Human Resources

• Process complex payroll transactions including garnishments, final checks, officer medical, tuition reimbursement, and payroll corrections; partner with Payroll on escalated issues
• Manage benefits life event processing, troubleshooting, and vendor portal administration; serve as the escalation point for benefits questions the Admin team cannot resolve
• Own leave case management including LOA documentation, FMLA eligibility tracking, workers compensation, and coordination with HRBPs and payroll
• Process complex Workday transactions including hires, terminations, transfers, compensation changes, promotions, job changes, and position management
• Review and audit transactions for accuracy; identify and correct errors before they create downstream impact in payroll or reporting
• Manage the Workday inbox and ServiceNow ticket queue for complex cases requiring system access or compliance judgment
• Support ER documentation, investigation coordination, and accommodation request processing in partnership with the HR Ops Lead, HRBPs, and Legal
• Manage H1-B immigration case coordination and attorney communication; maintain compliance with all filing deadlines
• Compile and manage personnel records for legal requests, ensuring appropriate handling and custodian sign-off
• Process vendor invoices, manage the contingent worker tracker, and support CW onboarding and offboarding in Workday
• Administer total rewards programs including referral bonuses, service awards, car allowance, and ESOP processing
• Conduct recurring compliance and data audits across payroll, I-9s, onboarding, leave, and Workday data quality
• Deliver HR-related training, manage training assignments in Workday, and track and report training compliance
• Support ROOT program facilitation and L&D event coordination

Human Resource Operations

• Coordinate and support the end-to-end onboarding process for new hires
• Manage I-9 documentation, E-Verify submissions, and onboarding compliance tasks
• Schedule and track benefits orientation sessions
• Process routine employee data updates in Workday
• Provide first-line support for employee benefits questions
• Serve as first-line intake for the HR helpline and ServiceNow tickets
• Support training assignment coordination and scheduling logistics

Human Resources Assistant

• Prepare, manage, and submit recurring regulatory and agency reports (10+ monthly reports), ensuring timeliness, accuracy, and proper documentation.
• Own mandated employment-related filings and reporting obligations, including but not limited to EEO-1 reporting, ACA benefits reporting, and other federal or state workforce compliance requirements.
• Audit employee status changes, including part-time to full-time transitions, to ensure compliance with ACA eligibility, benefits enrollment, and reporting requirements.
• Maintain compliance calendars, track deadlines, submission requirements, and support documentation for audits and inquiries.
• Review, update, and maintain employee handbook content and company-wide policies to ensure alignment with current employment laws and regulatory guidance.
• Partner with internal departments to review proposed policies, procedures, and operational changes that involve employment law or compliance considerations.
• Respond to internal and external compliance inquiries, audits, or agency requests by gathering documentation and coordinating responses.
• Identify compliance gaps or process improvement opportunities and elevate risks or recommendations to Compliance or HR leadership.
• Maintain accurate records within designated HR and compliance systems and ensure documentation meets internal and external standards.
• Exercise sound judgment, attention to detail, and discretion while handling confidential information and sensitive data.

Senior Employee Relations Specialist

• Ensure HR practices comply with all applicable employment laws
• Lead audits, identify compliance risks
• Conduct compliance risk assessments across HR programs
• Monitor changes in employment laws and regulations
• Audit timekeeping practices and meal/rest break compliance
• Educate HRBP on common compliance risks and best practices
• Collaborate with Payroll, Legal, and other teams to ensure compliance

HR Compliance Lead

• Serve as a front-line customer service representative for the Human Resources Information Center, responding to phone, email, and in-person inquiries
• Resolve routine and escalated HR questions and issues by applying a broad understanding of HR policies, procedures, and systems
• Process HR transactions accurately and timely, including benefits enrollments, changes, and related activities
• Partner with customers to resolve delays caused by incomplete or inaccurate submissions
• Maintain accurate and confidential personnel records in accordance with university policies and legal requirements
• Interpret and clearly communicate HR policies and procedures to employees and departments
• Use HR information systems and call center tools to document, track, and resolve customer needs
• Identify trends and recommend process improvements to enhance efficiency, service quality, and customer satisfaction
• Provide education, guidance, and training to employees and departments as needed
• Collaborate with the HR Information Center Manager on special projects and service enhancements

Human Resources Information Center Specialist

Senior HR Compliance Specialist

• Support employee engagement activities and project management
• Provide support to General Manager and Operations Management
• Manage employee benefits portal
• Handle recruiting activities and onboarding
• Maintain accurate employee records
• Manage temporary employees and report injuries
• Assist with planning special companywide events
• Provide benefits related support
• Manage Health and Safety data including injury updates
• FMLA Tracking and payroll inquiries assistance

Human Resources Coordinator

• Support the development, implementation, and ongoing management of enterprise inclusion programs and initiatives aligned with organizational priorities and employee experience goals.
• Coordinate and manage activities related to the organization’s Inclusion Council, including meeting planning, communications, logistics, stakeholder coordination, and follow-through on priorities and deliverables.
• Support culture, engagement, recognition, values, and behavioral framework initiatives that reinforce organizational priorities and employee experiences.
• Partner with internal stakeholders to coordinate employee experience and inclusion activities, communications, resources, and program execution.
• Monitor trends, best practices, and employee feedback to identify opportunities to enhance employee experience, inclusion efforts, and program effectiveness.
• Manage enterprise employee listening programs, including annual and lifecycle survey activities.
• Lead the Employee Voice Survey process, including planning, governance, timelines, milestones, execution activities, stakeholder coordination, and continuous improvement efforts.
• Manage relationships with survey and employee listening vendors to support successful delivery, program effectiveness, and operational needs.
• Analyze employee feedback, survey data, and related insights to identify themes, trends, strengths, and improvement opportunities.
• Develop reports, presentations, and summaries to support HR leaders, business leaders, and key stakeholders in understanding employee feedback and organizational insights.
• Support action planning efforts by developing tools, resources, and manager enablement materials that help leaders respond to employee feedback and drive improvement.
• Coordinate activities supporting the organization’s HR policy framework, governance processes, and policy lifecycle management.
• Partner with Legal, Compliance, Employee Relations, HR Operations, HR Business Partners, and subject matter experts to support the development, review, revision, communication, and maintenance of HR policies and related documentation.
• Manage policy coordination activities including updates, approvals, documentation, communications, and process tracking.
• Help ensure HR policies remain current, practical, compliant, and aligned with organizational needs and business practices.
• Manage and support HR programs and initiatives requiring program management, stakeholder coordination, planning, and effective execution.
• Support initiatives related to employee experience, culture, engagement, values integration, and evolving people practices.
• Partner on HR technology-related initiatives that impact employee experience, employee listening, culture, or HR program delivery.
• Support M&A activities, organizational integration efforts, transformation initiatives, or other enterprise HR projects as needed.
• Develop project plans, timelines, communications, milestone tracking, and implementation approaches for assigned programs and initiatives.
• Identify opportunities to improve program processes, stakeholder experience, operational efficiency, and program delivery through process improvements, technology, automation, and best practices.
• Coordinate and support immigration-related programs and services, including partnership with internal stakeholders and external immigration providers to facilitate visa, work authorization, mobility, and related employee support processes.

Manager, Employee Experience – HR Programs

• Partner with leaders on day-to-day people matters including performance conversations, coaching, feedback, and employee relations issues
• Serve as a trusted resource for employee relations guidance, helping managers work through situations and escalating when needed
• Lead and support workplace investigations, document findings, and recommend next steps
• Support key points in the employee lifecycle including onboarding, internal changes, leaves of absence, and offboarding
• Provide guidance and training to managers and employees on HR policies, processes, and tools
• Manage and track leaves of absence (FMLA, ADA, and state-specific leaves), ensuring compliance and employee support
• Maintain accurate employee data across HR systems and support HR transactions tied to payroll and reporting
• Review exit feedback and identify trends to help improve retention and employee experience
• Monitor and respond to HR inbox inquiries in a timely and thoughtful manner
• Conduct regular audits to ensure compliance with HR policies, processes, and documentation standards
• Support the development and improvement of HR processes, policies, and internal tools
• Assist with internal communications and rollout of HR programs, updates, and initiatives

Human Resources Business Partner

• 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.

• 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

• Lead key operational processes across the Talent Management function, helping drive consistent planning, coordination, and execution at scale across OD/Change, Talent Enablement, and Talent Development.
• Design and maintain Talent Management operating processes, governance routines, roadmaps, and delivery plans.
• Assess and forecast program volumes, enrollment demand, cohort sizing, and capacity needs.
• Partner with Program Managers and Talent Management Leadership Team to plan, track, and execute talent programs end-to-end.
• Manage program enrollment and nomination methodologies.
• Coordinate talent data, analytics, and reporting, providing integrated visibility into program activities, enrollments, completions, portfolio health and outcome metrics.
• Develop and maintain dashboards, reports, executive level summaries and presentations that provide visibility into program activity, progress, and outcomes.
• Track and report on Talent Management budget, spend, and utilization trends.
• Identify and implement opportunities to improve efficiency through process design, platforms, automation, and AI-enabled solutions.
• Support the development of overall marketing and engagement materials across Talent Management.
• Help to facilitate key strategic initiatives across Talent Management.
• Partner across PX (i.e. people analytics, communications, etc.)

Talent Management Operations Lead

• Serve as a subject matter expert on selection and assessment methodology, providing consultation that supports equitable, compliant, and high-impact talent decisions.
• Design, validate, and implement selection and assessment tools and processes that improve quality of hire, strengthen predictive insights, and support consistency in talent decisions.
• Manage vendor relationships and partner on the development and implementation of scalable, data-driven assessment solutions.
• Contribute to the integrated assessment strategy by connecting selection assessments with broader talent assessments across development, mobility, succession, and other talent lifecycle decisions.
• Evaluate current selection and assessment processes, identify opportunities for optimization, and help drive continuous improvement in team strategy and delivery.
• Review statistical analyses, technical documentation, and policy requirements to ensure assessment tools meet standards for validity, reliability, fairness, and regulatory compliance.
• Partner with Talent Acquisition, Talent Management, HR partners, and business leaders to align selection and assessment practices with skills, workforce priorities, and broader enterprise talent strategies.
• Advance skills-based talent practices by helping connect assessments to skills frameworks, translating assessment insights into actionable talent insights, and enabling recruiters and managers to use tools effectively.
• Manage multiple projects and deliverables, resolve moderately complex issues, and collaborate across a matrixed environment to achieve business and talent outcomes.

Senior Talent and Performance Management – Selection and Assessment, Talent Management

• Conducts detailed investigations into a range of employee relations concerns such as harassment, discrimination, retaliation, and workplace violence
• Provides clear, timely communication regarding investigations, offering comprehensive reports with supporting documentation
• Employs effective interviewing and documentation techniques; adeptly manage cases using designated online case management tool ServiceNow
• Supports the development of an inclusive and positive workplace culture
• Supports and coaches Managers in developing, delivering, and monitoring Performance Improvement plans
• Partners with business leaders/ HR Leaders reviewing termination recommendations

Employee Relations Partner

• Provides administrative support with day-to-day operations in the corporate HR shared services center.
• Enters and audits HR transactional data within a centralized HR database and ancillary HR systems.
• Ensures the information is accurate and adheres to corporate standards
• Assists with data entry into HR systems, retrieving / updating employee files, or preparing reports
• Processes diverse and confidential information requiring extreme accuracy, independent judgment and discretion
• Organizes and maintains employee files
• Processes various forms related to documenting HR activities such as new-hire, change-of-status, performance evaluations, benefits, terminations, etc
• Provides support for assigned projects and tasks to ensure successful completion
• Troubleshoots technology issues and identifies solutions, partnering with vendors to complete enhancements and communicating within the HR community.
• Works with IT/vendors/users on resolution and process improvements
• Interacts with HR community to provide data, systems support, and issue resolution
• Ensures data consistency and integrity by owning the development and maintenance of the HR data dictionary, creating and supporting processes to ensure data consistency, performing monthly data audits, identifying and escalating areas for concern, and managing requests for changes to HR data
• Works within the HR function to support government reporting requirements
• Partners with HR functions to apply data and process analysis techniques to identify areas for continuous process improvement
• Acts as primary liaison for HR and, if necessary, to IT for requests for new interfaces or troubleshooting existing data interfaces
• Maintains ownership of HR data processes.
• Develops and maintains standard operating procedures (SOPs) with internal controls
• Analyzes and approves employee data against submitted requests to ensure data accuracy and processing of aligned actions

HR Associate, HR Data Center

• 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

• Lead or participate in moderately complex initiatives across HR service delivery, with a strong focus on Employee Care, case management, and shared services operations
• Act as the central owner of EC case management practices, ensuring alignment to SLA, CSAT, and quality standards across regions (U.S., India, and the Philippines)
• Mine and analyze ServiceNow and Workday data to identify trends, root causes, process breakdowns, and opportunities to improve productivity and employee experience
• Drive end-to-end case management optimization (BAU and enhancements), including identifying opportunities to “shift left,” streamline workflows, and reduce cost to serve
• Partner with Site Leaders, AOMs, and managers to define daily workflows, ensure role clarity, and improve execution of case and SLA management
• Collaborate with HR Operations Service Delivery (HROSD) Enablement, Product, and Technology teams to support application enhancements, AI solutions, and automation initiatives
• Provide input into agent-facing AI tools and virtual assistant capabilities, translating frontline insights into scalable solutions
• Monitor and improve CSAT, SLA adherence, and QA performance, developing actionable insights and operational improvement plans
• Identify training, coaching, and enablement gaps based on process changes, feedback, and performance trends
• Build and present data-driven insights and executive-ready materials to leadership, including participation in service reviews and strategy discussions
• Act as a utility player across strategy and operations, stepping into high-priority initiatives and rapidly shifting priorities as needed
• Provide guidance to less experienced team members on HR processes, tools, and service delivery practices

Senior HR Service Delivery Consultant

• Serve as a trusted HR partner to people leaders, providing day‑to‑day guidance and support
• Coach managers across the employee lifecycle, including onboarding, performance discussions, development planning, and transitions
• Support leaders in making fair, consistent, and well‑reasoned people decisions
• Partner closely with the HR Business Partner and leadership team to align local HR activities with broader people strategies
• Support performance management processes, including goal setting, reviews, and compensation cycles
• Contribute to talent and succession discussions, helping identify development opportunities and risks
• Act as a first point of contact for employee relations matters, addressing concerns with professionalism and care
• Ensure fair and consistent application of HR policies; escalate complex or high‑risk cases as appropriate
• Execute core HR processes including onboarding, offboarding, and data management
• Maintain accurate, high‑quality employee data across HR systems
• Deliver clear, professional HR communications to employees and leaders

HR Professional

• Leads complex HR execution and delivery initiatives across multiple disciplines
• Advises business leaders on human capital implications and execution risks
• Designs and implements improvements to HR delivery processes
• Leads cross-functional HR projects and change initiatives
• Translates workforce data into actionable execution plans
• Provides guidance and coaching to junior professionals

Senior HR Delivery & Execution Consultant

• Requires in-depth knowledge and experience; solves complex problems.
• Develops new and/or improves existing programs, policies or activities within a discipline.
• Provides independent consultation on moderately complex to complex issues.
• Analyzes and understands information, past practices and business objectives.
• Completes non-routine HR projects with minimal oversight.
• Develops positive working relationships to effectively complete work activities.

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