Human Resources

• Assist with the facilitation of new hire orientation sessions
• Provide frontline support to employees
• Assist with daily administrative tasks
• Monitor and manage attendance phone line
• Stay current with relevant laws and regulations

HR Administrator

• Lead the end-to-end delivery of accommodations and accessibility advisory services, including remote work, medical, religious, and workplace adjustments.
• Ensure consistent execution of the interactive process, including evaluation of restrictions, essential job functions, and reasonable alternatives.
• Partner with key leaders and stakeholders across the organization (ER Consultants, Legal, Facilities Management, etc.) and third-party on complex or high-risk matters.
• Ensure the efficient and effective delivery of advisory services by developing success criteria for operational practices around response and resolution of provided support and service.
• Provide guidance and support on elevated complex cases and advise on recommendations and actions, effectively addressing difficult matters with executive savvy.
• Take decisive and well-rounded action in high-pressure situations, consulting with key stakeholders where appropriate.
• Support consistent policy interpretation and application of HR policies. Partners with Employee Relations or Legal on complex matters.
• Review elevated employee complaints, provide necessary coaching and complete necessary manager follow up if required; determine if escalation is appropriate to Employee Relations.
• Audit cases and provide coaching and training to advisors via side-by-side coaching and development opportunities during investigations
• Manage a regular case volume support a few business lines directly
• Identify and lead forward thinking project-based work

HR Advisory Services Manager

• Serves as a strategic partner and consultant to leadership and Human Resources support functions regarding human resources and organizational issues
• Provides strategic business partnership, thought partnership, and coaching to all levels of the organization
• Serves as the first point of contact for people-related questions and concerns
• Integrates and partners with HR COEs in Talent Acquisition, Learning & Development, and Compensation to implement solutions and help scale the business
• Provides rigorous data analysis and reporting solutions based on business needs
• Interprets and advises on human resources policies and procedures
• Manages and facilitates performance management reviews and employee engagement surveys throughout the year
• Works with managers to identify training needs and partners with centralized HR teams to leverage resources
• Coaches supervisors and managers on how to effectively address internal employee relations issues
• Organizes and maintains compliance policies in preparation for investigations
• Leads complex employee relation investigations including harassment and ethics complaints
• May lead a team of Human Resources employees
• Performs other duties as assigned
• Leads the strategy around employee experience and employee relations

HR Manager

• Provide administrative support to multiple Purina factories across the organization, including data entry, personnel records management, and training coordination
• Maintain strict confidentiality and demonstrate a strong understanding of applicable federal HR and payroll regulations
• Process employment-related transactions such as employee life-cycle events, pay changes, and other sensitive forms and records
• Ensure timely maintenance and distribution of employee information, policies, procedures, and related communications
• Support a continuous learning environment by documenting and sharing knowledge across the team
• Demonstrate administrative excellence by consistently meeting or exceeding departmental goals and contribute ideas to improve team effectiveness and operational efficiency
• Regularly interface with key stakeholders, including factory and field personnel, HR Operations, HR Business Partners, and HR Services teams

HR Services Coordinator – Contract

• Process and administer semi-monthly payroll, ensuring compliance with company policies and federal, state, and local regulations
• Manage and maintain employee data and timekeeping within the HRIS system
• Support administration of employee benefits, including responding to inquiries and coordinating related activities
• Assist with recruitment, onboarding, and offboarding processes
• Support employee relations activities, including performance management, coaching, and disciplinary actions
• Ensure compliance with employment laws and assist with compliance reporting
• Prepare, reconcile, and audit payroll reports, including off-cycle corrections and final pay calculations
• Provide support in developing and enforcing HR policies and procedures
• Maintain up-to-date knowledge of HR trends, regulations, and best practices
• Perform additional HR and payroll-related duties as needed

Human Resources Generalist

• Serves as the senior HR practitioner and operational leader for approximately 1,200 employees across the Kansas City corporate and Sedalia, MO locations.
• Owns the day-to-day execution and strategic delivery of human resources across the full employee lifecycle.
• Manages complex investigations, employee relations matters, and compliance.
• Provides direct supervision and professional development for five direct reports at the Kansas City location.
• Partners with site leadership to align HR support with business priorities and workforce planning.

Human Resources Manager

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Human Resources Assistant

• Managing HR programs and projects partnering with internal team and clients
• Executing and optimizing day-to-day HR processes
• Processing full cycle payroll
• Implementing strategic and tactical HR plans and processes
• Providing effective remote and on-site consultative support as required
• Conducting HR research and assisting in developing, implementing, and executing HR policies

HR Generalist

• Partner with managers and individual contributors, providing HR support while also contributing to Strategy and Integration efforts within the HR team
• Collaborate with our HR Team to help coordinate actions, priorities, standard materials, deployment of processes, shared resources
• Learn and lead Human Resources processes; like employee relations, performance solutions, leadership coaching, attendance, organizational optimization
• Support projects for compensation, talent management, standard work creation, HR Priority Planning and tracking, Learning and Development, Remote Site Engagement Strategy
• Engage in business priorities and initiatives
• Partner with leaders on unique engagement strategies to help attract and retain talent
• Support and enhance the Remote Site Engagement Strategy through direct employee and manager contact

Human Resources Generalist – Associate/Mid-Level

• As the Talent Leader, Manager of People Partnering for a global client account team, you will drive the development and execution of our people strategy.
• Create a comprehensive people plan to drive business strategy.
• Develop a recruiting plan with Global Talent Acquisition.
• Drive a world-class on-boarding process to foster an inclusive team culture.
• Provide strategic consultation on integrating HR initiatives with business objectives.
• Continuously improve programs for increased organizational effectiveness and engagement.
• Analyze situations and apply HR knowledge to define priorities.
• Work closely with the Global Account and Operations Directors.

• 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

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

Benefits Specialist

• 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 – Investigations

• Architect and scale enterprise-wide skill, competency, and workforce frameworks in consideration of business and talent strategy
• Define and refine skill architecture, workforce taxonomies, and job models to ensure consistency, clarity, and reuse across job families
• Translate complex work, roles, and capabilities into structured, applicable skill definitions
• Partner directly with senior and executive leaders to co-create, validate, and advance skill-based workforce strategies
• Lead design workshops and deliver expert, data-informed recommendations that influence enterprise talent decisions

Talent Management Principal

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

HR Business Partner

• Scan, sort, organize, and properly dispose of employee files in accordance with record retention guidelines
• Review and clean up older personnel files to ensure documents are accurately categorized
• Support recruiting and onboarding by posting jobs, screening candidates, coordinating background checks, and assisting with orientation
• Partner with hiring managers to confirm job description updates and role requirements
• Assist with HR projects and initiatives, including Open Enrollment and other large-scale programs
• Respond to basic employee questions related to HR policies, procedures, and the employee handbook; escalate complex issues as needed
• Support compliance reporting and documentation (e.g., EEO, OSHA, and other required filings)
• Provide HRIS (Paylocity) support, including maintaining position data, assisting with employee and manager transactions, supporting Open Enrollment setup, and documenting HR processes
• Develop and maintain clear Paylocity guides and resources for people managers

Part-Time HR Assistant

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

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

Senior HR Business Partner

• Engage across all areas of Total Rewards and across a variety of strategic initiatives – including Compensation, Executive Compensation, and Benefits
• Develop and coordinate comprehensive project plans for highly complex projects or programs with Enterprise level impacts and/or impacting strategic business objectives
• Outline project objectives and key deliverables, milestones, resource allocation, and timelines
• Manage multiple concurrent projects and key initiatives driving strategic alignment, stakeholder engagement, positive employee experiences
• Support key Total Rewards initiatives, leveraging multi-function partnership and collaboration, driving strategic changes including readiness materials, key actions and dates, and experiences

Senior Compensation Specialist

• Deliver proactive, personalized service for Mercy caregivers
• Build trusted relationships and respond to caregivers’ needs with compassion, consistency, and accountability
• Facilitate logistics of bi-weekly new caregiver orientation
• Support core human resources functions designed to elevate the caregiver lifecycle through talent acquisition, onboarding, training, and development
• Provide remote and onsite HR support to caregivers and leaders
• Serve as a trusted resource for day-to-day guidance, issue resolution, and operational needs
• Partner cross-functionally to build a thriving workplace culture and support projects aligned with ministry and departmental goals

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