Human Resources

• Partner with senior leaders and their teams as a trusted, proactive HR advisor
• Provide coaching and counsel on performance management, employee development, and organizational effectiveness
• Support workforce planning and organizational design
• Manage employee relations
• Development/implementation HR policies, programs, and processes and support compliance
• Participate in HRIS evaluation and implementation initiatives
• Design/facilitate L& D programs, with focus on practical skill-building and measurable impact
• Build/deliver resources including toolkits, coaching frameworks, and communication guides
• Support people-side workstreams for post-acquisition integration (role mapping, cultural assessment, and comp harmonization)
• Partner with the CHRO on comp benchmarking, job architecture, and total rewards internal equity and market alignment
• Collaborate with TA on critical searches, providing HRBP perspective on candidate assessment, offer strategy, and onboarding

Senior Human Resource Business Partner

• Assist project consultants in preparation of client deliverables. Key areas include, but are not limited to, HR process design (recruiting, on boarding, performance management), learning and development, change and people transition management.
• With guidance, support clients in the day-to-day HR needs, including employee relations, hiring, onboarding and HR administration support
• Provide clients with HR metrics and reports, offering insights to improve their workforce management.
• Contribute to internal projects and the company's HR knowledge base including best practices, templates, and process design.

HR Associate

• 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

• The HR Manager will lead Human Resource functions for assigned stations with direction and support from the Regional HR Director and partnership with the Corporate HR functions.
• This role is responsible for partnering with field operations leaders, front-line employees, and other HR functions to ensure the station’s culture and performance align with company objectives.
• Builds relationships with regional operations leadership team to understand the business needs and talent requirements to meet the organizations goals.
• Provides advice and counsel station leadership on policy and/or collective bargaining agreement interpretation, FLSA, FMLA, ADA, reasonable accommodations, etc.
• Leads the investigative process related to employee matters. This includes conducting fact finding investigations related to any EEO type charges including developing position statements and providing guidance to operational leaders with developing and reviewing charges in discipline/discharge matter.
• Partners with the Talent Acquisition team to provide field support in the recruitment initiatives of the region, collaborates with departmental managers to forecast staffing needs and understand skills and competencies required for openings.
• Provides field support for learning & development programs and initiatives, in partnership with Talent Development.
• Provides field support for the performance management process through the tools and direction provided by Talent Development, including goal setting, constructive feedback and timely performance evaluations.
• Collaborate with HR functions to support change management strategies related to the implementation of major initiatives.
• Maintains compliance and knowledge of labor and employment laws, regulations including trends, best practices, and regulatory changes.

HR Manager

• Lead people engagement for a designated team.
• Lead and execute on Talent Strategy and Management (Performance, Succession, Capability Building, Coaching, Inclusion)
• Coach and advise business leaders.
• Activate and Execute on Strategies (policies & programs) launched by COE teams.
• Lead Organizational Design & Strategic Workforce Planning.
• Advise on policies and programs launched by COE teams.
• Own the global HR strategy and talent agenda for IT & GBS, ensuring alignment to enterprise strategy, digital transformation priorities, and operational performance outcomes.
• Serve as a trusted advisor to IT and GBS senior leadership, providing data-driven insights and recommendations on talent strategy, organization design, workforce planning, and capability building.
• Lead planning, development, and delivery of HR strategies and materials for the CIO and GBS leadership team, including annual talent cycles, strategic priorities, and ad hoc initiatives.
• Drive organization effectiveness across IT & GBS, including org design, operating model evolution, global delivery models, and optimization of spans, layers, and capabilities.
• Oversee talent management processes (e.g., performance, succession, leadership development) with a focus on building critical pipelines for digital, technical, and shared services capabilities.
• Partner closely with Talent Acquisition, Total Rewards, and HR COEs to design and deploy integrated talent solutions that attract, retain, and develop high-demand technical and global services talent.
• Lead workforce planning and skills strategy, translating business transformation (e.g., digital, automation, shared services expansion) into actionable hiring, reskilling, and capability development plans.
• Drive continuous improvement and transformation of HR processes, tools, and governance to enhance scalability, efficiency, and employee experience across IT & GBS.
• Oversee employee engagement, culture, and change management efforts to support large-scale transformation, including technology modernization and global service delivery initiatives.
• Monitor external market and talent trends (e.g., digital skills, global workforce models, outsourcing/GBS evolution) and translate insights into forward-looking HR strategies.
• Set the HR communications strategy for IT & GBS, ensuring clear, consistent messaging that supports business priorities and engagement.
• Lead cross-functional partnership with IT, GBS, and HR COEs (Talent Management, Talent Acquisition, Total Rewards) to ensure integrated, high-quality outcomes.
• Build, lead, coach, and develop a high-performing HR team, driving strong execution, capability building, and stakeholder partnership.

Director, HR, IT & Global Business Services – Orthopedics

• Ensure HR initiatives/processes are executed consistently.
• Act as a business partner for THD Logistics group.
• Develop a progressive role for the Logistic's HR function.
• Establish credibility throughout the organization.
• Communicate Home Depot's Union Free philosophy.
• Manage and monitor the process of leadership development and succession planning.

Regional HR Manager – Logistics

• Investigate workplace complaints and ensure legal and policy compliance, protecting QVC from risk
• Advise managers and People Team colleagues on employee relations issues, policy interpretation, and compliance
• Track and report employee relations activity, identify trends, and recommend solutions
• Support delivery of formal employee relations processes, ensuring consistency and fairness
• Develop and deliver training on employee relations management and compliance topics

Senior Employee Relations Partner, US

• Serve as the primary day-to-day HR point of contact for business leaders, Directors, and front-line managers across the Rentals organization
• Execute high-impact coaching and consultation for senior leaders and managers on complex performance management, organizational development, and leadership capabilities
• Proactively design and implement scalable, strategic HR programs and solutions that drive business outcomes and organizational effectiveness across the full Rentals portfolio
• Provide strategic guidance on organizational design, workforce planning, performance management, and compliance;
• Conduct investigations of workplace policy violations with guidance from the HR Director.
• Partner with Rentals leaders and the broader people team to develop and execute unified HR strategies that champion growth, innovation, and organizational effectiveness
• Assess human resources needs across your Rentals client groups
• Support the communication, rollout, and execution of cyclical HR programs and initiatives for your client groups
• Leverage data and feedback to identify trends and recommend actions to improve team health, retention, and performance across the Rentals organization

Senior HR Business Partner

• Serve as the dedicated, day-to-day HRBP for directors, managers, and staff-level teams across Cosette’s commercial, corporate, R&D, and operational functions.
• Take direct ownership of executing and scaling all human capital strategies, restructuring plans, and cultural initiatives finalized at the executive (ELT) level.
• Act as the primary advisor to mid-level and senior management on employee lifecycle events, team performance, retention strategies, and change management.
• Drive the full lifecycle of Cosette’s annual performance management framework, including goal-setting, mid-year check-ins, and year-end evaluations.
• Build and oversee progressive talent evaluation programs.
• Develop and maintain the company’s core succession planning framework to identify critical talent vulnerabilities, mitigate flight risks, and secure talent pipelines for key technical and operational roles.
• Lead the design, authoring, and continuous updates of Cosette’s corporate policies and compliance protocols.

Director, Human Resources

• Deliver expert employee relations guidance and ensure compliance with employment laws and QVC policies
• Lead complex investigations and provide guidance to managers and team members
• Track and report employee relations activity, identify trends, and recommend solutions
• Support delivery of formal employee relations processes ensuring consistency and fairness
• Develop and deliver training on employee relations management and compliance topics

Senior Employee Relations Office Partner

• 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

• Develop the mid/long-term HR/talent strategy and implementation plan according to business strategy
• Partner with business leaders to do workforce planning, organization design and development
• Lead the global annual performance review and year-end compensation planning and equity planning for designated client groups
• Proactively resolve complex business concerns, focused on root cause analysis
• Partner with COEs, delivering strategic business insight to guide development of programs
• Lead the talent review process and ensure the succession of critical positions
• Lead and drive initiatives in partnership with COEs in support of a high-performance culture
• Proactively identify opportunities for continuous improvement and drive that culture
• Engage on employee relations cases in partnership with the Legal and ER teams

Director, HR Business Partner, Global R&D

• Serve as a trusted HR partner to senior leaders across Quality, Regulatory Affairs and Patient Safety, providing strategic and operational HR support.
• Translate business priorities into aligned people and workforce strategies.
• Partner on organizational design, workforce planning, and capability development to support evolving operating models.
• Support talent management processes including talent reviews, succession planning, and leadership development.
• Act as a coach and advisor to leaders on organizational health, engagement, and leadership effectiveness.
• Enable SC & Operations transformation initiatives through effective change leadership.
• Partner with Employee Relations, Legal, and other people related functions to address employee relations topics.
• Collaborate with HR Centers of Excellence and regional HR teams to deliver integrated HR solutions.

Director, HR, Quality & Regulatory – Orthopedics

• Provide expert guidance on complex workplace issues
• Serve as the primary resource for People and Organization Partners and managers
• Manage performance, conduct, complaints, and terminations
• Collaborate with HR, Legal, and Compliance teams
• Develop managers, preparing them to address daily employee matters
• Lead formal ER processes for manager-level and above employees
• Investigate complex or sensitive employee complaints
• Maintain comprehensive case tracking and documentation across all ER activity
• Mentor managers to build their confidence in handling everyday employee relations matters
• Partner with Legal, Compliance, and P&O peers to ensure policy application is consistent
• Help deliver ER-related training for managers and People function colleagues
• Monitor workplace climate data and surface applicable insights

• Lead and oversee execution of the RCSA lifecycle in accordance with enterprise standards.
• Ensure comprehensive identification and assessment of Operational, Compliance, Third Party, Information, and Model Risks.
• Provide effective challenge to business stakeholders on risk identification, control design, and control effectiveness.
• Ensure risks, controls, and processes are accurately documented and maintained within OpenPages.
• Identify emerging risks and thematic control issues and escalate as appropriate.
• Serve as senior FLoD owner for Issue Management activities from identification through remediation and closure.
• Ensure timely identification, escalation, and documentation of issues where risk exceeds tolerance.
• Oversee root cause analysis, management action plans, remediation timelines, and remediation evidence quality.
• Govern issue changes, extensions, and escalation processes.
• Ensure remediation is completed in a timely, sustainable manner and is prepared for independent validation.
• Support executive-level leadership within ARM and HR by delivering executive-ready risk insights and issue reporting.
• Prepare materials for senior leadership and governance forums, including risk posture summaries and issue escalation briefings.
• Advise leadership on risk implications related to organizational initiatives, workforce actions, and business change.
• Act as primary risk liaison for the business units with ORM, Internal Audit, Compliance, and other risk governance functions such as third party, technology, data privacy, etc.
• Support governance forums through clear, concise, and accurate risk reporting.
• Promote a strong risk management culture and accountability across the business unit.

Business Unit Risk Manager, HR & ARM

• Lead people engagement for a designated team.
• Lead and execute on Talent Strategy and Management (Performance, Succession, Capability Building, Coaching, Inclusion).
• Coach and advise business leaders.
• Activate and Execute on Strategies (policies & programs) launched by COE teams.
• Lead Organizational Design & Strategic Workforce Planning.
• Advise on policies and programs launched by COE teams.
• Own the global HR strategy and talent agenda for IT & GBS, ensuring alignment to enterprise strategy, digital transformation priorities, and operational performance outcomes.
• Serve as a trusted advisor to IT and GBS senior leadership, providing data-driven insights and recommendations on talent strategy, organization design, workforce planning, and capability building.
• Lead planning, development, and delivery of HR strategies and materials for the CIO and GBS leadership team, including annual talent cycles, strategic priorities, and ad hoc initiatives.
• Drive organization effectiveness across IT & GBS, including org design, operating model evolution, global delivery models, and optimization of spans, layers, and capabilities.
• Oversee talent management processes (e.g., performance, succession, leadership development) with a focus on building critical pipelines for digital, technical, and shared services capabilities.
• Partner closely with Talent Acquisition, Total Rewards, and HR COEs to design and deploy integrated talent solutions that attract, retain, and develop high-demand technical and global services talent.
• Lead workforce planning and skills strategy, translating business transformation (e.g., digital, automation, shared services expansion) into actionable hiring, reskilling, and capability development plans.
• Drive continuous improvement and transformation of HR processes, tools, and governance to enhance scalability, efficiency, and employee experience across IT & GBS.
• Oversee employee engagement, culture, and change management efforts to support large-scale transformation, including technology modernization and global service delivery initiatives.
• Monitor external market and talent trends (e.g., digital skills, global workforce models, outsourcing/GBS evolution) and translate insights into forward-looking HR strategies.
• Set the HR communications strategy for IT & GBS, ensuring clear, consistent messaging that supports business priorities and engagement.
• Lead cross-functional partnership with IT, GBS, and HR COEs (Talent Management, Talent Acquisition, Total Rewards) to ensure integrated, high-quality outcomes.
• Build, lead, coach, and develop a high-performing HR team, driving strong execution, capability building, and stakeholder partnership.

• Lead and execute on Talent Strategy and Management
• Coach and advise business leaders
• Activate and Execute on Strategies launched by COE teams
• Own the global HR strategy and talent agenda for IT & GBS
• Serve as a trusted advisor to IT and GBS senior leadership
• Drive organization effectiveness across IT & GBS
• Oversee talent management processes
• Partner closely with Talent Acquisition, Total Rewards, and HR COEs
• Monitor external market and talent trends
• Build, lead, coach, and develop a high-performing HR team

• Lead people engagement for a designated team.
• Lead and execute on Talent Strategy and Management (Performance, Succession, Capability Building, Coaching, DEI)
• Coach and advise business leaders.
• Activate and Execute on Strategies (policies & programs) launched by COE teams.
• Lead Organizational Design & Strategic Workforce Planning.
• Advise on policies and programs launched by COE teams.
• Own the global HR strategy and talent agenda for the Trauma business, ensuring alignment to enterprise strategy, commercial growth, and innovation priorities.
• Serve as a trusted advisor to Trauma senior leadership, providing data-driven recommendations on organization design, talent strategy, leadership capability, and workforce planning.
• Lead planning, development, and delivery of HR strategies and materials for the Trauma leadership team, including annual talent cycles, business planning, and ad hoc priorities.
• Drive organization effectiveness across the Trauma business, including org design, operating model evolution, field/market alignment, and optimization of spans and layers.
• Oversee talent management processes (e.g., performance, succession, leadership development), ensuring strong pipelines for critical commercial, clinical, and functional roles.
• Partner closely with Talent Acquisition, Total Rewards, and HR COEs to design and implement integrated talent solutions that enable attraction, retention, and development of top talent in a competitive healthcare market.
• Lead workforce planning and talent analytics, translating business strategy, market expansion, and product pipeline into actionable hiring and development plans.
• Drive continuous improvement and transformation of HR processes, tools, and governance to enhance effectiveness, scalability, and employee experience.
• Oversee employee engagement, culture, and change management efforts to support business transformation, integration, and growth initiatives.
• Monitor external market trends (e.g., MedTech talent landscape, clinical/commercial capabilities, competitive dynamics) and translate insights into forward-looking HR strategies.
• Set the HR communications strategy for Trauma, ensuring clear, consistent messaging that supports business objectives and engagement.
• Lead cross-functional partnership with HR COEs, commercial and medical leadership, and other enterprise stakeholders to ensure integrated, high-quality outcomes.
• Build, lead, coach, and develop a high-performing HR team, setting clear priorities and ensuring strong execution and stakeholder management.

Director, HR – Trauma / Orthopedics

• Lead people engagement for a designated team.
• Lead and execute on Talent Strategy and Management (Performance, Succession, Capability Building, Coaching, Inclusion).
• Coach and advise business leaders.
• Activate and Execute on Strategies (policies & programs) launched by COE teams.
• Own the global HR strategy and talent agenda for IT & GBS, ensuring alignment to enterprise strategy, digital transformation priorities, and operational performance outcomes.

Director HR, IT – Global Business Services

• Act as a trusted advisor to managers and employees on HR policies, performance management, employee engagement, and career development.
• Primarily point of contact for day-to-day employee questions around HR processes, payroll, benefits, and company policies
• Partner with hiring managers to define role requirements and create compelling job descriptions.
• Manage the end-to-end recruitment process: sourcing, screening, interviewing, and coordinating offers.
• Build and maintain a strong talent pipeline, with a focus on roles in the pharmaceutical and healthcare marketing space.
• Support employer branding initiatives to position P10 as a top destination for creative and strategic talent.
• Collaborate with external recruiters when needed, ensuring an efficient and positive candidate experience.
• Collaborate with leaders to design and implement learning, development, and engagement initiatives.
• Support roll-out of career frameworks, performance reviews, and leadership development programs.
• Help foster a culture of feedback, recognition, collaboration, and accountability aligned with P10’s values.
• Provide coaching to leaders to help them effectively manage and develop their teams.
• Own core HR processes (onboarding, offboarding, employee changes, leaves of absence, etc.)
• Ensure compliance with employment standards, benefits, and workplace requirements in the U.S. and Canada.
• Process payroll for multiple jurisdictions to ensure compliance and accuracy.
• Maintain tax and local accounts across multiple states and ensure accounts remain in good standing.
• Partner with legal, finance, and operations as needed.
• Partner with the Fractional Head of HR to refine and implement HR policies and practices as the agency grows.
• Support initiatives that reinforce company culture, values, and employee engagement.
• Manage benefits including open enrollment, and help steer decisions that can help reinforce culture and employee retention

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