Human Resources

• Manage recruiting and hiring for all three companies
• Create and post job openings and actively recruit qualified candidates
• Review applications and resumes and conduct initial interviews
• Coordinate final interviews with management when necessary
• Prepare offer letters, employment agreements, and onboarding documents
• Conduct new-hire onboarding and orientation
• Maintain employee files, records, certifications, and required documentation
• Coordinate background checks and other pre-employment requirements
• Track employee availability, staffing needs, and scheduling requirements
• Ensure shifts, jobs, and client services are appropriately staffed
• Manage attendance, call-outs, lateness, and performance concerns
• Conduct employee check-ins and performance reviews
• Handle employee complaints and workplace concerns professionally and confidentially
• Issue verbal and written disciplinary actions when appropriate
• Develop and maintain HR policies, employee handbooks, and workplace procedures
• Coordinate employee training and ensure required training is completed
• Assist leadership with compensation, promotions, raises, and staffing decisions
• Manage resignations, terminations, and offboarding
• Maintain an active pipeline of potential employees
• Ensure employees understand service, appearance, conduct, confidentiality, and professionalism standards
• Provide leadership with regular updates regarding hiring, staffing, employee performance, and HR concerns
• Recruit and manage concierge, administrative, operations, travel, driver, and service personnel for Universal Travel Concierge
• Recruit and manage cleaners, organizers, packing/unpacking staff, supervisors, and field employees for The College Butler
• Recruit and manage concierge, reservation, customer-service, administrative, and operations employees for Table and Chair

HR Manager staffing three service businesses and overseeing employee operations

Human Resources Manager

HR Manager overseeing recruiting, onboarding, performance, and employee relations. Supporting staffing and service standards across three Miami-based businesses.

• Develop and execute HR strategies aligned with Firm priorities.
• Advise leadership on workforce and organizational matters.
• Promote consistent HR practices across 26 offices.
• Partner on professional staff recruiting, onboarding, engagement, development, retention, succession planning, and performance management.
• Advise on complex employee matters.
• Conduct or oversee investigations.
• Manage disciplinary and separation processes.
• Support a respectful, high-performing workplace culture.
• Maintain compliant HR practices across jurisdictions.
• Update and communicate policies.
• Manage employment documentation and confidential information.
• Oversee HR systems, records, payroll and benefits coordination, office-manager support, and HR metrics.
• Serve as a trusted advisor to Firm leadership, attorneys, and administrative professionals.
• Establish consistent HR practices across the Firm.
• Lead initiatives related to employee relations, performance management, professional staff development, policy, compliance, investigations, HR operations, and organizational effectiveness.

Director of HR leading people operations for O’Hagan Meyer, a 26-office national law firm

Director of Human Resources

Director of HR leading strategy, employee relations, compliance, and operations for O’Hagan Meyer, a 26-office national law firm. Advising Firm leadership from the Chicago office.

• Build trusted relationships with teams, leaders, and managers and translate business needs into practical people strategies
• Coach managers on performance, development, team effectiveness, organizational changes, difficult conversations, and employee relations
• Own and evolve company-wide performance management, including goal setting, review cycles, calibration, manager enablement, and ongoing practices
• Partner on compensation strategy and own benchmarking, analysis, manager guidance, and compensation review cycles
• Advise on organizational design, talent planning, employee development, retention, engagement, and workforce needs
• Navigate complex employee relations and compliance matters with People leadership and legal counsel
• Build and improve People programs, processes, systems, and tools
• Use employee data, feedback, and business context to identify trends, risks, and opportunities
• Oversee employee immigration matters, cases, and timelines with employees, managers, and external counsel
• Serve as deputy and thought partner to the People Lead
• Advise senior leaders and managers on people and organizational decisions
• Strengthen manager effectiveness through coaching, tools, and guidance
• Help build a high-performance, high-trust culture

HR Business Leader shaping People strategy at Infinitus, an AI healthcare communications company

HR Business Leader

HR Business Leader advising leaders and building scalable People programs. Supporting Infinitus’s AI-powered healthcare communications mission through performance, compensation, and organizational effectiveness.

• Lead the company’s compensation strategy and programs, including salary structures, job leveling, annual compensation reviews, bonus programs, equity guidelines, promotions, and market benchmarking
• Manage executive, employee, and international compensation benchmarking
• Oversee employee benefits programs, including health insurance, retirement, leave, wellness, and other benefit offerings
• Evaluate benefits competitiveness, cost, and employee experience
• Lead annual benefits renewal and open enrollment processes
• Manage relationships with brokers, consultants, and benefit vendors
• Own HRIS strategy and administration, including PEO exit
• Ensure HR systems, workflows, integrations, reporting, and data are accurate, efficient, and scalable
• Establish and maintain policies, controls, documentation, and governance across compensation, benefits, and HR systems
• Identify opportunities to automate and streamline HR processes and improve employee and manager experience
• Stay current on market trends, regulatory requirements, and emerging practices in compensation, benefits, and HR technology
• Report to the Head of HR
• Support Iambic Therapeutics, a clinical-stage life-science and technology company developing novel medicines using an AI-driven discovery and development platform

Director leading compensation, benefits, and HR systems for AI-driven biotech Iambic Therapeutics

Director, Compensation, Benefits, HR Systems

Director leading compensation, benefits, and HR systems for Iambic Therapeutics, an AI-driven biotech developing novel medicines. Managing total rewards, HR technology, and scalable people programs.

• Manage the end-to-end payroll process, including regular, off-cycle, bonus, and other payrolls as needed
• Review and validate payroll inputs, including new hires, terminations, compensation changes, deductions, benefits, PTO, reimbursements, garnishments, and other payroll adjustments
• Perform thorough reviews to ensure payroll is accurate, complete, and processed on schedule
• Investigate and resolve payroll discrepancies and employee payroll questions
• Partner with Finance & Accounting on payroll reporting, reconciliations, journal entries, and month-end close activities
• Participate in reviews of acquisition targets to highlight payroll compliance deficiencies
• Monitor state and local filing requirements, deadlines, tax rates, and regulatory changes
• Complete state tax registrations for new-state expansions and coordinate payroll tax filings
• Coordinate with third-party tax filers on payroll tax notices, agency correspondence, and compliance issues
• Manage employee benefits programs and serve as the primary employee contact for benefits questions
• Coordinate with brokers, carriers, third-party administrators, and external providers
• Support annual open enrollment, including system setup, employee communications, and reconciliation
• Process benefit enrollments, changes, and terminations in Rippling and with benefit providers
• Reconcile benefit deductions, employer contributions, and carrier invoices
• Maintain accurate benefits records and timely employee-status updates
• Develop and implement process improvements and automation for payroll, tax compliance, benefits, reconciliations, and reporting
• Optimize Rippling and other systems to improve workflows, controls, reporting, and employee experience

Payroll and benefits specialist managing multi-state payroll operations for an organization

Payroll & Benefits Specialist

Payroll and benefits specialist managing multi-state payroll, tax compliance, benefits administration, and open enrollment. Improving Rippling workflows, reconciliations, reporting, and employee support.

• Support managers in coaching for performance improvement and action plan creation
• Advise leaders and employees on policies, procedures, and practices
• Assist leaders with disciplinary and performance action decisions
• Review, edit, and provide feedback on disciplinary or performance letters
• Assist leaders and staff with resolving employee relations issues
• Conduct effective, thorough, and objective investigations
• Liaise with the Compliance Office on hotline complaints and provide resolutions
• Conduct exit and stay interviews, summarize findings, and discuss trends and concerns with leadership and the Engagement Consultant
• Maintain knowledge of legal requirements related to employee management and reduce legal risks
• Partner with the legal department as needed
• Optimize people, processes, and technology, including AI, to expand access to learning, development, and growth opportunities
• Undertake other responsibilities as needed
• Report administratively and functionally to the leader of Workforce Optimization and Strategy

Employee Relations Consultant supporting workforce practices at Vanderbilt University

Employee Relations Consultant

Employee Relations Consultant advising Vanderbilt University leaders on employee relations, investigations, and performance actions. Supporting compliant, consistent workforce practices across the university.

• Provide tactical, responsive HR support to individual contributors in assigned business units and/or functions
• Serve as the first point of contact and trusted advisor for employee relations issues and HR policies and processes
• Coach and counsel employees on issues, applying policies, procedures, and employment laws consistently and transparently
• Identify, communicate, and resolve complex employee relations issues while balancing employee advocacy with company policies and employment laws
• Support and deliver Performance Management, New Hire Orientation, and Exit Interviews
• Conduct training on company policies, programs, and other issues
• Partner with local teams on recruitment outreach efforts
• Participate in HR-related project teams
• Mentor HR department employees by providing technical advice and guidance
• Assist the HR Manager with developing and maintaining processes, policies, and new initiatives
• Apprise and escalate potential legal, risk, and safety concerns to the HR Manager

Senior HR Advisor supporting employee relations at WM, North America's environmental solutions provider

Senior HR Advisor

Senior HR Advisor supporting employee relations, HR policies, and talent initiatives at WM. Advising employees for North America's leading environmental solutions provider.

• Provide strategic direction, advising, and coaching to executive business leaders
• Improve business outcomes through organizational design, workforce planning, organization health, and effectiveness
• Drive strategic and operational plans aligned to People Account Team initiatives
• Oversee and drive program delivery
• Understand business and financial drivers and identify innovative, future-focused HR solutions
• Interpret and analyze data to uncover insights and guide decisions
• Conduct talent trending analysis, data visualization, predictive analysis, and external research
• Provide advice, coaching, and counsel on HR programs, organizational change, diversity, and development
• Promote a fair and equitable work environment
• Collaborate with cross-functional People Account Teams and Centers of Excellence
• Navigate sophisticated issues and drive results for the business
• Perform other duties and projects as specified by business management

Senior HR partner driving workforce strategy for T-Mobile's growth and emerging businesses

Senior HR Strategic Partner

Senior HR partner advising T-Mobile's growth and emerging businesses on workforce strategy. Driving organizational design, people initiatives, and executive coaching.

• Provide strategic HR, talent and business partnership services to leaders
• Serve as a trusted collaborator and advisor to senior-level leadership and management
• Advise on change management, organizational effectiveness, work environment, culture and leadership
• Partner with business clients and HR partners on employee relations, compensation and performance management
• Lead HR support for at least two community hospitals, a large academic medical hospital or System Services organization
• Hire, coach, administer disciplinary actions and conduct performance appraisals for direct-report HR staff
• Provide input into and implement departmental HR strategy
• Manage fiscal accountability for HR facility/entity budgets
• Develop and execute HR strategies at facility and organizational levels
• Design, develop, implement and deliver training and interventions addressing talent planning, engagement, retention, client relations, total rewards, leadership development, culture transformation and change management
• Consult on change strategies aligned with a performance culture and drive change initiatives
• Improve performance, business outcomes and employee engagement through diagnostic analysis
• Prepare for and participate in key facility discussions, including Monthly Operational Review, and execute action plans
• Identify strategic gaps or opportunities and propose consulting plans addressing root causes
• Diagnose work-environment issues and build collaborative interventions and solutions
• Assess business initiatives and work processes to identify opportunities for leveraging human capital
• Ensure safe care and adherence to Memorial Hermann policies, procedures and standards
• Support department-based goals, professional development, mandatory education and skills competency
• Serve as preceptor, mentor and resource to less experienced staff
• Model Memorial Hermann’s safe, caring, personalized and efficient service standards
• Perform other duties as assigned

HR director guiding strategic workforce initiatives across Memorial Hermann hospitals

Director, HR Business Partners – The Woodlands/Northeast

HR director guiding strategic workforce initiatives across Memorial Hermann hospitals. Leading HR teams, change management, talent strategy and organizational effectiveness.

• Act as the primary point of contact for employees and managers on HR-related questions, policies, and processes
• Lead full-cycle recruiting for open positions in the US, including sourcing, screening, interviewing, and coordinating with hiring managers
• Manage the end-to-end employee lifecycle, including preboarding, onboarding, employee records, and offboarding/exits
• Support performance management cycles, including OKRs/KPIs, quarterly reviews, and PIP documentation
• Maintain and update HR policies, employee handbooks, and internal documentation
• Administer benefits, leave, and compliance-related processes
• Support employee relations matters, addressing workplace concerns, escalating when needed, and maintaining documentation
• Assist with organizational initiatives such as team restructuring, internal mobility, and engagement programs
• Maintain accurate HR data and generate headcount, turnover, and HR metric reports for leadership
• Optimize and streamline HR processes and workflows using HRIS, ATS, and internal tools
• Help foster company culture through engagement, recognition, and internal communication initiatives

Remote HR Generalist supporting US hiring and employee operations at global performance marketing agency

HR Generalist

Remote HR Generalist supporting US hiring, employee lifecycle operations, and HR compliance. SBC Performance scales brands globally through data-driven performance marketing and analytics.

• Develop and manage employee relations strategies for one or more lines of business
• Direct and facilitate resolutions to complex employee relations matters with HR leaders, control partners, and stakeholders
• Set strategy for and lead employee relations initiatives
• Collaborate on enterprise initiatives and oversee conduct governance routines to mitigate employment risks
• Support Conduct Councils and related governance routines
• Prepare committee-level reporting and analysis
• Manage regulatory reporting and related requests
• Develop and execute conduct training in partnership with the Academy
• Lead the year-end conduct review process, including performance restrictions, incentive impact, base pay restrictions, and outlier rationale
• Perform thematic analysis of conduct data
• Develop and analyze metrics
• Manage risk and controls and operational excellence initiatives
• Own process documentation in POP
• Serve as primary liaison with Audit, Legal, Risk, and Compliance
• Provide cyclical and ad hoc conduct reporting using Tableau and Excel
• Influence senior stakeholders and package reporting materials for Audit, Risk, the Board, and regulators
• Identify process improvements, build consensus, and enhance future processes
• Lead work featured with senior company leaders and the Board
• Oversee decision-making and stakeholder management for high-risk, complex employee relations cases
• Determine performance management guidelines for individual lines of business
• Define employee relations service-delivery strategy and lead subject matter experts
• Influence strategic HR decisions and outcomes while managing risk as a control partner
• Evolve the Employee Relations function to drive efficiency and mitigate risks

Employee Relations Executive managing conduct governance and HR risk for Bank of America’s banking businesses

Employee Relations Executive – Global Markets, Corporate and Investment Banking, Risk Management, Merrill and Private Bank

Employee Relations Executive managing conduct governance, reporting, and complex HR risk for Bank of America’s global banking businesses. Partnering with executives, regulators, Audit, Legal, Risk, and Compliance.

• Support and lead client engagements focused on HR transformation, including HR function design, service delivery improvement, process redesign, and people program effectiveness
• Advise business leaders and HR stakeholders on HR programs, talent practices, and HR organization design
• Conduct current-state assessments, stakeholder interviews, workshops, and analysis
• Develop recommendations on HR operating model design, organizational structure, governance, process improvement, and employee-facing HR practices
• Lead or co-lead internal and client meetings
• Manage project workflows and coordinate deliverables across workstreams and stakeholders
• Analyze qualitative and quantitative data to determine project direction and identify client implications
• Create presentations, reports, summary exhibits, and recommendations for senior leadership
• Contribute to talent acquisition, performance management, promotion processes, HR technology/vendor selection, and HR organizational review engagements
• Collaborate across lines of business and with cross-functional colleagues
• Coach junior team members on analysis, work planning, and deliverable development
• Contribute to internal knowledge building, tools, methodology enhancement, proposal support, and AI-enabled project execution

HR transformation consultant advising clients on workforce strategy and organizational change at Mercer

Senior Human Resources Transformation Consultant

HR transformation consultant leading client engagements on workforce strategy, operating models, and HR technology at Mercer. Advising senior stakeholders and delivering data-driven organizational recommendations.

• Support, manage projects, and perform analysis for talent assessment, executive development, and executive coaching practices
• Work on Talent Management and Talent Analytics projects and tasks
• Partner with Executive Development, Talent Assessment, and Executive Coaching practices to develop leaders within TJX
• Coordinate, track, and administer Executive Development, Coaching, and Assessment programs
• Perform qualitative and quantitative analysis using large data sets
• Present findings to Global Talent Management leaders, connecting data and analysis to TJX Leadership Competencies and Cultural Factors
• Highlight strengths and opportunities and provide recommendations to overcome challenges
• Assist with managing and coordinating projects for Global Talent Management practices
• Assist with other assignments within the Global Talent Management function

Talent Management and Analytics Co-op supporting leadership development at TJX, an off-price retailer

Talent Management & Analytics Co-op

Talent Management and Analytics Co-op supporting executive development, assessment, coaching, and analytics projects. Contributing research and data-driven recommendations at TJX, a global off-price retailer.

• Define and evolve the HR Enablement operating model, governance framework, and long-term strategic roadmap
• Establish governance, standards, and accountability mechanisms for prioritizing, deploying, and sustaining HR initiatives
• Drive alignment across HR functions to coordinate scalable initiatives and enable successful execution
• Define HR strategies that improve practitioner experience, reduce complexity, and increase execution effectiveness
• Lead HR enablement and operating model transformation efforts
• Advise senior leaders on enablement strategy, implementation risk, organizational readiness, and change capacity
• Establish processes to evaluate initiative prioritization, implementation capacity, and organizational readiness across the HR portfolio
• Leverage metrics, practitioner insights, and operational performance data for strategic decisions and continuous improvement
• Identify, measure, monitor, and control risks in accordance with risk and compliance policies and procedures

HR principal integrating strategy and transformation for USAA’s financial-services HR organization

HR Integration & Planning Principal

HR Integration & Planning Principal leading strategic planning, governance, and transformation for USAA’s HR organization. Integrating enterprise initiatives across HR functions to improve execution and workforce outcomes.

• Provide strategic leadership and execution support for HR enablement, readiness, change management, and adoption initiatives
• Translate association people strategies, business and workforce priorities, and HR programs into scalable implementation approaches
• Establish association standards, methodologies, and deployment frameworks for consistent HR execution
• Lead readiness, communication, training, and adoption strategies for major HR initiatives and transformations
• Develop implementation toolkits, best practices, learning resources, and scalable enablement solutions
• Ensure HR practitioners have the knowledge, resources, and support to execute association initiatives
• Integrate COE, HRBP, and HR practitioner perspectives to align solutions with business outcomes
• Identify adoption barriers, execution challenges, implementation risks, and improvement opportunities
• Use adoption metrics, stakeholder feedback, and operational insights to evaluate effectiveness and improve enablement
• Facilitate collaboration across HR teams to improve consistency of delivery
• Ensure risks associated with business activities are identified, measured, monitored, and controlled according to risk and compliance policies

HR Enablement Director driving scalable HR adoption and change at USAA

HR Enablement Director

HR Enablement Director translating USAA’s people strategies into scalable HR implementation, readiness, and adoption programs. Connecting HR centers of expertise, business partners, and practitioners across four U.S. locations.

• Support core processes of the Talent First service delivery model and provide high-quality assistance to colleagues
• Evaluate, resolve, escalate, communicate, and track employee requests and concerns
• Maintain, update, and produce information in HCM and related databases
• Provide employee and organization data reports using report-writing tools
• Maintain employee records according to employment law and company retention policy
• Assist managers and employees with self-service answers
• Support and optimize workforce management systems, processes, and procedures across the employee lifecycle
• Support teammates, Centers of Excellence, and Talent First team members
• Collaborate with Talent Acquisitions and Solutions to meet nationwide new-hire deadlines
• Facilitate monthly new-hire orientations
• Complete onboarding processes, maintain documents, initiate pre-boarding, and coordinate I-9 completion, drug and alcohol testing, background screening, access, and equipment requests
• Facilitate voluntary terminations, including separation paperwork, payroll notification, and final check procurement
• Coordinate system and application deactivation for leaves of absence and terminations
• Process compensation and job changes through the HCM system and ensure approvals, documentation, and data accuracy
• Assist with Preferred Drivers and MVR monitoring programs
• Complete I-9 work-authorization reverifications
• Facilitate communications, craft events, surveys, and client-mandate administration
• Support Benefits with employee inquiries, guidance, and leave-of-absence support
• Archive records and reconcile employee-change data
• Answer employee and manager questions about employment policies and benefits
• Monitor vacation and sick-time balances in Workday
• Assist with Preferred Driver, DOT Driver, and Return-to-Work screening and program administration
• Assist with ADA accommodation evaluation and documentation
• Support management check-in processes through reporting
• Manage craft assets and resolve related issues
• Manage weekly and interim check distribution
• Collect and document business requirements for project and process improvement or automation efforts
• Visit job sites and offices as needed
• Complete other assigned responsibilities

HR Generalist supporting employee lifecycle operations for a workforce services organization

HR Generalist supporting employee lifecycle operations, onboarding, records, benefits, compliance, and employee inquiries. Coordinating HR systems, workforce programs, reporting, and job-site support.

• Serve as a trusted advisor to senior leaders, helping shape business strategy through organization design, leadership, and talent
• Lead organization design, workforce planning, and succession efforts
• Partner with leaders to design organizations that create clear ownership, accelerate decision making, and enable teams to scale
• Coach senior leaders through organizational change, leadership transitions, performance challenges, and other high-impact business moments
• Provide a clear, well-reasoned point of view on complex organizational decisions
• Identify emerging organizational risks and opportunities by connecting themes across leaders, teams, and the broader business
• Build practical, scalable approaches that improve leadership, team operations, and organizational growth
• Partner with Recruiting, Compensation, Employment Legal, HR Operations, and other People leaders on integrated People strategies
• Model exceptional business thinking, organizational insight, and leadership influence while helping develop other HRBPs
• Own and interpret People programs, including Compensation, Legal, and Performance, to provide authoritative guidance

Principal HR Business Partner shaping talent strategy for Hims & Hers healthcare platform

Principal HR Business Partner – Tech

Principal HR Business Partner shaping organization design, leadership, and talent strategy for Hims & Hers' personalized healthcare platform. Advising senior leaders through growth and transformation.

• Support onboarding activities, including pre-boarding tasks, new hire communications, orientation scheduling, and follow-up support
• Prepare and maintain onboarding materials, orientation resources, new hire checklists, and process documentation
• Provide administrative support to new hires by tracking required tasks, answering routine process questions, and escalating issues
• Maintain accurate employee records in HR systems according to internal procedures and confidentiality requirements
• Review HR data for accuracy, completeness, and consistency and support corrections
• Prepare HR reports, dashboards, trackers, and data summaries
• Support the mentor program through mentor/mentee coordination, participation tracking, communications, and feedback gathering
• Contribute to the HR newsletter by gathering updates, drafting content, and organizing submissions
• Assist with HR Operations tasks, audits, documentation updates, and process improvement initiatives
• Provide administrative and project support across HR Operations, employee communications, team coordination, and other HR initiatives

HR Intern supporting onboarding and HR operations at clinical research company WEP Clinical

HR Intern

HR Intern supporting onboarding, employee data, reporting, and communications at WEP Clinical. Contributing to clinical research operations that improve access to medicines and patient outcomes.

• Provide specialized support in HR data and records management
• Serve as a primary source of information for schools and departments regarding appointment and payroll policies and procedures
• Use Workday to process, troubleshoot, evaluate, and support decisions aligned with University policies and data governance standards
• Complete high-volume HCM transactions and data entry, including leave requests, pay and vacation corrections, sign-on bonuses, and other transactions
• Apply academic appointment data, including tenure status, rank, academic track, and named professorships
• Validate supporting documentation and maintain HR data integrity
• Monitor minimum wage, living wage, and exempt employee salary reports and resolve issues with departments
• Enter and audit monthly and biweekly payroll documents
• Respond to departmental transaction questions and facilitate problem resolution across HR/Payroll
• Assist departments with staff salary and merit planning; conduct simple analysis and resolve issues
• Liaise with payroll and other University areas on policy and procedural questions
• Adhere to SLAs and communicate issues to the Team Lead
• Participate in ongoing training, team backup support, business process testing, and initiatives

HR data coordinator managing Workday, payroll, and records for Washington University in St. Louis

HR Data Management Coordinator – HR Operations

HR data coordinator managing Workday transactions, payroll, and records for Washington University in St. Louis. Supporting departments with HR policies, data integrity, and issue resolution.

• Provide technology and product delivery leadership for the enterprise Human Resources domain
• Lead technology strategy, platform stewardship, architecture capacity, delivery execution, application reliability, and continuous improvement across Oracle Fusion Cloud HCM and HR products
• Define product strategies, roadmaps, priorities, backlogs, and measurable outcomes with HR leaders
• Serve as technology steward for Oracle Fusion HCM and evaluate platform capabilities, configuration, extensibility, AI, automation, analytics, and agent-based capabilities
• Co-lead multidisciplinary HR product groups across functional, technical, integration, data, UX, architecture, cybersecurity, change, and operations
• Lead continuous delivery across new capabilities, releases, integrations, optimization, technical debt, and production support
• Coordinate Oracle HCM with Payroll, UKG, Finance, identity/access, enterprise data platforms, and other workforce technologies
• Maintain accountability for reliability, service performance, security, technical health, delivery quality, and financial stewardship
• Partner with HR leadership to prioritize opportunities and communicate strategy, roadmaps, outcomes, investments, risks, and decisions
• Build and lead technology capabilities, coach team members, evolve product-team ways of working, and manage internal staff, strategic partners, vendors, and Oracle relationships
• Advance responsible adoption of AI, automation, digital assistants, analytics, and agent-based capabilities
• Simplify the technology landscape, reduce customization and technical debt, improve user experience, and increase strategic platform value

Associate Director leading Oracle Fusion HCM technology for Cedars-Sinai healthcare

Associate Director, ERP Application Development, Oracle Fusion HCM, HR Products

Associate Director leading Oracle Fusion HCM strategy, delivery, and reliability for Cedars-Sinai’s healthcare HR systems. Guiding multidisciplinary product teams, integrations, automation, and workforce technology modernization.

Human Resources jobs in United States

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Human Resources Manager

Director of Human Resources

HR Business Leader

Director, Compensation, Benefits, HR Systems

Payroll & Benefits Specialist

Employee Relations Consultant

Senior HR Advisor

Senior HR Strategic Partner

Director, HR Business Partners – The Woodlands/Northeast

HR Generalist

Employee Relations Executive – Global Markets, Corporate and Investment Banking, Risk Management, Merrill and Private Bank

Senior Human Resources Transformation Consultant

Talent Management & Analytics Co-op

HR Integration & Planning Principal

HR Enablement Director

HR Generalist

Principal HR Business Partner – Tech

HR Intern

HR Data Management Coordinator – HR Operations

Associate Director, ERP Application Development, Oracle Fusion HCM, HR Products