Human Resources

• Partner with people managers as the named point person for high-change moments: goal setting, reviews, engagement, and survey follow-up.
• Build and deploy manager training including first-time manager training and an AI curriculum across the organization.
• Own individual key results, audit goal quality, and build tooling for goal health to help teams self-run good goals.
• Coach leaders through routine employee relations and navigate tough employee decisions.
• Automate the recurring People operating rhythm using existing tools and AI for goal-health tracking and survey follow-up.

Senior HR Business Partner

• Plan and facilitate company events that will engage employees and foster team spirit.
• Achieve high feedback ratings and ensure healthy participation rates across departments.
• Facilitate employee onboarding to ensure a positive experience, including conducting orientations.
• Manage employee files and ensure compliance with pre-employment requirements.
• Assist with learning and development programs to promote growth opportunities for employees.
• Liaise with 3rd-party training providers and manage educational support programs.

Employee Experience Specialist

• Design and facilitate comprehensive onboarding programs for new employees and newly promoted managers.
• Conduct structured exit interviews, analyze offboarding data to deliver turnover mitigation strategies to leadership.
• Administer annual and pulse employee engagement surveys, translate quantitative and qualitative survey data into action plans with managers.
• Organize company-wide town halls and feedback sessions.
• Partner with department heads to build and execute professional development, mentorship, and leadership training programs.
• Advise Employee Resource Groups (ERGs) on goal-setting, budget allocation, and alignment with company DEI strategies.
• Plan, coordinate, and execute company-wide events—such as retreats and team-building activities—and manage recognition programs for employee work anniversaries, milestones, and outstanding achievements.

Employee Experience and Development

• Coordinate the full-cycle recruitment process, including requisitions, postings, sourcing support, scheduling, screening logistics, interview coordination, and offer preparation.
• Plan and execute New Hire Orientation and onboarding programs, partnering with leaders to create onboarding plans that ensure a positive candidate-to-team-member experience.
• Coordinate the exit/offboarding process for voluntary departures, including scheduling exit interviews and capturing feedback for retention insights.
• Support the coordination and delivery of learning, development, engagement, culture, and training initiatives (scheduling, communications, materials, attendance tracking, and follow-up).
• Provide administration and coordination for job descriptions, acknowledgements, and position records within the HRIS and Performance Management systems.

Human Resources Coordinator

• Heighten a culture of employee engagement and continuous improvement
• Support and enhance the assigned business unit along with the Corporate HR Team.
• Administers numerous human resource activities such as HRIS, employee relations, policy development.
• Conduct new Team Member orientation on a rotation.
• Proactively build relationships by engaging with assigned leaders.
• Conduct effective, thorough, and objective investigations as needed.
• Facilitate progressive discipline process ensuring compliance with applicable laws.
• Conduct exit interviews, identify concerns or risks, recommend to leadership, as appropriate.

Human Resources Business Partner

• Support and enhance business units along with Corporate HR Team
• Administer HR activities including HRIS, employee relations, onboarding
• Build relationships with leaders and engage in employee relations
• Conduct new Team Member orientation, performance management, and exit interviews

• Proactively identifies opportunities to improve team efficiency, streamline HR workflows, and enhance talent strategies.
• Thinks outside the box to spot inefficiencies, recommend creative solutions, and implement best practices that drive business success.
• Partners with cross-functional teams to refine HR processes, ensuring they are effective, practical, and aligned with organizational goals.
• Develops a strong relationship and continually maintains, and applies a clear understanding of each business unit they support, and the internal and external factors affecting the workforce.
• This intimate knowledge of the department allows the HRBP to assist the functional leader in setting short and long term goals for the group, as well as to develop employee engagement programs and identify at-risk areas within the group.
• Partners with the leadership team to understand and execute the organization's human resource and talent strategy particularly as it relates to current and future talent needs, recruiting, retention, and succession planning.
• Communicate, implement and monitor performance review process for assigned functions, supporting employees and managers with the steps, expectations, and general questions surrounding both the process and platform used.
• Work with senior HR management, legal and benefits staff on ER issues in assigned groups, serving as point person for managers, providing advice on performance counselling and addressing employee complaints.
• Provide support and guidance to management, and other staff when complex, specialized, and sensitive questions and issues arise; may be required to administer and execute routine tasks in delicate circumstances such as providing reasonable accommodations, investigating allegations of wrongdoing, and terminations.
• Works closely with the Head of Organizational Culture, Executive and Communications teams to create and manage initiatives that help drive culture, embed inclusive and fair practices in all HR topics and priorities, and improve employee experience and performance.
• Utilize compensation knowledge on market trends to advise leaders on strategy for merit and bonus reviews, retention, and budget.
• Work with managers and the legal department to draft accurate job descriptions, approve FLSA exemption status and create new job codes.
• Partner with the legal department to assess legal risks and mitigate exposure and advise leaders of legal concerns.
• Creates and leads manager and employee training modules in a variety of development areas, including presentations, supplemental materials and resources, roll out plan, etc.

• 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

• Assist managers with employee relations, compensation, and performance management
• Provide strategic HR guidance
• Deliver counsel on HR issues and conduct investigations
• Utilize HR metrics for informed decision making

• General HR functions to include employee relations, training and development, and leave management.
• Facilitate the resolution of various Human Resources problems and provide support to employees and management staff consistent with the policies and procedures established.
• Manage full-cycle onboarding and compliance processes, including execution of new hire orientation, I-9 collection and verification, Red Carpet onboarding task management, policy acknowledgements, and badge/access coordination.
• Oversee physician and advanced practice provider onboarding, including Pending Worker set up, background checks, drug screens, credentialing coordination, and department/cost center alignment.
• Lead onboarding execution for acquisitions, including offer letter creation, position creation and profile setup in myHR, seniority date entry, background checks and drug screen tracking, benefits coordination for Day 1 eligibility, and on-site Day 1 onboarding execution.
• Support compensation and payroll-critical processes by processing compensation changes, advising on new hire compensation using pay grids and internal equity as a guide, and initiating market analysis when needed.
• Coordinate payroll-sensitive actions across multiple cycles and facilities, including severance calculations, PCNs, agreements, and termination processing, as well as retroactive and exception-based pay updates requiring HRIS coordination.
• Manage workforce changes and high-risk employee transactions such as resignations, reductions in force, internal and global transfers, and title, FTE, and department changes.
• Provide documentation support for unemployment, workers’ compensation, and credentialing matters while maintaining audit-ready reporting, anniversary and birthday rosters, and scheduled HR analytics reporting to support leadership visibility and compliance.
• HR Inbox Management.

Senior HR Specialist

• Lead, coach, and develop a high-performing team of HR Business Partners, setting clear expectations and driving accountability
• Partner with the Vice President of Human Resources to continue evolving the HRBP function and expand the team's impact across the business
• Strengthen the team's consulting, business, and leadership capabilities through coaching, development, and continuous improvement
• Standardize practices to strengthen the consistency and effectiveness of the HRBP function
• Partner with business leaders to align people strategies with business priorities
• Advise and coach leaders on organizational design, workforce planning, leadership development, and team effectiveness
• Support organizational changes, acquisitions, and other business initiatives
• Anticipate workforce challenges and develop practical solutions that support business performance
• Lead talent review, succession planning, and performance management processes
• Guide leaders in identifying high-potential talent, critical roles, and development priorities
• Build leadership bench strength and promote internal talent mobility
• Collaborate with Talent Acquisition and Learning & Development to align hiring and development strategies with business needs
• Provide oversight for complex employee relations matters, investigations, and performance issues
• Ensure consistent application of company policies and employment practices
• Oversee EEO, Affirmative Action, and employment law compliance
• Use workforce data and trends to identify risks, opportunities, and priorities
• Develop metrics and dashboards that support business and talent decisions
• Measure and communicate the impact of the HRBP function

HR Business Partner – Leader

• Monitor local market trend information and work with manager to ensure compensation programs are competitive and responsive to local business unit needs.
• Administer direct compensation (exempt and nonexempt cash compensation programs) which includes the processing, recording, and reporting of compensation-related actions.
• Actively support the configuration and testing of Pay Factors and Workday advanced compensation and the ongoing utilization and testing of these tools.
• Participate in and conducts both exempt and nonexempt salary surveys to ensure corporate compensation objectives are achieved
• Become knowledgeable in local regulations to ensure that the compensation programs are compliant with corporate policies and government regulations.
• Assists with the implementation and maintenance of compensation programs to support business needs, including competitive analysis, internal impact analysis, cost projections, implementation strategies, and communication with HR management.
• Provide data analytics support to Compensation Manager and HR Business Partners to audit and provide data intelligence to predict trends and respond proactively to business needs.
• Partner with the HRIS team in design and implementation of compensation programs, Workday configurations, reporting, etc.
• Answer manager and employee inquiries regarding compensation programs.
• Complete job evaluations using market pricing and deliver in a format that leads to transparency and understanding.

Compensation Specialist

• Partner with senior leaders to develop and execute people strategies that support our strategic and organizational objectives
• Serve as a trusted advisor on organizational design, workforce planning, talent management, and change initiatives
• Translate business priorities into actionable HR solutions and programs
• Provide guidance on complex organizational and workforce challenges
• Support organizational restructuring, M&A activity, and other enterprise-wide transformation initiatives as needed
• Facilitate talent review and succession planning processes in partnership with senior leaders and the Organizational Development and Learning team to identify and develop critical talent pipelines
• In partnership with leaders, identify talent gaps and develop strategies to attract, retain, and develop critical talent
• Use workforce data to proactively identify flight risk, skill gaps, and critical role vulnerabilities
• Partner with Talent Acquisition to support recruitment strategies for key positions
• Provide guidance on employee relations matters, investigations, policy interpretation, and conflict resolution
• Ensure consistent application of company policies and employment practices
• Monitor and analyze employee engagement data, turnover trends, and workforce feedback to identify themes and root causes

• Under the supervision of the Lead Ultrasound Technologist, provides direct patient care services and other related functions in support of the department.
• Properly performs all ultrasound techniques and examinations, consistent with the age of the patient, in in-patient or outpatient settings, in compliance with departmental and professional standards and protocols.
• Gather pertinent clinical data and maintains accurate patient records.
• Accurately completes all records, paperwork, and billings and submits promptly.
• Positions and transfers patients appropriately and assists physicians with interventional exams.
• Promptly and properly completes exams, performs QC to images and send exams to PACS for review by the radiologist.
• Assists the radiologists with ultrasound guided interventional procedures.
• Follow Universal protocol in accordance with hospital policy and procedure.

Ultrasound Technologist

• Properly performs all CT scan examinations appropriate to the age of the patient
• Gathers pertinent clinical data and maintains accurate patient records
• Accurately completes all records, paperwork and billing
• Positions and transfers patients appropriately
• Completes exams, performs QC on images
• Assists in maintaining an orderly inventory of necessary supplies
• Assists with urgent exam requests and scheduling
• Establishes IV access for contrast injection as directed
• Travels between Marlborough and Nashoba/Groton as scheduled

CT Technologist, 32 hr, Days – Float

• Properly performs all CT scan examinations appropriate to the age of the patient in inpatient and/or outpatient settings, consistent with departmental and professional standards and protocols.
• Gathers pertinent clinical data and maintains accurate patient records.
• Accurately completes all records, paperwork and billings and submits promptly.
• Positions and transfers patients appropriately and assists physicians with interventional exams.
• Promptly and properly completes exams, performs QC on images and appropriately sends exams to PACS for the physicians to review.
• Assists in maintaining an orderly inventory and in arranging the purchase of needed supplies.
• Assists with other job-related duties including urgent exam requests and scheduling.
• Under the direction of a Radiologist or Emergency Room Physician, performs CT exams using contrast media according to department policy and procedures.
• Will establish IV access for contrast injection according to department policy and procedures.
• Travel between Marlborough and Nashoba/Groton as scheduled to provide operational, administrative, or departmental support.

CT Technologist, Nights

• Properly performs all CT scan examinations appropriate to the age of the patient in inpatient and/or outpatient settings.
• Gathers pertinent clinical data and maintains accurate patient records.
• Accurately completes all records, paperwork and billings and submits promptly.
• Positions and transfers patients appropriately and assists physicians with interventional exams.
• Completes exams, performs QC on images and appropriately sends exams to PACS for review.
• Assists in maintaining an orderly inventory and in arranging the purchase of needed supplies.
• Assists with other job-related duties including urgent exam requests and scheduling.
• Under the direction of a Radiologist or Emergency Room Physician, performs CT exams using contrast media according to department policies.
• Will establish IV access for contrast injection according to department policy.
• Travel between Marlborough and Nashoba/Groton as scheduled to provide operational, administrative, or departmental support.

CT Technologist, 32 hr, Days

• Serve as the company's senior HR leader and strategic business partner to the Executive Leadership Team.
• Align people strategy with business objectives while leading all aspects of the HR function.
• Partner closely with executive leadership to guide organizational design, leadership development, succession planning, culture, change management, employee relations, compensation strategy, and talent initiatives.
• Lead enterprise change initiatives, communications, adoption, organizational effectiveness.
• Oversee investigations, partner with Legal, coach leaders, mitigate employment risk.
• Manage compensation, benefits, talent acquisition, compliance, HRIS, policies, SOX, maritime compliance.
• Lead compensation and bonus structure strategy balancing pay competitiveness, internal equity and alignment with business performance.
• Own design and ongoing optimization of employee benefit programs to support recruiting, retention and engagement.

Senior Director, Human Resources

• Adheres to Integer’s values and all safety, environment, security and quality requirements
• Partner with global immigration vendor to support immigration services and compliance
• Own recurring and ad hoc HR compliance and workforce audit reports, including AAP, EEO-1, ADA, VETS-4212, and state-mandated reporting
• Partner with HRIS to define reporting requirements and validate data integrity
• Collaborate with HRIS to maintain systems that support compliance reporting and audit readiness
• Maintain and update HR policies to ensure compliance with labor laws and internal governance standards
• Monitor regulatory changes and advise HR leadership on necessary updates
• Partner with Legal and HR leadership to mitigate compliance risks
• Conduct periodic internal audits to validate adherence to employment laws and company standards
• Ensure I-9 compliance
• Develop and deliver compliance training for HR teams
• Communicate policy updates and compliance requirements across the organization
• Support employment action activities, such as workforce reductions, acquisitions, or divestitures
• Perform other duties as required

Human Resources jobs in United States

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Senior HR Business Partner

Employee Experience Specialist

Employee Experience and Development

Human Resources Coordinator

Human Resources Business Partner

Human Resources Business Partner

Human Resources Business Partner

HR Assistant

Contingent HR Assistant

Human Resources Business Partner

Senior HR Specialist

HR Business Partner – Leader

Compensation Specialist

Senior HR Business Partner

Ultrasound Technologist

CT Technologist, 32 hr, Days – Float

CT Technologist, Nights

CT Technologist, 32 hr, Days

Senior Director, Human Resources

HR Compliance Specialist