Human Resources

• Provide as-needed support for core HR functions including onboarding, offboarding, file audits, and employee inquiries
• Assist with data entry and HRIS updates in UltiPro UKG
• Respond to assigned HR tickets, emails, and routine employee requests
• Support LOA tracking and documentation under HR supervision
• Prepare templates and forms for HR team use
• Help maintain confidentiality and compliance with applicable labor laws
• Jump in to support special projects or coverage for vacations, peak workload, or emergent needs
• Collaborate cross-functionally with Operations, Payroll, IT, and other departments to ensure seamless execution of HR processes and issue resolution

HR Assistant

Contingent HR Assistant

• Support the development and implementation of HR policies and procedures to ensure compliance with local labor laws.
• Assist in talent acquisition efforts, including recruitment, interviewing, and onboarding of new employees.
• Provide guidance and support to employees and managers on HR-related issues and initiatives.

Senior HR Generalist

• Design and implement presentations, employee and leadership education, and updates on changing laws, market trends, and benefit plan changes
• Resolve employee questions and problems by interpreting benefit policies and procedures
• Reconcile benefits accounts, complete payment with vendor, and look for trends and efficiencies in the data
• Ensure benefit programs are administered in compliance with plan documents and applicable federal and state regulations
• Develop and maintain trusted partnerships with line managers to create value and help reach business goals
• Build relationships internally and collaborate effectively with cross-functional teams, i.e. HRIS, Legal, Finance/Accounting department
• Manage day-to-day administration and continuous improvement of medical, dental, vision, disability, life insurance, retirement plan elements, voluntary benefits, FSA/HSA, COBRA, and leave programs
• Act as the primary internal benefits specialist for benefits-related policy interpretation, regulatory compliance and plan documentation
• Manage relationships with benefits vendors and brokers
• Serve as project lead for benefits initiatives, including timeline, stakeholder coordination, testing, communications, and launch
• Develop and maintain benefits documentation, plan summaries, SPD drafts, and SOPs to reflect current programs and processes
• Perform benefits analytics, market benchmarking, and reporting to inform decision making, budgeting, renewal negotiations, and benefit plan improvement opportunities
• Support benefits strategy planning by translating benchmarking, utilization, employee feedback, regulatory changes, and business priorities into actionable recommendations for plan design, governance, communications, and continuous improvement
• Coordinate open enrollment strategy and execution
• Train HR generalists and other stakeholders on benefits policies, processes, and tools

Senior Benefits Specialist

• Ensure a welcoming employee experience through timely communication, responsiveness, and thoughtful follow-through.
• Administer Grove's U.S. benefits programs, including medical, dental, vision, life and AD&D, HSA, FSA, COBRA, and 401(k) plans.
• Serve as the primary day-to-day point of contact for employees, benefit carriers, brokers, and third-party administrators to resolve benefit-related questions and administrative issues.
• Process employee benefit enrollments, qualifying life event changes, and terminations accurately and within required payroll and carrier deadlines.
• Partner with our leave of absence and disability vendor to administer employee leaves, review requests, coordinate documentation, and partner with HR Business Partners on leave-related matters.
• Review and reconcile monthly benefit invoices and partner with Finance to support timely and accurate premium payments.
• Perform routine audits of benefit enrollments, payroll deductions, HRIS data, and carrier records to ensure data integrity and resolve discrepancies proactively.
• Maintain employee benefit records and documentation in accordance with company policies and applicable federal, state, and local regulations.
• Support compliance activities related to benefits administration, including ACA, COBRA, Form 5500, nondiscrimination testing (NDT), San Francisco Health Care Security Ordinance (SFHCSO), and other required reporting.
• Own the annual Open Enrollment strategy and execution end-to-end, partnering with our broker to evaluate plan design, timelines, and vendor logistics — including employee communications, education sessions, system configuration, testing, and implementation.
• Partner with the Director of People Experience, CFO, broker, and carriers throughout the annual benefits renewal process by gathering information, evaluating plan options, preparing recommendations, and supporting implementation.
• Stay informed on federal, state, and local legislative and regulatory changes impacting employee benefits and leave administration.
• Support the employee lifecycle through new hire orientation, employee inquiries, and other People Experience initiatives and special projects as assigned.
• Assist with immigration and visa administration.

• Administer Human Resources (HR) policies and programs to ensure compliance in staffing and recruitment, employee relations, training and development, benefits, compensation, time and attendance record keeping, and personnel records administration
• Work closely with plant operations and HR team to ensure a positive “open door” climate
• Ensure employee and business strategies result in excellent customer service
• Handle all aspects of the HR department, including administration, legal compliance, policy/procedure enforcement, benefits, compensation, hiring, retention and termination
• Supervise HR staff
• Keep senior management and operations informed of internal and external HR developments that may impact overall effectiveness
• Provide HR reports to upper management as requested

Human Resources Manager

• Responsible for basic HR generalist functions including policy interpretation, and general support in the development and execution of strategies that support the business unit’s HR goals and initiatives.
• Work closely with Service Center and Payroll to troubleshoot employee issues.
• Work closely with HR directors on a variety of HR projects and initiatives.
• Interpret and advise managers on general policies and procedures as it relates basic employee relations issues; escalate to HR Director as appropriate.
• Gather HR data and provide analysis and reporting as required by HR directors and business leaders.
• Track hierarchy changes and ensure integrity in all HR systems (HRMS, SuccessFactors, etc.).
• Take ownership of assignments that contribute to results of various HR projects in support of client needs as required.
• Coordinate administrative requirements for employee status changes, and terminations, and submit timely for processing.
• Schedule and present webinar training for newly integrated managers and employees and existing employees as needed.
• Act as liaison to payroll and benefits on behalf of employee’s for questions beyond 800# capability.

HR Generalist

• Own employment compliance: Full compliance with local regulations across our own entities, EOR markets, and freelance engagements. Contracts, policies, working time, terminations, statutory obligations.
• Oversee payroll and benefits: Accurate, on-time payroll across all entities and providers. Benefits administered end to end with Finance and external providers. Audit-ready at all times.
• Manage the EOR setup: Service quality, cost, onboarding and offboarding, and the call on when a market moves from an EOR to our own entity.
• Steer recruiting operations across countries: A structured, results-focused process in every market: clear stages, disciplined timelines, compliant offers and contracts.

HR Director

• Draft offer letters, separation agreements, employment verification letters, and manage employment verification and reference requests
• Provide additional support for employee benefits and payroll and oversee payroll report reconciliation
• Manage onboarding and offboarding processes for all employees, including leave of absence requests and related documentation
• Track, maintain, and update personnel files and HRIS systems
• Assist with the maintenance and tracking of US-wide training programs, including harassment training
• Ensure timely completion and recording of evaluations
• Monitor and report on the following: adherence to the hybrid work policy, overtime, turnover analysis, and other external requirements
• Request and monitor background checks for all U.S. hires, and manage reconciliation of related invoices
• Provide administrative support for subpoenas, visas and government filings
• Maintain tracking, purchasing, and distribution of anniversary gift cards
• Design, write, and distribute the US HR Newsletter, and maintain US HR materials on the company intranet
• Provide additional support to the broader Human Resource team, including but not limited to supporting updates to various US policies and manuals, responding to ad-hoc requests, assisting with the US Wellness Program initiatives, and monitoring the U.S. HR inbox

Human Resources Coordinator

• Overseeing employee relations, workplace investigations, performance management, compliance, and HR operations.
• Serving as a strategic HR partner to operational leaders.
• Supporting employees and operations in California.
• Conducting and documenting complex workplace investigations.
• Advising managers on corrective actions and performance improvement plans.
• Managing the performance of HR team members.

Human Resource Manager

• 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

• Partner with department heads and the Director – HR to open roles, run a hiring process, and close the right people.
• Make sure every new hire has the tools, access, and context to be productive.
• Single point of contact for every U.S. employee on HR, travel, and admin questions.
• Champion Dozee's culture in the U.S. and ensure distributed team cohesiveness.
• Align U.S. practices with global policy and partner with the India HR team.
• Manage payroll coordination, expense policy, contractor and vendor payments, and compensation administration for U.S. staff.
• Be the first responder when issues arise for U.S. employees.
• Handle U.S. HR compliance and manage U.S. vendor relationships.

HR Manager

• Ensuring the applicable onboarding package is initiated and completed
• Entering and verifying the accuracy of new or returning employee data in the HRIS and associated timekeeping systems
• Scheduling necessary orientation or pre-employment training as required
• Validating necessary documentation (I-9’s, E-Verify)
• Ensuring all information is present to support timely payroll processing
• Receiving and processing employee transactions in the HRIS
• Responding to internal customer phone calls and emails regarding system access or data issues
• Utilizing knowledge of legislation and regulations related to Payroll and/or Human Resources, along with company policies and procedures to accurately complete employee changes in the HRIS
• Ensuring employee status changes are updated in the system in a timely manner
• Auditing employee files to confirm the presence of documentation required by law
• Auditing processes initiated by users to ensure accuracy, providing instruction and additional training as necessary
• Answering Service Center calls, emails, text messages and answering questions, or escalating issues as appropriate
• Keeping a log of all customer inquiries, and reporting on activity weekly
• Preparing templated responses for frequently asked questions
• Assisting Managers with workflows related to employee changes and approvals in the HRIS
• Identifying process issues within the HRIS, and referring them to the HRIS technical team for attention
• Updating organizational information and documents in an intuitive manner on the HRIS for user reference
• Reporting metrics related to Service Center activity

HR Service Center Advisor – Contract

• Partner with Clinical teams to align people strategies with operational goals
• Provide guidance on organizational design and team structure
• Analyze workforce data and support workforce planning efforts
• Serve as the primary HR advisor on employee relations matters
• Lead and support performance management processes
• Develop understanding of clinical roles and challenges
• Support initiatives to improve retention and engagement
• Ensure compliance with employment laws and regulations

HR Business Partner

• Manages an inventory of moderate to high complexity and exposure commercial claims by following company protocols to verify policy coverage
• Conducts focused investigation to determine compensability, liability and covered damages
• Establishes and maintains working relationships with appropriate internal and external work partners
• Verifies coverage and establishes timely and adequate reserves
• Authorizes claim disbursements within authority limit by determining liability and compensability of the claim
• Contributes to expense management by timely and accurately resolving claims
• Achieves quality standards on every file by following all company guidelines
• Maintains compliance with state/local regulatory requirements

Workers Compensation Claims Specialist – Disposition

• Executing second line of defense compliance and operational risk oversight
• Ensuring requirements of the Global Compliance Enterprise Policy are implemented
• Identifying, challenging, escalating, and mitigating risks in a timely manner
• Engaging with senior technology leaders to ensure risk is managed effectively
• Reviewing and challenging the governance, design, implementation, and operation of AI-enabled technology solutions
• Driving a culture of proactive risk management across the Global Technology organization

Employee Experience Technology Compliance and Operational Risk Officer

• Partners with clients and assists the Human Resource Specialist in the delivery of compliance-based services
• Promotes consistency of process and compliance with state and federal requirements to mitigate liability
• Researches and provides guidance on HR topics related to federal and state employment law
• Works closely with the Human Resource Specialist to develop work relationships and build trust leading to client retention

Human Resource Representative

• 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

Senior Human Resources Manager

• Lead and execute forward-thinking HR strategies for Workplace Investing Client Engagement Group
• Partner with leaders to shape talent strategies and enhance the associate experience
• Influence senior executives and deliver practical solutions
• Drive meaningful outcomes through people strategies
• Support organizational change and shape workforce strategies

Director, Human Resources

• Provide timely and accurate service to customers (primarily active employees)
• Assist in processing HR documents, i.e. benefit, salary, and status changes
• Provide information on a wide range of human resources programs and services (via phone, chat, AskHR cases)
• Expedite referral of complex issues and sensitive inquiries to the appropriate area for resolution including, but not limited to, benefits, leaves of absence, payroll, HR policy, training, and work-life programs

Human Resources jobs in Texas

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HR Assistant

Contingent HR Assistant

Senior HR Generalist

Senior Benefits Specialist

Senior Benefits Specialist

Human Resources Manager

HR Generalist

HR Director

Human Resources Coordinator

Human Resource Manager

Senior Human Resources Business Partner

HR Manager

HR Service Center Advisor – Contract

HR Business Partner

Workers Compensation Claims Specialist – Disposition

Employee Experience Technology Compliance and Operational Risk Officer

Human Resource Representative

Senior Human Resources Manager

Director, Human Resources

HR Service Center Rep I