Human Resources

• Develops effective human resource strategies for designated business units in the areas of labor, diversity and inclusion and employee engagement
• Projects and assesses talent requirements based upon the changing markets and business needs
• Develops robust and active succession plans supported by leadership and talent development
• Proactively identifies employee and labor concerns through cultural assessments
• Facilitates change management activities to ensure business needs are not unnecessarily disrupted
• Provides specialized, solution-oriented consultation helping leaders identify, prioritize and build organizational capabilities, behaviors, structures and processes
• Partners with HR Business Advisors and HR Shared Services to develop HR policies and practices, conduct detailed analysis and offer best-in-class solutions
• Performs other job-related duties as assigned

Associate HR Business Partner

• Architect and scale enterprise-wide skill, competency, and workforce frameworks in consideration of business and talent strategy
• Define and refine skill architecture, workforce taxonomies, and job models to ensure consistency, clarity, and reuse across job families
• Translate complex work, roles, and capabilities into structured, applicable skill definitions
• Partner directly with senior and executive leaders to co-create, validate, and advance skill-based workforce strategies
• Lead design workshops and deliver expert, data-informed recommendations that influence enterprise talent decisions

Talent Management Principal

• 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

• Lead the design, implementation, and scaling of enterprise skill architectures, competency models, and workforce taxonomies
• Develop enterprise-level skill frameworks in consideration of talent management, workforce planning, and skill-based organization strategies
• Translate complex work activities into clear, structured, and reusable skill definitions across job families
• Evaluate skill models to ensure consistency and enterprise applicability
• Partner with HR and business leaders on job architecture and organization design, supporting skill-based workforce concepts
• Lead skill and framework design workshops, engaging partners in discovery and validation
• Collaborate with partners to co-design and validate skills and competency frameworks, incorporating business and enterprise needs
• Apply analytical reasoning and pattern recognition to assess workforce trends, gaps, and framework effectiveness
• Influence senior leaders through subject-matter expertise, data-driven insights and communication
• Advise executives on talent, workforce, and skill strategies, exercising independent decision-making on complex issues

Talent Management Lead

• 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

• Acting as a trusted advisor and thought leader to the business leadership team, the Senior HR Business Partner will coach senior leaders, managers, and employees while delivering talent, leadership, and organizational solutions that drive measurable business outcomes.
• Ensure teams are optimally structured to support current and future business needs, while enabling leadership and employee development through the planning and execution of strategic HR initiatives.
• Responsible for core talent and HR programs, including performance management cycles, compensation planning, engagement surveys, and ongoing talent reviews.
• Establish excellent relationships with business leaders and employees in assigned client groups to build an understanding of their strategies, challenges, opportunities, and needs.
• Develop collaborative partnerships with business client groups and across the HR team to ensure consistent alignment with goals and priorities and to develop and implement effective solutions.
• Analyze data, metrics, and trends in partnership with business leaders to make informed decisions.
• Coach management on people-related matters including employee relations, conflict resolution, company policy interpretation, and management principles.
• Provide guidance, coaching, and advice in performance-related matters.
• Ensure legal compliance and mitigate risk. Foster the company’s culture while encouraging open and transparent communications.
• Implement employee engagement activities for the client group. Contribute to the design and implementation of integrated talent solutions that drive positive changes across the organization.

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