Human Resources

• 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

• 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

• Maintain employee files and HR records in compliance with company standards and legal requirements
• Assist with onboarding, orientation, and offboarding processes
• Support recruitment efforts by posting positions, scheduling interviews, and communicating with candidates
• Process employment-related paperwork and HR documentation accurately and timely
• Respond to team member questions regarding policies, procedures, and HR programs
• Assist with tracking attendance, corrective actions, and other employee-related documentation
• Support HR leadership with special projects and departmental initiatives
• Create engaging employee communications including monthly newsletters, flyers, posters, digital signage, and announcements
• Develop content that promotes employee engagement, recognition programs, events, and company initiatives
• Assist with planning and coordinating team member events, celebrations, and recognition activities
• Maintain confidentiality of sensitive employee and company information
• Coordinate meetings, interviews, and training sessions as needed
• Track and organize HR metrics, reports, and departmental records
• Ensure HR areas, bulletin boards, and communication platforms remain current and professional
• Support compliance with company policies, procedures, and labor regulations

HR Coordinator

• Manages Labor Relations Specialists designing, implementing and administering labor relations processes
• Provides senior leadership with recommendations, advice and counsel on Labor Relations policies, strategies and processes
• Develops and executes integrated organizational plans, policies and procedures
• Acquires resources for organizational activities, provides technical management of suppliers and leads process improvements
• Develops and maintains relationships and partnerships with customers, stakeholders, peers, partners, union leaders, and direct reports

Senior Labor Relations Manager

• 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 conduct thorough investigations, of low to mid-level risk and complexity, involving sensitive workplace issues to include sexual harassment, harassment/discrimination, workplace violence, retaliation, and financial-related concerns received through CNO’s ethics reporting site.
• Collect and perform analysis of employment-related data in support of investigation outcomes. Manage information from CNO support technologies.
• Prepare comprehensive investigative reports to include analysis of all evidence gathered and an unbiased, fact-based finding, which is then provided to stakeholders.
• Development, planning, and documentation of investigations and actions taken throughout.
• Maintain and protect accurate, confidential records regarding investigations within CNO’s ethics reporting system.
• Identify and report any process gaps or practices identified during the investigation that create legal risk in order to mitigate organizational liability.
• Communicate regularly with ER Manager and Director of ER status of investigations.
• Collaborate/partner with Human Resources to help facilitate resolution of complaints, when appropriate.
• Testify in unemployment appeals hearings, internal appeals processes, or other formal proceedings upon request; serve as a fact matter expert for employee relations and workplace investigations.
• Perform other duties as may be assigned.

Employee Relations Investigator

• Designs, develops, maintains, and administers compensation programs, systems and processes (job descriptions, pay structures, geographic tiers, etc.) with a focus on hourly production and maintenance jobs
• Analyzes job duties and responsibilities and provides internal consulting services on pay, job design and classification in individual, business and regulatory matters
• Conducts analyses to evaluate pay compression and competitiveness to market
• Leads ad hoc project teams
• Communicates with, educates and trains customers on compensation and classification matters
• Consults and collaborates with other HR groups to help educate and train HR and Business leaders on compensation and pay matter
• Identifies requirements, obtains data, performs analysis and creates presentations and business cases that identify issues and solutions
• Influences development of Global Compensation strategic policy and program design
• Leads the response to salary surveys, requests for data and audits from regulatory agencies like Department of Defense (DoD), Bureau of Labor Statistics (BLS) and the Defense Contract Audit Agency (DCAA) regarding production and maintenance affairs
• Leads salary survey benchmarking validation, including Service Contract Act (SCA) needs

Compensation Specialist – Senior

• Provides professional-level support across a broad range of human resources functions and initiatives.
• Partners with employees, managers, and the HR team to support recruiting, onboarding, training, employee relations, compliance, HR reporting, and organizational initiatives.
• Exercises independent judgment and discretion in coordinating HR processes, interpreting policies, handling confidential information, and supporting day-to-day HR operations while ensuring compliance with company policies and employment regulations.
• Assists with the design, coordination, implementation, and evaluation of training and development programs aligned with organizational goals.
• Facilitates training sessions and employee learning initiatives both virtually and in person.
• Administers and maintains the organization’s learning management system, including reporting, user support, and training assignments.
• Supports benefits administration by responding to employee questions, assisting with enrollment activities, and coordinating communication related to benefit programs.

Senior Human Resources Coordinator

• Lead retirement strategy for Boeing union-represented populations
• Partner with business partners, Labor Relations, Finance, Legal, and Operations to support union negotiations, bargaining strategy, and retirement-related policy matters
• Analyze retirement plan provisions, benefit questions, and negotiating positions to develop recommendations that support Boeing objectives
• Develop, implement, and manage onsite support frameworks that increase employee and HR knowledge of financial well-being topics

Senior Benefits Specialist

• Manage job board listings, employee hiring, and onboarding paperwork
• Counsel management and staff on HR policies and procedures to establish best practices and create a positive work environment
• Implement training or development plans for employees in many different roles
• Update employee records, record data changes, and maintain good records
• Handle document and information audits, as required
• Maintain a high level of integrity and confidentiality

Human Resources Specialist

• Ensuring Head Start standards and regulations are implemented consistently
• Responsible for center recruitment, orientation, training, and performance management
• Collaborate with other departments for staffing support

Manager, Human Resources

• Analyze HR data related to staffing, compensation, payroll, and workforce trends in healthcare environments
• Prepare regular and ad-hoc reports to support HR and business decision-making
• Maintain data accuracy across HRIS, payroll, and cloud-based platforms
• Collaborate with healthcare professionals and leadership teams, including CEOs and senior administrators of medical facilities
• Support HR initiatives and reporting related to hospitals, clinics, and medical service organizations
• Participate in and support medical conferences, workshops, and professional healthcare events, including coordination and follow-up
• Manage inbound and outbound calls with clients, healthcare facilities, and executive leadership
• Act as a main HR point of contact for medical organizations and external partners
• Communicate professionally and effectively with C-level executives and senior stakeholders
• Use and support cloud-based HR and payroll applications
• Assist with system updates, user access management, data uploads, and integrations
• Troubleshoot HR system issues and coordinate with internal IT teams or external vendors
• Manage and support payroll systems, ensuring accurate and timely processing
• Support compliance with federal, state, and healthcare-related labor regulations
• Maintain confidentiality of sensitive employee, payroll, and healthcare-affiliated data

Human Resources Analyst – Healthcare, Cloud Systems

• Provide entry-level administrative support for employee benefit programs across the United States and Canada
• Administer weekly U.S. 401(k) payroll contribution files
• Reconcile benefit vendor billing and invoices
• Track, administer, and maintain accurate records for employee leaves of absence
• Maintain and audit employee benefit data between HRIS, payroll, and benefits administration systems
• Assist with daily administration of benefit plans
• Partner with HR Shared Services to support employee benefit inquiries

HR Benefits Coordinator

• Embodies Wyld’s Pillars and Company Values by leading through example and fostering our culture through authentic, everyday engagement with staff
• Contributes to ongoing continuous improvement efforts to enhance operations and culture, acting as a change champion during the implementation of new systems and processes
• Ensuring multi-state and government compliance, including but not limited to; employment laws and regulations, employee leaves, safety and workers’ compensation.
• Reviews and evaluates terminations for potential risk, ensuring compliance with policy and employment law, and executes the termination process with professionalism, consistency, and care
• Leads workplace investigations with confidentiality and impartiality, conducting thorough fact-finding and making recommendations—including corrective action up to and including termination—aligned with company policy, HR best practices, and established precedent
• Collaborates with leadership to enhance performance management by offering expert guidance on coaching, documentation, and performance improvement strategies, fostering accountability and promoting employee development
• Conducts thorough monitoring and auditing of HR practices to ensure adherence to local, state, and federal employment laws, proactively identifying potential risks and implementing corrective actions
• Builds trusted relationships with employees and serves as a supportive advocate during times of need, fostering a positive and inclusive workplace culture.
• Collaborates in managing workers' compensation cases; ensuring compliance with all relevant regulations and providing support throughout the claims process
• Participate in, manage, and execute strategic employee relations-focused team projects
• Performs and/or coordinates routine tasks as assigned related to administration of human resource programs including but not limited to compensation, benefits, and leave; disciplinary matters; disputes and investigations; performance and talent management; productivity and paid time off/vacation planning, recognition, and morale; and training and development
• Sort through complicated, extensive, and often conflicting information to effectively attack and solve problems
• Support employee engagement and recognition programs.
• Additional duties and responsibilities may be assigned based on business needs

HR Advisor

• Lead the planning and execution of internal communications about employee benefits; organizational development and career architecture; wellness; talent acquisition; policy updates; and related topics
• Partner with HR to identify communication needs, clarify objectives and recommend messaging strategies
• Translate HR topics into clear, relevant communications that improve employee understanding and participation
• Manage communication campaigns with multiple stakeholders and contributors
• Write and edit for a range of internal channels, including articles, newsletters and presentation materials
• Track engagement and performance and adjust approaches accordingly
• Contribute to additional PR/Communications efforts as needed

Internal Communications Specialist – HR Focus

• Prepare and coach managers on how they can be most effective in their role.
• Support the organization and employees in various stages of the lifecycle.
• Lead the business through change management and streamlining initiatives.
• Coordinate communication and documentation with internal HR partners during the pre-employment and onboarding processes.
• Work closely with management and employees to positively influence the culture, improve work relationships, build morale, and increase productivity and retention.
• Oversee all employee relations cases, ensuring quality and compliance assurance, and as well as mitigation of risks.
• Use professional insight to identify people related opportunities, priorities, and potential risks with managers.
• Interpret company guidelines for supervisors and employees as required.
• Develop, analyze and provide recommendations to management regarding fair and equitable salaries, done through participation and review of regular external and internal equity analysis.
• Lead HR focused projects.
• Take on other HR centric duties as assigned.
• Travel requirement: 10% - 25% (may change with business needs).

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