Human Resources

• Partner extensively with key business leaders, program/contract leads to ensure global mobility services are aligned and meet the operational needs of the specific program/team;
• Manage and own assigned business area to include quarterly business reviews with key stakeholders
• Work to influence parties within and outside of the job function at an operational level regarding policies, procedures, and practices.
• Manage day-to-day interactions with a complex and high performing set of mobility stakeholders and/or vendors across the business to ensure a smooth experience for our employees
• As part of a tiered support model, manage process flow as it pertains to escalated deployment queries, vendor contact, and program leadership questions, and process improvement
• Assist with complex cases related to immigration, tax, and relocation related queries raised by our cross-functional teams and partner with the Global Mobility program owners (relocation, tax and immigration SMEs) to escalate and resolve
• Review and ensure all exception requests are properly handled, escalating as needed to key stakeholders and process owners;
• Maintain a commitment to our service level agreements (SLAs) for general inquiries and escalations to drive efficiencies across the team
• Partner with internal cross-functional teams and vendor partners on specialized projects with focus on relocation process stakeholder education and consultation and advising, implementing self-service content and drive adoption of key tools and resources within our tiered service model
• Deliver on specific technical or compliance driven processes to ensure data integrity, accuracy, and timely completion, e.g. audits, performance surveys, dashboards, payroll reviews, etc.
• Partner closely with other global mobility program managers, regional managers, key stakeholders, and global program owners (SMEs) to ensure alignment with global philosophies for relocation, tax and immigration programs and collaborate on other team initiatives and projects as assigned
• Develop global mobility knowledge, process optimization, and documentation for our People Services team to help manage high-volume inquiry resolution
• Assist in various internal reviews of relocation data, processes and policies and assist with audits to verify data discrepancies between systems and ultimately, resolve data discrepancies

Senior Manager, HR Operations – Global Mobility Navigator

• 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

• Be a People Champion for all things HR
• Drive HR strategies and initiatives
• Collaborate with team members and leaders for HR support

Human Resources Business Partner

• Serve as a trusted advisor to clients, offering guidance on HR best practices, compliance, and employee relations
• Evaluate and enhance clients’ HR policies, procedures, and programs to ensure legal compliance and operational efficiency
• Proactively identify HR needs and deliver tailored solutions that support client objectives
• Conduct HR audits, develop reports, and recommend improvements to workflows and systems
• Support clients with performance management, organizational development, and change initiatives
• Step in as a backup trainer for client-facing HR workshops and seminars
• Build strong, consultative relationships with client leadership teams
• Maintain detailed records of client interactions, projects, and outcomes
• Represent the company at client meetings, conferences, and industry events.

HR Generalist – Part-Time

• 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

• Provides leadership, guidance, and support for staff initiatives
• Manages and maintains the organization’s HRIS
• Collaborates with the President and organizational leaders to investigate staff complaints
• Manage biweekly and monthly payroll processing for the U.S. and Canada
• Works with third parties to align plan designs with the company’s needs
• Collaborate with group leaders to assess and identify staffing needs and develop job postings
• Ensures compliance with state, local, and federal labor laws

Human Resources Manager

• Instacart’s People Team is at an inflection point — scaling a world-class HR function while simultaneously partnering with some of the company’s fastest-growing organizations.
• The CPO and People leadership team have a trusted, highly capable thought partner.
• Advertising, Commercial, and adjacent go-to-market organizations have a consistent, high-quality HRBP experience.
• The HRBP team you manage is performing at a higher level than when you arrived.
• Scalable People frameworks, processes, and workflows are in place across critical cycles.
• Complex organizational challenges are navigated with clarity, speed, and minimal disruption to the business.

Director, HR Business Partnership

• Advise and provide coaching to first-time managers on employee relations, systems implementation, compensation, performance management, HR policies and other related topics
• Partner with your function’s HR Business Partner(s) on larger projects and org changes
• Identify and recommend continuous improvements to HR programs and processes to drive efficiencies and enhance the employee experience
• Manage all new hire onboarding logistics for client groups
• Conduct exit interviews and support administration of employee offboarding
• Stay up to date on state HR laws and practices (payroll, benefits, compliance, terminations, leave of absences, etc.)
• Manage employee relations and respond to all questions regarding benefits, systems, performance, company programs and policies

Associate HR Business Partner

• responsible for end-to-end HR support including compensation, recruitment, and talent development
• provide coaching and support to mid and L2/L3 level leaders
• support multiple groups across the Finance function
• develop strategic recommendations/solutions

Director, Human Resources

• Not posting externally
• Position in the range will vary based on job responsibilities and experience

Human Resources jobs in New Hampshire

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