Human Resources

• Prepare, process, and audit US payroll accurately and on time, in close partnership with Finance and the HR Operations team.
• Own multi-state payroll compliance: tax registrations, unemployment accounts, SUI rate updates, and jurisdiction-specific requirements across all states where AlertMedia has employees.
• Support international payroll coordination for our global population in partnership with the HR Operations team and in-country vendors.
• Conduct regular payroll audits: reconcile deductions, verify data integrity across Rippling, and catch and resolve discrepancies before they become employee-facing issues.
• Manage payroll-related employee questions with accuracy and responsiveness.
• Partner with Finance on payroll reporting, cost tracking, and reconciliation.
• Stay current on US federal and state payroll regulations, tax law changes, and international payroll requirements relevant to our footprint.
• Manage day-to-day US benefits administration: enrollments, life events, qualifying event changes, employee questions, and coverage troubleshooting.
• Support annual open enrollment end-to-end: system configuration in Rippling, employee communications, education sessions, enrollment assistance, and post-enrollment audits.
• Conduct regular benefits audits including carrier reconciliations, eligibility confirmations, billing reviews and resolve discrepancies proactively.
• Partner with Finance on monthly benefits billing and cost reconciliation.
• Assist in administering global benefits programs in coordination with the HR Operations team including UK, Ireland, and Mexico.
• Serve as the primary employee contact for benefits questions; resolve issues with empathy, accuracy, and speed.
• Maintain current, employee-friendly benefits documentation, resources, and knowledge base articles.
• Stay current on regulatory changes affecting benefits: ACA, ERISA, COBRA, Section 125, and international equivalents.
• Own the full leave administration lifecycle for all leave types: FMLA, ADA accommodations, short-term disability, long-term disability, parental leave (maternity and paternity), military leave, bereavement, and state-specific programs.
• Serve as the employee and manager guide through leave: intake conversations, eligibility determinations, documentation, required notices, pay coordination, return-to-work planning, and touchpoints throughout.
• Administer global leave programs in alignment with local law: UK statutory maternity/paternity/shared parental leave, Irish parental and sick leave entitlements, Mexican IMSS maternity benefits and sick leave, Canadian provincial leave programs, and Netherlands statutory leave frameworks.
• Own and maintain the Leave Playbook, keeping country-specific guidance, regulatory changes, and process documentation current for the People team.
• Partner with HRBPs and People Partners on sensitive leave situations requiring additional coordination or accommodation.
• Maintain accurate leave tracking and records in Rippling; ensure timely notifications, approvals, and pay continuity coordination with Finance and payroll.
• Identify recurring leave administration friction points and drive process improvements.
• Serve as a Rippling power user: employee record management, data changes, and module support.
• Maintain data accuracy across employee records, benefits enrollments, and leave records; run regular audits and reconciliations.
• Build and maintain standard People reports for benefits, leave, headcount, and ad-hoc requests.
• Maintain accurate data in our HR Bot to ensure employee-facing information is current and reliable.
• Identify and escalate HRIS workflow gaps or data integrity risks; partner with the HR Systems & AI Automation Analyst on improvements.
• Support recurring compliance activities: Form 5500 benefits testing, ACA reporting, COBRA administration, SOC/ISO audits, and employment-related filings.
• Assist the HR Operations Manager with global compliance activities across international jurisdictions.
• Maintain policy documentation and support employee-facing communications for benefits and leave policy updates.
• Stay current on US federal, multi-state, and international leave and benefits regulations.

Human Resources Operations Specialist

• Represent CARD in a professional, loyal, and ethical manner
• Follow and support adherence to all rules and regulations in accordance with CARD’s policies and procedures
• Collaboration and participation in HR initiatives, meetings, trainings and work products
• Help to research and comply with federal, state, and local employment laws and regulations
• Responsible for background screening and onboarding compliance for new employees within the assigned area; able to cover other areas and act as backup when needed
• Conduct initial orientation to newly hired employees and follow up with outstanding items
• Ensures compliance with USCIS Form I-9 Employment Eligibility Verification Auditing I-9 exception reporting and notify HR Manager of noncompliant I-9s following escalation procedures
• Responsible for accurate communication to the Business Partners regarding specified clearances, certification, and credentialing
• Maintains and processes all Unemployment Notices in a timely and efficient manner
• Monitor assigned email inbox and respond to inquiries in a timely manner
• Maintain high level of confidentiality with company and employee documents
• Attend and participate in meetings as required
• Reporting, research, audits and other administrative tasks for the department, as assigned
• Perform other duties as assigned

HR Assistant

• Serve as a key advisor to leaders at all levels
• Coach leaders on communication strategies and documentation expectations
• Partner with HR leadership to develop pro-business solutions
• Manage and resolve complex employee relations cases
• Conduct thorough investigations while maintaining confidentiality
• Review termination recommendations and guide leaders

Employee Relations Specialist

• Serve as a strategic and operational partner to leaders and employees by overseeing key HR functions
• Partner with leadership to align HR initiatives with organizational objectives
• Provide guidance and coaching to managers on employee relations and performance management
• Lead full-cycle recruitment efforts for exempt and non-exempt positions
• Serve as a trusted advisor to employees regarding workplace concerns
• Administer performance management processes and annual review cycles
• Assist with compensation planning and administer employee benefit programs
• Identify training needs and coordinate employee development programs

Human Resources Manager

• Serve as the primary contact for employee relations matters, including complaints, concerns, and workplace conflicts
• Conduct impartial investigations and recommend appropriate, compliant resolutions
• Advise managers and employees on HR policies, procedures, and employment laws
• Support performance management processes, including coaching, disciplinary actions, and terminations
• Ensure consistent application of company policies and practices across the organization
• Facilitate conflict resolution, mediation, and corrective action planning
• Maintain accurate, confidential employee records and case documentation
• Support employee engagement initiatives and promote a positive workplace culture
• Monitor compliance with federal, state, and local labor laws and partner on policy updates
• Collaborate across HR functions (HRBPs, Tier 1, Tier 2, and leadership) to improve processes, standardization, and the HR operating model

Manager, HR Business Partner

• Serve as the primary point of contact for employee questions and HR matters
• Maintain compliance with federal, state, and local employment requirements
• Support HR-related obligations for public company
• Run payroll through ADP and manage employee changes
• Own the onboarding experience
• Assign and monitor training completion
• Manage offboarding and employee records
• Coordinate benefits administration and payroll-related changes
• Support recruiting and hiring across the company
• Help managers address employee relations
• Maintain and improve company policies

• Serve as a trusted HR advisor to QMA leadership, influencing workforce strategies to meet business objectives.
• Partner with leaders on talent planning, performance management, succession planning, and capability development
• Provide guidance on employee relations, engagement, and retention strategies.
• Collaborate with HR CoEs and business leaders to support enterprise-wide transformation and change initiatives across QMA.
• Drive adoption of new operating models, workforce strategies, and ways of working.
• Assess workforce readiness and cultural impact of major initiatives; identify risks and mitigation strategies.
• Provide hands-on HR support for day-to-day needs, including performance coaching, conflict resolution, etc.
• Ensure consistency in HR processes, aligned with enterprise and business policies and programs.
• Build strong partnerships with QMA leaders, HR CoEs and across the HR function to ensure workforce strategies align with business strategy and objectives.

Associate Director, Human Resources – Quality & Mission Assurance

• Manage intake and prioritization to maintain HR Technology roadmaps and value realization metrics.
• Heavy focus on Workday delivery.
• Ensure all initiatives are well organized, effectively scoped.
• Anticipate risks and actively manage issues in delivery.
• Promote Agile best practices across multiple delivery teams and IT partners to ensure streamlined delivery practices.
• Lead & develop a team of program managers who effectively plan, organize and execute initiatives.
• Manage the financials for HR Technology (SW cost, internal & external labor), including vendor contracts and renewals.
• Develop strategic communications intended for executive leaders and large audiences.
• Establish a culture of data driven operational excellence for the HR Technology organization.

Senior Director – Strategy & Operations, HR Technology

• Serve as a strategic people leader aligned to key HCSC business group(s)
• Drive HR strategy in direct alignment with enterprise priorities
• Partner with senior leaders to design and implement talent, culture, and organizational effectiveness solutions
• Enable business performance acting as the primary connector between the business and HR Centers of Excellence
• Oversee workforce planning, leadership development, change management, employee relations, and talent strategy.

Director, HR Strategic Business Partner

• Provide customer service and HR support for employees
• Ensure a positive onboarding experience by assisting with new hire orientation
• Coordinate job fair activities
• Assist with maintaining associate files, ensuring documents and manuals are kept current, accurate, confidential and in compliance with company polices
• Manage leave programs such as tracking leave and FMLA compliance; prepare related notification letters
• Administer the temporary employee conversion process, including sending out and processing evaluation forms, and scheduling and facilitating the orientation process
• Audit and administer monthly HR invoicing, including temporary employee payroll, pre-employment and post-accident testing, HR supplies, etc.
• Organize and deliver employee programs, including facility bulletin boards, recognition programs, employee communication memos, etc.

Senior Specialist, Human Resources

• Work closely with the operations team and provide counsel and guidance regarding policies, procedures and state and federal regulatory compliance requirements
• Keep management and operations apprised of internal and external HR developments that may impact overall effectiveness
• Facilitate new hire orientation and ensure a positive onboarding experience
• Assist supervisors with performance management, including delivering disciplinary action for hourly employees
• Maintain personnel files and training materials, ensuring documents and manuals are kept current, accurate, confidential and in compliance with company policies and government regulations

Senior Human Resources Generalist

• Collaborating with senior management to develop HR strategies that support business goals.
• Designing and implementing programs to enhance organizational effectiveness.
• Ensuring HR policies and practices comply with local, state, and federal laws.
• Identifying and mitigating risks related to employee management.
• Analyzing HR metrics to inform decision-making and improve processes.
• Providing regular reports on HR activities and outcomes to senior management.
• Supporting processes related to client support, change management, performance management, training and development, culture, inclusion, employee engagement, morale and retention.

Senior HR Business Partner

• Operate as a trusted advisor, consulting with PTBPs and senior business leaders on complex organizational issues and challenging assumptions to create solutions that solve business problems.
• Conduct complex and thorough investigations into employee relations matters, providing fair and objective recommendations for resolution.
• Adhere to service level agreements for timely response and follow up to issues, including appropriate use of the case management system, effective and thorough documentation and reporting, and all associated processes.
• Build, analyze, and maintain ER metrics and present data to People Team partners on a quarterly basis.
• Conduct in-depth root cause analysis of ER trends, presenting data-driven stories in business language to influence talent decisions and advise on the productivity impact of attrition.
• Provide advice and guidance to managers in assigned business units to address employee performance issues, including the administration of the PIP or Package process.
• Partner with the Learning and Development Team to develop training workshops/classes/toolkits for leaders.
• Assist with the updating of Company policies and responding to inquiries and concerns.
• Lead and coordinate major global ER projects, requiring significant analysis and the development of innovative solutions that have a broad impact on the ER model and company policy.
• Partner cross-functionally with key stakeholders, including Legal Compliance, Payroll, Benefits, and other departments to resolve employee issues in a timely manner.

Senior Employee Relations Partner

• Provide customer service and HR support for employees
• Ensure a positive onboarding experience by assisting with new hire orientation
• Coordinate job fair activities
• Assist with maintaining associate files, ensuring documents and manuals are kept current, accurate, confidential and in compliance with company policies
• Handle leave programs such as tracking leave and FMLA compliance, and preparing related notification letters
• Administer the temporary employee conversion process, including sending out and processing evaluation forms, and scheduling and facilitating the orientation process
• Audit and administer monthly HR invoicing, including temporary employee payroll, pre-employment and post-accident testing, HR supplies, etc.
• Organize and deliver employee programs, including facility bulletin boards, recognition programs, employee communication memos, etc.

HR Specialist – 2nd Shift

• Serves as leader of WM’s Talent Assessments (including 360s), Coaching, Development, Executive Development Program and Leader Effectiveness processes
• Leads various strategic talent management efforts for talent development, identification, tracking, movement, development
• Defines key actions for talent pools such as high potentials and high performers development, assessment and coaching, and leadership effectiveness
• Collaborates with Learning on future career development strategies and frameworks
• Collaborates with Centers of Expertise (COE’s) such as Business Partners, HR Technology, Culture & Engagement/Social Impact, HR Data Analytics, Learning, Total Rewards and Business Leaders
• Key liaison between Talent Management leaders and team members, HR Business Partners and business leaders
• Design and roll-out support tools for employees, business partners and managers
• Liaison with the HR Technology team on all Talent Development systems
• Manages reports and supports reporting requests for managers and HR Business Partners
• Identify and select new vendor partners for assessment and coaching as needed

Senior Manager, Talent Management

• Lead, coach, and develop a small, globally distributed HR Operations team
• Drive consistency in service delivery, processes, and standards across regions
• Balance global standardization with local compliance requirements
• Establish clear SLAs, priorities, and performance expectations
• Act as the primary escalation point for complex and cross-regional issues
• Own and operate HR Operations for the U.S. employee population, ensuring full compliance with federal, state, and local requirements
• Provide leadership and oversight to global HR operations delivery, ensuring alignment and consistency across regions
• Drive end-to-end excellence across the full employee lifecycle globally, including onboarding and hiring support, job and compensation changes, leaves of absence, offboarding

HR Operations Manager

• Provide HR leadership and guidance by working in partnership with business leaders.
• Successful implementation of strategic HR initiatives in Talent Management and Employee Engagement.
• Execute recruiting strategies for various positions.
• Maintain employee relations and ensure legal compliance.

• Coordinate day-to-day HR activities across the employee lifecycle, including onboarding, offboarding, and employee changes
• Prepare and maintain employment documentation (offers, contracts, amendments)
• Maintain accurate employee data in HR systems (HRIS) and ensure data integrity
• Serve as a point of contact for general HR inquiries, escalating as appropriate
• Support benefits administration by coordinating required information with internal teams and external vendors
• Provide basic guidance to employees and managers on HR processes and policies
• Support routine employee relations and performance-related processes, escalating more complex matters as needed
• Assist with employee engagement activities and feedback initiatives
• Support the Regional HR Manager and HR team with day-to-day operations, HR projects, and reporting
• Manage HR helpdesk tickets and ensure timely and accurate responses to employee inquiries
• Support compliance with U.S. and Canadian employment laws and company policies through accurate recordkeeping
• Maintain documentation for audits, reporting, and internal controls
• Assist with coordination of external HR vendors (e.g., benefits, background checks)
• Support onboarding activities to ensure a smooth new hire experience
• Assist with coordination of employee engagement initiatives and local events
• Contribute to a positive and inclusive work environment
• Support recruitment-related activities in partnership with the Talent Acquisition team, contributing to a positive and efficient candidate experience

Human Resources Coordinator

• 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

• Drive HR strategies and initiatives that align with PR&D and G&A organizational and business-unit objectives, ensuring commitments translate into measurable outcomes
• Manage responsibilities autonomously while maintaining high standards, monitoring progress, and adapting approaches as needed
• Execute annual compensation processes (salary planning, bonus, RSU) for the supported population, partnering with Total Rewards on market data, strategy, and recommendations
• Partner with VP-level PR&D and G&A leaders to provide strategic HR guidance, thought partnership, coaching, and data-informed recommendations that shape enterprise-level people strategy
• Build strong networks across teams, functions, and geographies; proactively share information and collaborate to deliver results efficiently across a portfolio spanning 10+ countries with varied labor laws and cultural norms
• Help senior leaders navigate organizational dynamics, including org design, spans & layers, role clarity, and team structures to make talent decisions that improve team effectiveness and enhance the customer experience
• Lead core talent management processes, including succession planning, 9-box calibrations, performance management, high-potential identification, and leadership development - in partnership with internal and external COEs
• Communicate with clarity and credibility; coach VP-level leaders and their teams to elevate collaboration, shared goals, and organizational effectiveness
• Provide expert guidance on complex employee relations matters and ensure compliance with federal, state, local, and international employment laws

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