Human Resources

• Serve as coach and business partner to leadership teams within a unit, function, or site.
• Actively manage employee relations.
• Facilitate the process between employees and leadership to discuss/resolve issues.
• Oversee that staffing and recruiting process complies legally and with company policies.
• Employ data-driven approach to maintain production staffing levels.
• Analyze training and development needs and implement the training agenda.
• Drive consistent application of employment policies and development by reviewing actions.
• Direct the recruitment, selection, promotion, and onboarding of talent.
• Lead core HR processes: performance appraisal, compensation, objective setting, and planning.
• Promote employee engagement and partner with leaders to drive a performance culture.
• Provide HR judgment when problem solving and making decisions.
• Collaborate with HR colleagues to drive implementation of HR projects.

Manager, Human Resources

• 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

• Assists the HR department by performing various tasks, either as a generalist or area specific
• Communicates, administers, and enforces policies, procedures, and documentation related to HR
• FMLA administration including certification and designation processing
• Processing and maintenance of personnel records including deductions, direct deposits, and employee status changes within SAP SuccessFactors
• Manage employee paperwork to verify that all documents are complete and accurately processed
• Administer drug screen process
• Address and resolve employee questions in regard to benefits
• Assist in the hiring process by pre-screening applications, setting up interviews, and preparing and conducting orientations
• Benefits administration and changes
• Prepare exit interview packets, perform exit interviews, and separation notices
• Assist in preparing reports as needed using Excel and HRIS software
• Print employee identifications and coordinate access with security
• Partake in facilitating and coordinating special HR projects, including events, studies, and newsletters
• Point of contact for building maintenance and requests
• Performs other activities as needed or as directed
• Provides initial contact and service to employees and visitors for the Manufacturing Human Resource department and ensures that their needs or requests are addressed in a positive, professional, and timely manner
• Enters and maintains accuracy and organization of assigned employee data, records, and files including, but not limited to; timekeeping, attendance, vacation, sick days, leaves, disciplinary actions, and other necessary employment information into HR information system
• Posts communication memos and other company related materials on company bulletin boards, and ensures all boards are current and organized
• Processes paperwork for terminated hourly employees

Human Resources Specialist

• Provide HR leadership and guidance by partnering with business leaders
• Implement strategic HR initiatives in Talent Management, Performance Management, Leadership Development, Employee Engagement, Change Management, and Compensation and Benefits
• Execute recruiting strategies for Professional, Managerial, and Administrative positions
• Manage.additional Human Resource duties such as retention strategies, legal compliance, payroll, communication, orientation, and training.

Senior Human Resources Manager

• 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

• Act as local delivery experts of JLL’s global HR strategy, ensuring that local policies and practices are in line with the Global HR strategy
• Manage 1-2 direct reports, providing escalation guidance and career development to them
• In a player/coach role, support complex, multi-x accounts as the primary HR partner who will direct on-account strategy and execution of HR processes and tasks
• Proactively anticipate vertical- and country-wide opportunities or issues and develop innovative solutions to address the opportunities at the root cause with intention to arrive at sustainable solutions
• Enable an exceptional employee experience during moments that matter throughout the employee lifecycle e.g., onboarding, performance review, promotion, etc.
• Contribute towards a culture of inclusion which celebrates our employee diversity and promotes employee belonging
• Lead or participate in just-in-time projects impacting business results
• Manage various degrees of employee relations situations and performance management in partnership with JLL’s Employee Relations and Performance Coach teams
• Provide consultation to business stakeholders through coaching, training, and advisory support
• Cultivate strong meaningful relationships with both employees and People Partners to build trust as their primary touchpoint 'on the ground'

Senior HR Business Partner, Data Centers

• Connect with members who have requested information
• Educate families on life and supplemental benefit options
• Guide clients through the enrollment process
• Maintain compliance and provide ongoing client support

Entry-Level Benefits Specialist

• 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 Supervisor

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Senior HR Manager

• Manage a book of business by consistently contributing to clients’ overall success and growth
• Collaborate with client management and key decision makers on alignment of HR business strategy and goals
• Consult with client management and key decision makers on HR-related issues, suggest new HR strategies and provide HR guidance when appropriate
• Evaluate and anticipate HR-related needs and strategize with client management and key decision makers

Human Resource Specialist

• Serve as the primary point of contact for all employee relations matters
• Conduct thorough investigations into employee complaints and policy violations
• Partner with outside legal counsel on employee issues as needed
• Develop, update, and enforce HR policies and the employee handbook
• Manage full-cycle, end-to-end payroll processing for all employees
• Prepare, file, and reconcile all federal and state payroll tax filings
• Maintain and administer multi-state payroll operations
• Analyze HR metrics and trends and present data-driven recommendations
• Collaborate with Talent Acquisition on job descriptions and onboarding processes

HR Business Partner

• Work with members and families to explain available options regarding union and association benefits
• Assist families with coverage enrollment when appropriate
• Meet with clients virtually through Zoom

Benefits Specialist

• Partner with the CHRO and HR Leadership Team to translate enterprise priorities, external business context, and executive focus areas into a clear strategic agenda for the HR function
• Support the CHRO in preparing for high-impact discussions, decisions, and leadership forums by developing clear narratives, framing materials, recommendations, and follow-up actions
• Drive strategic initiatives and special projects that require executive visibility, cross-functional coordination, and disciplined follow-through across multiple stakeholders
• Identify issues that require leadership attention, connect interdependencies across teams and initiatives, and help sequence actions to maintain momentum on the highest-priority work
• Facilitate discussions with senior leaders to clarify priorities, surface tradeoffs, align on decisions, and translate broad direction into focused action
• Develop executive communications, presentations, and strategic updates that synthesize complex information into concise insights, key messages, and decision-ready recommendations
• Partner with leaders across HR, Finance, Communications, Technology, and the business to ensure strategic priorities are well defined, aligned, and advanced with pace and discipline

Senior Manager, HR Strategy

• Interviews, hires, coaches, and provides training to employees to maintain high customer service.
• Evaluates employee performance with key metrics (SLA’s, customer feedback, ticket throughput, project milestones).
• Approves PTO and timesheets for payroll.
• Conducts effective resource planning to maximize the productivity of resources (people, technology etc.)
• Maintains and improves operations by assisting employees with best practices; conducting company lunch and learns; team meetings (including one on ones) with employees; identifying and resolving conflict; preparing and conducting action plans
• Ability to be 10% billable as a technical lead, project manager, or fill in analyst gaps as needed
• Maintains the on-call schedule, ensuring adequate coverage at all times
• Works with the team to oversee client projects and upgrades, including client check-in, meetings, and progress reports.
• Works with team leads to conducts quality audits of application analysts ticket work, ensuring established benchmarks are being exceeded and feedback is provided to analysts in monthly one on one sessions
• Builds strong relationships with clients, direct reports, and internal PPC team members.
• Leads select EHR projects, provides effective project management and drives successful outcomes including monthly progress reports
• Ability to assist the sales and delivery team with scoping future work, interviewing and providing statement of work documentation
• Other duties as assigned

EHR Manager, Managed Services

• Coach and advise managers, supervisors, and employees on employee relations matters, including attendance, performance management, corrective action, policy interpretation, terminations, and workplace conduct.
• Investigate and resolve employee relations issues and complaints, including workplace concerns, allegations of misconduct, policy violations, and complaints made through the company’s integrity hotline; partner with HR leadership on escalations as appropriate.
• Provide guidance and recommendations to managers and supervisors on appropriate corrective actions, ensuring consistency and compliance with company policies and applicable employment laws.
• Support employees by answering questions, addressing concerns, and providing training, coaching, and guidance on HR-related topics.
• Advise department managers on company policies and procedures related to employment, compensation, performance management, and employee relations.
• Interpret, communicate, and administer HR policies, procedures, and employment practices in compliance with all applicable state and federal laws.
• Review, evaluate, and respond to requests for ADA accommodations, leaves of absence, restricted duty, and Workers’ Compensation, ensuring compliance with legal requirements and company practices.
• Communicate and administer company-sponsored and mandated benefit programs, including disability insurance and leave programs; educate employees on benefit offerings, coordinate open enrollment, and assist in resolving benefit-related questions and issues.
• Monitor and approve applicable salary increases to ensure alignment with established guidelines and compensation practices.
• Support managers and supervisors with disciplinary documentation, termination paperwork, and related employee communications.
• Plan and execute employee appreciation events, recognition programs, and service award activities.
• Compile, analyze, and prepare statistical and operational HR reports as needed.
• Support supervisors and managers in the development, review, and maintenance of job descriptions.
• Support recruitment and onboarding activities as needed and serve as a backup to other HR team members.
• Support the site’s culture of continuous improvement, including participation in and achievement of Bronze Certification.
• Comply with all Environmental Health and Safety standards, work rules, and safe work practices.
• Perform other duties and responsibilities as assigned

Human Resources Generalist III

• Operate in a complex, global, matrixed environment shaping and executing the people strategy across multiple geographies.
• Drive organizational effectiveness, build leadership capability, and ensure strong operational execution of core HR processes to enable sustainable business growth.
• Bring a high level of commercial acumen, strong stakeholder influence, and the ability to balance enterprise consistency with business-specific needs.
• Partner with Business Unit Executive and leadership teams to shape and deliver the people and culture strategy aligned to business objectives.
• Lead the implementation and operationalization of global HR strategies, policies, and programs within the business.
• Build a high-performing, commercially focused HRBP model aligned to business outcomes.
• Represent business needs in shaping global HR programs and priorities.
• Lead organizational design, restructuring, and effectiveness initiatives.
• Shape and sustain a high-performance, diverse, and inclusive culture aligned with enterprise values.
• Leverage data and analytics to inform workforce planning and strategic decision-making.
• Ensure HR policies and practices comply with local employment laws and corporate standards.

Global Human Resources Director

• Serves as employee relations point of contact to assigned department leaders, faculty, and staff regarding complex as well as day-to-day employee relations inquiries and needs.
• Apply analytical and problem-solving skills while advising department leaders, faculty and staff regarding policies, regulations, best practices, and recommended courses of action to bring employee relations matters to resolution.
• Facilitate employee relations investigations.
• Provides support to the Human Resources Advisor and Employee Relations team, Office of Faculty Affairs and Office of Equal Access and their client groups with conducting tasks such as project management, data entry, retrieval, and analysis.
• Assists to promote Employee Relations, Faculty Affairs and Office of Equal Access projects and initiatives.
• Facilitates requests for employment file, leave of absence and accommodations.
• Develops internal process documents, leader resources, guides and assists with research of regulatory requirements.
• Receives and conducts intakes on inbound employee relations, faculty affairs and Title IX inquiries.
• Participates in conducting investigations including but not limited to discrimination, harassment, retaliation, Title IX, conduct, etc.
• Consults with leaders and HR Advisors in the planning and conducting initial phases of an investigation of performance and corrective action-related concerns, drafts and reviews corrective actions, facilitates the staff grievance process, assists with EEOC claims and other organization charges/complaints.
• Coordinates and monitors activities to ensure compliance of programs with all applicable federal, state and local laws, regulations and guidelines and conforming to human resources management policies and procedures.
• Responds to requests for information on HR policy interpretation from employees.
• Researches and composes high level correspondence, reports, and presentations.
• Maintains and audits employees’ relations trackers including but not limited to ADA accommodation, grievance, reduction in force, performance management and remote work requests.
• Supports onboarding and offboarding activities for employees including condition of employment requirements, upkeep of offboarding content and distribution, conducts offboarding interviews, compiles turnover dashboards and data reports.
• Participates in institutional initiatives, project goals and committees and facilitates Employee Relation staff policy and performance trainings.
• Partner with the Employee Relations leadership and HR Advisor team to collect and analyze departmental needs to identify opportunities that enhance talent development, employee engagement and retention efforts.
• Performs other duties as assigned.

Employee Relations Consultant – 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

Human Resources jobs in Tennessee

See all jobs on JobTailor

Manager, Human Resources

Senior Human Resources Business Partner

Human Resources Specialist

Senior Human Resources Manager

Senior Human Resources Manager

Senior HR Business Partner, Data Centers

Entry-Level Benefits Specialist

Human Resources Supervisor

Senior HR Manager

Human Resource Specialist

HR Business Partner

Benefits Specialist

Senior Manager, HR Strategy

EHR Manager, Managed Services

Human Resources Generalist III

Global Human Resources Director

Employee Relations Consultant – Human Resources

Human Resource Manager

Senior Labor Relations Business Partner

Senior Human Resources Manager, Manufacturing