Human Resources

• Serve as strategic HR advisor to senior leaders
• Advise leadership on organization design, workforce planning, and succession planning
• Partner with HR COEs to lead talent management and compensation processes
• Provide executive oversight for employee relations matters and HR risk management
• Lead major change initiatives in partnership with COEs and business leaders
• Mentor and coach senior business leaders on team effectiveness
• Use people analytics to assess organizational health
• Manage, coach, and develop a high-performing team of HRBPs
• Collaborate with HR COEs to design and deliver integrated HR solutions

Director, Human Resources Business Partner

• Work collaboratively with a team to ensure various HR processes, tasks, reports, and documents are completed with high quality and within deadlines.
• Dedicate a portion of time to supporting the Compensation & People Analytics teams, assisting with compensation cycles, data requests, and reporting needs while helping ensure accuracy and consistency across HR data and processes.
• Leverage technical skills (e.g., Excel and other data tools) to analyze and organize people data, support reporting dashboards, and contribute to insights that inform compensation and broader HR decision-making.
• Facilitate resolution of the HR Helpdesk requests by liaising between HR specialty areas (recruiting, training, compensation, benefits, diversity, equity, inclusion, performance management, and compliance) and non-HR staff.
• Assist with various tasks related to our campus and experienced hire recruiting processes, including but not limited to interacting with candidates and our staff to invite, schedule and coordinate interviews and visits, prepare offer letters, and manage applicant tracking system data.
• Support our internship program by coordinating meetings and events, collecting feedback, and compiling survey results.
• Support our learning & development team by curating content, setting up training courses in our learning management system, processing CPE credits, and providing onsite support at training events.
• Update and maintain HR data systems, including human capital management, learning management, performance management, applicant tracking, and electronic personnel files.
• Support onboarding and offboarding processes.

Human Resources Coordinator

• Develop and execute strategies to attract and hire top talent from universities and community colleges.
• Build and maintain strong relationships with career centers, faculty, and student organizations.
• Plan and attend campus events, career fairs, and networking activities to promote AAFCPAs as an employer of choice.
• Serve as the primary coordinator for the Campus Ambassador Program, overseeing its design and management.
• Act as the main liaison with community colleges, developing and implementing tailored programs.
• Support initiatives like CPA Prep Review and MBA sponsorship programs.
• Coordinate and execute a best-in-class onboarding experience for all new hires.
• Collaborate with department leaders to ensure new team members are integrated seamlessly into their roles and the AAFCPAs culture.
• Work closely with the broader Talent Management team to align early talent initiatives with overall recruitment and development strategies.

Campus and Talent Management Specialist

• Provide administrative and operational support across the HR department
• Coordinate end‑to‑end new hire preboarding activities
• Facilitate employee separations by coordinating communications
• Maintain accurate and up‑to‑date employee records
• Serve as a frontline point of contact for HR Operations
• Provide day‑to‑day administrative support to the HR Operations team

HR Operations Coordinator

• Serve as a trusted HR advisor to QMA leadership, influencing workforce strategies to meet business objectives.
• Partner with leaders on talent planning, performance management, succession planning, and capability development
• Provide guidance on employee relations, engagement, and retention strategies.
• Collaborate with HR CoEs and business leaders to support enterprise-wide transformation and change initiatives across QMA.
• Drive adoption of new operating models, workforce strategies, and ways of working.
• Assess workforce readiness and cultural impact of major initiatives; identify risks and mitigation strategies.
• Provide hands-on HR support for day-to-day needs, including performance coaching, conflict resolution, etc.
• Ensure consistency in HR processes, aligned with enterprise and business policies and programs.
• Build strong partnerships with QMA leaders, HR CoEs and across the HR function to ensure workforce strategies align with business strategy and objectives.

Associate Director, Human Resources – Quality & Mission Assurance

• Partner with R&D SVPs, VPs and senior directors to design and evolve org structures that scale; Serve as a trusted advisor during reorgs and structural changes, helping leaders navigate people impacts with care and clarity.
• Lead org design initiatives end-to-end: from diagnosing root causes through to stakeholder alignment, change communication, and implementation.
• Drive consistent, high-quality performance calibrations across Engineering, PM, and Design — building leader capability and ensuring fair, differentiated outcomes.
• Champion a culture of clear expectations and candid feedback; help leaders understand what "raising the bar" looks like in practice.
• Use engagement data, pulse surveys, and qualitative signals to surface org health risks and partner with leaders on action planning.
• Serve as the R&D voice in the design and rollout of company-wide people programs — ensuring compensation cycles, leveling frameworks, and engagement initiatives land effectively.
• Bring an analytical lens to your work — using data to shape decisions, measure outcomes, and tell a coherent story to senior stakeholders.

Principal HR Business Partner, R&D

• Provides strategic HR leadership and expert guidance to our US & Global Operations organization for all people processes, delivering HR programs and services to achieve key business objectives.
• Proactively defines, builds and implements value-added HR strategies and solutions based on the needs of the organization; advising functional leaders in solving complex issues related to organization design, development, and change leadership.
• Partner with Talent teams to establish strategies and tactics to deliver the people and talent strategy for the US & Global Operations organizations including the attraction, development, and retention of high-quality talent aligned with growth objectives, long-term capability needs, and corporate strategy.
• Builds strong partnerships with the HR specialist functions to provide HR solutions to key business needs and to roll out programs that enhance overall employee engagement and organization change initiatives.
• Implement and manage key HR processes, such as the year-end performance management process (performance assessment, calibration, and compensation planning).
• Manage employee relation issues to understand employee concerns, identify and implement appropriate employee action and accountability practices.
• Provides guidance and coaching to managers of all levels to address employee behavior and performance and assisting with the development and delivery of appropriate performance feedback or action plans including corrective/disciplinary actions.

Senior Director, HR Business Partner – US, Global Operations

• 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

• Fully execute and lead key HR initiatives that support SES’s corporate vision; diagnose organizational challenges and implement effective action plans.
• Partner with leadership to identify competency, knowledge, and talent gaps. Develop and execute targeted programs to build a robust talent pipeline for future business success.
• Serve as a trusted advisor to employees and leadership regarding company policies, values, compensation, and benefits, ensuring consistent policy interpretation.
• Collaborate closely with the recruiting team to streamline hiring and onboarding processes.
• Monitor and ensure all company activities and policies are strictly compliant with local, state, and federal employment laws and regulations.

HR Manager – Contract

• Lead people engagement for a designated team.
• Lead and execute on Talent Strategy and Management (Performance, Succession, Capability Building, Coaching, Inclusion)
• Coach and advise business leaders.
• Activate and Execute on Strategies (policies & programs) launched by COE teams.
• Lead Organizational Design & Strategic Workforce Planning.
• Advise on policies and programs launched by COE teams.
• Own the global HR strategy and talent agenda for IT & GBS, ensuring alignment to enterprise strategy, digital transformation priorities, and operational performance outcomes.
• Serve as a trusted advisor to IT and GBS senior leadership, providing data-driven insights and recommendations on talent strategy, organization design, workforce planning, and capability building.
• Lead planning, development, and delivery of HR strategies and materials for the CIO and GBS leadership team, including annual talent cycles, strategic priorities, and ad hoc initiatives.
• Drive organization effectiveness across IT & GBS, including org design, operating model evolution, global delivery models, and optimization of spans, layers, and capabilities.
• Oversee talent management processes (e.g., performance, succession, leadership development) with a focus on building critical pipelines for digital, technical, and shared services capabilities.
• Partner closely with Talent Acquisition, Total Rewards, and HR COEs to design and deploy integrated talent solutions that attract, retain, and develop high-demand technical and global services talent.
• Lead workforce planning and skills strategy, translating business transformation (e.g., digital, automation, shared services expansion) into actionable hiring, reskilling, and capability development plans.
• Drive continuous improvement and transformation of HR processes, tools, and governance to enhance scalability, efficiency, and employee experience across IT & GBS.
• Oversee employee engagement, culture, and change management efforts to support large-scale transformation, including technology modernization and global service delivery initiatives.
• Monitor external market and talent trends (e.g., digital skills, global workforce models, outsourcing/GBS evolution) and translate insights into forward-looking HR strategies.
• Set the HR communications strategy for IT & GBS, ensuring clear, consistent messaging that supports business priorities and engagement.
• Lead cross-functional partnership with IT, GBS, and HR COEs (Talent Management, Talent Acquisition, Total Rewards) to ensure integrated, high-quality outcomes.
• Build, lead, coach, and develop a high-performing HR team, driving strong execution, capability building, and stakeholder partnership.

Director, HR, IT & Global Business Services – Orthopedics

• Ensure HR initiatives/processes are executed consistently.
• Act as a business partner for THD Logistics group.
• Develop a progressive role for the Logistic's HR function.
• Establish credibility throughout the organization.
• Communicate Home Depot's Union Free philosophy.
• Manage and monitor the process of leadership development and succession planning.

Regional HR Manager – Logistics

• Partner with senior leaders to translate business strategies into effective people and workforce plans aligned to short- and long-term objectives
• Serve as a thought partner to leaders on organizational effectiveness, culture, and team design
• Maintain strong understanding of the business, including financial performance, operating model, talent needs, and competitive landscape
• Lead and embed core talent processes including workforce planning, talent reviews, succession planning, and performance management
• Partner with Talent Management and Talent Acquisition to enable capability-building and internal mobility
• Use workforce data, trends, and insights to proactively identify risks and opportunities related to retention, capacity, and skill gaps
• Coach leaders on people leadership practices, including performance management, change leadership, team effectiveness, and employee engagement
• Support the execution of HR policies and practices in partnership with Associate Relations, ensuring fair, consistent, and compliant decision-making
• Support organizational design, role clarity, and job architecture efforts in partnership with Total Rewards and Talent Management teams
• Lead and support change initiatives, including restructuring, growth, M&A integration, and transformation efforts
• Actively review HR metrics and insights to inform business decisions and people strategies

Human Resources Business Partner

• Provides reliable and timely coaching and counseling to employees and contact center leadership on issues to ensure consistent, transparent application of policies, procedures, and employments laws.
• Address employee relations matters by investigating issues, mediating conflicts, and recommending appropriate solutions issues balancing employee advocacy with stewardship of company policies and employment laws to foster a positive workplace culture.
• Serves as the HR point of contact supporting/delivering internal processes including Performance Management, New Hire Orientation and Exit interviews under the Corporate hierarchy.
• Conducts training on company policy, programs, and other issues as they arise.
• Maintain accurate employee records and HR documentation in accordance with company policies and legal requirements.
• Partners and participates with local team(s) on recruitment outreach efforts.
• Serves as an active member of HR related project teams as assigned.
• Apprise and escalates potential legal, risk, safety, etc. concerns to the HR Manager.
• Participate in HR projects and process improvements as assigned

HR Advisor

• 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

• Set the strategic direction and lead execution of core HR programs including benefits, payroll, and leave, ensuring accuracy, scalability, and a high-quality employee experience
• Design, evolve, and govern Cartesian’s HR policy ecosystem, balancing business strategy, risk management, compliance, and employee experience
• Own and continuously improve the firm’s performance management framework, including performance reviews, promotion pathways, and executive accountability, ensuring fairness, consistency, and alignment with business objectives
• Lead firm-wide compensation strategy, including benchmarking, annual planning, and ongoing calibration, in close partnership with talent acquisition and senior leadership
• Develop and drive feedback and recognition strategies that reinforce performance, growth, and culture
• Own retention and attrition strategy, leveraging engagement data, exit interviews, and performance insights to identify trends, mitigate risk, and drive targeted interventions
• Set and manage Cartesian’s visa and immigration strategy, partnering with external counsel and internal stakeholders to ensure compliance and a strong candidate and employee experience
• Serve as a trusted advisor to leaders, providing guidance on employee relations, compliance, organizational effectiveness, and people strategy
• Lead continuous improvement of HR systems, processes, and vendor partnerships, ensuring solutions scale with the organization
• Use workforce data and people analytics to identify trends, measure impact, and inform strategic people initiatives

Vice President, Human Resources

• Lead the HR function to align talent strategies with business priorities
• Mentor and develop a team of HR professionals
• Advise on workforce design and employee engagement
• Drive change management and leadership development initiatives
• Oversee implementation of enterprise-wide HR programs

Senior Human Resource Manager

• 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

• The HR Services team provides extraordinary care to our managers and associates with the goal of driving superior associate satisfaction.
• This position is for individuals who are exceptionally customer-focused and who enjoy handling our associate’s HR, Benefit and Payroll needs while bringing their own diverse interests and passions into work every day.
• The HR Services Administrator will service a high volume of associate inquiries through various channels (phone, email, etc.) with an elite level of customer service.
• This role serves as primary support for all disciplines of Human Resources including but not limited to payroll, associate relations, benefits, workers compensation, leave of absences, talent management, talent acquisition, unemployment and compensation.
• We handle a large volume of contacts, working in multiple HR Systems simultaneously to manage the HR Services administration processes. We strive to resolve issues within a reasonable timeframe, typically 24 business hours or less.

HR Services Administrator II

• 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

Director, Human Resources

• Serve as a trusted HR partner to senior leaders across Quality, Regulatory Affairs and Patient Safety, providing strategic and operational HR support.
• Translate business priorities into aligned people and workforce strategies.
• Partner on organizational design, workforce planning, and capability development to support evolving operating models.
• Support talent management processes including talent reviews, succession planning, and leadership development.
• Act as a coach and advisor to leaders on organizational health, engagement, and leadership effectiveness.
• Enable SC & Operations transformation initiatives through effective change leadership.
• Partner with Employee Relations, Legal, and other people related functions to address employee relations topics.
• Collaborate with HR Centers of Excellence and regional HR teams to deliver integrated HR solutions.

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