Human Resources

• 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

• Ensure a welcoming employee experience through timely communication, responsiveness, and thoughtful follow-through.
• Administer Grove's U.S. benefits programs, including medical, dental, vision, life and AD&D, HSA, FSA, COBRA, and 401(k) plans.
• Serve as the primary day-to-day point of contact for employees, benefit carriers, brokers, and third-party administrators to resolve benefit-related questions and administrative issues.
• Process employee benefit enrollments, qualifying life event changes, and terminations accurately and within required payroll and carrier deadlines.
• Partner with our leave of absence and disability vendor to administer employee leaves, review requests, coordinate documentation, and partner with HR Business Partners on leave-related matters.
• Review and reconcile monthly benefit invoices and partner with Finance to support timely and accurate premium payments.
• Perform routine audits of benefit enrollments, payroll deductions, HRIS data, and carrier records to ensure data integrity and resolve discrepancies proactively.
• Maintain employee benefit records and documentation in accordance with company policies and applicable federal, state, and local regulations.
• Support compliance activities related to benefits administration, including ACA, COBRA, Form 5500, nondiscrimination testing (NDT), San Francisco Health Care Security Ordinance (SFHCSO), and other required reporting.
• Own the annual Open Enrollment strategy and execution end-to-end, partnering with our broker to evaluate plan design, timelines, and vendor logistics — including employee communications, education sessions, system configuration, testing, and implementation.
• Partner with the Director of People Experience, CFO, broker, and carriers throughout the annual benefits renewal process by gathering information, evaluating plan options, preparing recommendations, and supporting implementation.
• Stay informed on federal, state, and local legislative and regulatory changes impacting employee benefits and leave administration.
• Support the employee lifecycle through new hire orientation, employee inquiries, and other People Experience initiatives and special projects as assigned.
• Assist with immigration and visa administration.

Senior Benefits Specialist

• Administer Human Resources (HR) policies and programs to ensure compliance in staffing and recruitment, employee relations, training and development, benefits, compensation, time and attendance record keeping, and personnel records administration
• Work closely with plant operations and HR team to ensure a positive “open door” climate
• Ensure employee and business strategies result in excellent customer service
• Handle all aspects of the HR department, including administration, legal compliance, policy/procedure enforcement, benefits, compensation, hiring, retention and termination
• Supervise HR staff
• Keep senior management and operations informed of internal and external HR developments that may impact overall effectiveness
• Provide HR reports to upper management as requested

Human Resources Manager

• Coordinate and schedule interviews between candidates and hiring managers
• Post job openings on company career sites, job boards, and social media platforms
• Screen resumes, source passive candidates and conduct initial candidate outreach as needed
• Assist recruiters and hiring managers throughout the recruitment process
• Track candidate activity and maintain accurate records within the Applicant Tracking System (ATS)
• Facilitate pre-employment requirements, including background checks and employment verifications
• Support recruiting events, job fairs, and university outreach initiatives
• Ensure a positive candidate experience through timely communication and follow-up
• Coordinate onboarding activities, including new hire paperwork, orientation scheduling, and system access requests.
• Maintain accurate employee records and HR information systems (HRIS)
• Respond to employee inquiries regarding HR policies, procedures, and benefits
• Assist with benefits administration and annual enrollment activities
• Support employee engagement programs, recognition initiatives, and company events
• Help prepare HR reports, metrics, and audits
• Maintain compliance with federal, state, and local employment regulations
• Assist with document management, policy acknowledgments, and personnel file maintenance
• Provide administrative support for performance management and training programs
• Manage HR department calendars and scheduling
• Prepare employment-related documents, correspondence, and reports
• Coordinate meetings, trainings, and employee communications
• Ensure confidentiality and security of employee information
• Support special HR and Talent Acquisition projects as assigned

Human Resources Coordinator

• 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

• Provide expert consultation to team leaders and team members on performance management, misconduct, workplace concerns, and employee experience matters
• Coach team leaders to build capability, drive accountability, and handle situations with consistency and confidence
• Research, assess, and resolve complex employee relations issues, offering clear, well-reasoned recommendations
• Ensure alignment with company policies, practices, and employment legislation while balancing risk and business outcomes
• Partner with key stakeholders to deliver consistent, compliant, and fair outcomes
• Own cases end to end with a focus on timely resolution, strong documentation, and high-quality decision-making

HR Advisor – AVP

• Define and execute the HR product, agentic solutions, automation, and workflow transformation strategy
• Build and lead a small team of design experts who identify opportunities for transformation through AI, automation, and process redesign
• Partner cross-functionally to build business cases for transformation and align investments to measurable enterprise value
• Partner with functional owners to redesign HR solutions and workflows, ensuring changes are operationally practical and scalable
• Partner with HR Technology and HRIT to identify enabling technology needs and solution architecture requirements
• Partner with People Analytics to measure outcomes, product performance, adoption, and realized business value
• Own the vision, strategy, and roadmap for transforming key HR services and workflows through AI-enabled solutions, automation, and process redesign
• Formally stand up and scale a centralized, dedicated HR product and transformation capability, reducing fragmentation and duplicative efforts across the function
• Translate HR, business, and employee needs into clear product strategies, prioritized backlogs, business cases, and release roadmaps
• Accountable for product value delivery, ensuring investments are aligned to enterprise priorities and measurable outcomes
• Serve as the voice of the customer—employee, manager, and HR—in product and design decisions
• Ensure solutions are embedded into employee and manager workflows, not treated as standalone tools
• Partner with HR Operations to transition solutions into BAU and ensure long-term stability, optimization, and performance
• Build and manage the People AI use-case portfolio, including prioritization of copilots, agents, intelligent workflows, and AI-enabled service experiences.

Managing Director – HR Product, Transformation

• Manage end-to-end accommodation and leave cases involving the Americans with Disabilities Act (ADA), Pregnant Workers Fairness Act (PWFA), Family and Medical Leave Act (FMLA), leaves of absence, and workplace accessibility matters
• Manage and document the interactive process, evaluating medical information, restrictions, job requirements, and accommodation options to determine appropriate solutions
• Analyze complex and often ambiguous situations, applying sound judgment to develop practical, compliant, and business-aligned recommendations
• Partner with Employee Relations, Legal, Leave Administration, and other key stakeholders to assess legal, operational, and employee impacts while balancing risk, employee experience, and business needs
• Serve as a trusted advisor to leaders, HR partners, and stakeholders on accommodation strategies, leave administration, and accessibility-related matters
• Communicate sensitive decisions and complex information with clarity, professionalism, and empathy

HR Advisor, Accessibility & Accommodations

• Support the development, evolution, and governance of executive compensation programs
• Conduct regular market research to stay informed about industry trends, best practices, and emerging compensation strategies
• Manage the administration of the annual incentive program and multiple equity programs
• Benchmark our compensation programs against industry peers and provide insights as appropriate
• Support the creation of high-quality, decision-ready materials for senior leadership and the Compensation Committee
• Lead the development of clear, compelling communication strategies and materials for executive compensation programs
• Support compliance with SEC regulations, IRS rules (e.g., 409A, 162(m)), and other relevant governance requirements
• Establish and uphold robust documentation processes and audit trails for executive compensation decisions
• Contribute to the preparation of public disclosures, when relevant

Executive Compensation Specialist

• Build strong relationships across the organization and maintain a deep understanding of employee experience and team dynamics
• Help design and continuously improve a structured onboarding program that sets new employees up for success from day one and reflects NSTXL’s culture and values, including role-specific onboarding paths, 30/60/90 frameworks, and structured check-ins.
• Develop and expand the policies, programs, and people practices, including formalized feedback channels and engagement surveys
• Partner with managers on complex people situations like difficult conversations, feedback, and accountability, while building resources and toolkits that grow their confidence and independence over time, within the legal constraints that shape those decisions.
• Design and deliver manager training programs that equip people leaders with the skills they need to lead effectively
• Build and improve performance and development practices that support clear expectations, strong feedback, accountability, and employee growth
• Build out a learning and development strategy and program infrastructure that supports employee growth at every level, including new manager development, career pathing frameworks, and access to learning resources that scale with the organization
• Partner with managers and leaders to strengthen leadership effectiveness and build a culture of continuous learning across the organization
• Serve as the primary point of contact for employee relations matters, including concerns, complaints, and escalations
• Lead workplace investigations from intake through resolution, including documenting findings, recommending corrective action, and ensuring appropriate follow-through in a way that protects both the individual and the organization
• Build and maintain clear employee relations frameworks
• Ensure compliance with federal, state, and local employment laws and evolving HR best practices, staying ahead of changes that affect a growing, multi-state or distributed workforce
• Develop, expand, and maintain a comprehensive set of HR policies and employee handbook materials that reflect NSTXL’s values, operational needs, and legal requirements, and that scale alongside organizational growth
• Build and maintain a compliance training program that ensures all employees and managers meet required training obligations, with scalable resources and infrastructure that grow with the organization.
• Partner with the VP of Human Resources on benefits strategy, including evaluating plan competitiveness, supporting open enrollment, communicating program value to employees, and recommending enhancements that align with NSTXL’s growth and workforce needs
• Build and maintain HR process documentation that allows the team to operate consistently and efficiently, including standard operating procedures, templates, and guides that support day-to-day operations and reduce reliance on institutional knowledge held by individuals
• Help evolve NSTXL’s hiring practices, candidate experience, and talent systems as the organization grows

Senior Human Resources Manager

• Acting as a trusted advisor and thought leader to the business leadership team.
• Coach senior leaders, managers, and employees while delivering talent, leadership, and organizational solutions that drive measurable business outcomes.
• Ensure teams are optimally structured to support current and future business needs.
• Enable leadership and employee development through the planning and execution of strategic HR initiatives.
• Analyze data, metrics, and trends in partnership with business leaders to make informed decisions.
• Influence talent decisions by keeping a pulse on the business, market, and industry trends.
• Coach management on people-related matters including employee relations, conflict resolution, company policy interpretation, and management principles.
• Provide guidance, coaching, and advice in performance-related matters.
• Ensure legal compliance and mitigate risk.
• Foster the company’s culture while encouraging open and transparent communications.
• Drive organizational design decisions and lead change management and communication plans.
• Implement employee engagement activities for client group.

Senior HR Business Partner

• Working with our business partners to create, improve and sustain industry and infrastructure
• Provides HR Generalist services primarily to a dedicated segment of the company
• Ownership of key HR processes such as Employment Offers, Onboarding, Employee Relations, Policy and Procedure, Leaves of Absence, Terminations, etc. with corresponding processing in the HRIS system
• Collaborate with Recruiting Team regarding hiring and position updates
• Coordinate regular meetings with managers to address recruitment, hiring and various employee issues
• Conduct Employee Exit Interviews, participate in other employee relations activities, and may assist with benefits related issues

HR Generalist

• Act as a trusted advisor to regional and store leadership, leveraging data-driven insights to inform decisions on workforce strategy, organizational effectiveness, and talent initiatives.
• Coach and guide leaders at all levels to ensure alignment with Burlington’s Core Values, fostering a culture of trust, accountability, and performance excellence.
• Collaborate with leadership to design and implement forward-thinking talent strategies that drive recruitment, retention, and succession planning.
• Drive organizational evolution by contributing to HR transformation initiatives and aligning stakeholders around a shared vision.
• Resolve complex employee relations matters with a strategic mindset, balancing business priorities with employee advocacy.
• Exhibit the courage to make difficult decisions, provide honest feedback, and challenge the status quo to drive positive change.
• Drive performance management initiatives that enhance team effectiveness, including conducting performance reviews and creating professional development plans.
• Serve as a strategic resource to field team members by providing guidance on workplace matters and fostering an environment that supports associate success, well-being, and empowerment.
• Champion DE&I efforts to create an inclusive environment that celebrates diversity and leverages the strengths of a varied workforce.

Regional HR Manager

• Lead a team of Human Resources Business Partners (HRBP) and HR Specialists who serve as strategic partners to business leaders.
• Ensure HR initiatives align with organizational and strategic goals, foster a positive employee experience, and drive talent strategies that support growth and performance.
• Provide guidance on workforce planning, employee relations, organizational development, and compliance while coaching HRBPs to deliver high-impact solutions.
• Oversee and lead the HR Business Partner (HRBP) and HR Specialist teams to ensure HR strategies and daily work align with business objectives, providing strategic oversight and management of department programs, including the development, implementation, and communication of initiatives.
• Collaborate with organizational leaders to create actionable plans that strengthen workforce planning, organizational design, employee engagement, and culture strategies while maintaining strong partnerships through comprehensive HR advice on business matters.
• Advise and coach leaders on talent development, retention strategies, performance management, employee relations, policy interpretation, conflict resolution, and compliance with legal and contractual requirements; support succession planning and leadership development programs.
• Champion cultural initiatives, foster open communication, reinforce company values, and influence critical talent decisions such as hiring, promotions, and internal mobility to ensure alignment with organizational goals and retention of top performers.
• Drive initiatives to facilitate 9-box talent discussions with leadership, collaborate with and advise leaders on strategies for developing and retaining high-potential employees, and oversee timely completion performance review processes as well as annual merit incentive programs.
• Collect, analyze, and synthesize quantitative and qualitative data to identify trends, develop actionable recommendations, and recognize patterns to inform decision-making and process improvements for programs such as onboarding effectiveness, exit interviews, 9 box process, performance reviews and more.
• Manage complex HR projects and initiatives, ensuring successful development, implementation, and rollout to support organizational objectives, utilizing lean methodologies and drive continuous improvement.
• Provide expert guidance on complex employee relations issues, ensure adherence to federal, state, and local employment regulations, and supervise workplace investigations and dispute resolution processes.
• Responsible for hiring, staff development, coaching, conducting performance reviews, corrective actions, and terminations; deliver feedback through regular one-on-ones and performance evaluations, and work with other departments to improve interdepartmental processes.
• Assist in developing annual budget. Monitor spending versus the planned budgeted throughout the year and take corrective action where needed. Coordinate business activities by maintaining collaborative partnerships with key departments.

Manager, Human Resources

• Manage the RFP (proposal) process for new business as well as existing/growing business
• Build and maintain meaningful, effective relationships with internal and external customers (Sales Representatives, Brokers, Underwriters, and Employers)
• Negotiate pricing, rate competitiveness, and product enhancements
• Analyze all RFP documents for underwriting feasibility, experience evaluation, and proposal accuracy
• Administer re-quotes and corrections
• Manage Salesforce data input, stage updates, document uploads, reports, probability, and pipeline

Employee Benefits Proposal Specialist

• Facilitate site HR functions, including data management, performance management, talent development, benefits administration, leave requests, and employee engagement.
• Ensure compliance with mandatory network training, continuing education, including safety training and anti-harassment training.
• Maintain accurate and compliant employee records, including processing invoices, payroll validation and audit.
• Conduct new hire orientation and actively participate in the onboarding process to ensure a smooth transition for new employees.
• Coach and support managers, supervisors, and associates, providing guidance on disciplinary matters, investigations, and terminations while adhering and upholding all URBN policies and procedures.
• Manage employee relations investigations, workplace accommodation requests and unemployment claims responses.
• Develop and implement employee engagement activities to promote company culture and drive employee morale.
• Plan & execute round tables and leadership connect sessions to gather insight from leaders and non-exempt employees regularly.
• Contribute to the development of communication and information flow within the organization; partner with site leaders and network HR leaders to communicate upcoming HR related changes/updates.
• Participate in assigned network-wide Supply Chain HR projects.
• Collaborate with talent acquisition and site leaders to support recruitment efforts, understanding skill requirements, and facilitating the onboarding process.
• Stay informed of industry trends, best practices, regulatory changes, and new technologies related to HR functions.
• Maintain compliance with federal, state, and local employment laws and regulations, uphold policies and processes to ensure site alignment with network best practices.
• Performs other duties as assigned.

• Aligns resources and services to deliver customized Insperity Human Resource (HR) service solutions
• Builds meaningful relationships and provides guidance as a trusted HR Business Partner
• Manages a book of business by contributing to clients’ overall success
• Advises client management utilizing in-depth knowledge of employee relations and legislation
• Collaborates with client management on alignment of HR business strategy and goals
• Analyzes trends and develops solutions to ensure compliance
• Cultivates relationships to deliver value-added service
• Manages and resolves complex employee relations issues
• Delivers performance management guidance to client management
• Provides guidance on organizational structure and workforce planning

Human Resource 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

• Meet with members who request information
• Educate families on life and supplemental benefits
• Guide clients through the enrollment process
• Maintain compliance and ongoing client support

Human Resources jobs in Montana

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Lead HR Business Partner

Senior Benefits Specialist

Human Resources Manager

Human Resources Coordinator

Benefits Specialist

Senior Human Resources Business Partner

HR Advisor – AVP

Managing Director – HR Product, Transformation

HR Advisor, Accessibility & Accommodations

Executive Compensation Specialist

Senior Human Resources Manager

Senior HR Business Partner

HR Generalist

Regional HR Manager

Manager, Human Resources

Employee Benefits Proposal Specialist

HR Generalist

Human Resource Specialist

HR Business Partner

Benefits Specialist