Human Resources

• Provide HR leadership and guidance by working in partnership with business leaders.
• Successful implementation of strategic HR initiatives in Talent Management and Employee Engagement.
• Execute recruiting strategies for various positions.
• Maintain employee relations and ensure legal compliance.

Human Resources Manager

• 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

• Administer health, welfare, retirement, and wellness programs for U.S.-based employees.
• Process benefits transactions and ensure accuracy and integrity of employee benefits data.
• Coordinate with vendors, Payroll, People & Culture, and internal stakeholders to support benefits administration activities.
• Support annual open enrollment activities including employee communications, system testing, education sessions, and issue resolution.
• Serve as the primary point of contact for employees and managers regarding leave-related inquiries and processes.
• Monitor leave cases from initiation through return-to-work while ensuring timely follow-up and communication.
• Maintain accurate, audit-ready documentation and records related to benefits and leave administration.
• Identify opportunities for process improvement, operational efficiency, and enhanced employee experience.

Benefits Specialist

• Develop and lead the enterprise HR technology roadmap aligned with business and People strategy
• Establish and maintain global HRIS governance standards including system configuration, workflows, integrations, and data governance
• Drive enterprise-wide HR systems standardization and simplification initiatives
• Partner with IT and enterprise architecture teams to align HR technology solutions with enterprise strategy
• Govern prioritization of HR technology initiatives, enhancements, and investments
• Lead post-merger HR systems consolidation and transformation initiatives
• Drive continuous optimization of SuccessFactors and related HR technologies
• Lead process redesign and workflow optimization initiatives
• Identify and implement automation, self-service, and AI-enabled solutions where appropriate
• Enhance employee and manager experience through scalable HR technology solutions
• Oversee integrations across SuccessFactors, ServiceNow, Payroll, Benefits, and analytics platforms
• Ensure enterprise-wide data integrity, governance, and audit readiness
• Enable reporting and workforce analytics to support strategic decision-making
• Lead governance for HRIS projects, upgrades, implementations, and system enhancements
• Establish strong project management and change governance practices
• Lead and develop a global HRIS organization including managers, analysts, and project resources
• Serve as a strategic advisor to senior leadership on HR technology opportunities and risks

Senior Director, HR Information Systems

• Define and lead the global strategy for employee relations, labor relations, and compliance
• Establish the vision, operating model, and long-term roadmap for ER and compliance programs
• Lead a globally distributed team to deliver consistent outcomes
• Serve as a trusted advisor to senior HR leadership on complex employee and labor relations matters
• Own and govern the global policy framework for employment laws and regulations
• Lead governance forums to drive alignment and consistency in policy interpretation
• Drive standardization and continuous improvement of ER case management across regions
• Lead, develop, and mentor a global team of employee relations professionals

Director, Employee Relations, Health & Safety

• Collaborate with recruiting team and hiring managers to ensure successful selection and onboarding of top talent.
• Support benefits and leave administration, including short-term disability, workers’ compensation, FMLA and personal leave.
• Lead workplace policy and employee conduct reviews.
• Participate in job fairs, community activities and employee engagement initiatives.
• Maintain functional knowledge of federal, state and local legal regulations and processes.

Human Resources Representative

• 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

• 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

• Support in registering students in-person, by phone, and/or by email
• Screening students and entering student information into a tracking sheet/database
• Ensure accurate data entry and submit a call log daily
• Respond to emails and follow up with students
• Facilitate student intake/assessment process
• Complete follow-up calls for ABE students

Part-Time HR Worker

• Serve as a trusted HR partner to field leadership on employee relations, performance management, policy interpretation, and workplace concerns
• Lead and manage employee relations matters, including investigations, conflict resolution, misconduct concerns, and corrective action processes
• Conduct prompt, thorough, and objective workplace investigations and provide recommendations based on findings
• Review and approve disciplinary documentation and corrective actions to ensure consistency, fairness, and legal compliance
• Coach managers on performance management, documentation, accountability, and leadership best practices
• Interpret and apply federal, state, and local employment laws while ensuring compliance with company policies and procedures
• Support onboarding processes and ensure a positive and compliant employee experience
• Act as the primary HR contact for assigned territories, responding to employee and manager inquiries in a timely and professional manner
• Maintain accurate employee records and HRIS data within Paycom

HR Generalist

• Manage job board listings, employee hiring, and onboarding paperwork
• Counsel management and staff on HR policies and procedures to establish best practices and create a positive work environment
• Implement training or development plans for employees in many different roles
• Update employee records, record data changes, and maintain good records
• Handle document and information audits, as required
• Maintain a high level of integrity and confidentiality

Human Resources Specialist

• Serves as first point of contact for employee assistance and information
• Obtains and provides requested information or takes appropriate action to resolve, refer, or escalate issues in accordance with company and policies and procedures
• Supports the department in the administration of other transactional work
• Respond to written and oral inquiries from employees, manager, retirees, family members regarding HR questions, issues, problems, and status changes
• Resolve cases in professional, sensitive, customer-focused manner in accordance with company policies and procedures
• Escalate complex cases to HRSSC management and Tier II resources with appropriate and complete documentation on work performed to date
• Interface with internal and external resources to furnish or obtain needed information to close cases not escalated
• Refer employees, managers, retirees, and families to HR self-service technology, outside vendors, or other resources as appropriate
• Maintain high degree of confidentiality

HR Shared Services Tier 1 Specialist

• Delivery Drivers are responsible for delivering food to customers with excellent customer service and a positive attitude.

Delivery Driver

• Analyze HR data related to staffing, compensation, payroll, and workforce trends in healthcare environments
• Prepare regular and ad-hoc reports to support HR and business decision-making
• Maintain data accuracy across HRIS, payroll, and cloud-based platforms
• Collaborate with healthcare professionals and leadership teams, including CEOs and senior administrators of medical facilities
• Support HR initiatives and reporting related to hospitals, clinics, and medical service organizations
• Participate in and support medical conferences, workshops, and professional healthcare events, including coordination and follow-up
• Manage inbound and outbound calls with clients, healthcare facilities, and executive leadership
• Act as a main HR point of contact for medical organizations and external partners
• Communicate professionally and effectively with C-level executives and senior stakeholders
• Use and support cloud-based HR and payroll applications
• Assist with system updates, user access management, data uploads, and integrations
• Troubleshoot HR system issues and coordinate with internal IT teams or external vendors
• Manage and support payroll systems, ensuring accurate and timely processing
• Support compliance with federal, state, and healthcare-related labor regulations
• Maintain confidentiality of sensitive employee, payroll, and healthcare-affiliated data

Human Resources Analyst – Healthcare, Cloud Systems

• Delivering comprehensive HR services and acting as a strategic business partner to clients regarding benefits, compensation, employee relations, recruitment, training and development, and HRIS systems.
• Manage client activities to create and develop strong business relationships, retain clients, ensure quality service, and increase revenue.
• Auditing HR, payroll, benefits, or other related functions to make recommendations for corrective action.
• Assist with client recruiting by posting jobs, screening and tracking candidates, and conducting phone screens.
• Administering benefit plans including enrollments, changes, and terminations.
• Employee relations and leave of absence management.
• HR administration such as terminations, employee onboarding, employee changes, filing, and other HR-related correspondence; maintains accurate employee records and HR databases.
• The development and implementation of HR policies and procedures.
• Coordinating employee performance management processes, including goal setting, performance reviews, and development plans.
• Conducting investigations and resolves employee relations issues in a timely and confidential manner.
• Stay updated on federal, state, and local employment laws and regulations to ensure compliance.
• Assist in training and development initiatives for employees at all levels.
• Collaborate with cross-functional teams to support organizational goals and initiatives.

• Provide entry-level administrative support for employee benefit programs across the United States and Canada
• Administer weekly U.S. 401(k) payroll contribution files
• Reconcile benefit vendor billing and invoices
• Track, administer, and maintain accurate records for employee leaves of absence
• Maintain and audit employee benefit data between HRIS, payroll, and benefits administration systems
• Assist with daily administration of benefit plans
• Partner with HR Shared Services to support employee benefit inquiries

HR Benefits Coordinator

• Responsible for working with managers and employees in coordinating employee and labor relations efforts.
• Working with the Director HR ISP to administer and control plant grievance/employee complaint procedures in such a manner to ensure compliance with the Labor Agreements.
• Manage NLRB, EEOC, ADA complaints.
• Support, advise, and counsel on leadership development and strategic workforce planning initiatives.
• Consult with management on employee performance, employee conduct, and general employee and labor relations issues to ensure that the Company’s expectations are being met, while maintaining open communication between employees and management.
• Provide guidance relative to the progressive discipline process and escalate as appropriate up to and including the coordination of involuntary employee separation; ensure that a balanced but consistent approach is taken in the application of discipline.
• Provide recruiting and staffing support for assigned plants including managing all aspects of job fairs when appropriate.
• Perform various projects and other Human Resources employee-related activities, as required.
• Maintain knowledge of Human Resources policies and procedures, laws and regulations, industry trends and developments to ensure accurate information is being communicated throughout the company.
• Act as a single point of contact to advise and counsel all levels of management on day-to-day Human Resources issues.
• Additional duties as assigned.

Regional HR Manager

• Administer and conduct meetings between employees, managers, and union representatives to investigate and resolve grievances.
• Develop settlement recommendations and resolution strategies that support business objectives while mitigating organizational risk.
• Partner closely with Labor Strategy, union partners, and property leadership to ensure consistent decision-making and effective grievance outcomes.
• Collaborate with Labor Strategy on drafting settlement agreements and Memorandums of Agreement (MOAs).
• Analyze labor relations policies and procedures to ensure alignment across the enterprise.
• Maintain accurate, comprehensive databases and reporting on grievances and arbitrations.

Labor Relations Partner

• Embodies Wyld’s Pillars and Company Values by leading through example and fostering our culture through authentic, everyday engagement with staff
• Contributes to ongoing continuous improvement efforts to enhance operations and culture, acting as a change champion during the implementation of new systems and processes
• Ensuring multi-state and government compliance, including but not limited to; employment laws and regulations, employee leaves, safety and workers’ compensation.
• Reviews and evaluates terminations for potential risk, ensuring compliance with policy and employment law, and executes the termination process with professionalism, consistency, and care
• Leads workplace investigations with confidentiality and impartiality, conducting thorough fact-finding and making recommendations—including corrective action up to and including termination—aligned with company policy, HR best practices, and established precedent
• Collaborates with leadership to enhance performance management by offering expert guidance on coaching, documentation, and performance improvement strategies, fostering accountability and promoting employee development
• Conducts thorough monitoring and auditing of HR practices to ensure adherence to local, state, and federal employment laws, proactively identifying potential risks and implementing corrective actions
• Builds trusted relationships with employees and serves as a supportive advocate during times of need, fostering a positive and inclusive workplace culture.
• Collaborates in managing workers' compensation cases; ensuring compliance with all relevant regulations and providing support throughout the claims process
• Participate in, manage, and execute strategic employee relations-focused team projects
• Performs and/or coordinates routine tasks as assigned related to administration of human resource programs including but not limited to compensation, benefits, and leave; disciplinary matters; disputes and investigations; performance and talent management; productivity and paid time off/vacation planning, recognition, and morale; and training and development
• Sort through complicated, extensive, and often conflicting information to effectively attack and solve problems
• Support employee engagement and recognition programs.
• Additional duties and responsibilities may be assigned based on business needs

HR Advisor

• Lead HR initiatives to support the 2026 Playbook
• Oversee the recruitment team in managing end-to-end talent acquisition processes
• Supervise the handling of investigations, complaint resolutions, conflict mediation, and separations by the team
• Direct the team’s efforts to ensure adherence to federal, state, and local regulations across multi-state operations
• Oversee employee benefits programs
• Design and implement comprehensive total rewards strategies
• Partner with Divisions on organizational design, change management, and workforce needs
• Lead the creation and analysis of HR metrics, analytics, and reporting
• Supervise relationships with external HR vendors and partners
• Oversee initiatives to support employee wellness and mental health
• Develop and manage the HR department budget
• Manage and develop direct reports.
• Address urgent priorities such as asset retrieval from exited employees, system implementations, insurance requirements, and legal reviews

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HR Director