Human Resources

• Provide essential support to the HR team
• Drive HR initiatives within the organization
• Assist in delivering a broad range of HR projects
• Partner with various business units to support their HR needs
• Lead and operationalize core HR processes
• Drive colleague engagement survey strategy and follow-through
• Assist in preparing data and facilitation techniques
• Own and maintain governance of job description and role architecture frameworks
• Partner with immigration function and external counsel for visa cases
• Develop executive-ready materials to inform decision-making
• Collaborate with HR Centers of Excellence (COEs) to deliver integrated solutions
• Champion company purpose and values

HR Business Partner, Consultant

• The HR Leader, Spine Global Business Unit, is responsible for setting and leading the people strategy, design, governance, and delivery of HR programs supporting the Spine organization globally.
• Reporting to the Head of HR, Spine Sports, and CMF Global Business Unit, this role serves as a strategic partner to the Spine Global Leadership teams to drive talent outcomes aligned to business priorities.
• The role provides leadership across talent strategy, organization effectiveness, workforce planning, leadership development, and organizational engagement ensuring alignment to business strategy, financial performance, and enterprise priorities.
• The HR Leader ensures execution of HR programs with rigor, consistency, and impact while continuously monitoring external market trends and internal business needs.

HR Leader – Spine, Orthopedics

• FirstEnergy’s HR Application Configuration Analyst A is responsible for the technical design, development and support of the Empower solution (Oracle Human Capital Management [HCM]) and related HR technologies.
• The role focuses on building and maintaining configurations, customizations, integrations and reports to support key HR business processes.
• The position will partner with HR, IT and other business units to deliver secure, efficient and scalable solutions aligned with Oracle HCM Cloud best practices and FirstEnergy’s HR technology strategy.
• In addition to core configuration this role participates in full lifecycle implementations, supports data conversions and analytics initiatives, and provides training and documentation to ensure adoption across HR teams.
• Design, develop, test and deploy technical components in Oracle HCM Fusion, including Fast Formulas, HCM Extracts, BI Publisher reports and OTBI dashboards.
• Configure and maintain security roles, privileges and duty roles in line with segregation‑of‑duties and SOX requirements.
• Build and maintain interfaces and integrations between Oracle HCM and external/internal systems using BI Publisher, OTBI, HCM Extracts, HCM Data Loader (HDL/HSDL), FBDI (File‑Based Data Import), Spreadsheet loaders and REST/SOAP web services.
• Develop inbound and outbound integrations with third‑party providers (e.g., payroll and benefits vendors) using Oracle Integration Cloud (OIC), secure SFTP connections and other integration patterns.
• Customize and maintain workflow approvals using the BPM Worklist and relevant configuration tools.
• Support development of extensions using Oracle Visual Builder Cloud Service (VBCS) and other platform tools where applicable.
• Maintain HR security for all HR Products within the ITNow solution.
• Analyze and translate functional requirements into detailed technical specifications and deliver working solutions across full implementation lifecycles—requirements gathering, design, configuration, data conversion, testing and deployment.
• Provide Tier‑3 technical support for the HR Help Desk, resolving system issues requiring advanced troubleshooting of configurations, integrations and performance.
• Develop and maintain technical documentation (e.g., business requirements, design specs, test plans, user guides) and keep Empower configuration workbooks current to reflect system changes and new development.
• Participate in the quarterly release process, ensuring that configuration and customizations are supported and working as expected; conduct regression testing and mitigate impact on custom code.
• Participate in Oracle quarterly release testing, evaluating impacts on custom code, integrations and security.
• Train HR and IT stakeholders on new functionalities, self‑service reporting and best practices; provide cross‑training and mentor junior developers to ensure long‑term sustainability of the HR technology platform.
• Develop and execute unit, system, regression and user‑acceptance test plans for new configurations, integrations and releases.
• Collaborate with HR and IT partners to ensure system accuracy, performance and stability.
• Support SIT/UAT efforts, participate in code reviews and adhere to SDLC/Agile practices such as sprint planning, backlog grooming and retrospectives.
• Design, develop and manage data conversions, mass data updates and data validations using HDL, HSDL, FBDI and spreadsheet loaders; optimize data structures and queries for reporting efficiency and accuracy.
• Ensure data governance, confidentiality and role‑based access controls are implemented for integrations and sensitive employee data; champion encryption standards and compliance with SOX and privacy regulations.
• Design interactive dashboards, KPIs and advanced reports using Oracle Analytics Cloud (OAC), OTBI and BI Publisher; identify and define critical metrics aligned with business goals and provide actionable insights to HR stakeholders.
• Participate in the SOX process by running key IT HR controls to ensure compliance and reduce liability.
• Partner with HR Centers of Expertise and IT teams to evaluate business processes, recommend technical improvements and execute on business needs.
• Provide input into HR technology strategy with a focus on digital solutions and process automation; stay current with Oracle’s quarterly releases and emerging HCM technologies.
• Lead or contribute to full lifecycle HCM projects, including configuration, data migration, testing and go‑live support; communicate status and risks to stakeholders and project managers.
• Mentor and cross‑train team members, share knowledge and best practices, and participate in HR business road‑mapping exercises to align development priorities with long‑term strategic goals.

Application Configuration Analyst IV – IT HR Products

• 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

• Responsible to develop, communicate, and administer HR policies and programs
• Support approximately 300–450 employees
• Interpret and explain human resources policies, procedures, laws, standards, or regulations on a daily basis
• Serve as an HR Business Partner to field leadership
• Direct and manage tasks, programs, and projects within the Field team
• Provide strategic consulting to field leadership and hiring managers regarding staffing needs, compensation, performance management, employee relations, policy compliance, training, etc.
• Provide direction, coaching, and leadership to assigned Human Resources staff
• Recommend new approaches, policies, and procedures to effect continual improvements in efficiency of services performed
• Partner with the centers of expertise for payroll processing, employee benefits programs, and national HR programs
• Partner with center of expertise to ensure compliance with all applicable employment legislation for the assigned geographic area
• Conduct employee relations counseling, mediation, and investigations as well as handle employee grievances

Senior HR Generalist

• 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

• Executing second line of defense compliance and operational risk oversight
• Ensuring requirements of the Global Compliance Enterprise Policy are implemented
• Identifying, challenging, escalating, and mitigating risks in a timely manner
• Engaging with senior technology leaders to ensure risk is managed effectively
• Reviewing and challenging the governance, design, implementation, and operation of AI-enabled technology solutions
• Driving a culture of proactive risk management across the Global Technology organization

Employee Experience Technology Compliance and Operational Risk Officer

• Lead benefits related interactions with Middle Market clients
• Research and formulate responses to complex benefit issues
• Maintain relationships with key client contacts
• Ensure compliance with benefit laws and regulations
• Deliver benefit education sessions in person and virtually
• Analyze benefit information supplied by clients and worksite employees

Senior Benefits Specialist – MidMarket

• Partnering with clients and assisting the Human Resource Specialist in the delivery of compliance-based services.
• Promoting consistency of process and compliance with state and federal laws to mitigate liability.
• Researching and providing guidance on HR topics related to employment law.
• Collaborating with the Human Resource Specialist to develop work relationships that result in client retention and growth.
• Providing support with projects such as handbooks, policy development, and implementing tracking solutions.

Human Resource Representative

• Responsible for setting and leading the people strategy, design, governance, and delivery of HR programs supporting the Spine organization globally.
• Reporting to the Head of HR, Spine Sports, and CMF Global Business Unit, serve as a strategic partner to the Spine Global Leadership teams to drive talent outcomes aligned to business priorities.
• Provide leadership across talent strategy, organization effectiveness, workforce planning, leadership development, and organizational engagement ensuring alignment to business strategy, financial performance, and enterprise priorities.
• Ensure execution of HR programs with rigor, consistency, and impact, while continuously monitoring external market trends and internal business needs.

HR Leader – Orthopedics

• Responsible for setting and leading the people strategy, design, governance, and delivery of HR programs supporting the organizations globally.
• Serve as a strategic partner to the Trauma US Commercial team to drive talent outcomes aligned to business priorities.
• Provide leadership across talent strategy, organization effectiveness, workforce planning, leadership development, and organizational engagement ensuring alignment to business strategy, financial performance, and enterprise priorities.
• Ensure execution of HR programs with rigor, consistency, and impact, while continuously monitoring external market trends and internal business needs.

HR Leader, Trauma – Orthopedics

• The HR Leader, Spine Global Business Unit, is responsible for setting and leading the people strategy, design, governance, and delivery of HR programs supporting the Spine organization globally.
• Reporting to the Head of HR, Spine Sports, and CMF Global Business Unit, this role serves as a strategic partner to the Spine Global Leadership teams to drive talent outcomes aligned to business priorities.
• The role provides leadership across talent strategy, organization effectiveness, workforce planning, leadership development, and organizational engagement ensuring alignment to business strategy, financial performance, and enterprise priorities.
• The HR Leader ensures execution of HR programs with rigor, consistency, and impact, while continuously monitoring external market trends and internal business needs.

• Set and lead the people strategy, design, governance, and delivery of HR programs
• Serve as a strategic partner to the Trauma US Commercial team to drive talent outcomes aligned to business priorities.
• Provide leadership across talent strategy, organization effectiveness, workforce planning, and leadership development
• Ensure execution of HR programs with rigor, consistency, and impact
• Partner with business on organizational design efforts to position business for the future
• Identify and diagnose talent needs through strong analytical acumen
• Create and deploy talent strategy to attract, develop, reward, and retain talent
• Partner with Talent Acquisition on sourcing and acquiring talent in critical capability areas
• Partner with business leaders to shape culture and employee engagement strategies
• Develop trusted partnerships and coaching relationships with leaders and teams to build leadership capabilities

• Responsible for setting and leading the people strategy, design, governance, and delivery of HR programs supporting the organizations globally.
• Serves as a strategic partner to the Trauma US Commercial team to drive talent outcomes aligned to business priorities.
• Provides leadership across talent strategy, organization effectiveness, workforce planning, leadership development, and organizational engagement.
• Ensures execution of HR programs with rigor, consistency, and impact, while continuously monitoring external market trends and internal business needs.

HR Leader – Trauma, Orthopedics

• Provides a range of analytical, program and/or operational process support within a defined functional area.
• Identifies key operational / reporting / process issues.
• Leads problem resolution for issues that have been escalated.
• Provides thorough analysis and/or specialized reporting or operational/process support.
• May lead small scale initiatives or work stream packages for assigned area.

HR Operations Analyst I – Adjudication

• Provides a broad range of operational process support and/or performs general to specialized transactions and/or other processing activities for own functional area.
• Works within broad and/or non-standard parameters, involving multiple steps, systems, and jurisdictions.
• Requires specialized expertise and performs multiple and/or diverse tasks that are highly complex.
• Handles 1st level escalated issues and provides work guidance and direction or acts as a working team lead and resource to others.
• Accountable for resolving exceptions, non-standard issues / transactions and/or escalating to appropriate level where further clarity or interpretation of more complex policies or rules is required.
• Provides process / policy guidance to others internal partners/clients.
• Focus of work is weekly, monthly and/or longer with addition of ad-hoc and initiative based requests, as required.
• May involve cross-functional teams across TD and/or involving external contacts.

HR Coordinator III – Adjudication Support

• Partner with Sales and Solution teams to consult with large, complex customers during pre-sales.
• Guide customers through the setup of integrations with Guardian.
• Troubleshoot and resolve integration challenges across both customer HCM environments and Guardian systems.
• Ensure a consistent, repeatable onboarding experience to reduce friction and accelerate time-to-value.
• Leverage frontline experience to provide actionable feedback to Product and API teams.

HCM Platform Specialist, Benefits Technology

• Ensure clients are compliant with employment law, benefits and record keeping
• Maintaining employee records, including new hire set up, I9 validation, all employee changes while ensuring compliance with local, state and federal legislation
• Assistance in coordination of benefits enrollments for companies
• Track training for all clients assigned
• Maintaining and administering human resources plans and procedures that relate to company personnel
• Upholding and enforcing company policies
• Creating and revising job descriptions
• Performs benefits administration, including change reporting, approving invoices for payment and communicating benefits information to employees
• Develops and maintains all governmental reporting, including ACA and Unemployment Insurance
• Conducting new employee orientations and employee relations counseling
• Ensure healthy onboarding and performance management
• Overseeing and conducting exit interviews
• Maintaining company directory and other organizational charts
• Recommending new policies, approaches, and procedures
• Practical knowledge of workers comp, FMLA, ADA
• Participates in other duties as assigned

Human Resources Administrator

• Partners with business and Human Resources (HR) leaders to design and deliver talent management strategies and talent development plans that ensure effective succession planning and a bench of future leaders
• Leads, designs, and implements key leadership development processes and HR initiatives such as talent and succession planning, performance management, organizational design and effectiveness, manager development, 360 feedback, and program nominations
• Executes talent management strategy and organizational design across local, regional, and enterprise teams and partners while ensuring compliance with rules and regulations
• Provides consultative support and coaching to key leaders focused on promoting and developing diverse and top talent
• Maximizes business and enterprise objectives and outcomes by implementing strategic talent solutions leveraging quantitative and qualitative data
• Partners with control functions (e.g., Corporate Communications, Legal, Risk, Compliance) to mitigate people risk and effectively communicate people moves and talent processes to impacted stakeholders
• Consults with leaders on organizational change including assessing operating model and org design effectiveness, preparing org design proposals and communication plans. Serves in advisory roles for horizontal initiatives across Global Technology and BMC organizations, working with line of business and HR partners to consult.

Human Resources jobs in New Jersey

See all jobs on JobTailor

HR Business Partner, Consultant

HR Leader – Spine, Orthopedics

Application Configuration Analyst IV – IT HR Products

Senior Human Resources Business Partner

Senior HR Generalist

Managing Director – HR Product, Transformation

Employee Experience Technology Compliance and Operational Risk Officer

Senior Benefits Specialist – MidMarket

Human Resource Representative

HR Leader – Orthopedics

HR Leader, Trauma – Orthopedics

HR Leader – Orthopedics

HR Leader, Trauma – Orthopedics

HR Leader – Spine, Orthopedics

HR Leader – Trauma, Orthopedics

HR Operations Analyst I – Adjudication

HR Coordinator III – Adjudication Support

HCM Platform Specialist, Benefits Technology

Human Resources Administrator

Talent Consultant II – Global Technology, Business Management & Controls