Human Resources

• Execute onboarding and offboarding steps for employees and contractors across a global team—including US and UK activities—in Workday, following established SOPs to ensure accuracy and timeliness.
• Process employment changes—job changes, org changes, contract amendments, and manager updates—for both US and UK employees within defined workflows.
• Prepare employment documentation such as change letters and contract amendments for review and approval, and support accurate storage in Workday.
• Help facilitate coordination across HR, Talent Acquisition, Total Rewards, IT, Accounting, and Payroll to ensure lifecycle changes are completed on time.
• Submit background check requests and follow up on progress through the hiring process, keeping relevant parties informed.
• Ensure accurate data entry for employee and contractor records in Workday, flagging discrepancies to the team for resolution.
• Assist with routine data audits and clean-up efforts to support system integrity.
• Help respond to reporting requests from HR and business partners, pulling data accurately and on time.
• Help support US I-9 compliance monitoring and UK right to work check coordination as part of onboarding workflows.
• Review onboarding and lifecycle compliance materials on a regular cadence to confirm accurate completion and appropriate capture in Workday.
• Adhere to established SOPs and flag process gaps or outdated documentation to the manager.
• Assist with ad-hoc compliance and operational hygiene projects as directed.
• Track and follow up on tasks across Workday, Asana, Slack, and email to ensure execution remains seamless.
• Serve as a responsive point of contact for HR partners and cross-functional stakeholders on lifecycle and coordination questions.
• Surface issues and timeline risks early, escalating to the manager rather than waiting for problems to compound.

HR Operations Specialist – Contract

• Lead HR Strategy and shape company culture
• Partner with HR team to support enterprise-wide HR initiatives
• Ensure alignment between business goals and people strategies
• Oversee full employee lifecycle for corporate roles
• Handle sensitive HR matters with confidentiality and integrity
• Support immigration processes in partnership with legal counsel

Corporate HR Manager

• Operate in a complex, global, matrixed environment shaping and executing the people strategy across multiple geographies.
• Drive organizational effectiveness, build leadership capability, and ensure strong operational execution of core HR processes to enable sustainable business growth.
• Bring a high level of commercial acumen, strong stakeholder influence, and the ability to balance enterprise consistency with business-specific needs.
• Partner with Business Unit Executive and leadership teams to shape and deliver the people and culture strategy aligned to business objectives.
• Lead the implementation and operationalization of global HR strategies, policies, and programs within the business.
• Build a high-performing, commercially focused HRBP model aligned to business outcomes.
• Represent business needs in shaping global HR programs and priorities.
• Lead organizational design, restructuring, and effectiveness initiatives.
• Shape and sustain a high-performance, diverse, and inclusive culture aligned with enterprise values.
• Leverage data and analytics to inform workforce planning and strategic decision-making.
• Ensure HR policies and practices comply with local employment laws and corporate standards.

Global Human Resources Director

• Serve as a strategic consultant to internal client(s) and functional leadership team(s) on all human resources matters
• Translate business plans into talent and organizational plans
• Develop and/or execute HR strategies in support of the overall business plan and strategic direction of the organization
• Partner with senior leaders to align people strategies with business priorities through organizational transformation & modernization
• Assist leaders in promoting proactive changes enabling the organization to successfully address a rapidly changing external environment
• Use data, insights and external market trends to inform decisions and recommendations
• Lead people strategy for large-scale enterprise transformations including operating model shifts, restructures, digital modernization and cultural change
• Assess organizational readiness, stakeholder impacts & change risks, and adoption strategies
• Coach leaders through ambiguity, resistance, and organizational transitions
• Support, advise and consult with leaders to effectively transition to new operating models and agile ways of working
• Provide counsel to leaders on organizational design efforts ensuring alignment to strategy, operating model and growth priorities

Senior Human Resources Business Partner

• Drive a high‑volume, high‑accuracy onboarding and credentialing program for medical professionals.
• Focus on credentialing doctors, physician assistants, and nurse practitioners.
• Manage security form submission and onboarding for 150+ personnel.
• Ensure complete and compliant credential and security packets.
• Deliver a clear, efficient employee experience from offer through MEPCOM submission and government ID issuance.

HR Credentialing Specialist

• Serve as a point of contact for local leaders and employees
• Support HR processes and initiatives to meet business objectives
• Address day-to-day HR related issues such as performance management and benefits questions
• Ensure compliance with HR policies, including employee disciplinary actions
• Support the full scope of the employee life cycle including recruiting and onboarding
• Maintain HR systems and support compliance with regulatory requirements

HR Generalist

• Intakes Tier I inquiries via telephone or the case management tool.
• Responds to inquiries utilizing training and company-furnished tools and resources.
• Documents inquiries completely in the case management tool for proper tracking.
• Utilizes standard operating procedures and policies as well as knowledge of HR systems and navigation to answer inquiries.
• Engages language translation services for non-English inquiries.
• Provides assistance in navigating and education on the availability of online HR tools and information available through tier 0 self service functions.
• Employs appropriate outreach method to provide answers to the employee.
• Follows the defined escalation process for complex inquiries or issues.
• Upholds service level agreement metrics for problem resolution timeframes.
• Abides by quality guidelines when handling customer calls.
• Perform administrative, transactional, and data/records management activities ensuring accuracy of information and necessary approvals.
• Stays abreast of changes to policies and practices.
• Works independently without the need for continuous oversight.
• Ensures employee privacy where appropriate, including confidentiality and protection of sensitive client reports or information.
• Supports the One HR philosophy.

HR Service Center Representative

• Serve as the primary HR point of contact for employees and leaders, providing day-to-day support on HR matters including leaves, benefits, employee changes, and policy guidance.
• Build strong, trusted relationships with leaders and employees, acting as an embedded HR partner within assigned client groups.
• Coach leaders on performance management, employee engagement, and team effectiveness to drive strong organizational outcomes.
• Support organizational design and team effectiveness initiatives, including facilitating team structure reviews, workforce changes, and multi-role adjustments in partnership with leadership.
• Manage employee relations matters, ensuring fair, consistent, and compliant resolution of issues.
• Partner with business leaders and Talent Acquisition to support the recruiting process, including developing job descriptions, coordinating job evaluations and compensation alignment, and ensuring smooth handoff and engagement throughout the hiring process.
• Partner with HR Centers of Excellence (Talent Management, Total Rewards, HRIS, Compliance) to deliver aligned, effective HR solutions.
• Support cross-segment alignment/roll-out, as required.
• Provide business-informed input into HR program design and lead implementation, communication, and adoption within supported teams.
• Monitor program effectiveness and employee feedback to drive continuous improvement.
• Execute core HR processes such as promotions, transfers, and employee documentation, ensuring accuracy and timeliness.
• Support and administer key annual cycles, including performance management, merit and incentive planning, and open enrollment.
• Support compensation activities, including tracking changes and partnering with Total Rewards on pay decisions.
• Lead and develop an HR Business Partner, ensuring high-quality, responsive HR support.
• Maintain data integrity and support reporting, compliance, and audit requirements.

HR Operations Manager

• Serve as a strategic business partner providing day-to-day support to the CO Executive Leadership Team (ELT) and other corporate leaders
• Ensure we have a human capital strategy in place to attract, engage, develop, and retain the talent necessary to meet the strategic goals of the business
• Lead a team of HR business partners responsible for executing the HR strategy
• Lead human capital programs and core processes including talent acquisition, talent assessment and development, performance management, employee relation, total rewards, succession planning and talent pipeline development, organization effectiveness and leadership development
• Responsible for leading enterprise-wide transformative projects and initiatives requiring strategic thought leadership, organizational and project management skills

Senior Human Resources Director

• Provides direct support to individuals with disabilities as defined by the Americans with Disabilities Act (ADAAA)
• Assist employees in understanding the reasonable accommodation process, related forms and their responsibilities.
• Perform case management and coordinate the accommodations process for end-to-end case management.
• Generate and provide initial and follow-up accommodation communications to employees and various stakeholders.
• Receives and reviews medical information for disability and non-disability related temporary and long-term accommodations requests
• Engages in interactive discussions with all required stakeholders.
• Escalates complex accommodation issues and cases for guidance.
• Maintains required records of all documents, interactive discussions and decisions for purposes of OFCCP audits.
• Partners with business and technology teams for various accommodation outcomes, including Digital Technologies, site level Environmental Health & Safety and Facilities.
• Performs other duties and responsibilities as assigned.

Senior Analyst, HR Ops

• Studies, prepares for, and advises on matters pertaining to contract negotiation, grievance cases, arbitrations, conciliations, federal and state labor legislation, etc.
• Represents management in collective bargaining with unions representing company employees.
• Prepares briefs and conducts or participates in the conduct of presentations at hearings.
• Represents the company in dealings with governmental agencies.
• Participates in informational programs and preparation of employee handbooks and manuals to effect cooperation and coordination in union-employee management relations.

Manager, Labor Relations

• Act as HRBP in an HR enterprise environment supporting key HR functions such as employee relations, talent acquisition, talent management, learning & leadership development and compliance
• Consult and partner with management at all levels on people initiatives
• Recommend policies and procedures regarding employee relations, internal communications, employee morale and retention programs, HR compliance and procedures, benefits, employee selection, and performance evaluation
• Assist in the development and administration of annual performance review processes
• Analyze trends to develop solutions, programs, and policies
• Conduct exit interviews and interpret results for management communications
• Oversee policy administration and compliance with federal, state and local agencies and legal guidelines
• Provide performance management guidance to managers
• Assist employees or managers with employee relations issues, documentation, and remedial action
• Evaluate and monitor existing training programs.

VP, Human Resources Business Partner

• Support the intake, and tracking, of union grievances related to pay, timekeeping, classification, retroactive corrections, dues/fringe deductions, and contract interpretation.
• Coordinate with internal partners and site leadership to gather facts, documentation, data extracts, and system records to evaluate grievances.
• Support management of end‑to‑end program for processing union retro payments, including timelines, controls, and partner checkpoints.
• Develop union-, client-, and site‑specific datasets to ensure accurate retro calculations and payment execution.
• Establish manual procedures and batch processes to support union corrections across multiple systems (SAP, ADP, CATS, CADO, and our related platforms).
• Create a triage process to create manual workarounds and resolve data issues.
• Improve governance framework that defines roles, handoffs, Service level agreements, controls, and escalation paths for unions.
• Ensure audit readiness by maintaining complete datasets, calculation logic, exception logs, approvals, and traceable evidence.
• Collaborate with internal partners to agree on contract interpretation, dues/fringe rules, and remedy approaches.
• Coordinate communications to employees and union representatives regarding changes, timelines, and outcomes.
• Document SOPs, playbooks, and training materials for recurring union calculations, data management, and batching procedures.
• Analyze recurring defects and causes and recommend sustainable process and system improvements.

Labor Relations Specialist

• Develop and lead an employee services function delivering consistent, compliant, and scalable services
• Enable HR Business Partnership and Centers of Excellence (COEs) to focus on strategic work
• Design, implement, and evolve TMEIC’s 1HR model
• Serve as a strategic partner to HRD, HRBPs and COE leaders
• Drive change management efforts associated with new HR processes, systems, and service delivery approaches
• Contribute to long term HR strategy by identifying opportunities to improve efficiency, consistency, compliance, and employee experience
• Implement and manage a tiered HR support model
• Define, and provide insights around employee services satisfaction metrics
• Develop and maintain HR knowledge articles, FAQs, and process guides
• Partner with HR Systems to expand employee and manager self service
• Reduce dependency on manual support through documentation and automation
• Manage operational performance of HR vendors
• Facilitate negotiations and execute contracts with external vendors
• Own the administration and continuous optimization of HRIS platforms
• Develop, analyze, and maintain regular and accurate recruitment data extracts and reports
• Facilitate training regarding HR practices, compliance, and employment law
• Ensure compliance with legal and regulatory requirements throughout the recruitment process
• Consult with and advise managers on HR business process
• Provide consultative, administrative, and technical guidance in the development and implementation of HR programs
• Identify, develop, recommend, implement and update methods and materials to improve HR programs and communication
• Monitor and report on human resource trends, best practices, and legislative issues and changes to management

Employee Services HR Manager

• Communicate across all levels, collaborate across boundaries and geographies while working with colleagues across the business and the HR team.
• Ensure confidentiality and integrity in all situations deemed, as necessary.
• Analyzes trends and metrics in partnership with the HR team to develop solutions, programs, and policies.
• Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks, and ensuring regulatory compliance.
• Provides day-to-day performance management guidance to management (e.g., coaching, counseling, career development, disciplinary actions).
• Oversees talent acquisition process for assigned business units, ensuring management understanding of process.
• Assist with Onboarding and Orientation of new hires.
• Partner with Training and development to conduct and/or facilitate training on HR-related topics such as performance management, leadership, interviewing, HR policies, etc.
• Maintain awareness of culture, plans, financial position, within the assigned business units.
• Recommends solutions to ensure a positive and supportive work environment that promotes high levels of productivity, integrity, and mutual respect.
• Anticipates challenges and proactively seeks improvements impacting management, increasing productivity, efficiencies, and retention.
• Collaborates with managers to investigate associate relations and disciplinary actions.
• Partners with the VP of HR to determine appropriate course of action.
• Partner with Sonepar HR Operations Team on payroll, timekeeping, and benefit issues.
• Conducts separation notices, exit interviews, turnover reports and manages the communication of feedback to the appropriate managers.
• Assist with the annual performance review process by training managers on guidelines, making sure that reviews are conducted timely and coaching leadership on the process via SuccessFactors/Sonepeople HCM system.
• Conduct talent reviews and succession planning for assigned business units.
• Assists with the development and implementation of diversity initiatives within assigned regions.
• Assists with annual open enrollment; ensures all material is completed.
• Keeps associates informed of benefit options, programs, and critical information.
• Oversee Engagement Survey and action items for assigned Regions.
• Recommend engagement and retention activities based on location results.

HR Business Partner

• Processing classification functions for the Department of Insurance.
• Reviewing requests by Division managers for individual reclassifications and making determinations as to the correct classifications.
• Requests for studies are prioritized based on the number of studies currently being conducted and the urgency of the request.

Agency HR Consultant II – Temporary

• HR Operations Consultant serves as a business operations consultant & liaison to HM business line leaders & COEs supporting operations, projects, programs & service delivery outcomes.
• Work activities are performed with direction & oversight from the CHRO/Director HRBP, in collaboration with various organizational levels.
• Provides consultative support to the CHRO/Director HRBP in the implementation of HM business HR strategy, workforce plans, operational services & other initiatives.
• Ensures HR programs & services meet delivery expectations & are aligned to business strategy.
• Responsible for specialized assignments requiring the application of analytical & adaptive thinking challenges & practical guidance & direction.
• Develops integrated solutions to resolve technical & business issues & strategies which support HR business needs.
• Acts as liaison between HR & executives, management, professionals, & colleagues.

HR Operations Consultant – Onsite, Hybrid potential

• Responsible for maintaining positive and effective employee/labor relations practices
• Develops, coordinates, and maintains policies, programs and training regarding all Human Resources functions
• Assists and advises hospital and management staff on employee and labor relations issues
• Develop and recommend employee relations practices necessary to maintain positive employer/employee working relationships
• Investigates employee issues/problems utilizing sound judgment consistent with organization policies
• Protects the interest of employees and the organization in accordance with policies and procedures

Employee & Labor Relations Consultant – Hybrid Opportunity

• Partners with the business leaders to help guide and support the business initiatives and align them against the Human Resource strategy.
• Acts as a change agent, working in partnership with business leaders to drive the transformation agenda- developing transition / change plans, leading communication, and engagement activities, ensuring managers are equipped to handle all people matters.
• Responsible for the establishment of robust recruitment processes and procedures to ensure the attraction and retention of talent.
• Implements, interprets, and administers employee and labor relations programs, projects, tasks, or initiatives that align with company goals and objectives.

Human Resources Manager

• COE Partnership: Partner closely with HR COEs (Total Rewards, Talent Acquisition, Employee Relations, etc.) to translate complex policy documents, program guidelines, and process maps into user-friendly knowledge articles.
• Strategic Advisory: Advise stakeholders on best practices for knowledge organization and information architecture, supporting departments in structuring complex HR policies into intuitive, easily digestible formats.
• Global Lifecycle Management: Manage the end-to-end lifecycle of HR content across 47 countries, ensuring localization requirements are met while maintaining consistent global brand standards and tone.
• Accessibility & Inclusion: Develop and maintain guidelines for creating content that meets global accessibility standards (e.g., WCAG) and addresses diverse employee needs.
• Copywriting & Copyediting: Write, edit, and proofread portal content to ensure it is clear, concise, and engaging.
• Language Standards: Ensure all written content meets the highest standards of U.S. native English writing.
• Portal Governance: Maintain and optimize the HR intranet portal structure. Implement and enforce robust knowledge management governance, ensuring content is regularly reviewed, updated, and archived.
• System Upgrades & Testing: Actively participate in system upgrades, platform migrations, and enhancement projects. Help evaluate and test new knowledge management tools, features, and technologies.
• Performance Monitoring: Monitor portal usage patterns, search analytics, and article ratings to identify knowledge gaps and continuously improve content findability.
• Reporting & Insights: Generate regular reports on content performance metrics, tracking user engagement and overall employee satisfaction with portal resources.
• Continuous Improvement: Identify concrete content improvement opportunities based on data-driven insights and direct employee feedback to optimize the overall user experience (UX).
• Stakeholder Communication: Develop high-quality documentation, user guides, and professional presentations to communicate KM strategies, portal updates, or training materials to HR stakeholders and leadership.
• Enablement & Training: Document system processes and create training materials for content contributors and publishers across the global HR department.

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