Human Resources

• Coordinate the full-cycle recruitment process, including requisitions, postings, sourcing support, scheduling, screening logistics, interview coordination, and offer preparation.
• Plan and execute New Hire Orientation and onboarding programs, partnering with leaders to create onboarding plans that ensure a positive candidate-to-team-member experience.
• Coordinate the exit/offboarding process for voluntary departures, including scheduling exit interviews and capturing feedback for retention insights.
• Support the coordination and delivery of learning, development, engagement, culture, and training initiatives (scheduling, communications, materials, attendance tracking, and follow-up).
• Provide administration and coordination for job descriptions, acknowledgements, and position records within the HRIS and Performance Management systems.

Human Resources Coordinator

• Partner closely with our HR Director to help create a workplace where employees feel supported, engaged, and safe.
• Support a variety of human resources and safety initiatives.
• Serve as a trusted resource to employees and managers by providing guidance on HR policies and procedures.
• Lead and support site safety initiatives, including safety committee activities, training, audits, and recordkeeping.
• Support recruitment, onboarding, employee relations, and retention initiatives.
• Coordinate workers' compensation claims and assist with return-to-work processes.
• Ensure compliance with employment laws, policies, and applicable safety regulations.
• Maintain accurate employee records and HR data within HRIS and related systems.
• Build strong relationships with employees through regular communication and a visible presence on the manufacturing floor.
• Partner with the HR Director on special projects and initiatives.

Human Resources Generalist

• Serve as a strategic advisor to business leaders
• Shape workforce strategy while driving key HR programs and organizational effectiveness initiatives
• Own and drive core HR processes in partnership with HR Centers of excellence
• Develop and execute workforce and talent strategies focused on critical roles, succession planning, and organizational capability
• Partner with leaders to design scalable organizational structures aligned with business objectives
• Provide strategic consultation on workforce challenges, organizational effectiveness, and people-related decisions
• Leverage HR data and analytics to guide business decisions and workforce planning
• Participate in and lead cross-functional HR and business projects
• Mentor senior HR Business Partners and other members of the HR organization as needed

Lead HR Business Partner

• 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

• Support performance evaluation processes
• Assist with annual compensation and contract updates
• Proactively maintain and update the company org chart
• Support onboarding activities for new hires
• Provide administrative support for HR and FinOps projects
• Assist with recruiting activities
• Contribute to onboarding and process improvement initiatives
• Collaborate with managers to understand staffing needs

HR & FinOps Administrative Assistant

• Supervise and support the HR Generalist in daily HR functions
• Collaborate with department leaders and management
• Recommend operational adjustments and process improvements
• Lead Michigan recruitment efforts by developing and executing recruiting strategies
• Ensure consistent application of HR policies
• Conduct training sessions and workshops

HR Supervisor

• Support with leading a successful on-boarding experience and practices by partnering with the Learning and Development team while understanding the business needs and demands
• Conduct exit interviews and capture data to build trends for continuous improvement
• Lead efforts of the day-to-day support of HR data changes in collaboration with a shared services team
• Assist in the development and implementation of programs or information regarding HR policies, procedures or information; review and analyze data in Excel as needed
• Support a values-based culture by driving the highest level of employee engagement.
• Assist local engagement committee with coordinating and driving value add engagement activities
• Analyze employee feedback data and build trends and actionable items.
• Lead employee roundtable discussions
• Support various HR duties which include reasonable accommodation requests and drafting pertinent communications at the site level and at the corporate level on the internal social platform
• Support with leader skip-level feedback process, training compliance, etc.

• Reporting to the Chief Experience Officer, the Human Resources Manager provides operational leadership for the Human Resources function.
• Responsible for leading day-to-day HR operations while ensuring consistent, legally compliant, and employee-centered Human Resources practices across the affiliate.
• Supervises a regional team of Human Resources Generalists responsible for delivering frontline HR support to managers and employees throughout the organization.
• Develops manager capability, oversees complex employee relations matters, leads labor relations correspondence and contract administration.
• Ensures consistent application of employment policies and collective bargaining agreements.
• Partners closely with the Director of Transformation to improve workforce outcomes through data-informed reporting and supervision.
• Focused on tactical execution and operational excellence.
• Encourages collaboration, accountability, and high-quality customer service within the HR team.
• Implements service standards, operational priorities, and performance expectations for the HR team while promoting accountability, collaboration, and continuous improvement.
• Oversees regional HR service delivery, ensuring equitable support across all health centers, administrative departments, and remote employees.
• Provides consultation and coaching to leaders and managers regarding all employment matters.

Human Resources Manager

• 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

• Support the North American production operation with HR activities
• Develop and provide HR metrics to advise business managers
• Propose workforce planning strategies
• Manage recruiting, hiring, and onboarding of new employees
• Monitor and follow-up on developmental action plans of key talents
• Support implementation of global HR policies and tools

• Support full-cycle recruiting (sourcing, screening, scheduling, onboarding coordination) for contract and full-time roles
• Partner with hiring managers and HR Staffing Vendors to understand requirements and deliver qualified candidate pipelines
• Create and post job descriptions in ATS and maintain accurate candidate tracking and reporting
• Prepare recruiting summaries, activity reports, and pipeline updates
• Assist with vendor management and agency coordination
• Ensure compliance with recruiting processes and employment laws (EEOC/DOJ)
• Serve as the primary point of contact for Michigan office-related HR/Admin matters
• Support Michigan office operations to ensure efficiency and alignment with company policies
• Coordinate Michigan office activities such as shipments, supplies, and workplace support
• Assist with Michigan office planning and executing employee engagement initiatives, events/parties, and communications
• Coordinate Michigan onboarding activities, including Day 1 readiness and cross-functional alignment (HR, IT, vendors)
• Provide HR administrative support (data entry, documentation, reporting, employee inquiries)
• Maximize productivity and employee morale. Lead by example. Be willing and able to do as much or more than you are asked to get the job done and task completed. Live by and encourage all staff to maintain high ethical and moral standards.

• Manage ASO and PEO migration team to ensure clients start on projected timeline.
• Strong Communication skills between all parties and across departments.
• Assist team on problem solving as well as any escalations that arise.
• Mentor and guide migration teams to succeed in their career goals.
• Front line Manager for both ASO and PEO DigitalEdge builds
• Monitors KPI’s on all internal and external deliverables.
• Recommends and Builds SOP’s which will provide a better Customer Experience
• Works with multiple teams and departments as needed
• Mentors team by having weekly 1:1 meeting along with evaluating and monitoring their work loads.
• Conducts internal team meeting(s) and trains when needed
• Participates, when necessary, in welcome meeting with intros, expectations, timelines, ASO & PEO explanation.
• Able to implement payroll as well as Time and Labor in both the ASO and PEO platforms during overflow situations or key strategic projects
• May need to travel to an onsite location to onboard or manage an account
• Other duties as appropriate to the objectives of the role and goals of Resourcing Edge

Senior HR Integration Consultant

• Implements and execution of the organization's Workers Compensation policies and procedures, with fairness and consistency in a timely manner. Ensures compliance with employment laws, regulations, and company policies.
• Supports handling the workers’ compensation claims from initial report to resolution and investigates accidents involving company staff, vehicles, and equipment. Performs regular workers’ compensation operations review with each plant location to ensure each case has an action plan in place. Ensures necessary documentation is obtained and provided to the claim adjusters.
• Determines the need to report claims and maintains regular communication/review with claim adjusters to ensure excellent management of claims. Represents the company at workers' compensation claim review meetings as required. Coordinates modified duty return-to-work efforts with the claim adjusters, HR, and plant operations.
• Participates in the delivery of Workers Compensation special projects by representing the team as the prime contact, coordinating with senior internal and industry personnel, integrating data and information from multiple sources to identify trends, and innovating solutions to minimize the overall cost of workers’ compensation claims through effective claims management and loss prevention strategies.
• Stays updated on Workers Compensation laws and regulations to ensure program compliance. Monitors claims status, maintains files, and provides necessary support in defense of claims. May maintain occupational safety and health agency records if necessary.
• Supports the preparation of regular reports on Workers Compensation program performance, trends, and metrics for management. Compiles and analyzes data related to workplace injuries, claims, and costs. Maintains important records related to claim processing such as medical bills, treatment plans, etc. Provides input on risk assessments, development of strategies, action plans, and associated recommendations to move claims to settlement or closure.
• Participates in the annual audit process for the company's workers' compensation programs including claims administration, cost analysis, injured employee communications, and return-to-work programs, and updates existing policies related to the Workers Compensation function, whilst maintaining compliance and consistency with relevant laws and companywide policies. Supports the development of trainings to educate employees about the Workers Compensation processes, their rights, and responsibilities.
• Demonstrates full knowledge of industry best practices in Workers Compensation subjects such as loss prevention and rehabilitation management programs along with a strong understanding and application of related concepts and principles. Attends conferences, and other trainings to stay current on risk, claims, and safety developments. Coaches and guides managers and employees on matters related to Workers Compensation.

Workers Compensation Specialist

• Serve as the primary point of contact for all employee relations matters
• Conduct thorough investigations into employee complaints and policy violations
• Partner with outside legal counsel on employee issues as needed
• Develop, update, and enforce HR policies and the employee handbook
• Manage full-cycle, end-to-end payroll processing for all employees
• Prepare, file, and reconcile all federal and state payroll tax filings
• Maintain and administer multi-state payroll operations
• Analyze HR metrics and trends and present data-driven recommendations
• Collaborate with Talent Acquisition on job descriptions and onboarding processes

HR Business Partner

• Work with members and families regarding available union and association benefits
• Meet with clients virtually through Zoom
• Explain available options to clients
• Assist families with coverage enrollment when appropriate

Benefits 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

• COE Partnership: Partner closely with HR COEs (Total Rewards, Talent Acquisition, Employee Relations, etc.) to translate complex policy documents, program guidelines, and process maps into user-friendly knowledge articles.
• Strategic Advisory: Advise stakeholders on best practices for knowledge organization and information architecture, supporting departments in structuring complex HR policies into intuitive, easily digestible formats.
• Global Lifecycle Management: Manage the end-to-end lifecycle of HR content across 47 countries, ensuring localization requirements are met while maintaining consistent global brand standards and tone.
• Accessibility & Inclusion: Develop and maintain guidelines for creating content that meets global accessibility standards (e.g., WCAG) and addresses diverse employee needs.
• Copywriting & Copyediting: Write, edit, and proofread portal content to ensure it is clear, concise, and engaging.
• Language Standards: Ensure all written content meets the highest standards of U.S. native English writing.
• Portal Governance: Maintain and optimize the HR intranet portal structure. Implement and enforce robust knowledge management governance, ensuring content is regularly reviewed, updated, and archived.
• System Upgrades & Testing: Actively participate in system upgrades, platform migrations, and enhancement projects. Help evaluate and test new knowledge management tools, features, and technologies.
• Performance Monitoring: Monitor portal usage patterns, search analytics, and article ratings to identify knowledge gaps and continuously improve content findability.
• Reporting & Insights: Generate regular reports on content performance metrics, tracking user engagement and overall employee satisfaction with portal resources.
• Continuous Improvement: Identify concrete content improvement opportunities based on data-driven insights and direct employee feedback to optimize the overall user experience (UX).
• Stakeholder Communication: Develop high-quality documentation, user guides, and professional presentations to communicate KM strategies, portal updates, or training materials to HR stakeholders and leadership.
• Enablement & Training: Document system processes and create training materials for content contributors and publishers across the global HR department.

Senior Specialist, HR Technology

• Identify the most pressing talent opportunities and challenges for respective client group(s) and ensure the workforce implications are reflected in business plan.
• Inform HR priorities; evaluate demand for new or adjusted HR offerings from business or trends.
• Execute existing and new HR solutions and capabilities.
• Partner on hiring and development and advancement of team members; this includes working with hiring managers and Talent Acquisition to fill open positions, onboard new hires and build strong pipelines.
• Understand external trends in the marketplace and make recommendations on how those could affect internal employees.
• Oversee and take a proactive approach to Employee Relations, and make recommendations by providing guidance, interpreting policy and issue resolution.
• Work with leadership to develop and execute HR strategies that support the successful integration of organizational changes, including strategic, structural, technological, and people-oriented changes.
• Play a pivotal role in managing change and uncertainty among employees, providing guidance and support throughout transitions.
• Facilitate cultural integration processes by identifying cultural differences, fostering open dialogue, and implementing activities to build a cohesive and inclusive environment.
• Actively participate in ensuring smooth and efficient onboarding for new hires and offboarding experiences for departing employees.
• Focus on retaining key talent by identifying critical individuals and implementing strategies to keep them motivated and committed to the organization.
• Evaluate individual or unique roles as part of the larger business.
• Help address each role’s relative value to ensure that employees are compensated fairly and competitively.
• Partner with the Compensation team to recommend the right balance between base salary, bonuses, and other incentives.
• Help identify and develop high-potential employees, ensuring there are leaders in place to fill critical roles in the future.
• Collaborate with managers to create career development opportunities for employees, fostering a culture of growth and advancement.
• Help managers implement performance management systems, ensuring that employees are regularly evaluated and given feedback.
• Maintain transparency and open communication channels to keep employees informed, address concerns, and manage expectations to minimize anxiety and build trust.
• Act as a steward of the organization’s HR policies and procedures.

Senior HR Business Partner

• Serves as employee relations point of contact to assigned department leaders, faculty, and staff regarding complex as well as day-to-day employee relations inquiries and needs.
• Apply analytical and problem-solving skills while advising department leaders, faculty and staff regarding policies, regulations, best practices, and recommended courses of action to bring employee relations matters to resolution.
• Facilitate employee relations investigations.
• Provides support to the Human Resources Advisor and Employee Relations team, Office of Faculty Affairs and Office of Equal Access and their client groups with conducting tasks such as project management, data entry, retrieval, and analysis.
• Assists to promote Employee Relations, Faculty Affairs and Office of Equal Access projects and initiatives.
• Facilitates requests for employment file, leave of absence and accommodations.
• Develops internal process documents, leader resources, guides and assists with research of regulatory requirements.
• Receives and conducts intakes on inbound employee relations, faculty affairs and Title IX inquiries.
• Participates in conducting investigations including but not limited to discrimination, harassment, retaliation, Title IX, conduct, etc.
• Consults with leaders and HR Advisors in the planning and conducting initial phases of an investigation of performance and corrective action-related concerns, drafts and reviews corrective actions, facilitates the staff grievance process, assists with EEOC claims and other organization charges/complaints.
• Coordinates and monitors activities to ensure compliance of programs with all applicable federal, state and local laws, regulations and guidelines and conforming to human resources management policies and procedures.
• Responds to requests for information on HR policy interpretation from employees.
• Researches and composes high level correspondence, reports, and presentations.
• Maintains and audits employees’ relations trackers including but not limited to ADA accommodation, grievance, reduction in force, performance management and remote work requests.
• Supports onboarding and offboarding activities for employees including condition of employment requirements, upkeep of offboarding content and distribution, conducts offboarding interviews, compiles turnover dashboards and data reports.
• Participates in institutional initiatives, project goals and committees and facilitates Employee Relation staff policy and performance trainings.
• Partner with the Employee Relations leadership and HR Advisor team to collect and analyze departmental needs to identify opportunities that enhance talent development, employee engagement and retention efforts.
• Performs other duties as assigned.

Employee Relations Consultant – Human Resources

• Establish, own, and share a collective product vision and roadmap for Oracle Learn, Talent Development and Workforce Compensation, ensuring they align with Ford’s strategic goals and deliver an exceptional user experience. Maintain the delivery plan to monitor progress; identify potential issues with key stakeholders and keep HR leaders apprised of status.
• Support and consult on non-Oracle global talent development technologies, ensuring alignment of rating data between systems.
• Lead and support a team of analysts ensuring a unified strategy that supports our business goals and user experience. Oversee Analyst work in the design, testing, delivery, and maintenance of system enhancements. Lead your team in following HR-cycle plan activities including goal planning, performance management and annual compensation review.
• Partner with Oracle product teams to improve product capabilities and influence the strategic product roadmap through regular engagement in customer events, community forums and advisory opportunities.
• Act as the lead interface with Digital HR, HR Centers of Excellence, and IT counterparts, serving as the products’ subject matter expert while supporting complex projects, including integrations with other systems, security role definition, reporting, and user training efforts. Drive implementation of new functionality, including change management.
• Closely collaborate and partner with business owners to develop and create technology solutions that meet short- and long-term business requirements, considering the global scope of the technology. Participate in meetings and deliver presentations to relevant stakeholders to explain project progress.
• Ensure HCM system integrity and compliance with relevant data protection and privacy regulations.

Human Resources jobs in Missouri

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Human Resources Coordinator

Human Resources Generalist

Lead HR Business Partner

Senior Human Resources Business Partner

HR & FinOps Administrative Assistant

HR Supervisor

Human Resources Generalist

Human Resources Manager

Entry-Level Benefits Specialist

Human Resources Manager

Human Resources Coordinator

Senior HR Integration Consultant

Workers Compensation Specialist

HR Business Partner

Benefits Specialist

Human Resource Business Partner

Senior Specialist, HR Technology

Senior HR Business Partner

Employee Relations Consultant – Human Resources

Manager, HR Technology – Oracle Learning, Talent & Comp