Human Resources

• Own people programs and strategies for your client group, including performance management, compensation, talent development, engagement, and retention
• Partner with functional leaders on org design, workforce planning, and people strategies that support business objectives at scale
• Lead coaching and counsel for leaders on professional development, career pathing, leveling, change management, and sensitive people situations
• Drive data-informed people insights by analyzing trends and translating them into actionable recommendations for leadership
• Build and apply HR policies with an eye toward compliance and risk reduction, managing employee relations issues across global teams
• Strengthen cross-functional partnerships across People Team COEs to ensure cohesive delivery of people programs

HR Business Partner

• Process employee lifecycle transactions, including hires, terminations, promotions, transfers, compensation changes, and other status updates in ADP.
• Maintain data accuracy and ensure compliance with organizational policies, audit requirements, and regulatory standards.
• Prepare, validate, and distribute recurring and ad‑hoc HR reports and data extracts.
• Support system upgrades, enhancements, and implementation activities, including testing and documentation.
• Troubleshoot HRIS issues, escalate technical problems, and collaborate with the Manager, HRIS & Reporting on solutions.
• Assist with onboarding and offboarding workflows to ensure a seamless employee experience.
• Conduct data audits and participate in data cleanup and process improvement initiatives.
• Provide end‑user support and training for HR and business partners on ADP functionality and best practices.

Salary & Compensation Specialist

• Lead full-cycle recruiting, including sourcing, interviewing, and evaluating candidates for production and professional roles
• Act as the primary HR point of contact, supporting employee relations, performance management, and HR inquiries
• Partner with managers to address performance issues, provide coaching, and implement corrective actions when needed
• Coordinate onboarding, new hire orientation, and employee engagement initiatives
• Manage HR processes such as performance reviews, merit increases, and salary analysis
• Investigate and resolve employee concerns while ensuring proper documentation and escalation
• Maintain HRIS records, support payroll/timekeeping processes, and deliver HR training as needed

Human Resources Business Partner

• Serve as strategic HR advisor to senior leaders
• Advise leadership on organization design, workforce planning, and succession planning
• Partner with HR COEs to lead talent management and compensation processes
• Provide executive oversight for employee relations matters and HR risk management
• Lead major change initiatives in partnership with COEs and business leaders
• Mentor and coach senior business leaders on team effectiveness
• Use people analytics to assess organizational health
• Manage, coach, and develop a high-performing team of HRBPs
• Collaborate with HR COEs to design and deliver integrated HR solutions

Director, Human Resources Business Partner

• 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

• Lead the employee experience team and operating rhythm (intake, prioritization, timelines and quality).
• Design and deliver onboarding and enablement programs that support adoption and performance.
• Develop scalable learning content, including e-learning, microlearning, job aids, FAQs and knowledge-based articles.
• Partner with product and go-to-market teams to align training to roadmaps, releases and launch plans.
• Lead training delivery across virtual and in-person formats; coach facilitators and content owners.
• Build adoption and change strategies that translate business goals into clear actions and communications.
• Influence stakeholders and maintain strong partnerships with internal teams, vendors and advisory groups.
• Measure effectiveness using surveys, analytics and performance metrics; continuously improve content and delivery.
• Stay current on learning technology and digital adoption tools; apply best practices and emerging trends.
• Deliver programs globally with a primary focus on the U.S. and U.K.; apply localization/translation techniques as applicable to ensure relevancy and uptake.

Director, Employee Experience

• Serve as a first point of contact and key advisor to Campus Leadership and employees
• Provide hands-on support across all facets of the organization
• Collaborate with leadership to foster a positive workplace culture
• Conduct investigations related to employee complaints and policy violations
• Facilitate performance management processes
• Ensure compliance with federal, state, and local employment laws

• Provide strategic leadership and operational oversight for People & Culture function
• Design, manage, and evolve HR operations infrastructure across compensation, payroll, benefits, compliance
• Develop compensation structures that align with enterprise pay philosophy
• Manage benefits vendor relationships and compliance requirements
• Own HRIS administration and workforce data to support organizational decision-making
• Evaluate HR technology and reporting systems for operational analytics
• Oversee facilities operations including office footprint transition and vendor relations
• Lead and develop HR operations team members

Director of HR Operations

• Work collaboratively with a team to ensure various HR processes, tasks, reports, and documents are completed with high quality and within deadlines.
• Dedicate a portion of time to supporting the Compensation & People Analytics teams, assisting with compensation cycles, data requests, and reporting needs while helping ensure accuracy and consistency across HR data and processes.
• Leverage technical skills (e.g., Excel and other data tools) to analyze and organize people data, support reporting dashboards, and contribute to insights that inform compensation and broader HR decision-making.
• Facilitate resolution of the HR Helpdesk requests by liaising between HR specialty areas (recruiting, training, compensation, benefits, diversity, equity, inclusion, performance management, and compliance) and non-HR staff.
• Assist with various tasks related to our campus and experienced hire recruiting processes, including but not limited to interacting with candidates and our staff to invite, schedule and coordinate interviews and visits, prepare offer letters, and manage applicant tracking system data.
• Support our internship program by coordinating meetings and events, collecting feedback, and compiling survey results.
• Support our learning & development team by curating content, setting up training courses in our learning management system, processing CPE credits, and providing onsite support at training events.
• Update and maintain HR data systems, including human capital management, learning management, performance management, applicant tracking, and electronic personnel files.
• Support onboarding and offboarding processes.

Human Resources Coordinator

• Administer benefit programs, including all reporting, billing reconciliations, audits, COBRA benefits...
• Assist with student onboarding, timecard review and processing as needed.
• Act as backup for payroll processing for student and staff payrolls.
• Assist with the recruitment efforts to identify, source, and qualify candidates.
• Assist with the performance evaluation process, including system updates, goal assignment, and system training.
• Maintain current knowledge required to assure compliance with federal, state, county regulations concerning all employment related actions.
• Evaluate current HR department practices and processes and make recommendations for improvement in providing effective and efficient services to our employees and the school.
• Prepare and maintain sensitive and confidential correspondence.

Senior Human Resources Generalist

• Develop and execute strategies to attract and hire top talent from universities and community colleges.
• Build and maintain strong relationships with career centers, faculty, and student organizations.
• Plan and attend campus events, career fairs, and networking activities to promote AAFCPAs as an employer of choice.
• Serve as the primary coordinator for the Campus Ambassador Program, overseeing its design and management.
• Act as the main liaison with community colleges, developing and implementing tailored programs.
• Support initiatives like CPA Prep Review and MBA sponsorship programs.
• Coordinate and execute a best-in-class onboarding experience for all new hires.
• Collaborate with department leaders to ensure new team members are integrated seamlessly into their roles and the AAFCPAs culture.
• Work closely with the broader Talent Management team to align early talent initiatives with overall recruitment and development strategies.

Campus and Talent Management Specialist

• Manages the dissemination of HR related communications to various audiences under the direction of leadership.
• Creates and maintains various HR specific reports, databases, and/or records to ensure compliance with established policies, procedures, and legal rules and regulations.
• Serves as a point of contact to employees, managers, and internal and external stakeholders.
• Schedules logistics and secures resources for recruitment processes, onboarding activities, payroll functions, and/or other HR related activities.
• Assistance with training development, coordination, and delivery.
• Enters, reviews, and processes HR transactions according to established policies and procedures.
• Coordination and management of J-1 VISA application process.
• Audits and tracks compliance for various HR functions.

HR Coordinator

• Partner with executive leadership to design long-term workforce plans and succession strategies.
• Develop and implement HR strategies aligned with organizational goals.
• Provide guidance to managers on performance management and employee relations.
• Oversee daily HR operations, policies, procedures, and employee lifecycle processes.
• Partner with legal to develop and maintain employee handbook, HR policies, and compliance documentation.
• Manage audits, investigations, and risk mitigation activities.
• Lead recruiting strategy and workforce planning activities.
• Oversee employee relations and conflict resolution processes.
• Ensure compliance with federal, state, and local employment laws to protect the organization from legal risks and workplace liabilities.
• Oversee onboarding, performance management, promotions, succession planning, and career development.
• Develop leadership coaching and manager training programs.
• Partner with leadership on compensation strategy, benchmarking, and salary administration.
• Oversee benefits administration and vendor relationships.
• Develop and maintain HR dashboards, metrics, and workforce analytics.
• Ensure accuracy, security, and governance of employee data.
• Create reports and insights on headcount, turnover, retention, recruiting, performance, and employee engagement.
• Serve as the primary owner and administrator of the organization’s HRIS platform.

VP, HR

• Partner with senior leaders and their teams as a trusted, proactive HR advisor
• Provide coaching and counsel on performance management, employee development, and organizational effectiveness
• Support workforce planning and organizational design
• Manage employee relations
• Development/implementation HR policies, programs, and processes and support compliance
• Participate in HRIS evaluation and implementation initiatives
• Design/facilitate L& D programs, with focus on practical skill-building and measurable impact
• Build/deliver resources including toolkits, coaching frameworks, and communication guides
• Support people-side workstreams for post-acquisition integration (role mapping, cultural assessment, and comp harmonization)
• Partner with the CHRO on comp benchmarking, job architecture, and total rewards internal equity and market alignment
• Collaborate with TA on critical searches, providing HRBP perspective on candidate assessment, offer strategy, and onboarding

Senior Human Resource Business Partner

• Works as partner to Professional Hygiene team to ensure professional HR support for all HR and operational issues;
• Manages labor and employee relations, in assigned sites, and participates in all union relations activities including negotiations with support from regional leadership;
• Build capability of local business teams with appropriate tools and knowledge to effectively manage their people in line with their people plans e.g., performance management, succession planning, career management, development of teams, etc.;
• Employ a tactical and strategic approach toward human resources role for the sites, maintaining close and cooperative relationships with HR and staff;
• Assists and guides line management on a broad range of HR policies, programs, and practices to ensure Essity is compliant with laws, regulations and policy;
• Prepares job/position descriptions and initiates and participates in the recruitment process with the Talent Acquisition team;
• Leads local employee onboarding plan and follows up to orient new hires in Professional Hygiene’s facilities in Harrodsburg and Danville;
• Manages the administration and coordination of fair and equitable compensation and reward systems that serve to attract, motivate, and retain the most qualified employees whose diversity is represented in all levels;
• Lead and coordinate continuous improvement of all human resource processes to improve efficiency and employee services while balancing overall costs;
• Assist in the organization of employee activities and community/public relations activities.

HR Manager

• 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

• Assist with the facilitation of new hire orientation sessions
• Provide frontline support to employees
• Assist with daily administrative tasks
• Monitor and manage attendance phone line
• Stay current with relevant laws and regulations

HR Administrator

• Provide HR compliance and best-practice guidance to U.S.-based small and medium-sized businesses.
• Consult with clients via phone and written communication to address a broad range of HR-related questions and concerns.
• Research federal, state, and local employment regulations to ensure accurate and practical guidance.
• Deliver timely, professional, and easy-to-understand recommendations that support client decision-making.
• Manage client inquiries while consistently meeting established service level expectations.
• Serve as a senior HR resource for both clients and internal team members.
• Support knowledge-sharing initiatives and provide formal or informal mentoring to colleagues.
• Assist leadership in identifying knowledge gaps and developing team expertise in specialized HR topics.
• Contribute to the creation and enhancement of compliance resources, articles, guides, webinars, and educational content.
• Identify opportunities to improve workflows, processes, and service delivery models.
• Lead departmental projects, programs, and cross-functional initiatives as needed.
• Proactively recognize and manage client escalations while maintaining positive customer relationships.
• Ensure alignment with service scope, established workflows, and operational standards.
• Collaborate with internal stakeholders to drive company objectives and enhance the overall customer experience.
• Perform other responsibilities and special projects as assigned.

HR Advisor IV

• Works with Corporate Benefits Team to provide administrative support
• Management of benefit enrollments and changes
• Handle benefit inquiries and complaints
• Monthly invoicing reconciliation
• Assist with organizational compliance
• Develop communication tools
• Coordination with payroll department for timely and accurate benefit deductions
• Perform project work as requested
• Positive attitude toward self, other professionals, clients and CBIZ
• Ability to gain computer proficiency relative to administrative programs, spreadsheets, word processing and presentations
• Ability to conduct high-level research and analysis
• Ability to handle high volumes of transactions, tight deadlines, and highly confidential and sensitive information
• Possess and apply a solid understanding of the work environment; be punctual, present and discreet​
• Professional in appearance and manner​
• Additional responsibilities as assigned

Benefits Specialist

• Serve as the face of HR and the primary HR support for front-line leaders and employees
• Work with employees and managers to determine employee effectiveness and satisfaction
• Use tools and resources to measure engagement and recommend and implement action
• Manage company policy education and compliance
• Work with managers/supervisors to educate and ensure understanding of policies
• Coach and guide managers through policy interpretation discussions and investigations
• Manage and execute Employee Relations matters from conducting investigations to providing expert support for employees
• Provide coaching and guidance for managers/supervisors to document and handle issues/conflicts
• Coordinate and execute strategies and activities for developing line manager capability
• Coordinate and deliver HR programs and communication by working with HR Centers of Excellence (COE’s) and HR Business Partners to understand business needs, determine best vehicle for delivery, and coordinate implementation
• Assist with the facilitation of labor law compliance
• Synchronize with other Employee Engagement team members to provide coverage to other Moog sites as needed
• Maintain confidentiality of sensitive employee information

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HR Business Partner

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Human Resources Business Partner

Director, Human Resources Business Partner

Human Resources Operations Specialist

Director, Employee Experience

Human Resources Business Partner

Director of HR Operations

Human Resources Coordinator

Senior Human Resources Generalist

Campus and Talent Management Specialist

HR Coordinator

VP, HR

Senior Human Resource Business Partner

HR Manager

HR Assistant

HR Administrator

HR Advisor IV

Benefits Specialist

Employee Relations Specialist