Human Resources

• Manage recruitment, selection process and new hire orientation for all Associates
• Respond to Associate inquiries and advise/mentor Management to appropriate resolution of Associate-related issues
• Counsel Associates regarding job-related issues, policies, procedures, and disciplinary actions including terminations
• Provide final approval of bi-weekly payroll utilizing HRIS and AOD/ADP timekeeping systems
• Administer Benefit Programs conducting Open Enrollment meetings and assisting Associates
• Coordinate Associate Relations Events/Programs to promote Associate morale, motivation, and foster relationships
• Work directly with Environmental Health and Safety Manager or designee on Workers' Compensation, OSHA Safety needs
• Prepare various internal and external reports/data as requested by Management and represent Human Resources for internal external ISO audits
• Prepare various communications to keep Associates informed of relevant information
• Participate in relevant training opportunities to maintain knowledge of industry trends and employment legislation
• Supervise the personnel of the Human Resource department, if applicable
• Travel to other HEXPOL locations may be required
• Perform any other project/task as assigned by Management

Human Resource Manager

• Lead market engagement strategies that prioritize labor relations education, coaching support and risk mitigation for assigned markets while building leader capabilities.
• Ensure alignment with Starbucks’ Mission and Values in all labor relations activities.
• Analyze business and partner experience data to identify trends and inform decision-making.
• Cultivate relationships with union representatives and internal stakeholders to maintain positive partner relations.
• Serve as a trusted advisor in all labor relations matters, proactively minimizing risks to the partner experience.
• Facilitate strategic guidance and consultation on all labor relations issues across, retail, support and PRO teams.

Senior Labor Relations Business Partner

• Serve as the senior HR leader for a large-scale, high-growth manufacturing site, partnering with plant leadership to shape business strategy and organizational effectiveness
• Lead workforce strategy, including large-scale hiring, ramp planning, and long-term talent pipeline development
• Act as a thought partner to leadership on organizational design, change management, and leadership capability
• Contribute to regional HR strategy and share best practices across sites
• Build and scale the HR function to support a rapidly growing employee population of 4,000+
• Design and implement HR structures, processes, and programs that support a new facility ramp
• Partner with operations to ensure workforce readiness, labor stability, and onboarding effectiveness at scale
• Establish a strong employee value proposition and engagement strategy for a new workforce
• Lead a proactive, consistent, and scalable employee relations strategy in a high-volume environment
• Ensure compliance with federal, state, and local laws, as well as internal policies and safety requirements
• Provide expert guidance to leaders on complex employee relations issues, risk mitigation, and decision-making
• Foster a culture of accountability, respect, and inclusion across a diverse workforce
• Build leadership capability at all levels, with a strong focus on frontline and mid-level leaders
• Design and implement talent development, succession planning, and leadership pipeline strategies
• Drive performance management processes that align individual performance with business goals
• Identify and develop high-potential talent to support long-term organizational growth
• Establish scalable HR processes and infrastructure, ensuring operational excellence and consistency
• Leverage workforce data and analytics (turnover, hiring, attendance, engagement) to inform strategic decisions
• Drive continuous improvement through Lean principles and process optimization
• Ensure HR systems and processes effectively support a large and complex workforce
• Build, lead, and develop a high-performing HR team aligned to business needs and site growth
• Define team structure, roles, and development plans to support scale and complexity
• Create a strong, accountable HR organization focused on service delivery, partnership, and results
• Serve as a mentor and leader within the broader HR organization

Senior Human Resources Manager, Manufacturing

• Develop in some cases, and implement in other cases, HR strategies and action plans that are aligned to and drive achievement of business objectives.
• Drive talents plans aligned with and provide input into the organization’s change management plans, including stakeholder analyses, communications and training plans, risk identification and mitigation plans, transition plans, and measures of success.
• Act as a coach and advisor to business change leads, senior leaders and managers to help them fulfill their change leadership roles and build change agility in the organization.
• Use data and analytics to drive talent discussions and influence the organization.
• Help drive enterprise HR initiatives in the organization and ensure the organization’s talent plans align with enterprise-wide HR strategies and programs, working closely with other HR Partners (Staffing, Benefits, Training, Compensation, Employee Relations) as needed.
• Identify and share strategies and solutions that may be implemented in other business areas to improve organizational effectiveness with business heads and HR colleagues; drive implementation where appropriate.

Director, HR Business Partner – Technology

• 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

• 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

• 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

• Acts as the first point of contact to evaluate the scope of employee inquiries, complaints, and conflicts
• Resolve employee issues by gathering data, providing support in conducting thorough investigations, communicating policy, and consulting with management to make informed decisions regarding all employee relations matters
• Provide guidance to management and employees on conflict resolution and performance management
• Review, recommend and approve all discipline and termination actions and documents to ensure compliance with ACG’s policies, procedures and applicable laws and regulations
• Conducts review to ensure any termination action is not covered by rights protected under company policy, EEO, ADA, FMLA or any other employment regulatory requirement
• Ensure any employee allegations, including allegations made by an employee within the termination process, that an investigation was conducted in compliance with ACG policy, and the matter is closed and documented
• Develop initiatives for assigned business units and prepare and deliver ER reporting and data analytics to Supervisor and Managers
• Collaborate with HR Business Partners on strategic initiatives
• Develop and deliver advanced training sessions to educate leaders on company policies as well as coach and assist managers with performance management and disciplinary issue
• Administers various human resources plans and procedures for employees
• Assists in developing and implementing human resources policies and procedures
• Researches, gathers documentation, and analyzes data to assist management and corporate counsel in investigating, answering and settling legal claims
• Mentor and support other employee relations team members
• May serve as the company representative at employment hearings or be called as a subject matter expert in various judicial proceedings
• Reviews and processes unemployment claims
• Provides support for actions associated with Reduction in Force or other actions impacting job movement across the footprint
• Supports H1B Immigration processes

Employee Relations Partner II

• Lead pre-hire activities once the offer is accepted, including facilitating HR Orientation and Onboarding
• Support performance management processes and documentation
• Coordinate all off-boarding activities ensuring the same respect and dignity is provided to team members leaving the organization as when they were hired
• Support organizational initiatives, operational changes, and workforce planning efforts in partnership with leadership
• Develop, implement and maintain scalable HR policies, procedures and operational standards
• Drive continuous improvement initiatives focused on operational efficiency, consistency and scalability, and implementing proactive solutions to improve HR effectiveness and service delivery
• Serve as a trusted HR resource and primary point of contact for team members across the organization providing guidance, support, and direction on HR related questions, policies, processes, and available resources
• Serve as primary owner and administrator of HR systems including workflows, reporting structures, troubleshooting, audits, permissions, and process optimization
• Oversee payroll processing and payroll vendor management to ensure operational accuracy and compliance
• Ensure consistency and accuracy of team member and organizational data across HR systems
• Develop and maintain HR reporting, dashboards, analytics, and operational metrics to support business decision making
• Lead HR technology enhancements, reporting improvements, process automation initiatives, and systems optimization projects
• Oversee employee benefits administration and annual open enrollment
• Partner with brokers and vendors regarding plan administration
• Resolve employee benefit related issues and escalations
• Oversee leave administration and accommodation processes
• Ensure compliance with federal, state, and local employment laws and regulatory requirements across all locations
• Lead HR audits, compliance reporting, documentation governance, and risk mitigation activities
• Provide guidance to leaders regarding policy interpretation, compliance considerations, and HR operational best practices
• Identify operational and compliance risks and recommend proactive solutions to leadership

Manager, HR Operations

• Maintain accurate and compliant employee records, ensuring adherence to all federal, state, and local employment laws
• Conduct periodic audits of HR data, benefits, and employment practices
• Manage unemployment claims, employment verification, workers’ comp coordination, and multi-state compliance-related documentation
• Maintain and update employee handbook, policies, and procedures
• Administer employee benefits programs and serve as the primary point of contact for benefit-related inquiries
• Reconcile benefit enrollments with carrier billing and resolve discrepancies
• Support annual open enrollment, including development of employee-facing materials
• Serve as BambooHR system administrator, ensuring data accuracy and identifying process improvements
• Generate and fulfill HR data requests and reporting needs
• Support process standardization and documentation in alignment with EOS core processes
• Support recruiting operations, including job postings, interview coordination, and candidate communication
• Execute structured onboarding and offboarding processes to ensure consistency and compliance
• Respond to employee inquiries and address issues professionally, applying company policy and sound judgment
• Document, maintain, and improve HR processes in alignment with EOS principles
• Identify opportunities to increase efficiency, clarity, and scalability across HR functions

Human Resources Generalist

• Develop corporate plans for a variety of HR matters such as compensation, benefits, health and safety etc.
• Act to support the human factor in the company by devising strategies for performance evaluation, staffing, training and development etc.
• Oversee all HR initiatives, systems and tactics
• Supervise the work of HR personnel and provide guidance
• Serve as the point of contact for employment relations and communicate with labor unions
• Monitor adherence to internal policies and legal standards
• Deal with grievances and violations invoking disciplinary action when required
• Anticipate and resolve litigation risks
• Report to senior management by analyzing data and using HR metrics

Human Resources Manager

• Be the go-to HR partner for leaders across the business
• Own employee relations from start to finish
• Coach managers and leaders on feedback and performance
• Spot capability gaps and facilitate sessions
• Help maintain a strong, inclusive culture across a remote workforce
• Contribute to culture initiatives

HR Business Partner

• Serve as a thought partner to regional and school leaders, translating organizational strategy into actionable people plans that drive engagement, retention, and performance.
• Make independent, sound HR decisions; balance compliance with business judgment and empathy.
• Anticipate workforce trends and recommend proactive strategies to address turnover, leadership readiness, and culture health.
• Lead and coach leaders through organizational change, conflict, and performance management with discretion and composure.
• Collaborates with the recruiting team on a weekly basis to review hiring progress, share key updates, and provide regional leadership with timely recruitment insights and data.
• Build deep, trust-based partnerships across executive, school, and support teams to influence without authority.
• Foster strong collaboration with Talent, Program, and other cross-functional partners to align systems and practices.
• Act as a cultural leader who models open communication, inclusivity, and professional accountability.
• Design and deliver targeted development sessions for school and regional leaders to strengthen performance management, coaching, and compliance acumen.
• Drive HR project execution and process improvements across regions.

Associate Director, Human Resources

• Provide guidance, support, and recommendations across a range of employee relations matters
• Support business leaders with employee disciplinary actions, performance improvement plans, involuntary termination review, and related advice
• Build strong partnerships and collaborate closely with leaders at all levels, HR Business Partners, Legal, and other internal teams
• Manage multiple matters simultaneously, often for competing stakeholders, in a fast-paced and evolving environment
• Serve as an employee relations subject-matter expert, advising and guiding leaders
• Analyze employee relations trends and proactively identify and escalate areas of opportunity
• Promote a positive and open employee relations environment where employees feel comfortable seeking guidance
• Conduct less complex employee relations investigations as needed

Employee Relations Business Partner

• Support. Organize. Coordinate. Join a team where people truly matter.
• Administer end-to-end employee lifecycle processes including onboarding, job changes, and separations.
• Create communications and maintain accurate team member files while ensuring compliance with company policies and government regulations.
• Coordinate and deliver new hire orientation in partnership with site leadership and safety teams.
• Serve as a point of contact for employee questions and guide them to the appropriate resources.
• Support consistent application of HR policies and regulatory requirements across all sites, including I-9s, training records, safety certifications, and employment eligibility.
• Manage day-to-day operations of JPW’s benefits program by answering employee questions, communicating with third-party vendors, and reconciling invoices.
• Oversee leave administration by tracking balances, processing requests, ensuring compliance, and maintaining timely communication.
• Support payroll operations by validating timekeeping, schedules, and employee status changes. Partner with supervisors to resolve discrepancies.
• Assist with or complete audits including internal, safety, HR, and benefits audits by gathering documentation, maintaining records, submitting data, and communicating with the appropriate authorities.
• Serve as a primary HRIS administrator responsible for employee data entry, audits, workflow approvals, and troubleshooting.
• Conduct routine data audits to ensure accuracy in schedule assignments, job codes, supervisor structure, certifications, and overtime eligibility.
• Partner with HR, third-party vendors, and IT to improve system configurations, streamline processes, and support new functionality rollouts.
• Produce recurring and ad-hoc reports including headcount, turnover, attendance, and certification tracking for HR and operational leaders.
• Partner with the HR team to ensure seamless communication and handoffs across the HR function.
• Build strong relationships with leaders and team members to provide reliable HR support and maintain visibility into business needs.
• Coordinate centralized HR programs such as service awards, recognition initiatives, surveys, and training documentation.
• Organize company events including town halls, engagement activities, interview scheduling, and similar activities.

HR Specialist

• Partnering with leaders to build strong, high-performing teams
• Coaching managers to cultivate positive team cultures
• Driving engagement efforts to make people feel valued

• Be the go-to HR partner for leaders across the business
• Own employee relations from start to finish
• Coach managers and leaders on feedback and performance
• Help maintain inclusive culture across remote workforce

Senior HR Business Partner

• Oversee daily staffing operations for a large team of BTs, ensuring appropriate coverage for all client appointments and center needs
• Manage and optimize staff schedules, including real-time adjustments for callouts, cancellations, and coverage gaps
• Lead new hire center orientation and ensure smooth onboarding and integration into the team
• Monitor staffing metrics (e.g., utilization, attendance, cancellations) and ensure operational efficiency
• Serve as the primary point of contact for employee relations matters, resolving concerns with professionalism, discretion, and consistency
• Coach, develop, and manage direct reports, including performance management, disciplinary actions, and terminations
• Foster a positive, accountable, and inclusive work environment that supports retention and engagement
• Partner with HR on complex employee relations issues, investigations, and compliance matters
• Oversee center operations including inventory, general workplace functionality, and coordination with the facility management team.
• Act as a key communication hub between leadership, staff, and support departments

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