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

• Ensure a welcoming employee experience through timely communication, responsiveness, and thoughtful follow-through.
• Administer Grove's U.S. benefits programs, including medical, dental, vision, life and AD&D, HSA, FSA, COBRA, and 401(k) plans.
• Serve as the primary day-to-day point of contact for employees, benefit carriers, brokers, and third-party administrators to resolve benefit-related questions and administrative issues.
• Process employee benefit enrollments, qualifying life event changes, and terminations accurately and within required payroll and carrier deadlines.
• Partner with our leave of absence and disability vendor to administer employee leaves, review requests, coordinate documentation, and partner with HR Business Partners on leave-related matters.
• Review and reconcile monthly benefit invoices and partner with Finance to support timely and accurate premium payments.
• Perform routine audits of benefit enrollments, payroll deductions, HRIS data, and carrier records to ensure data integrity and resolve discrepancies proactively.
• Maintain employee benefit records and documentation in accordance with company policies and applicable federal, state, and local regulations.
• Support compliance activities related to benefits administration, including ACA, COBRA, Form 5500, nondiscrimination testing (NDT), San Francisco Health Care Security Ordinance (SFHCSO), and other required reporting.
• Own the annual Open Enrollment strategy and execution end-to-end, partnering with our broker to evaluate plan design, timelines, and vendor logistics — including employee communications, education sessions, system configuration, testing, and implementation.
• Partner with the Director of People Experience, CFO, broker, and carriers throughout the annual benefits renewal process by gathering information, evaluating plan options, preparing recommendations, and supporting implementation.
• Stay informed on federal, state, and local legislative and regulatory changes impacting employee benefits and leave administration.
• Support the employee lifecycle through new hire orientation, employee inquiries, and other People Experience initiatives and special projects as assigned.
• Assist with immigration and visa administration.

Senior Benefits Specialist

• Investigate and determine the correct Coordination of Benefits (COB) for members with multiple health insurance plans
• Review insurance eligibility, policy coverage, and documentation to verify the proper payer order
• Contact insurance carriers, Medicare (CMS), employer groups, healthcare providers, and members by phone, email, fax, and mail to validate coverage information
• Research complex healthcare eligibility issues and apply Medicare CMS and NAIC guidelines to determine primary and secondary coverage
• Document findings accurately in company systems while maintaining complete and detailed records
• Review Explanation of Benefits (EOBs) and other insurance documentation to support payment determinations
• Process incoming COB correspondence and updating eligibility records as needed
• Handle inbound and outbound calls related to Coordination of Benefits inquiries
• Meet established productivity, quality, and turnaround time goals
• Maintain HIPAA compliance and adhere to all federal, state, and client requirements
• Collaborate with teammates while working independently in a remote environment
• Identify opportunities to improve processes, documentation, and communication

Benefits Specialist

• 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

• Conducts investigations of complaints and concerns, including allegations of policy violations, working conditions, disciplinary actions, and employee grievances, including harassment, discrimination, retaliation, etc.
• Make recommendations on the appropriate course of action in partnership with the key stakeholders for Employee Relations issues
• Document findings and write investigation summaries to be maintained in ThinkLP.
• Coach and advise all levels of management through employee relations matters (e.g. performance management, corrective action processes, policy interpretation, conflict resolution, terminations, etc).
• Monitor and ensure compliance with federal, state, and local employment laws, and Identify emerging employee relations and compliance risks and coordinate with appropriate stakeholders to support timely mitigation
• Perform other related duties as required.
• **Must be willing to travel** at least 90% of the time to visit sites in your region.

Employee Relations Specialist II

• Administer health and welfare benefits programs, including medical, dental, vision, life/AD&D, disability, FSA/HSA, EAP, voluntary benefits, and retirement plans
• Support benefits eligibility and enrollments for new hires, annual open enrollment, qualifying life events, and status changes
• Maintain accurate benefit records and employee elections in HRIS/benefits administration platforms
• Provide benefits education and support to employees
• Partner with payroll to ensure accurate deductions and reconciliation of benefit billing and premium payments
• Serve as the primary point of contact for leave requests and administration (FMLA, ADA accommodations, etc.)
• Coordinate with third-party worker’s comp vendor to ensure leave cases are managed appropriately
• Track and update leave statuses accurately in HRIS and communicate with payroll regarding pay status

Benefits and Leave Management Specialist

• Drive talent readiness, associate engagement, compliance, and organizational effectiveness across a district of 6–13 stores.
• Align people strategies with business goals.
• Lead efforts in talent management, leadership development, associate relations, and workforce planning.
• Support Associate Support Department Supervisors in selection and development.
• Partner with store and district leaders in hiring and onboarding.
• Lead HR Town Halls and foster workplace culture.

District Human Resources Manager

• Lead talent management initiatives aligned to business and enterprise strategy, including talent planning, succession planning, leadership development, and performance enablement.
• Partner with senior leaders and HR stakeholders to assess talent needs and translate insights into clear, actionable talent strategies and interventions.
• Design and deliver talent management programs and processes that support leadership capability, role readiness, and organizational effectiveness.
• Support talent strategies through capability assessment, succession insights, role expectations, and development recommendations.
• Apply talent data, assessments, and structured frameworks to inform decisions, measure program effectiveness, and improve talent outcomes.
• Collaborate with HR partners across learning, rewards, HR business partner, and other talent functions to integrate talent management solutions into broader people strategies.
• Create practical toolkits, playbooks, and leader guidance to scale talent management approaches across the enterprise.

Senior Manager, Talent Management

• Serve as an accessible, visible HR resource for employees and managers, contributing to a positive, inclusive workplace culture across PAR’s North America footprint.
• Support meaningful employee lifecycle moments — onboarding, role changes, leaves of absence, and offboarding — ensuring a consistent and engaging experience.
• Facilitate awareness and adoption of People programs, including engagement surveys, recognition initiatives, and policy updates.
• Identify and escalate emerging organizational trends, culture signals, or workforce risks to People Strategy Partners in a timely manner.
• Act as the first point of contact for employee concerns, workplace conflicts, and HR policy questions, providing timely, objective, and empathetic guidance.
• Conduct and document preliminary investigations into employee relations matters; partner with legal counsel and senior HR on complex or sensitive cases.
• Interpret and consistently apply HR policies in accordance with applicable federal, state/provincial, and local employment laws across U.S. and Canadian jurisdictions.
• Maintain accurate case records in PAR’s HR case management system and contribute to trend reporting to proactively surface recurring issues.
• Support managers through all stages of the performance cycle — goal-setting, mid-year check-ins, and year-end reviews — ensuring consistency and fairness across the business.
• Deliver seamless HR operations and maintain the integrity of our people systems and processes.
• Drive continuous improvement by finding smarter, more effective ways to support employees and managers.

• Oversee HR functions and provide guidance for offices located in CA, NY, HI, and Guam, ensuring compliance with federal, state, and local employment laws
• Direct, mentor, and oversee the performance of HR Generalist and an Office Operations Coordinator
• Manage the entire employee lifecycle for both local U.S. staff and expatriate employees
• Lead recruitment, onboarding, performance evaluation, and training programs tailored to diverse teams
• Serve as the link between U.S. branches and South Korea HQ
• Review and update existing personnel procedures and policies
• Address employee inquiries, manage conflict resolution, and proactively foster a positive, inclusive, and collaborative company culture
• Create the annual HR budget and manage overall departmental expenditures for the U.S. offices
• Proven experience processing payroll and serving as the lead administrator for core HR technologies
• Design and implement training initiatives focused on compliance, leadership development, and continuous professional growth
• Manage day-to-day office and workplace operations

HR Manager

• Serve as the primary point of contact for employee HR inquiries, providing timely guidance and support on HR policies, benefits, and programs.
• Support HR operations by processing employee lifecycle transactions, including new hires, promotions, transfers, status changes, and terminations.
• Maintain accurate employee records and HRIS data, ensuring data integrity and timely processing of employee information.
• Regularly maintain and update organizational charts and other HR documentation.
• Administer employee benefits programs, including health and welfare plans, retirement plans, leave programs, enrollments, qualifying life events, and annual open enrollment.
• Partner with benefits vendors and brokers to administer benefit plans, resolve employee inquiries, and support ongoing benefits communications.
• Coordinate with Payroll and Finance to ensure accurate employee data, benefits deductions, and timely resolution of payroll discrepancies.
• Communicate HR policies, procedures, and program updates to employees and managers, providing guidance and ensuring consistent application.
• Monitor compliance with federal, state, and local employment laws, as well as company policies and HR procedures.
• Support the performance management process by coordinating performance review cycles and providing guidance to managers and employees as needed.
• Assist with immigration-related processes by gathering required documentation and coordinating with employees and external counsel.
• Identify opportunities to improve HR processes, enhance operational efficiency, and elevate the employee experience.
• Participate in special projects and perform other related duties as assigned

HR Assistant Manager – Generalist

• Provide secretarial, technical and organizational assistance to the CHRO
• Proactive calendar management (schedule in-person/virtual meetings, send outlook invitations, track RSVPs)
• Arrange conference room reservations, catering and AV requests
• Answer and place telephone calls professionally and take accurate and complete messages for the CHRO
• Arrange domestic/international travel
• Prepare and submit expenses reports
• Prepare, secure necessary approvals, and process department invoices
• Draft, review and send communications on behalf of the CHRO
• Conduct ad hoc research and assist with special projects
• Support HR department wide initiatives and events
• Assist with other responsibilities and projects as assigned

Assistant, Human Resources

• Responsible for reviewing all human resource activities to include employment, compensation, benefits, and training and development for all existing offices.
• Develop and maintain relationship with internal operating segments.
• Assist with FLSA evaluations of job positions of all existing offices.
• Assist with transition of documentation of job positions and job evaluation systems for all existing offices.
• Analyze, audit and review payroll processes.
• Provide advice, assistance and follow-up on company policies, procedures, and documentation.
• Recommend and advise on maintenance of human resource, payroll, and benefits systems.
• Recommend policy and procedural improvements for all existing offices.

Human Resources Audit Associate

• 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

• Partnering with leaders to drive people strategies that enable business success
• Providing guidance on a wide range of people topics while helping to build engaged, high-performing teams
• Building trusted relationships with leaders, providing guidance on people topics while balancing business needs with employee experience
• Managing employee relations matters, handling standard issues independently and partnering with Senior HRBPs and Employee Relations on more complex cases
• Supporting and coaching managers through performance management, development conversations, and team effectiveness
• Leading talent processes such as performance cycles, talent planning, and succession discussions
• Partnering with Recruiting and cross-functional stakeholders to support workforce planning and headcount management
• Leading and executing team-level organizational changes, ensuring thoughtful planning, clear communication, and alignment with broader organizational goals
• Using data and insights to identify trends and inform recommendations, with support as needed
• Contributing to projects and initiatives that enhance the impact and scalability of the HRBP function

HR Business Partner

• Partners with leaders on workforce planning, organizational design, and change initiatives aligned to business priorities.
• Advise on team effectiveness, leadership capability, and succession planning to strengthen organizational performance.
• Contribute to enterprise talent initiatives, including engagement, culture, and performance management frameworks.
• Manage employee relations matters, including investigations, conflict resolution, and performance concerns, ensuring fair and consistent application of policies.
• Identify trends and recommend actions to mitigate risk and improve employee experience.
• Support leaders through organizational changes, including restructures and workforce transitions.
• Support managers in setting expectations, managing performance, and driving accountability.
• Guide performance interventions, including development plans and ongoing feedback processes.
• Coach leaders on effective management practices, communication, and decision-making.
• Partner with leaders and HR teams on compensation decisions, job design, and organizational alignment.
• Support promotion and compensation processes, ensuring alignment with internal equity, market considerations, and governance requirements.
• Align workforce planning with hiring strategies in partnership with Talent Acquisition.
• Deliver workforce analytics and reporting tied to retention, succession risk, and organizational capacity.
• Monitor HR metrics and provide insights that inform leadership decisions and anticipate talent risks.
• Maintain workforce documentation and reporting that supports compliance, audit, and governance requirements.
• Support HR systems and data integrity to enable performance management, recruitment, engagement, and development processes.
• Ensure consistent application of HR policies and practices across business units.
• Support policy communication and updates in alignment with legal and organizational standards.

Director, Human Resources Business Partner

• Administer medical, dental, vision, disability, life insurance, and 401(k) benefits.
• Process enrollments, changes, qualifying life events, and terminations.
• Coordinate new hire benefits orientation and annual open enrollment.
• Partner with benefit brokers, carriers, and vendors on renewals and employee support.
• Ensure compliance with ERISA, ACA, COBRA, HIPAA, and other applicable regulations.
• Maintain benefit records, reporting, and Form 5500 documentation.
• Support leave administration and assist with benefits-related reporting and audits.
• Identify opportunities to improve benefits processes and employee experience.

• Facilitate a learning environment that supports the college mission and visions statements
• Provide approximately 12-14 hours per week of instruction over the course of five days each week, per course
• Prepare course(s) assigned in Blackboard with required elements by the designated deadline
• Facilitate discussion, grading student work, checking email, engaging in personalized retention efforts and outreach to support student success
• Respond to outreach (email, text, calls, etc.) from students, supervisors, colleagues, etc. within 48-hours
• Maintain contemporary knowledge and skills in their discipline to support expected classroom responsibilities.
• Review student work, adhere to grading rubrics, and provide detailed feedback.

Online Adjunct Professor – Human Resources Instructor

• Prepare course(s) assigned in Blackboard with required elements by the designated deadline
• Provide approximately 12-14 hours per week of instruction over five days each week
• Facilitate discussion, grading student work, and answering student inquiries
• Demonstrate the ability to apply the Seven Principles for Good Practice in Undergraduate Education

Human Resources jobs in New York

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HR Business Partner, Consultant

Senior Benefits Specialist

Benefits Specialist

Senior Human Resources Business Partner

Senior HR Generalist

Employee Relations Specialist II

Benefits and Leave Management Specialist

District Human Resources Manager

Senior Manager, Talent Management

Senior HR Generalist

HR Manager

HR Assistant Manager – Generalist

Assistant, Human Resources

Human Resources Audit Associate

HCM Platform Specialist, Benefits Technology

HR Business Partner

Director, Human Resources Business Partner

Benefits Specialist

Online Adjunct Professor – Human Resources Instructor

Online Adjunct Professor, Human Resources Instructor