regulations, including OFCCP, EEO, and SCA requirements
• Monitor and ensure company policies align with federal, state, and local employment laws
• Maintain audit-ready personnel files and documentation to support DCAA, DOL, and OFCCP audits
• Manage the full-cycle recruitment process, including posting positions on relevant job boards, screening candidates, ensuring compliance with Affirmative Action Plan (AAP) recruitment guidelines
• Facilitate new hire orientation, benefits enrollment, employee offboarding
• Serve as a trusted point of contact for employees, conduct investigations into workplace concerns, provide guidance to management on performance management, corrective actions, and conflict resolution
• Administer company benefits programs (medical, dental, 401k)
• Assist with payroll data accuracy, including monitoring Service Contract Act (SCA) wage determinations

GovCon Human Resources Generalist

• Serve as the primary point of contact for employee relations concerns, including performance issues, workplace conflict, policy interpretation, and allegations of misconduct.
• Manage employee relations cases from intake through resolution, ensuring thorough documentation and timely follow up.
• Conduct fair, impartial, and confidential workplace investigations in alignment with organizational policies and employment laws.
• Provide guidance and recommendations to leadership based on investigation findings.
• Coach leaders on performance management, corrective action, attendance management, and terminations to ensure consistency, fairness, and legal compliance.
• Partner with managers to address employee engagement, morale, and retention challenges.
• Support employees through difficult transitions, including leaves, accommodations, and workplace reintegration when appropriate.
• Interpret, apply, and support enforcement of HR policies, procedures, and standards of behavior.
• Ensure compliance with federal, state, and local employment laws, including those specific to healthcare settings (e.g., licensure, mandatory reporting, patient safety considerations).
• Collaborate with Legal, Compliance, Risk Management, and Clinical Leadership as needed on sensitive or high risk matters.
• Develop and deliver training for leaders and employees on employee relations topics such as respectful workplace, managing performance, and effective documentation.
• Identify trends in employee relations issues and recommend proactive strategies to reduce risk and improve workplace culture.

Employee Relations Specialist

• Supports the VP of Labor Relations by developing and implementing labor strategies, managing labor relations processes, ensuring compliance with labor laws, and effectively managing union relationships
• Collaborates with senior leadership to develop and implement labor strategies and programs that address workplace disputes and promote a supportive work environment
• Develops and applies policies and procedures, supporting the implementation of best practices for various labor relations issues
• Administers the company’s labor strategy at both company and local levels and ensures systems and processes are in place for compliance; provides guidance on dispute resolution, including negotiations, grievances, and arbitration
• Develops and executes bargaining strategies that align with business objectives, working closely with senior Operations leadership and People & Culture
• Leads Collective Bargaining Agreement (CBA) negotiations, as well as the details of each CBA for effective budgeting and planning for assigned region
• Builds and maintains relationships with national and local union organizations; sets parameters for local union interactions
• Coordinates with Finance for CBA-related budgeting and economic considerations
• Partners with Training & Development to create effective management strategies through training and resource development
• Stays informed about current employment trends and regulations to maintain compliance with legal requirements; ensures that policies and procedures are updated as needed

See all jobs on JobTailor

HR Business Partner – Connected Aviation, Aftermarket

Director, HR Business Partnership

Senior HR Manager

Senior HR Business Partner

Associate HR Business Partner

HR Consultant

HR Generalist, Employee Service Center

Employee Relations Investigator

HR Director

Benefits Specialist

HR Business Partner

HR Operations Specialist

HR Business Partner

Senior HR Business Partner

Human Resource Specialist

Senior HRBP

Human Resources Specialist

GovCon Human Resources Generalist

Employee Relations Specialist

Senior Director, Labor Relations