Human Resources

• Own people programs and strategies for your client group, including performance management, compensation, talent development, engagement, and retention
• Partner with functional leaders on org design, workforce planning, and people strategies that support business objectives at scale
• Lead coaching and counsel for leaders on professional development, career pathing, leveling, change management, and sensitive people situations
• Drive data-informed people insights by analyzing trends and translating them into actionable recommendations for leadership
• Build and apply HR policies with an eye toward compliance and risk reduction, managing employee relations issues across global teams
• Strengthen cross-functional partnerships across People Team COEs to ensure cohesive delivery of people programs

HR Business Partner

• Leads the design, development, execution, and governance of the organization’s Human Resource strategy, ensuring alignment with overall business objectives and enterprise priorities.
• Serves as a strategic partner to executive leadership, influencing organizational direction through a people and talent lens.
• Translates enterprise business strategy into scalable HR strategies, frameworks, and operating plans.
• Advises senior leadership on the people implications of long-term strategic initiatives, transformation programs, regulatory changes, and organizational growth.
• Leads enterprise-wide talent acquisition strategies to ensure access to high-quality talent across all levels and geographies.
• Designs and governs competitive compensation and benefits philosophies that drive performance, engagement, and retention.
• Champions enterprise diversity, equity, and inclusion strategies to build a fully inclusive and high-performing workforce.
• Leads workforce planning, talent management, and succession planning frameworks to ensure leadership continuity and capability depth across the organization.
• Drives organizational capability building through leadership development, learning strategies, and enterprise-wide upskilling initiatives.
• Benchmarks HR strategies, programs, and practices against global best practices to ensure continued competitiveness.
• Acts as a senior advisor on complex employee relations and organizational matters, ensuring consistency, fairness, and alignment with company values.
• Oversees HR policies, governance frameworks, and systems to ensure operational excellence and compliance.
• Leads the optimization of HR information systems and workforce analytics to enable data-driven decision-making.
• Ensures alignment and coordination of HR strategies across business units and geographies.
• Maintains oversight of global HR trends and ensures appropriate integration of local and international HR practices where applicable.
• Provides executive oversight across core HR functions including employee relations, communications, health and safety, relocation, and community engagement.
• Owns the HR function budget and ensures optimal allocation of resources aligned to business priorities.
• Continuously evaluates and evolves the HR operating model, organizational structure, and leadership capability to drive efficiency, scalability, and business impact.

Head of Human Resources

• 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

• Partner with business leaders and Human Resources leadership to co-create function-specific human resource strategies aligned to organizational priorities
• Oversee core human resource functions including recruitment and retention, staffing and onboarding, employee relations, training and development, and workforce planning
• Collaborate with Centers of Excellence to design and deliver programs across employee engagement, organizational design, talent management, compensation and benefits, labor relations, change management, and diversity and inclusion
• Develop and implement legally compliant, cost-effective employment strategies and human resource policies
• Coach and advise leaders on effective human resource practices, including managing complex employee relations matters
• Manage compliance programs including Equal Employment Opportunity, unemployment, affirmative action planning, litigation, retention, turnover, and separation processes
• Lead and support difficult employee discussions involving performance management, accommodations, and regulatory matters
• Design and implement training and development programs including needs assessment, delivery, and evaluation
• Analyze external trends and internal human resource metrics to inform decision making and improve organizational outcomes
• Partner with leadership to recruit and retain top talent in competitive market conditions
• Protect company interests by ensuring compliance with applicable employment laws and regulations
• Lead enterprise-wide projects and strategic initiatives

Director, Human Resources

• Serve as a point of contact for employee HR-related questions and support
• Coordinate onboarding and offboarding processes
• Assist with employee relations matters and follow-up documentation
• Support performance review and performance management processes
• Assist with recruiting coordination, interview scheduling, and candidate communication
• Partner with payroll, benefits, and PEO providers to help resolve employee inquiries
• Maintain employee records and support HR compliance and administrative processes
• Draft employee communications, letters, and HR documentation as needed
• Support HR projects, reporting, and process improvements
• Assist with other operational and administrative tasks as needed in a collaborative, hands-on environment

Human Resources Generalist

• Assist with day‑to‑day HR tasks including document preparation, data entry, employee file maintenance, and HR system updates.
• Support new hire onboarding by preparing welcome materials, tracking required documents, and helping ensure a smooth first‑day experience.
• Help schedule interviews and communicate with candidates as needed.
• Contribute to planning and executing engagement activities, recognition programs, and HR‑led events.
• Assist with compiling HR metrics, updating spreadsheets, and preparing reports for HR leadership.
• Help maintain compliance documentation and support audits or policy updates as assigned.
• Participate in ongoing HR initiatives such as process improvements, employee surveys, or system enhancements.

Human Resources Intern

• Manage and resolve complex employee relations issues.
• Conducts effective, thorough, and objective investigations.
• Consult with line management providing HR guidance when appropriate.
• Analyze trends and metrics in partnership with HR team to develop solutions and programs to meet the needs of the business.
• Maintain in depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks, and ensuring regulatory compliance.
• Partner with legal department as needed/required.
• Provide day to day performance management guidance to line management (performance appraisal process, coaching, counseling, career development, disciplinary actions).
• Work closely with management and employees to improve work relationships, build morale, increase productivity and retention.
• Provide HR Policy guidance and interpretation.
• Provide guidance and input on business unit restructures, workforce planning, succession planning.
• Identify training needs for business units and individual leadership coaching/development needs.

HR Business Partner II

• 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

• Perform a wide range of general office duties including those of a confidential nature
• Prioritize office activities and may act as work leader to junior clerical support staff
• Respond to inquiries displaying a comprehensive knowledge of University and human resources and payroll policies and procedures
• Interact with the general public as NYU/SPS liaison and with University personnel including those at senior level to resolve issues and problems
• Prepare and process a variety of human resources and payroll transactions using University systems
• Monitor payroll processing and tracking of human resources data
• Initiate special check requests
• Prepare new hire onboarding and performance review packages
• Ensure employee receipt of essential information
• Customize and/or compose communications on own initiative or in response to requests for information
• Use University HR/recruiting systems, Microsoft Office and Google applications, including databases, to prepare reports
• Maintain department calendar, assist with scheduling and supporting department events

Human Resources Assistant II

• Lead consultative discovery: Engage customers in structured conversations that uncover HR pain points, identify root challenges, and surface opportunities to improve their people operations
• Nurture and convert: Actively manage and advance customer relationships with clear accountability for progressing identified HR needs into paid services engagements
• Shape the problem and path forward: Help customers clarify, prioritize, and understand the impact of their HR challenges and opportunities, guiding them toward the most relevant solutions
• Connect customers to the right services: Position and align BambooHR’s HR services, including HR Consulting, Technical Services, and Managed Payroll, to meet customer needs and expand adoption across the BambooHR services portfolio
• Build awareness: Develop and execute targeted approaches to increase visibility and understanding of our services offerings
• Collaborate across teams: Partner with Marketing, Sales, and CX to shape messaging, campaigns, and materials that highlight services value
• Test and iterate: Run and scale experiments to identify what drives engagement and conversion
• Drive engagement quality: Maintain visibility into active opportunities and ensure consistent follow through and progression toward defined outcomes
• Recognize patterns and scale what works: Identify repeatable signals in customer needs and help evolve more effective approaches to engagement and conversion
• Listen and learn: Gather insights from customers and internal teams to continuously improve our go to market approach and service design
• Represent the customer voice: Help shape how BambooHR delivers and evolves HR services based on real feedback and results

HR Services Advisor

• 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

• 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

• Acts as the first point of contact to evaluate the scope of employee inquiries, complaints, and conflicts
• Resolve employee issues by gathering data, providing support in conducting thorough investigations, communicating policy, and consulting with management to make informed decisions regarding all employee relations matters
• Provide guidance to management and employees on conflict resolution and performance management
• Review, recommend and approve all discipline and termination actions and documents to ensure compliance with ACG’s policies, procedures and applicable laws and regulations
• Conducts review to ensure any termination action is not covered by rights protected under company policy, EEO, ADA, FMLA or any other employment regulatory requirement
• Ensure any employee allegations, including allegations made by an employee within the termination process, that an investigation was conducted in compliance with ACG policy, and the matter is closed and documented
• Develop initiatives for assigned business units and prepare and deliver ER reporting and data analytics to Supervisor and Managers
• Collaborate with HR Business Partners on strategic initiatives
• Develop and deliver advanced training sessions to educate leaders on company policies as well as coach and assist managers with performance management and disciplinary issue
• Administers various human resources plans and procedures for employees
• Assists in developing and implementing human resources policies and procedures
• Researches, gathers documentation, and analyzes data to assist management and corporate counsel in investigating, answering and settling legal claims
• Mentor and support other employee relations team members
• May serve as the company representative at employment hearings or be called as a subject matter expert in various judicial proceedings
• Reviews and processes unemployment claims
• Provides support for actions associated with Reduction in Force or other actions impacting job movement across the footprint
• Supports H1B Immigration processes

Employee Relations Partner II

• Support company efforts to maintain a positive employee relations environment
• Develop and implement proactive employee relations management strategies
• Ensure business partners comply with employment law and Code of Business Conduct obligations
• Manage and influence proactive Employee Relations Strategy with business and HR leaders
• Responsible for end results of team and shares responsibility over resources, budget and adherence to policies

Employee Relations Manager

• Assist with management and delivery of human resources services for the school
• Support all phases of the employee life cycle
• Manage recruitment and onboarding for non-exempt and exempt positions
• Support hiring and onboarding processes for faculty
• Conduct salary and other analyses
• Project-manage, track and report on HR initiatives
• Prepare documentation and training around the school's goal-setting and performance evaluation processes
• Support the Annual Merit Increase processes
• Assist HR leadership with planning school-wide community building, engagement, professional development, and recognition events
• Advise supervisors and employees on routine employee relations issues.
• Connect employees to other University offices for additional assistance as needed
• Process of human resources transactions.

• Contributing to and operationalizing our enterprise HR technology roadmap in partnership with senior leadership.
• Overseeing a global team of technologists responsible for developing and configuring simple, innovative, and efficient technology solutions.
• Driving agenda to design and implement user-friendly HR systems and processes.
• Scanning the market and peer firms to recommend best practice solutions and emerging technologies.
• Implementing and utilizing agile product methodology.

Vice President – Global Head of HR Systems

• Leads the design, development, execution, and governance of the organization’s Human Resource strategy.
• Serves as a strategic partner to executive leadership, influencing organizational direction through a people and talent lens.
• Translates enterprise business strategy into scalable HR strategies, frameworks, and operating plans.
• Advises senior leadership on the people implications of long-term strategic initiatives.
• Leads enterprise-wide talent acquisition strategies to ensure access to high-quality talent.
• Designs and governs competitive compensation and benefits philosophies.
• Champions enterprise diversity, equity, and inclusion strategies.
• Leads workforce planning, talent management, and succession planning frameworks.
• Drives organizational capability building through leadership development and learning strategies.
• Benchmarks HR strategies, programs, and practices against global best practices.
• Acts as a senior advisor on complex employee relations and organizational matters.
• Oversees HR policies, governance frameworks, and systems to ensure operational excellence and compliance.
• Leads the optimization of HR information systems and workforce analytics.
• Ensures alignment and coordination of HR strategies across business units.

• Partners with leaders and other HRBPs within the Bank and across the Federal Reserve System to understand and influence strategic goals and initiatives, identify people-related challenges, consult on talent strategies, and ensure HR work is executed effectively.
• Provides organizational perspective during talent calibration, succession planning, and strategic workforce planning; facilitating discussions and consulting on resulting action plans.
• Advises leaders on all HR policies, compliance, and handling sensitive employee issues; escalating when appropriate.
• Supports all HR initiatives and programs by communicating updates, gathering business feedback, and strengthening cross-HR collaboration.
• Maintains and strengthens knowledge of HR laws, trends, and best practices to influence people strategies.
• Provides strategic guidance to leaders on change management by assessing business-specific impacts and providing insight-driven consultation that informs decisions and drives successful change adoption aligned with organizational priorities.

Human Resources Business Partner

• Manage and execute high-volume HR administrative tasks across multiple client accounts, ensuring accuracy, consistency, and timeliness.
• Administer employee lifecycle processes including onboarding, offboarding, employee status changes, and personnel record maintenance.
• Maintain and update HRIS systems, employee files, and compliance documentation for Soarin Group and assigned clients.
• Coordinate background checks, employment eligibility verifications, and required new-hire documentation.
• Support payroll and benefits administration, including data entry, audits, open enrollment coordination, and issue resolution.
• Prepare, track, and organize HR reports, metrics, and client deliverables.
• Draft, review, proof, and maintain job descriptions, handbooks, policies, and HR forms for compliance and operational effectiveness.
• Manage calendars, deadlines, and workflows related to HR initiatives, client projects, and compliance requirements.
• Serve as a consistent point of contact for assigned clients on routine HR matters, escalating complex or sensitive issues to the HR Director as appropriate.
• Ensure client HR processes are executed in alignment with applicable employment laws and Soarin Group standards.
• Assist with implementation of HR programs, systems, and process improvements across client organizations.
• Balance competing priorities across multiple clients while maintaining service quality and responsiveness.
• Handle employee and manager inquiries related to policies, procedures, benefits, and general HR matters with professionalism and discretion.
• Assist with employee relations matters such as performance documentation, policy interpretation, and basic investigations, under guidance from the HR Director.
• Support consistent and compliant documentation related to corrective actions and employee concerns.
• Support the HR Director with organizational assessments, gap analyses, and process improvement initiatives.
• Assist in analyzing HR data and trends to support workforce planning, compliance, and operational decision-making.
• Contribute to the development and execution of trainings, resources, and tools for clients and internal teams.
• Identify opportunities to streamline administrative workflows and improve efficiency across HR operations.

HR Generalist

• Serve as a trusted thought partner to senior executives, advising on workforce transformation, talent strategy and organizational evolution aligned to business priorities.
• Partner with leaders to anticipate future capability needs, assess skill gaps, and shape forward-looking talent and workforce plans.
• Leverage people data, analytics, and AI-enabled tools to uncover actionable insights and inform decision-making.
• Bring a strong organizational design lens, advising on structure, role clarity, operating models, and spans and layers.
• Collaborate with HR functional teams to deliver integrated, future-ready people solutions.
• Challenge the status quo by introducing modern HR practices and innovative approaches to talent management.
• Build and maintain trusted advisor relationships across all organizational levels, providing consultative, strategic and tactical guidance on talent strategy.

See all jobs on JobTailor

HR Business Partner

Head of Human Resources

Director, HR Business Partnership

Director, Human Resources

Human Resources Generalist

Human Resources Intern

HR Business Partner II

Human Resources Assistant

Human Resources Assistant II

HR Services Advisor

Senior HR Business Partner

Associate HR Business Partner

Employee Relations Partner II

Employee Relations Manager

Human Resources Generalist

Vice President – Global Head of HR Systems

Head of Human Resources

Human Resources Business Partner

HR Generalist

HR Business Partner