Human Resources

• Lead investigations into workplace complaints raised through internal channels and select external filings, including allegations involving harassment, retaliation, discrimination, policy violations and other employee relations concerns.
• Apply sound judgement to determine appropriate investigative outcomes and recommendations.
• Partner with HR Business Partners to ensure consistent, compliant case handling across exempt and non-exempt employee populations.
• Maintain rigorous, audit ready investigation documentation and case tracking.
• Design and execute structured investigation plans tailored to case complexity.
• Drive cases to timely, well-supported closure by documenting findings, rationale, recommendations, and follow-up actions.
• Safeguard employee data and statements with the highest standards of confidentiality.
• Produce clear, defensible investigation reports that hold up to legal and regulatory scrutiny.
• Collaborate cross-functionally on investigations, performance management, and broader ER initiatives.
• Analyze case trends to identify risk patterns, recurring employee relations themes, and opportunities for proactive, preventative action.
• Apply employee relations best practices in areas such as conflict resolution, dispute management, complaint intake, case management, workplace investigations, and policy interpretation.
• Advise leaders on disciplinary actions, separations, administrative leave, and other employment decisions by balancing organizational risk, policy consistency, employee experience, and business need.

Senior Specialist, Employee Relations

• 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

• Act as a strategic HR Business Partner to U.S. corporate leaders.
• Develop and execute regional HR strategies aligned with global objectives.
• Enable and support organizational change, culture reinforcement, and leadership role‑modeling.
• Lead, coach, and develop direct reports while collaborating closely with the Americas HR leadership team and Global HR CoEs.
• Lead the implementation of HR initiatives that drive business performance and employee engagement.
• Ensure compliance with company policies, local regulations, and global standards.
• Oversee talent management, including succession planning, performance management, and leadership development.
• Support leaders in building high‑performing teams and strengthening leadership capability.
• Provide direction and oversight for recruitment and workforce planning in alignment with business priorities.
• Champion diversity, equity, and inclusion initiatives.
• Evaluate employee satisfaction and engagement through surveys and feedback mechanisms.
• Lead the implementation and optimization of HRIS and other HR technologies.
• Manage compensation, benefits, and rewards programs to ensure competitiveness and alignment with global strategy.
• Oversee payroll accuracy and compliance with statutory requirements.
• Develop, review, and update HR policies and procedures to meet business needs and legal requirements.
• Promote ethical business conduct and adherence to compliance standards.
• Foster a positive organizational culture through effective communication, coaching, and recognition.
• Address employee grievances and wellness concerns, ensuring a safe and inclusive work environment.

HR Business Partner

• 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

• Provides human resource strategies and support for the business unit
• Implements corporate policy
• Facilitates organization and leadership development efforts
• Resolves employee relations issues

Director, Human Resources

• Partner with Clinical teams to align people strategies with operational goals
• Provide guidance on organizational design and team structure
• Analyze workforce data and support workforce planning efforts
• Serve as the primary HR advisor on employee relations matters
• Lead and support performance management processes
• Develop understanding of clinical roles and challenges
• Support initiatives to improve retention and engagement
• Ensure compliance with employment laws and regulations

• 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

• Accurately perform day-to-day transactional and administrative processes
• Timely completion of fulfillment activities and customer inquiries
• Customer focused ongoing communication with current and former employees
• Conduct scheduled audits related to regulatory compliance
• Participate as a team member in the requirements, design, and testing of new systems

HR Shared Services Administration Specialist

• Drive organizational success, help shape the company’s strategic direction and ensure its long-term growth and competitiveness.
• Focus on the standardization of repositioning strategy, planning and execution across all Honeywell SBG’s.
• Review current process and structure, creating standard work to then implement across all SBG’s focused on improved speed and efficiency.
• Update training materials and standard work to support Honeywell repositioning.
• Partner with HR stakeholders to guide initiatives and company trajectory.
• Collaborate with diverse teams across various locations, cultures, and markets.
• Serve as an agent of positive change, fostering a culture of excellence, collaboration, and continuous improvement.
• Positively impact the lives of the organization’s employees and stakeholders.

Director, HR

• Build strong relationships across the organization and maintain a deep understanding of employee experience and team dynamics
• Help design and continuously improve a structured onboarding program that sets new employees up for success from day one and reflects NSTXL’s culture and values, including role-specific onboarding paths, 30/60/90 frameworks, and structured check-ins.
• Develop and expand the policies, programs, and people practices, including formalized feedback channels and engagement surveys
• Partner with managers on complex people situations like difficult conversations, feedback, and accountability, while building resources and toolkits that grow their confidence and independence over time, within the legal constraints that shape those decisions.
• Design and deliver manager training programs that equip people leaders with the skills they need to lead effectively
• Build and improve performance and development practices that support clear expectations, strong feedback, accountability, and employee growth
• Build out a learning and development strategy and program infrastructure that supports employee growth at every level, including new manager development, career pathing frameworks, and access to learning resources that scale with the organization
• Partner with managers and leaders to strengthen leadership effectiveness and build a culture of continuous learning across the organization
• Serve as the primary point of contact for employee relations matters, including concerns, complaints, and escalations
• Lead workplace investigations from intake through resolution, including documenting findings, recommending corrective action, and ensuring appropriate follow-through in a way that protects both the individual and the organization
• Build and maintain clear employee relations frameworks
• Ensure compliance with federal, state, and local employment laws and evolving HR best practices, staying ahead of changes that affect a growing, multi-state or distributed workforce
• Develop, expand, and maintain a comprehensive set of HR policies and employee handbook materials that reflect NSTXL’s values, operational needs, and legal requirements, and that scale alongside organizational growth
• Build and maintain a compliance training program that ensures all employees and managers meet required training obligations, with scalable resources and infrastructure that grow with the organization.
• Partner with the VP of Human Resources on benefits strategy, including evaluating plan competitiveness, supporting open enrollment, communicating program value to employees, and recommending enhancements that align with NSTXL’s growth and workforce needs
• Build and maintain HR process documentation that allows the team to operate consistently and efficiently, including standard operating procedures, templates, and guides that support day-to-day operations and reduce reliance on institutional knowledge held by individuals
• Help evolve NSTXL’s hiring practices, candidate experience, and talent systems as the organization grows

Senior Human Resources Manager

• Entering new hires in Workday and ADP Lyric.
• Processing or verifying employee lifecycle changes in Workday.
• Managing compensation updates and verifying union assignments.
• Auditing benefits across ADP and multiple vendors.
• Extracting and validating employee elections via Benefits Data Management.
• Pulling and analyzing census reports to reconcile Workday vs ADP data.
• Daily review of HR inbound interface files.
• Ticket review and employee issues management.

HR Data Management Specialist

• Act as local delivery experts of JLL’s global HR strategy, ensuring that local policies and practices are in line with the Global HR strategy
• Manage 1-2 direct reports, providing escalation guidance and career development to them
• In a player/coach role, support complex, multi-x accounts as the primary HR partner who will direct on-account strategy and execution of HR processes and tasks
• Proactively anticipate vertical- and country-wide opportunities or issues and develop innovative solutions to address the opportunities at the root cause with intention to arrive at sustainable solutions
• Enable an exceptional employee experience during moments that matter throughout the employee lifecycle e.g., onboarding, performance review, promotion, etc.
• Contribute towards a culture of inclusion which celebrates our employee diversity and promotes employee belonging
• Lead or participate in just-in-time projects impacting business results
• Manage various degrees of employee relations situations and performance management in partnership with JLL’s Employee Relations and Performance Coach teams
• Provide consultation to business stakeholders through coaching, training, and advisory support
• Cultivate strong meaningful relationships with both employees and People Partners to build trust as their primary touchpoint 'on the ground'

Senior HR Business Partner, Data Centers

• 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 Management – Selection & Assessment

• Connect with members who have requested information
• Educate families on life and supplemental benefit options
• Guide clients through the enrollment process
• Maintain compliance and provide ongoing client support

Entry-Level Benefits Specialist

• Partner with business leaders to define and execute talent strategies including workforce planning, job design, organizational transformation
• Provide coaching and mentorship to employees and managers toward optimal performance and engagement
• Act as a talent enabler, identifying performance gaps and strengths across team
• Shape the employee experience to ensure alignment with company values and goals
• Serve as a trusted advisor, guiding leaders through ambiguity and change
• Provide actionable solutions for complex HR topics
• Provide guidance on complex employee relations matters using sound judgement, established frameworks, and consideration of business and legal risk
• Use data and insights to drive strategic decisions and demonstrate HR’s impact
• Apply advanced analytical and problem-solving techniques to resolve business opportunities
• Influence outcomes without authority, shaping direction and driving adoptions of new approaches across the broader functional area
• Guides leaders in applying total rewards practices that align with the business objectives
• Collaborate with HR colleagues and centers of excellence within DTNA OPT and global DTFS HR organizations for improved solutions for the business and maximum HR effectiveness
• Lead or participate in both HR and company short and long term projects
• Facilitate new employee orientation, culture and inclusion and belonging initiatives, and other location specific programs as assigned
• Partner with the organization(s) to develop people, create succession plans, ensure interview policy and procedures are implemented
• Train employees and management on various HR topics such as performance management and development systems, anti-harassment, FMLA, etc.

Human Resources Business Partner

• 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.

Talent Consultant II – Global Technology, Business Management & Controls

• Assist with the development and implementation of policies and procedures.
• Manage the unemployment claims process.
• Manage the worker’s compensation and ADA processes.
• Support the leaves of absence and benefits administration processes, serving as backup to the HR Specialist.
• Work with leaders and staff to foster positive employee relations and resolve conflicts.
• Conduct thorough, unbiased employee investigations and recommend course of action.
• Maintain HR file compliance by conducting background rechecks, interpreting results and assisting with audit preparation.
• Recredential staff as applicable.
• Partner with Talent Acquisition Specialists to assist with full cycle recruitment as needed.
• Research and develop job descriptions for new or changing roles within the organization.
• Perform other HR related duties as needed.
• Be punctual, arrive on time, and prepared.
• Display a high degree of openness to coaching and feedback.
• Contribute to a positive team culture through your actions, attitude, and communications.
• Consistently deliver excellent customer service to internal and external customers.
• Use a trauma-informed approach in their daily work and interactions with others using the principles of CARE: Developmentally Focused, Family Involved, Relationship Based, Competence Centered, Trauma Informed, and Ecologically Oriented.

HR Generalist

• Respond to inquiries and requests received from customers
• Deliver timely, professional and courteous responses to all customers on initial inquiries and transaction support and execution
• Provide courteous, respectful and reliable service to HR customers, including pre-hires, active and former employees and managers, and retirees
• Assess and resolve customer inquiries and issues (via phone, email and chat) or escalate to the next level
• Work with high quality and accuracy standards, capturing interactions within case management through case creation, update and closure
• Learn and understand HR functional area knowledge and navigate finding and using content within the knowledge base to resolve inquiries efficiently and accurately

HR Shared Services Customer Intake Specialist

• Resolve escalated cases from Tier 1 requiring advanced policy interpretation or exception handling
• Manage complex issues across areas such as multi-step payroll corrections and retroactive adjustments, benefits escalations and vendor coordination, complex leave and absence cases
• Own cases end-to-end, ensuring accuracy, timeliness, and clear communication
• Serve as a trusted escalation point while minimizing unnecessary involvement of HRBPs and COEs
• Execute complex HR transactions in core systems (e.g., Oracle, ServiceNow)
• Analyze and resolve data integrity issues across systems and processes
• Generate, create, and analyze standard and ad hoc reports
• Identify root causes of recurring errors, system gaps, and manual workarounds
• Ensure compliance with established controls, policies, and audit requirements
• Partner with HR Tech and HRTO to test, validate, and refine system or process changes
• Act as the primary owner of Tier 2 cases, coordinating across Payroll, Total Rewards, Employee Relations, Legal, COEs, HR Technology, and HRBPs
• Set clear expectations with employees and managers regarding resolution timelines and next steps
• Ensure issues are resolved effectively without re-escalation or 'recycling'
• Escalate to Tier 3 or specialized teams only when appropriate, with complete context
• Identify systemic issues through analysis of case trends, escalations, and rework, and recommend and support solutions

Senior HR Operations Specialist

• Provide technical support for the HR, Payroll and Timekeeping systems
• Continuously enhance HR technology to deliver an exceptional employee experience
• Support daily operations related to Dayforce WFM processes, including configuring and testing new requirements
• Provide support by troubleshooting issues, managing support requests, and ensuring timely resolution for users
• Maintain HR data integrity by auditing records, resolving discrepancies, and supporting ongoing employee data changes
• Partner with HR partners to identify and deliver optimization opportunities
• Generate reports and analyze data to provide insights and recommendations to HR leaders
• Partner with stakeholders to test, validate, and document system updates and enhancements
• Manage HR Data imports
• Provide coaching on HCM processes and best practices
• Perform other HRIS-related duties as assigned, including process improvement, system optimization, and special projects

Human Resources jobs in North Carolina

See all jobs on JobTailor

Senior Specialist, Employee Relations

Senior Benefits Specialist

HR Business Partner

Senior Human Resources Business Partner

Director, Human Resources

HR Business Partner

Employee Experience Technology Compliance and Operational Risk Officer

HR Shared Services Administration Specialist

Director, HR

Senior Human Resources Manager

HR Data Management Specialist

Senior HR Business Partner, Data Centers

Senior Talent Management – Selection & Assessment

Entry-Level Benefits Specialist

Human Resources Business Partner

Talent Consultant II – Global Technology, Business Management & Controls

HR Generalist

HR Shared Services Customer Intake Specialist

Senior HR Operations Specialist

HR Technology Analyst