Human Resources

• Lead the global execution of HR strategies and initiatives
• Be the strategic HR partner to B2B sales leadership
• Build and manage succession plans in partnership with business leaders
• Be a change agent for effective communication and implementation of organizational change initiatives
• Develop meaningful data and insights, metrics and scorecards to assess and monitor progress
• Champion and support diversity and inclusion initiatives

Global HR Business Partner, Protective & Marine Coatings, Traffic Solutions

• Lead and oversee the day-to-day administration of Human Resources operations, policies, programs, and employee lifecycle processes
• Manage HR administrative functions including onboarding, employee records management, personnel transactions, employment verifications, and HR documentation
• Serve as the primary owner and administrator of HR operational processes within Workday and other HR systems, ensuring data accuracy and compliance
• Develop, implement, and continuously improve HR policies, procedures, workflows, and service delivery standards
• Partner with Talent Acquisition, Payroll, Benefits, HR Business Partners, and business leaders to ensure seamless employee transitions and consistent HR support
• Oversee background screening, employment verification, and onboarding administration processes in accordance with company policy and applicable regulations
• Ensure compliance with federal, state, and local employment laws related to recordkeeping, onboarding, documentation, and HR administration
• Manage and maintain employee personnel files, HR records, document retention practices, and audit readiness
• Administer The Work Number program and other employment verification processes while maintaining confidentiality and compliance
• Create and deliver HR operational communications, resources, and training materials for employees, managers, and HR teams
• Monitor HR metrics and reporting, identify trends, and provide recommendations to improve operational efficiency and employee experience
• Support annual HR initiatives including performance management, compensation administration, organizational changes, and employee communications
• Conduct periodic audits of HR data, transactions, and processes to ensure accuracy, consistency, and compliance
• Lead special projects focused on HR process optimization, automation, system enhancements, and continuous improvement
• Maintain the highest level of confidentiality and professionalism when handling sensitive employee and organizational information
• Supervise and develop HR administrative team members as assigned
• Perform other duties and special projects as assigned

Human Resources Manager

• Provide hands‑on, day‑to‑day HR support to managers across North America, building trusted relationships as you develop in the role
• Support employee relations matters, including investigations, disciplinary actions, and performance improvement plans, with guidance and escalation support for more complex cases
• Help managers interpret and apply HR policies consistently, building confidence in handling people matters
• Deliver onboarding support and contribute to workforce planning and HR reporting activities
• Work closely with the Lead HR Business Partner to learn from and support complex or higher‑risk employee matters
• Contribute to learning and development initiatives and the ongoing improvement of HR processes.

HR Business Partner

• Instacart’s People Team is at an inflection point — scaling a world-class HR function while simultaneously partnering with some of the company’s fastest-growing organizations.
• The CPO and People leadership team have a trusted, highly capable thought partner.
• Advertising, Commercial, and adjacent go-to-market organizations have a consistent, high-quality HRBP experience.
• The HRBP team you manage is performing at a higher level than when you arrived.
• Scalable People frameworks, processes, and workflows are in place across critical cycles.
• Complex organizational challenges are navigated with clarity, speed, and minimal disruption to the business.

Director, HR Business Partnership

• 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

• Resolve general employee relations issues
• Provide direction and recommendations to all levels of leadership
• Ensure fairness and consistency of policy and practice
• Investigate and resolve employee complaints, issues, and concerns
• Conduct interviews and prepare relevant documentation
• Recommend appropriate resolution of complaints
• Develop action plans and follow up to ensure completion
• Coordinate all leave of absence cases
• Review dashboard metrics daily to optimize efficiency

HR Generalist – Senior

• Lead and fully execute key initiatives that support Distribution and Fleet strategies and core values.
• Responsible for working with leadership on the overall strategy for people and talent.
• Collaborates with leadership to create and execute culture and engagement programs.
• Guides leaders and employees regarding Company policies and procedures.
• Accurately diagnoses campus issues, develops solutions, and implements action plans.
• Ensures activities follow all state and federal employment laws and regulations (e.g., FMLA, ADA, EEO and FLSA).
• Responsible for the intake, processing, and dispositioning of all Employee Relations matters.
• Responsible for recruiting talent for campus needs. This includes: Screening resumes, Completing phone screens, Arranging final, panel, and onsite interviews, Creating offer letters.
• Manages temporary workforce. Partners with vendors to ensure proper talent is provided according to business needs.
• Facilitates all necessary training pertaining to ITSX, RTS, and leadership training.
• Attends and advises on employee disciplinary meetings and terminations.
• Provides general HR assistance to local team members.
• Drive the continuous improvement agenda with focus on employee engagement & employee welfare activities, maximizing productivity, evolving HR responsibilities, and building leadership capability.
• Assists in the FMLA and personal leave process.
• Responsible for employee check-ins and return dates.

HR Manager

• Serve as the primary Human Resources partner for Wise Path Recovery Centers' West Virginia operations
• Build trusted relationships with Executive Directors, Clinical Directors, Nurse Leaders, and department managers
• Partner with leaders on workforce planning, organizational design, staffing strategies, succession planning, and employee engagement initiatives
• Lead the full-cycle recruitment process for all facility and leadership positions
• Oversee the onboarding experience for all newly hired team members
• Conduct workplace investigations and recommend appropriate resolutions

• 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.
• Balance run-the-business support with project-based initiatives, maintaining transparency into demand, work in progress, and upcoming releases.
• 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.
• Develop advanced reports, dashboards, and workforce analytics using UKG and complementary reporting tools.

HR Technology Optimization Analyst

• 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.

• Lead people engagement for a designated team.
• Lead and execute on Talent Strategy and Management (Performance, Succession, Capability Building, Coaching, Inclusion)
• Coach and advise business leaders.
• Activate and Execute on Strategies (policies & programs) launched by COE teams.
• Lead Organizational Design & Strategic Workforce Planning.
• Advise on policies and programs launched by COE teams.
• Own the global HR strategy and talent agenda for IT & GBS, ensuring alignment to enterprise strategy, digital transformation priorities, and operational performance outcomes.
• Serve as a trusted advisor to IT and GBS senior leadership, providing data-driven insights and recommendations on talent strategy, organization design, workforce planning, and capability building.
• Lead planning, development, and delivery of HR strategies and materials for the CIO and GBS leadership team, including annual talent cycles, strategic priorities, and ad hoc initiatives.
• Drive organization effectiveness across IT & GBS, including org design, operating model evolution, global delivery models, and optimization of spans, layers, and capabilities.
• Oversee talent management processes (e.g., performance, succession, leadership development) with a focus on building critical pipelines for digital, technical, and shared services capabilities.
• Partner closely with Talent Acquisition, Total Rewards, and HR COEs to design and deploy integrated talent solutions that attract, retain, and develop high-demand technical and global services talent.
• Lead workforce planning and skills strategy, translating business transformation (e.g., digital, automation, shared services expansion) into actionable hiring, reskilling, and capability development plans.
• Drive continuous improvement and transformation of HR processes, tools, and governance to enhance scalability, efficiency, and employee experience across IT & GBS.
• Oversee employee engagement, culture, and change management efforts to support large-scale transformation, including technology modernization and global service delivery initiatives.
• Monitor external market and talent trends (e.g., digital skills, global workforce models, outsourcing/GBS evolution) and translate insights into forward-looking HR strategies.
• Set the HR communications strategy for IT & GBS, ensuring clear, consistent messaging that supports business priorities and engagement.
• Lead cross-functional partnership with IT, GBS, and HR COEs (Talent Management, Talent Acquisition, Total Rewards) to ensure integrated, high-quality outcomes.
• Build, lead, coach, and develop a high-performing HR team, driving strong execution, capability building, and stakeholder partnership.

Director, HR, IT & Global Business Services – Orthopedics

• Ensure HR initiatives/processes are executed consistently.
• Act as a business partner for THD Logistics group.
• Develop a progressive role for the Logistic's HR function.
• Establish credibility throughout the organization.
• Communicate Home Depot's Union Free philosophy.
• Manage and monitor the process of leadership development and succession planning.

Regional HR Manager – Logistics

• Partner with senior leaders to translate business strategies into effective people and workforce plans aligned to short- and long-term objectives
• Serve as a thought partner to leaders on organizational effectiveness, culture, and team design
• Maintain strong understanding of the business, including financial performance, operating model, talent needs, and competitive landscape
• Lead and embed core talent processes including workforce planning, talent reviews, succession planning, and performance management
• Partner with Talent Management and Talent Acquisition to enable capability-building and internal mobility
• Use workforce data, trends, and insights to proactively identify risks and opportunities related to retention, capacity, and skill gaps
• Coach leaders on people leadership practices, including performance management, change leadership, team effectiveness, and employee engagement
• Support the execution of HR policies and practices in partnership with Associate Relations, ensuring fair, consistent, and compliant decision-making
• Support organizational design, role clarity, and job architecture efforts in partnership with Total Rewards and Talent Management teams
• Lead and support change initiatives, including restructuring, growth, M&A integration, and transformation efforts
• Actively review HR metrics and insights to inform business decisions and people strategies

Human Resources Business Partner

• Investigate workplace complaints and ensure legal and policy compliance, protecting QVC from risk
• Advise managers and People Team colleagues on employee relations issues, policy interpretation, and compliance
• Track and report employee relations activity, identify trends, and recommend solutions
• Support delivery of formal employee relations processes, ensuring consistency and fairness
• Develop and deliver training on employee relations management and compliance topics

Senior Employee Relations Partner, US

• Provides strategic and operational leadership for Attendance Management
• Leads workforce and workload management to achieve service levels, turnaround time, and quality targets
• Serves as a subject matter expert and escalation point for complex attendance and leave-related matters
• Drives operational excellence through data integrity, performance monitoring, and continuous improvement initiatives
• Engages and develops people leaders and teams, fostering a culture of inclusion, accountability, and high performance

Senior HR Manager, Attendance Management

• Assist in attracting candidates, screening them and matching them to appropriate positions
• Manage a variety of functions related to recruitment, including reporting to the hiring manager
• Coordinate communication between job applicants
• Clerical functions such as taking detailed notes and answering phone calls
• Screen applicants via video conference
• Create relationships with job seekers
• Employ recruiting methods to attract candidates
• Source candidates using databases, social media etc.

Human Resources Assistant

• Serve as the primary Human Resources partner for Wise Path Recovery Centers' West Virginia operations.
• Build trusted relationships with Executive Directors, Clinical Directors, Nurse Leaders, and department managers.
• Partner with leaders on workforce planning, organizational design, staffing strategies, succession planning, and employee engagement initiatives.
• Provide coaching and guidance related to leadership effectiveness, accountability, communication, and team development.
• Support organizational growth, change management, and culture-building initiatives.
• Lead the full-cycle recruitment process for all facility and leadership positions, including sourcing, screening, interviewing, offer development, and onboarding.
• Develop and execute recruiting strategies to attract high-quality clinical, medical, operational, and support staff.
• Monitor vacancy trends, turnover patterns, and recruiting effectiveness, making recommendations for improvement.
• Oversee the onboarding experience for all newly hired team members and monitor onboarding effectiveness and retention outcomes.
• Conduct workplace investigations and recommend appropriate resolutions.
• Assist with policy development, implementation, and training.

• Provides reliable and timely coaching and counseling to employees and contact center leadership on issues to ensure consistent, transparent application of policies, procedures, and employments laws.
• Address employee relations matters by investigating issues, mediating conflicts, and recommending appropriate solutions issues balancing employee advocacy with stewardship of company policies and employment laws to foster a positive workplace culture.
• Serves as the HR point of contact supporting/delivering internal processes including Performance Management, New Hire Orientation and Exit interviews under the Corporate hierarchy.
• Conducts training on company policy, programs, and other issues as they arise.
• Maintain accurate employee records and HR documentation in accordance with company policies and legal requirements.
• Partners and participates with local team(s) on recruitment outreach efforts.
• Serves as an active member of HR related project teams as assigned.
• Apprise and escalates potential legal, risk, safety, etc. concerns to the HR Manager.
• Participate in HR projects and process improvements as assigned

HR Advisor

• Assist with all internal and external Human Resources related inquiries or requests
• Processes new hire onboarding and employee through HRIS
• Hold new hire orientation for all W2 new hires
• Maintain digital copies of employee records in compliance with federal regulations
• Perform I9/E-Verify & background checks for all W2 new hires
• Assist with performance management procedures

Human Resources Coordinator

• Provides advice and council in general associate relations issues
• Effectively executes human resources programs that support the business
• Assists with leadership & associate development as well as performance management
• Acts as Associate Advocate, stays closely connected with client groups in the field

See all jobs on JobTailor

Global HR Business Partner, Protective & Marine Coatings, Traffic Solutions

Human Resources Manager

HR Business Partner

Director, HR Business Partnership

HR Information System Manager

HR Generalist – Senior

HR Manager

HR Business Partner

HR Technology Optimization Analyst

HR Technology Optimization Analyst

Director, HR, IT & Global Business Services – Orthopedics

Regional HR Manager – Logistics

Human Resources Business Partner

Senior Employee Relations Partner, US

Senior HR Manager, Attendance Management

Human Resources Assistant

HR Business Partner

HR Advisor

Human Resources Coordinator

HR Manager – Services