Human Resources

• Provide essential support to the HR team
• Drive HR initiatives within the organization
• Assist in delivering a broad range of HR projects
• Partner with various business units to support their HR needs
• Lead and operationalize core HR processes
• Drive colleague engagement survey strategy and follow-through
• Assist in preparing data and facilitation techniques
• Own and maintain governance of job description and role architecture frameworks
• Partner with immigration function and external counsel for visa cases
• Develop executive-ready materials to inform decision-making
• Collaborate with HR Centers of Excellence (COEs) to deliver integrated solutions
• Champion company purpose and values

HR Business Partner, Consultant

• 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

• The HR Leader, Spine Global Business Unit, is responsible for setting and leading the people strategy, design, governance, and delivery of HR programs supporting the Spine organization globally.
• Reporting to the Head of HR, Spine Sports, and CMF Global Business Unit, this role serves as a strategic partner to the Spine Global Leadership teams to drive talent outcomes aligned to business priorities.
• The role provides leadership across talent strategy, organization effectiveness, workforce planning, leadership development, and organizational engagement ensuring alignment to business strategy, financial performance, and enterprise priorities.
• The HR Leader ensures execution of HR programs with rigor, consistency, and impact while continuously monitoring external market trends and internal business needs.

HR Leader – Spine, Orthopedics

• Serves as the Employee Relations Center of Excellence subject matter expert across the enterprise.
• Responsible for driving HR excellence across respective service lines in all areas related to employee relations.
• Partners with the Strategic HR Partner and other HR Centers of Excellence to promote and drive HR initiatives.
• Manage day-to-day HR functions by supporting changes and applying policies and procedures across the service line.
• Provide HR policy guidance and coaching for managers to ensure consistent execution of procedures and policies.
• Identify needs and provide recommended solutions to support performance management goals.
• Serve as a proactive HR partner while understanding respective areas’ business goals and objectives.
• Recognize potential employee experience & relations issues in a proactive manner and resolve or escalate concerns appropriately.
• Support HR investigations and interventions in collaboration with respective departments.
• Coach front-line employees on organizational and interpersonal communications, including active listening and effective feedback.
• Participate in collective bargaining negotiations and ensure compliance with collective bargaining agreements.
• Promote positive employee relations.
• Complete thorough investigations into employee issues, including documentation, interviews, and fact finding.
• Provides guidance and recommendations for problem resolution to departmental officials and individuals.
• Leads and facilitates the employee relations program and related functions.
• Counsel, review, and approve disciplinary actions and make recommendations for effective action planning.
• Develops and pursues new goals and objectives for improvement in areas of employee relations.
• Communicates with employees regarding employee relations concerns; provides guidance and recommendations for resolution of issues.
• Counsels employees on concerns related to applicable Equal Employment Opportunity laws including Title VII, the Americans with Disabilities Act, the Age Discrimination in Employment Act, and other similar federal and state laws.
• Assists managers and supervisors in understanding and implementing company policies related to performance, discipline, and related topics.
• Manage HR portion of drug diversion and reasonable suspicion drug programs.
• Assist Diversity and Inclusion team with implementation of diversity and culture programs at the department level.

Employee Relations Specialist

• Design, develop, test and deploy technical components in Oracle HCM Fusion, including Fast Formulas, HCM Extracts, BI Publisher reports and OTBI dashboards.
• Configure and maintain security roles, privileges and duty roles in line with segregation‑of‑duties and SOX requirements.
• Build and maintain interfaces and integrations between Oracle HCM and external/internal systems using BI Publisher, OTBI, HCM Extracts, HCM Data Loader (HDL/HSDL), FBDI (File‑Based Data Import), Spreadsheet loaders and REST/SOAP web services. Develop inbound and outbound integrations with third‑party providers (e.g., payroll and benefits vendors) using Oracle Integration Cloud (OIC), secure SFTP connections and other integration patterns.
• Customize and maintain workflow approvals using the BPM Worklist and relevant configuration tools.
• Support development of extensions using Oracle Visual Builder Cloud Service (VBCS) and other platform tools where applicable.
• Maintain HR security for all HR Products within the ITNow solution.
• Analyze and translate functional requirements into detailed technical specifications and deliver working solutions across full implementation lifecycles—requirements gathering, design, configuration, data conversion, testing and deployment.
• Provide Tier‑3 technical support for the HR Help Desk, resolving system issues requiring advanced troubleshooting of configurations, integrations and performance.
• Develop and maintain technical documentation (e.g., business requirements, design specs, test plans, user guides) and keep Empower configuration workbooks current to reflect system changes and new development.
• Participate in the quarterly release process, ensuring that configuration and customizations are supported and working as expected; conduct regression testing and mitigate impact on custom code.
• Participate in Oracle quarterly release testing, evaluating impacts on custom code, integrations and security.
• Train HR and IT stakeholders on new functionalities, self‑service reporting and best practices; provide cross‑training and mentor junior developers to ensure long‑term sustainability of the HR technology platform.
• Develop and execute unit, system, regression and user‑acceptance test plans for new configurations, integrations and releases.
• Collaborate with HR and IT partners to ensure system accuracy, performance and stability.
• Support SIT/UAT efforts, participate in code reviews and adhere to SDLC/Agile practices such as sprint planning, backlog grooming and retrospectives.
• Design, develop and manage data conversions, mass data updates and data validations using HDL, HSDL, FBDI and spreadsheet loaders; optimize data structures and queries for reporting efficiency and accuracy.
• Ensure data governance, confidentiality and role‑based access controls are implemented for integrations and sensitive employee data; champion encryption standards and compliance with SOX and privacy regulations.
• Design interactive dashboards, KPIs and advanced reports using Oracle Analytics Cloud (OAC), OTBI and BI Publisher; identify and define critical metrics aligned with business goals and provide actionable insights to HR stakeholders.
• Participate in the SOX process by running key IT HR controls to ensure compliance and reduce liability.
• Partner with HR Centers of Expertise and IT teams to evaluate business processes, recommend technical improvements and execute on business needs.
• Provide input into HR technology strategy with a focus on digital solutions and process automation; stay current with Oracle’s quarterly releases and emerging HCM technologies.
• Lead or contribute to full lifecycle HCM projects, including configuration, data migration, testing and go‑live support; communicate status and risks to stakeholders and project managers.
• Mentor and cross‑train team members, share knowledge and best practices, and participate in HR business road‑mapping exercises to align development priorities with long‑term strategic goals.

Application Configuration Analyst A IV – IT HR Products

• Provide effective and efficient support for tasks, manage various HR functions, and respond to requests and inquiries accurately and timely
• Monitor all inquiries through HRQ (inbox for HR) and ensure appropriate response, resolution and follow-up
• Manage all leaves of absence, send informative and exclusive communications about procedures and expectations, and ensure legal compliance with federal and state policy
• Drive and coordinate activity for the Microbac wellness program (i.e. work with outside vendors, manage the monthly educational communications, respond to inquiries, etc.)
• Manage and maintain electronic employee personnel files and the HR shared drive
• Assist with compliance initiatives (i.e. state unemployment portals, EEO reporting, policy updates, etc.)
• Provide support with recruitment efforts by conducting phone interviews
• Process monthly invoices for benefits administration and complete activities for funding of spending accounts
• Update and maintain accurate organizational charts
• Manage labor law poster distribution and ensure compliance
• Coordinate activity associated with the company online store
• Assist with onboarding and offboarding efforts when needed
• Assist with projects and initiatives as needed

Human Resources Coordinator

• Serve as a trusted HR Business Partner to leaders and employees across a fast-paced technology organization, helping translate business priorities into thoughtful people strategies.
• Lead and support talent acquisition efforts, including role intake, sourcing, candidate pipeline development, interview process management, and offer partnership.
• Partner with business leaders to understand workforce needs, assess talent gaps, and develop hiring and talent plans that support growth, execution, and long-term organizational effectiveness.
• Leverage recruiting systems and tools to improve hiring outcomes, including applicant tracking systems, LinkedIn Recruiter, sourcing platforms, job boards, and related talent acquisition technology.
• Provide balanced, practical employee relations guidance to managers and employees, including coaching, conflict resolution, performance concerns, policy interpretation, and investigations support as needed.
• Apply a strong understanding of compensation strategy, job leveling, market competitiveness, internal equity, and total rewards principles to support hiring, retention, and talent decisions.
• Develop and maintain Excel-based reporting and analyses to support compensation planning, headcount management, workforce planning, talent acquisition, and organizational effectiveness initiatives, translating insights into actionable recommendations for business leaders.
• Model an AI-native mindset by using AI tools responsibly to improve efficiency, decision support, candidate and employee experience, documentation, process automation, and HR operations.

HR Business Partner, Technology

• 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

• Manages an inventory of moderate to high complexity and exposure commercial claims by following company protocols to verify policy coverage
• Conducts focused investigation to determine compensability, liability and covered damages
• Establishes and maintains working relationships with appropriate internal and external work partners
• Verifies coverage and establishes timely and adequate reserves
• Authorizes claim disbursements within authority limit by determining liability and compensability of the claim
• Contributes to expense management by timely and accurately resolving claims
• Achieves quality standards on every file by following all company guidelines
• Maintains compliance with state/local regulatory requirements

Workers Compensation Claims Specialist – Disposition

• Assist the VP of Human Resources in executing the company’s HR vision and strategy
• Lead HR initiatives across multiple locations, ensuring alignment with business goals
• Partner with GMs/senior leadership, plant managers, and HR teams to drive workforce planning, succession planning, and organizational structure improvements
• Lead and Monitor HR KPIs in assigned plants, identifying trends, issues, and improvement opportunities
• Ensure plant leadership is accountable for culture, engagement, and talent development
• Oversee union negotiations, grievance handling, and contract compliance at unionized plants
• Function as a strategic partner in labor relations, ensuring consistency in CBA interpretation across locations
• Develop and execute union-avoidance strategies at non-union sites while maintaining positive employee relations
• Lead workplace investigations, audits, and risk mitigation efforts to ensure HR and legal compliance
• Ensure adherence to federal, state, and local employment laws across multiple jurisdictions
• Leads talent acquisition strategies, ensuring staffing levels align with production demands
• Lead succession planning and leadership development programs, coaching plant HR teams on talent pipeline management
• Assess and support local plant HR team development, ensuring HR capabilities align with business needs
• Implement standardized training and career development frameworks across the region
• Lead HR process improvement initiatives, benchmarking best practices across locations
• Align HR technology and systems with business needs, ensuring efficiency and data accuracy
• Manage HR budgets and resources, optimizing HR function performance across sites
• Drive employee engagement, inclusivity programs, and culture-building initiatives across the region
• Function as a change agent in organizational restructures and workforce transitions
• Lead HR compliance audits to ensure risk management across locations
• Provide guidance to plant HR teams on implementing proactive policies that address labor trends, legislation, and best practices

Regional Human Resources Business Partner

• Define and execute the HR product, agentic solutions, automation, and workflow transformation strategy
• Build and lead a small team of design experts who identify opportunities for transformation through AI, automation, and process redesign
• Partner cross-functionally to build business cases for transformation and align investments to measurable enterprise value
• Partner with functional owners to redesign HR solutions and workflows, ensuring changes are operationally practical and scalable
• Partner with HR Technology and HRIT to identify enabling technology needs and solution architecture requirements
• Partner with People Analytics to measure outcomes, product performance, adoption, and realized business value
• Own the vision, strategy, and roadmap for transforming key HR services and workflows through AI-enabled solutions, automation, and process redesign
• Formally stand up and scale a centralized, dedicated HR product and transformation capability, reducing fragmentation and duplicative efforts across the function
• Translate HR, business, and employee needs into clear product strategies, prioritized backlogs, business cases, and release roadmaps
• Accountable for product value delivery, ensuring investments are aligned to enterprise priorities and measurable outcomes
• Serve as the voice of the customer—employee, manager, and HR—in product and design decisions
• Ensure solutions are embedded into employee and manager workflows, not treated as standalone tools
• Partner with HR Operations to transition solutions into BAU and ensure long-term stability, optimization, and performance
• Build and manage the People AI use-case portfolio, including prioritization of copilots, agents, intelligent workflows, and AI-enabled service experiences.

Managing Director – HR Product, Transformation

• 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

• Serve as a trusted advisor to senior leaders, driving talent strategy and organizational effectiveness
• Lead the design and implementation of evolved performance management practices
• Advise leadership on pay decisions— promotions, merit, and off-cycle adjustments
• Lead organizational design efforts including role clarity and career pathing
• Lead, coach, and develop a small, high-performing HRBP team

Director, Talent Management

• 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

• Develop, implement, and manage integrations between HR information systems (HRIS), payroll, talent management, and other enterprise applications.
• Analyze HR data to identify trends, generate reports, and provide insights that support workforce planning and business strategy.
• Collaborate with cross-functional teams including IT, HR, and operations to ensure data integrity and system interoperability.
• Monitor and troubleshoot integration workflows to maintain system performance and resolve any data discrepancies promptly.
• Support the continuous improvement of HR analytics capabilities by recommending new tools, methodologies, and best practices.
• Train HR staff and stakeholders on analytics tools and integration processes to enhance data literacy and system utilization.
• Ensure compliance with data privacy regulations and internal policies related to HR data management.

HR Integrations and Analytics Expert

• Working with our business partners to create, improve and sustain industry and infrastructure
• Provides HR Generalist services primarily to a dedicated segment of the company
• Ownership of key HR processes such as Employment Offers, Onboarding, Employee Relations, Policy and Procedure, Leaves of Absence, Terminations, etc. with corresponding processing in the HRIS system
• Collaborate with Recruiting Team regarding hiring and position updates
• Coordinate regular meetings with managers to address recruitment, hiring and various employee issues
• Conduct Employee Exit Interviews, participate in other employee relations activities, and may assist with benefits related issues

HR Generalist

• Responsible for setting and leading the people strategy, design, governance, and delivery of HR programs supporting the Spine organization globally.
• Reporting to the Head of HR, Spine Sports, and CMF Global Business Unit, serve as a strategic partner to the Spine Global Leadership teams to drive talent outcomes aligned to business priorities.
• Provide leadership across talent strategy, organization effectiveness, workforce planning, leadership development, and organizational engagement ensuring alignment to business strategy, financial performance, and enterprise priorities.
• Ensure execution of HR programs with rigor, consistency, and impact, while continuously monitoring external market trends and internal business needs.

HR Leader – Orthopedics

• Responsible for setting and leading the people strategy, design, governance, and delivery of HR programs supporting the organizations globally.
• Serve as a strategic partner to the Trauma US Commercial team to drive talent outcomes aligned to business priorities.
• Provide leadership across talent strategy, organization effectiveness, workforce planning, leadership development, and organizational engagement ensuring alignment to business strategy, financial performance, and enterprise priorities.
• Ensure execution of HR programs with rigor, consistency, and impact, while continuously monitoring external market trends and internal business needs.

HR Leader, Trauma – Orthopedics

• The HR Leader, Spine Global Business Unit, is responsible for setting and leading the people strategy, design, governance, and delivery of HR programs supporting the Spine organization globally.
• Reporting to the Head of HR, Spine Sports, and CMF Global Business Unit, this role serves as a strategic partner to the Spine Global Leadership teams to drive talent outcomes aligned to business priorities.
• The role provides leadership across talent strategy, organization effectiveness, workforce planning, leadership development, and organizational engagement ensuring alignment to business strategy, financial performance, and enterprise priorities.
• The HR Leader ensures execution of HR programs with rigor, consistency, and impact, while continuously monitoring external market trends and internal business needs.

• Set and lead the people strategy, design, governance, and delivery of HR programs
• Serve as a strategic partner to the Trauma US Commercial team to drive talent outcomes aligned to business priorities.
• Provide leadership across talent strategy, organization effectiveness, workforce planning, and leadership development
• Ensure execution of HR programs with rigor, consistency, and impact
• Partner with business on organizational design efforts to position business for the future
• Identify and diagnose talent needs through strong analytical acumen
• Create and deploy talent strategy to attract, develop, reward, and retain talent
• Partner with Talent Acquisition on sourcing and acquiring talent in critical capability areas
• Partner with business leaders to shape culture and employee engagement strategies
• Develop trusted partnerships and coaching relationships with leaders and teams to build leadership capabilities

Human Resources jobs in Pennsylvania

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HR Business Partner, Consultant

Senior Benefits Specialist

HR Leader – Spine, Orthopedics

Employee Relations Specialist

Application Configuration Analyst A IV – IT HR Products

Human Resources Coordinator

HR Business Partner, Technology

Senior Human Resources Business Partner

Workers Compensation Claims Specialist – Disposition

Regional Human Resources Business Partner

Managing Director – HR Product, Transformation

HR Shared Services Administration Specialist

Director, Talent Management

Senior Human Resources Manager

HR Integrations and Analytics Expert

HR Generalist

HR Leader – Orthopedics

HR Leader, Trauma – Orthopedics

HR Leader – Orthopedics

HR Leader, Trauma – Orthopedics