Human Resources

• Write proposals and Engagement Letters.
• Handle Salesforce data entry.
• Handle many of the workflow administrative steps involved in the sales pipeline process.
• Conduct research, gather and analyze data.
• Arrange in-person and virtual meetings, ensuring all participants are contacted and confirmed, meeting rooms and technology are set up, and any additional preparation is provided.
• Coordinate bi-annual HRS Development Day planning details and attend the two in-person events.
• Attend bi-weekly virtual team huddle meetings.
• Handle the online application of HRCI / SHRM credits for events/webinars.
• Assist in preparing and editing presentations and reports.
• Manage calendars and schedule appointments for leadership team members as requested.
• Ensure client documents are properly filed and that client information is available as needed.
• Maintain client confidentiality by protecting all client information in accordance with professional and legal standards.
• Coordinate breakdown of client pass-through costs to accounts payable and billing for applicable department invoices.
• May include some virtual and onsite project work for clients from time to time, such as designing surveys in MS Office, auditing and correcting I-9s, organizing personnel files.
• May be responsible for ordering supplies within budget, including cost comparison; maintaining office equipment; and other office maintenance responsibilities as needed.

HR Solutions Administrative Lead

• Conduct impartial investigations into workplace concerns, including performance issues, policy violations, interpersonal conflicts, and allegations of misconduct
• Provide recommendations for resolution based on findings, policy interpretation, and risk assessment
• Ensure timely case progression and closure while maintaining confidentiality and professionalism
• Support managers in drafting performance improvement plans, corrective actions, and disciplinary documentation
• Guide managers through the involuntary termination process, ensuring decisions are well‑documented, consistent, and compliant with federal, state, and local laws
• Support planning and execution of RIF activities, including documentation creation and review, communication planning, and compliance with applicable regulations
• Work closely with HR Business Partners, Legal, GBS, and other cross functional teams to ensure coordinated support
• Contribute to process improvements that enhance the efficiency and scalability of the shared services model
• Document ER case activity thoroughly and accurately within case management system

Employee Relations Specialist

• 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

• Provides expert direction and management in analysis and resolution of issues related to LMS administration
• Supports the design, development, implementation, delivery, and maintenance of instructional resources
• Operates with a high degree of independence, autonomy, and good judgement
• Markets department services and provides exceptional customer service

HR Rep Specialist – Learning Management System

• Investigate workplace issues/concerns raised through internal Company channels and some externally filed complaints, including complaints of employment discrimination, harassment, retaliation, and other violations of Company policy
• Exhibit sound judgment in recommending outcomes for investigations
• Partner with Human Resources and/or the Labor Relations team to ensure proper handling and disposition of these cases involving union represented and salaried employees
• Work with various Company functions, operating committee members, the Office of the General Counsel, and outside counsel on related issues
• Prepare, track, and maintain appropriate investigation documentation
• Develop and implement investigation plans
• Drive timely closure of open cases/concerns
• Manage employee data and statements in a highly confidential manner
• Draft concise and clear investigation reports
• Partner cross functionally on investigations, discipline, performance management, and other aspects of employee relations
• Serve as a strategic partner, promoting ethical and compliant behavior that is aligned with Company policy and government regulations, with fair and equal treatment for the workforce
• Coach, counsel, and educate employees on HR policies, performance management, processes, programs, position eliminations, and strategies
• Support grievance, arbitration and litigation process from investigations
• Analyze case activity and determine trends/recommendations for proactive actions
• Foster an effective, inclusive work environment/culture and relationships, balancing employee advocacy with stewardship of company goals and values
• Conduct other duties as necessary to align with EEO regulations, and other internal and external policies and directives

Senior Specialist, Employee Relations

• Serve as a trusted HR partner to employees and people leaders within the Detroit Automotive Hub
• Support day-to-day HR needs while helping to enhance the overall employee experience
• Provide guidance on HR policies, programs, and practices with a focus on consistency and fairness
• Act as a connector between the hub and broader HR partners to ensure seamless support and communication.
• Partner with managers to support performance management, development planning, and ongoing feedback practices
• Contribute to talent discussions and help identify opportunities for employee growth and capability building
• Support the execution of key talent processes, including performance cycles and organizational planning
• Assist in addressing employee relations matters, providing thoughtful, balanced support with guidance from senior HR partners
• Promote a respectful, inclusive, and high-performing workplace culture
• Help foster open communication and proactive issue resolution
• Ensure effective and consistent application of HR policies, procedures, and employment practices
• Partner with HR Operations to support onboarding, offboarding, and employee lifecycle processes
• Maintain data accuracy and support reporting and compliance requirements
• Collaborate with Talent Acquisition to support hiring efforts for the Detroit hub

Human Resources Generalist

• Align and own the HR strategy for the Operations and Placement groups within North America Insurance
• Build strong relationships with business leaders to provide thought leadership on organizational and people-related strategies
• Understand the business strategy and identify opportunities to increase alignment by helping business leaders identify, prioritize, and build organizational capabilities
• Diagnose gaps between current and desired organization performance and deploy actions to resolve gaps
• Provide data-driven guidance and constructive counsel to senior leaders
• Lead strategic workforce planning efforts, including capacity modeling, role clarity, and critical role identification to support scalable growth
• Act as a liaison between HR Business Partners, HR Shared Services, and COEs
• Manage and develop a team of HR professionals by setting clear expectations and conducting performance reviews
• Identify and implement performance metrics and analytics to measure effectiveness of HRBP team
• Establish a regular cadence to align the HR team with overall HR strategy
• Analyze processes to identify gaps or redundancies and improve how HR work is delivered
• Stay informed of HR trends, best practices, and emerging technologies
• Navigate complex organizational changes while helping employees adjust
• Provide expert guidance on employee relations, compliance, and risk-related matters

Senior Director, HR Business Partner

• Partner with business leaders to plan and build a fast-growing and evolving organization. Provide leadership coaching and enable high-performing leadership teams
• Provide talent solutions that support the organization’s goals to innovate and deliver breakthrough products
• Act as a trusted advisor providing expert HR advice, guidance, and coaching while maintaining the highest level of confidentiality and integrity
• Implement and enhance annual talent planning, performance assessment, and compensation processes for your coverage organization
• Partner with HR Subject Matter experts in Compensation, Benefits, Employee Relations, Talent Management/Learning & Development, Analytics, and HR Operations, and provide fit-for-purpose solutions
• Support and rollout Talent Management and development initiatives such as Talent planning and review, mentoring and coaching programs, learning & development programs, and talent mobility programs
• Support and champion initiatives on company values and inclusion initiatives, fostering an environment where all employees feel valued and respected
• Drive employee engagement efforts through the implementation of innovative programs and initiatives that enhance morale, motivation, and productivity. Understand organizational dynamics, coach managers on people-related issues, including communication, feedback, conflict management, and performance improvement. Advise and be a part of implementing organizational design and structure changes
• Collaborate with Global HR team members, serving as a key link from your client to the rest of the organization. Collect, analyze, and leverage various types of employee data and metrics to guide programs for and measure the success of the employee experience
• Collaborate with cross-functional teams to support organizational goals and initiatives, contributing HR expertise and insights
• Provide inspirational leadership with active listening, empathy, inclusivity, and modeling company values to maximize the performance of the teams and individuals.

HR Business Partner

• Clerical functions such as taking detailed notes and answering phone calls
• Screening applicants via video conference
• Creating relationships with job seekers
• Employing recruiting methods to attract candidates
• Sourcing candidates using databases, social media etc.

Human Resources Assistant

• 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

• Acts as the first point of contact to evaluate the scope of employee inquiries, complaints, and conflicts
• Resolve employee issues by gathering data, providing support in conducting thorough investigations, communicating policy, and consulting with management to make informed decisions regarding all employee relations matters
• Provide guidance to management and employees on conflict resolution and performance management
• Review, recommend and approve all discipline and termination actions and documents to ensure compliance with ACG’s policies, procedures and applicable laws and regulations
• Conducts review to ensure any termination action is not covered by rights protected under company policy, EEO, ADA, FMLA or any other employment regulatory requirement
• Ensure any employee allegations, including allegations made by an employee within the termination process, that an investigation was conducted in compliance with ACG policy, and the matter is closed and documented
• Develop initiatives for assigned business units and prepare and deliver ER reporting and data analytics to Supervisor and Managers
• Collaborate with HR Business Partners on strategic initiatives
• Develop and deliver advanced training sessions to educate leaders on company policies as well as coach and assist managers with performance management and disciplinary issue
• Administers various human resources plans and procedures for employees
• Assists in developing and implementing human resources policies and procedures
• Researches, gathers documentation, and analyzes data to assist management and corporate counsel in investigating, answering and settling legal claims
• Mentor and support other employee relations team members
• May serve as the company representative at employment hearings or be called as a subject matter expert in various judicial proceedings
• Reviews and processes unemployment claims
• Provides support for actions associated with Reduction in Force or other actions impacting job movement across the footprint
• Supports H1B Immigration processes

Employee Relations Partner II

• The Employee Experience Specialist is responsible for delivering Employee Experience (EX) and Bancorp programs, projects and events on time, within budget and with quality.
• Excels at working with all levels of the organization and external partners to plan, prepare and deliver programs and events.
• Delivers exceptional service and clear logistical communication to all levels of employees associated with meetings, events, and programs that may span multiple days, geographies and technologies.
• Provides detailed management of recognition programs and meetings, and all other supporting elements.
• Responsible and accountable for risk by openly exchanging ideas and opinions, elevating concerns, and personally following policies and procedures as defined.
• Accountable for always doing the right thing for customers and colleagues and ensures that actions and behaviors drive a positive customer experience.

Employee Experience Specialist, Human Resources

• The Specialist, HR Shared Service, acts as a trusted People First representative to local colleagues and employees.
• Support the resolution of complex, detailed, and highly visible HR-related inquiries, transactions, escalations, and projects.
• Model customer service excellence and proactively develop solutions that enhance employee experiences.
• Develop a deep understanding of assigned customer group(s) and build collaborative relationships to serve as a trusted point of contact.
• Intake, strategically prioritize, and apply policy/process expertise to resolve HR policy/process inquiries.

HR Shared Service Partner

• 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 the HRIS Administrator by processing and managing employee transactions within the HR system, ensuring the accuracy and completeness of forms, data entry, and electronic employment records
• Maintain data integrity and distribute information to Human Resources and Payroll staff
• Prepare regular reports summarizing employee activity such as new hires, transfers, promotions, and separations
• Assist with payroll processing activities as needed
• Provide general administrative and technical support to the Human Resources Department

Human Resource Processing – Temporary Pool

• Provides expert direction in security access for HR/Payroll system
• Acts as Subject Matter Expert for Workday
• Ensures efficient processes and compliance
• Builds collaborative relationships across departments

HR Workday/Help Journey's Specialist

• Maintain accurate, up-to-date digital and physical employee files, including contracts and personal information
• Coordinate new hire onboarding, including preparing paperwork, and conducting orientation
• Post job openings, screen resumes, and schedule interviews
• Assist with payroll preparation by tracking time-off and updating HRIS with employee data
• Ensure compliance with local, state, and federal labor laws, policy updates and reviews as needed
• Special Projects and miscellaneous job duties as needed

HR Generalist

• Serves as personal and confidential secretaries to DWIHN VP of Human Resources.
• Performs highly difficult, complex, and responsible office work, under the general supervision, including planning, assigning and reviewing the work of subordinate clerical employees.
• Prepares, maintains, and compiles highly difficult and complex departmental reports and records.
• Coordinates internal and external meetings, conference calls and other engagements, conferences and activities for the VP/AVP.
• Takes and transcribes meeting minutes.
• Performs specialized office work requiring knowledge of departmental policies and procedures.
• Develop policies and procedures pertaining to administrative and operational functions.
• Works with Network management divisions in resolving problems related to operations and administration.
• Conducts independent research and develops and prepares informational documents, i.e. correspondence, presentations, graphs, and charts for the VP/AVP of Human Resources.
• Coordinates time management, scheduling and travel coordination activities for the VP of Human Resources.
• Answers routine correspondence and conducts business with the public and other departments, answers difficult and unusual questions requiring considerable judgement, knowledge and interpretation of the activity performed.
• Attends meetings of boards, commissions, and/or conferences, where verbatim dictation must be taken with considerable speed and accuracy.
• Compiles reports.
• Processes, files, and records personnel transactions.
• Coordinates the purchase of supplies and small administrative devices for the department.
• Conducts independent research projects.
• Approves documents for submission to internal departments and external agencies.
• Supervises the development, maintenance and dissemination of confidential information/files.
• Develops and implements special projects as directed.
• Facilitates internal and external meetings as identified by the Director - including performing work activities related to said meetings.
• Processes vendor and other payments.
• Perform other related duties as assigned.

HR Associate

• Develops effective human resource strategies for designated business units in the areas of labor, diversity and inclusion and employee engagement
• Projects and assesses talent requirements based upon the changing markets and business needs
• Develops robust and active succession plans supported by leadership and talent development
• Proactively identifies employee and labor concerns through cultural assessments
• Facilitates change management activities to ensure business needs are not unnecessarily disrupted
• Provides specialized, solution-oriented consultation helping leaders identify, prioritize and build organizational capabilities, behaviors, structures and processes
• Partners with HR Business Advisors and HR Shared Services to develop HR policies and practices, conduct detailed analysis and offer best-in-class solutions
• Performs other job-related duties as assigned

Associate HR Business Partner

• 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

See all jobs on JobTailor

HR Solutions Administrative Lead

Employee Relations Specialist

Head of Human Resources

HR Rep Specialist – Learning Management System

Senior Specialist, Employee Relations

Human Resources Generalist

Senior Director, HR Business Partner

HR Business Partner

Human Resources Assistant

HR Advisor

Employee Relations Partner II

Employee Experience Specialist, Human Resources

HR Shared Service Partner

Head of Human Resources

Human Resource Processing – Temporary Pool

HR Workday/Help Journey's Specialist

HR Generalist

HR Associate

Associate HR Business Partner

HR Business Partner