Human Resources

• Work collaboratively with a team to ensure various HR processes, tasks, reports, and documents are completed with high quality and within deadlines.
• Dedicate a portion of time to supporting the Compensation & People Analytics teams, assisting with compensation cycles, data requests, and reporting needs while helping ensure accuracy and consistency across HR data and processes.
• Leverage technical skills (e.g., Excel and other data tools) to analyze and organize people data, support reporting dashboards, and contribute to insights that inform compensation and broader HR decision-making.
• Facilitate resolution of the HR Helpdesk requests by liaising between HR specialty areas (recruiting, training, compensation, benefits, diversity, equity, inclusion, performance management, and compliance) and non-HR staff.
• Assist with various tasks related to our campus and experienced hire recruiting processes, including but not limited to interacting with candidates and our staff to invite, schedule and coordinate interviews and visits, prepare offer letters, and manage applicant tracking system data.
• Support our internship program by coordinating meetings and events, collecting feedback, and compiling survey results.
• Support our learning & development team by curating content, setting up training courses in our learning management system, processing CPE credits, and providing onsite support at training events.
• Update and maintain HR data systems, including human capital management, learning management, performance management, applicant tracking, and electronic personnel files.
• Support onboarding and offboarding processes.

Human Resources Coordinator

• Works with Corporate Benefits Team to provide administrative support
• Management of benefit enrollments and changes
• Handle benefit inquiries and complaints
• Monthly invoicing reconciliation
• Assist with organizational compliance
• Develop communication tools
• Coordination with payroll department for timely and accurate benefit deductions
• Perform project work as requested
• Positive attitude toward self, other professionals, clients and CBIZ
• Ability to gain computer proficiency relative to administrative programs, spreadsheets, word processing and presentations
• Ability to conduct high-level research and analysis
• Ability to handle high volumes of transactions, tight deadlines, and highly confidential and sensitive information
• Possess and apply a solid understanding of the work environment; be punctual, present and discreet​
• Professional in appearance and manner​
• Additional responsibilities as assigned

Benefits Specialist

• Serve as the face of HR and the primary HR support for front-line leaders and employees
• Work with employees and managers to determine employee effectiveness and satisfaction
• Use tools and resources to measure engagement and recommend and implement action
• Manage company policy education and compliance
• Work with managers/supervisors to educate and ensure understanding of policies
• Coach and guide managers through policy interpretation discussions and investigations
• Manage and execute Employee Relations matters from conducting investigations to providing expert support for employees
• Provide coaching and guidance for managers/supervisors to document and handle issues/conflicts
• Coordinate and execute strategies and activities for developing line manager capability
• Coordinate and deliver HR programs and communication by working with HR Centers of Excellence (COE’s) and HR Business Partners to understand business needs, determine best vehicle for delivery, and coordinate implementation
• Assist with the facilitation of labor law compliance
• Synchronize with other Employee Engagement team members to provide coverage to other Moog sites as needed
• Maintain confidentiality of sensitive employee information

Employee Relations Specialist

• Delivers Employee & Labor Relations (ELR) services for assigned areas of responsibility.
• Provides ELR support to assigned areas of responsibility for university, federal, and state policy communication, training, enforcement, investigation, and remediation.
• Consult with HR partners, managers, and employees, to ensure execution of full scope of employment decisions and employee-related matters.
• Executes core services of the CoE including conflict resolution, labor management, investigation, risk management, corrective action and grievance administration, and policy administration.
• Builds and maintains active, collaborative relationships with HR leadership, HRBP, HRC, and CoE teams.

Senior Employee & Labor Relations Representative

• Performs administrative support duties for Human Resources and may provide clerical support for committees and meetings (as assigned)
• Supports the Human Resources functions of the facility and may assist in associated drills as warranted or assigned
• Performs other related duties as assigned or requested

• Directs the operations of the organization's Human Resource Information Systems (HRIS)
• Directing and administering HRIS policies and procedures throughout the organization
• Planning and reviewing the upgrades, developments, and modifications of HRIS to meet organizational goals and requirements
• Develops, maintains and communicates aligned HRIS strategy while overseeing implementation of projects in support of the strategy
• Manages prioritization of HRIS portfolio (including demand management) and represents portfolio into enterprise wide systems portfolio

HR Information System Manager

• Lead the design, configuration, and enhancement of UKG to ensure systems align with business strategy and evolving workforce needs.
• Act as the primary innovation driver for HR technology, recommending new capabilities, automation, and AI-driven enhancements.
• Own and manage the HR technology enhancement backlog, partnering with HR leadership to prioritize work based on business value, risk, and capacity.
• Plan and execute system enhancements through structured release cycles, ensuring predictable delivery and minimal disruption to operations.
• Troubleshoot complex technical issues and implement system improvements to enhance accuracy, speed, and reliability.
• Collaborate with HR partners to translate business needs into practical system solutions.

HR Technology Optimization Analyst

• Investigate workplace issues/concerns raised through internal Company channels and some externally filed complaints, including complaints of employment discrimination, harassment, retaliation, and other violations of Company policy
• Exhibit sound judgment in recommending outcomes for investigations
• Partner with Human Resources and/or the Labor Relations team to ensure proper handling and disposition of these cases involving union represented and salaried employees
• Work with various Company functions, operating committee members, the Office of the General Counsel, and outside counsel on related issues
• Prepare, track, and maintain appropriate investigation documentation
• Develop and implement investigation plans
• Drive timely closure of open cases/concerns
• Manage employee data and statements in a highly confidential manner
• Draft concise and clear investigation reports
• Partner cross functionally on investigations, discipline, performance management, and other aspects of employee relations
• Serve as a strategic partner, promoting ethical and compliant behavior that is aligned with Company policy and government regulations, with fair and equal treatment for the workforce
• Coach, counsel, and educate employees on HR policies, performance management, processes, programs, position eliminations, and strategies
• Support grievance, arbitration and litigation process from investigations
• Analyze case activity and determine trends/recommendations for proactive actions
• Foster an effective, inclusive work environment/culture and relationships, balancing employee advocacy with stewardship of company goals and values
• Conduct other duties as necessary to align with EEO regulations, and other internal and external policies and directives

Senior Employee Relations Investigator – Specialist

• 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

• Own and manage the day-to-day operations of the office
• Be the main point of contact for all office related needs
• Keep the office stocked, organized, and welcoming
• Maintain shared spaces like the kitchen, conference rooms, and common areas
• Manage incoming mail, packages, and deliveries
• Partner with building management to handle maintenance requests
• Manage vendor relationships
• Help create a consistent and engaging experience for both in-office and remote employees
• Coordinate onboarding logistics
• Support remote employees by coordinating shipments
• Plan and coordinate office lunches, team events, and engagement activities
• Coordinate logistics for in-office meetings, leadership visits, and company events

Office Employee Experience Coordinator

• Managing HR programs and projects partnering with internal team and clients
• Executing and optimizing day-to-day HR processes
• Processing full cycle payroll
• Implementing strategic and tactical HR plans and processes
• Providing effective remote and on-site consultative support as required
• Conducting HR research and assisting in developing, implementing, and executing HR policies

HR Generalist

• The Employee Experience Specialist is responsible for delivering Employee Experience (EX) and Bancorp programs, projects and events on time, within budget and with quality.
• Excels at working with all levels of the organization and external partners to plan, prepare and deliver programs and events.
• Delivers exceptional service and clear logistical communication to all levels of employees associated with meetings, events, and programs that may span multiple days, geographies and technologies.
• Provides detailed management of recognition programs and meetings, and all other supporting elements.
• Responsible and accountable for risk by openly exchanging ideas and opinions, elevating concerns, and personally following policies and procedures as defined.
• Accountable for always doing the right thing for customers and colleagues and ensures that actions and behaviors drive a positive customer experience.

Employee Experience Specialist, Human Resources

• Form effective partnerships with senior leaders to understand the business strategy and translate that strategy into strategic and operational Talent plans
• Serve as a trusted advisor and coach to senior leaders (VP+) on highly critical and often complex talent and people related issues
• Accountable for driving toward excellence in Talent Management across the Employee lifecycle
• Bring the voice of the customer back to the broader HR team to ensure program design incorporates the needs of the business
• Partner with Talent Acquisition to recruit and onboard senior leaders; create and implement targeted TA strategies to achieve business goals
• Lead the performance management and talent review process and partner with leaders to ensure appropriate development plans are in place to support employee growth
• Guide leaders to identify functional competencies and performance dimensions for specific roles
• Coach and build capability of managers to be effective people leaders
• Partner with SVP, Talent Strategy Partner and senior leadership teams to develop a workforce planning strategy that helps develop accurate forecasts for near and long-term hiring and skill development needs
• Implement plans to ensure adoption of new processes and protection of Cengage’s culture and values
• Partner with the Inclusion & Diversity lead to support development and execution of inclusion programs
• Lead projects that are prioritized and critical to the talent agenda
• Be a catalyst for organizational change; orchestrate organizational re-design efforts as needed
• Leverage data and business mentality to pull out insights and proactively anticipate implications for talent strategy

Director, Strategic HR Business Partner

• Responsible for the day-to-day management and coordination of personnel administration, associate relations, and/or training within the location(s).
• Prepare new hire paperwork, orientation process, maintaining required compliance files, and maintaining applicant flow logs in accordance with organizational goals, established department policies and procedures and in compliance with EEOC Regulations, Affirmative Action goals and objectives and Office of Federal Contract Compliance Programs (OFCCP) controls.
• Provide guidance to and counsel management and/or associates on associate relations issues and company policies, practices and procedures to include, but not limited to, promotions, demotions, transfers, benefits/open enrollment, leave of absences, return to work programs, worker's compensation, performance evaluations, performance plans, disciplinary actions, and terminations.
• Work with internal departments and external contacts as appropriate to ensure effective administration of programs.
• Recommend improvements and best practices.
• Investigate and recommend action to be taken on unemployment compensation claims, Workers Compensation claims and Equal Employment Opportunity claims.
• Participate in unemployment compensation claim hearings representing the company as necessary.
• Ensure compliance with HR related legal and regulatory requirements, to include Sarbanes-Oxley (SOX) entity level controls, Office of Federal Contract Compliance Programs (OFCCP) controls, Equal Employment Opportunity Commission (EEOC) regulations and Affirmative Action Plan (AAP) goals, as well as internal Human Resource policy and procedures.
• Assist with development and presentation of training and management development activities.
• Maintain HR associate records and files; submit necessary documentation to corporate service center to process associate changes (i.e., address, pay, status, etc.).
• Maintain current knowledge of legal regulations, industry trends and best practices in Human Resources; make recommendations to improve current programs and processes and to ensure company legal compliance.
• Provide guidance on HR-related regulations such as EEO, AAP, OFCCP, etc.
• Responsible for department management including staffing, training, performance management and career development of associates, and developing and monitoring department goals.
• May lead functional teams or projects. Additional responsibilities may be assigned as needed.

HR Business Partner

• Assist with organizing, auditing, and maintaining HR files and employee documentation to ensure records are accurate and complete
• Support HR projects involving the migration and organization of HR data and documents
• Update HR documents and forms using VPL-branded templates
• Help streamline and improve HR filing systems and administrative processes
• Conduct file and document audits to reduce duplicate or unnecessary records
• Assist with one-time administrative and operational HR projects
• Provide support with office coordination and general administrative tasks as needed
• Maintain confidentiality when handling sensitive employee information
• Collaborate with the HR team on process improvement initiatives and special projects

Human Resources Intern

• Provide expert guidance to managers and employees on employee relations issues, including performance management, disciplinary actions, and conflict resolution.
• Conduct thorough, confidential investigations into employee complaints, including harassment, discrimination, and ethical concerns, ensuring compliance with internal policies and banking regulations.
• Partner with Legal, Compliance, and HR leadership to ensure consistent and legally sound handling of employee relations matters.
• Monitor and analyze employee relations trends, identifying risk areas and recommending proactive solutions to improve workplace culture and reduce liability.
• Support the development and delivery of training programs on workplace conduct, ethics, respectful communication, and regulatory compliance.
• Collaborate with HR Business Partners and senior leaders to support organizational changes, restructures, and workforce planning initiatives.
• Maintain detailed documentation of employee relations cases, ensuring accuracy, confidentiality, and compliance with recordkeeping standards.
• Assist in the review and enhancement of employee relations policies and procedures to align with banking industry standards and employment law.
• Serve as a resource for interpreting federal and state employment laws, banking regulations, and internal policies.

Employee Relations Partner

• Support senior HR staff in delivering HR solutions
• Develop relationships with business unit partners
• Organize talent reviews and team building exercises
• Ensure compliance with employment laws
• Assist with HR special projects and activities

Business HR Partner – Senior

• Support the human resources department initiatives and oversee a wide spectrum of HR needs
• Provide oversight, support, guidance, and resolution in employee relations matters, leadership coaching, employee compensation and benefits, and performance management issues
• Conduct annual talent reviews with leadership to identify high potential performers and assist with development plans as needed
• Partner with training and development team to create and deliver leadership programs for all supervisors and above
• Help drive HR communication plan annually, including recommending/developing proactive solutions to increase engagement and retention
• Manage the investigation and response process in coordination with legal counsel to respond to agency complaints/audits
• Facilitate new employee orientation, coordinating with other internal departments to ensure a world class new hire experience

Temporary Human Resources Business Partner

• Provide administrative support to the human resources department
• Assist with new hire onboarding presentations
• Ensure compliance with all regulations and oversee I9 and E-verify process
• Monitor and follow-up on pending action items through Workday reporting
• Effectively communicate with all levels of leadership across multiple departments
• Monitor Human Resources inbox and respond as appropriate or collaborate with other departments to respond to inquiries
• Assist HR and Legal with audit documentation collection
• Assist with verification of employment requests
• Manage unemployment claims and involve HRBP as needed for hearings
• Support HR leadership with engagement and recognition project initiatives
• Stay updated with human resources and employment law trends
• Perform other related duties as assigned

Temporary Human Resources Coordinator

• Assists with office tasks that include, but not limited to: Answering and directing phone calls
• Customer service
• Assisting individuals visiting the Human Resources office
• Following-up with emails and voicemails
• Assisting departments and individuals with hiring paperwork
• Filing
• Scanning

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