Human Resources

• Provide people leadership and development
• Provide consultative leadership support
• Manage department-level projects
• Accountable to deliver the following essential activities for the US workforce:
• Compliance with Local Employment Requirements
• Manages processes for I-9 compliance, E-Verify, and monitoring legal status for international students and foreign workers
• Manages processes for all US legal compliance for employment laws and regulations
• Disability Accommodation Review and Administration
• Oversees ADA processes for legal compliance with mandated state and local disability laws
• Legal Advice and Counsel for Issues and Concerns
• Legally Required Leave Administration
• Oversees compliance for federally (FMLA), state, and locally mandated leaves.
• Response to Regulatory Agency Claims, Lawsuits, Subpoenas, and Attorneys Representing Employees
• Compliance Training and Support for Managers
• Legal Employment Eligibility
• Governmental/Court Employment Verifications

HR Compliance Manager

• Provide HR leadership and guidance by working in partnership with business leaders.
• Successful implementation of strategic HR initiatives in Talent Management and Employee Engagement.
• Execute recruiting strategies for various positions.
• Maintain employee relations and ensure legal compliance.

Human Resources Manager

• Clerical functions such as taking detailed notes and answering phone calls
• Screening applicants via video conference
• Creating relationships with job seekers
• Employing recruiting methods to attract candidates
• Sourcing candidates using databases, social media etc.

Human Resources Assistant

• Lead consultative discovery: Engage customers in structured conversations that uncover HR pain points, identify root challenges, and surface opportunities to improve their people operations
• Nurture and convert: Actively manage and advance customer relationships with clear accountability for progressing identified HR needs into paid services engagements
• Shape the problem and path forward: Help customers clarify, prioritize, and understand the impact of their HR challenges and opportunities, guiding them toward the most relevant solutions
• Connect customers to the right services: Position and align BambooHR’s HR services, including HR Consulting, Technical Services, and Managed Payroll, to meet customer needs and expand adoption across the BambooHR services portfolio
• Build awareness: Develop and execute targeted approaches to increase visibility and understanding of our services offerings
• Collaborate across teams: Partner with Marketing, Sales, and CX to shape messaging, campaigns, and materials that highlight services value
• Test and iterate: Run and scale experiments to identify what drives engagement and conversion
• Drive engagement quality: Maintain visibility into active opportunities and ensure consistent follow through and progression toward defined outcomes
• Recognize patterns and scale what works: Identify repeatable signals in customer needs and help evolve more effective approaches to engagement and conversion
• Listen and learn: Gather insights from customers and internal teams to continuously improve our go to market approach and service design
• Represent the customer voice: Help shape how BambooHR delivers and evolves HR services based on real feedback and results

HR Services Advisor

• Compliance with Local Employment Requirements
• Supports processes for I-9 compliance, E-Verify, and monitoring legal status for international students and foreign workers
• Supports processes for all US legal compliance for employment laws and regulations
• Disability Accommodation Review and Administration
• Supports ADA processes for legal compliance with mandated state and local disability laws
• Response to Subpoenas
• Support compliance for federally (FMLA), state, and locally mandated leaves.
• Training and Support for Managers
• Legal Employment Eligibility
• Governmental/Court Employment Verifications

HR Compliance Specialist 1 – Full Time

• Partner with business leaders to understand objectives and develop HR strategies aligned with organizational goals
• Provide guidance on organizational design, workforce planning, and change management initiatives
• Serve as a trusted advisor to leaders on performance management, employee engagement, and leadership effectiveness
• Collaborate on talent management efforts including succession planning, employee development, and skills gap analysis
• Coach managers on performance conversations, goal setting, and employee development planning
• Address employee relations matters, conduct investigations, and resolve workplace concerns in a fair and timely manner
• Promote a positive, inclusive, and high-performance work culture
• Manage and support employee leave processes, including FMLA, ADA accommodations, workers’ compensation, parental leave, and other protected leaves
• Partner with employees and leaders to manage workplace accommodations and the interactive process in compliance with ADA and applicable laws
• Ensure compliance with applicable labor laws, regulations, and company policies
• Use HR data and analytics to identify trends, inform decisions, and improve organizational effectiveness
• Drive initiatives to enhance employee engagement, retention, and overall employee experience
• Support organizational change efforts such as restructuring, process improvements, and business transformations
• Guide leaders and employees through change with effective communication and support
• Provide end-to-end HR support across the employee lifecycle, including onboarding, offboarding, and internal transitions
• Administer HR policies, programs, and procedures consistently across the organization
• Support benefits administration, open enrollment, and employee inquiries related to HR programs
• Coordinate with payroll and ensure accuracy of employee data within HR systems

Human Resource Business Partner – HRBP

• Administer and maintain employee benefits programs, ensuring accurate and timely processing of benefits enrollments, changes, and terminations.
• Assist in ensuring compliance with benefits-related laws and regulations (e.g., ACA, ERISA, COBRA, HIPAA).
• Support the annual benefits planning and open enrollment processes, including data preparation, system testing, and employee communications.
• Analyze benefits data and generate regular reports on utilization, costs, and other key metrics.
• Respond promptly to escalated employee inquiries regarding benefits plans, policies, and procedures, providing timely resolution and excellent customer service.
• Assist in benefits-related projects, such as system implementations or process improvements.
• Collaborate with vendors and internal departments to resolve administrative issues and discrepancies efficiently.
• Support the development and maintenance of benefits-related documentation and educational materials.

HR Benefits Analyst

• Provide essential Human Resources support working closely with managers and employees in the Church History Department and the Priesthood and Family Department.
• Partner with HR professionals and serve customers.
• Deliver accountabilities in talent acquisition processes, position management, budget tracking, employee record management, and offboarding processes.

HR Generalist 1 – Church History, Priesthood, Family Departments

• Own payroll processing, benefits coordination, multi-state compliance, onboarding, and day-to-day HR generalist functions
• Post and manage job openings across multiple job boards and platforms
• Screen applicants and conduct initial phone screens
• Schedule and coordinate interviews between candidates and hiring managers
• Maintain candidate tracking and disposition records in our ATS (Rippling)
• Process payroll across multiple pay cadences and multiple EINs with a high degree of accuracy
• Audit timekeeping records and resolve discrepancies prior to each payroll run
• Support state tax registration and employer account setup when expanding into new states
• Assist with payroll compliance issues, including multi-state wage and hour requirements
• Identify and escalate payroll discrepancies or compliance risks proactively
• Support onboarding and offboarding processes, including Rippling workflows and documentation
• Maintain and update HR documents, job descriptions, policies, and employee records
• Assist with employee relations inquiries and escalate as appropriate
• Coordinate employee training sessions, including scheduling and participation tracking
• Support ad-hoc People & Culture projects as needed

HR Generalist – Part-time

• Ensure regulatory compliance with legal requirements pertinent to the day-to-day management of employees
• Collaborate with legal counsel when necessary
• Develop and nurture partnerships to provide coaching, support and guidance
• Contribute to and deploy plans to build morale, improve workplace relationships, and boost productivity and retention
• Mediate and resolve employee relations issues; conduct thorough and objective investigations when necessary
• Effectively represent Crescent Electric on employment law, Worker’s Compensation, and unemployment matters
• Collaborate with colleagues across the HR department and other functions to develop policies, programs, and solutions
• Partner with the business leaders to build the culture, plans, and success measures that make us best in class and a best place to work
• Deploy, coach to and provide input on workforce and succession planning as well as plans business unit restructuring and optimal organizational structure

Human Resources Business Partner

• Support HR core/essential legal compliance work for the US workforce requiring entry level professional knowledge.
• Work under direct supervision, have beginning to working knowledge, and handle basic issues and problems.
• Report to Mgr, US HR Compliance with frequent partnership with Human Resource department leaders and teams, COEs, internal and external legal counsel, and employees.

HR Compliance Specialist 1 – Part Time

• Be the go-to HR partner for leaders across the business
• Own employee relations from start to finish
• Coach managers and leaders on feedback and performance
• Spot capability gaps and facilitate sessions
• Help maintain a strong, inclusive culture across a remote workforce
• Contribute to culture initiatives

HR Business Partner

• In this internship, you will have the opportunity to be exposed to and learn all aspects of what human resources does. These opportunities will include recruitment, onboarding, employee relations, data management and reporting, compensation, job evaluation, manager coaching, and more. The environment is team oriented, fast-paced, challenging, and fun.

Human Resources Intern – Welfare and Self-Reliance Services

• Be the go-to HR partner for leaders across the business
• Own employee relations from start to finish
• Coach managers and leaders on feedback and performance
• Help maintain inclusive culture across remote workforce

Senior HR Business Partner

• Oversee Payroll Custom Reporting, Professional Services Fulfillment, and Technical Specialist teams, fostering a culture aligned with BambooHR’s Core Values and CX service standards.
• Identify efficiency gaps, streamline workflows, and implement scalable processes that support growth, increase utilization, and improve client retention.
• Manage and de-escalate complex situations with clients and internal teams. Collaborate with Payroll, Product, Engineering, and CX teams. Make sure that issues are resolved thoughtfully, on time, and successfully.
• Establish and track key performance indicators. These indicators include quality, timeliness, accuracy, utilization, and client satisfaction. This tracking will help promote accountability and support ongoing improvement.
• Coach and mentor direct reports, including senior-level talent, through regular feedback, performance conversations, and career growth planning.
• Collaborate closely with internal stakeholders to improve service delivery models, influence roadmap priorities, and ensure operational alignment.
• Ensure adherence to data privacy standards, internal controls, and best practices to maintain client trust and operational excellence.

HR Services Manager

• Manage job board listings, employee hiring, and onboarding paperwork
• Counsel management and staff on HR policies and procedures to establish best practices and create a positive work environment
• Implement training or development plans for employees in many different roles
• Update employee records, record data changes, and maintain good records
• Handle document and information audits, as required
• Maintain a high level of integrity and confidentiality

Human Resources Specialist

• **KEY RESPONSIBILITIES**
• **Talent Acquisition & Onboarding**
• Assist hiring managers with developing job postings, screening applicants, coordinating interviews, and supporting the offer process.
• Support full-cycle recruitment for assigned positions, with a focus on delivering a positive candidate experience.
• Assist with new hire onboarding, including orientation sessions, paperwork completion, and systems access setup.
• Help maintain the applicant tracking system (ATS) with accurate candidate and requisition data.
• **Employee Relations**
• Support employees and managers by helping answer questions about HR policies, procedures, and best practices, escalating as needed.
• Assist with employee relations matters, including gathering information and supporting resolution of conflicts and performance concerns under the guidance of senior HR team members.
• Support managers in understanding HR policies related to progressive discipline, performance improvement, and corrective action.
• Contribute to a respectful and inclusive workplace by supporting team initiatives and engagement activities.
• **Benefits Administration**
• Assist in administering employee benefits programs, including health insurance, retirement plans (401k), and ancillary benefits.
• Support annual open enrollment activities, including employee communications, system updates, and answering employee questions.
• Help respond to benefits inquiries and support coordination with vendors and brokers as needed.
• **Compliance & HR Operations**
• Gain exposure to federal, state, and local employment law requirements (FMLA, ADA, FLSA, EEO) and assist the team in maintaining compliance.
• Assist in maintaining accurate employee records in the HRMS, supporting data integrity and confidentiality.
• Support the preparation of HR reports and data to assist with workforce planning and management decisions.
• Assist with audits and regulatory reporting requirements, including EEO-1, AAP, and other submissions.
• **Learning & Development**
• Assist leadership to effectively manage performance, goals, and employee engagement
• Assist in coordinating employee training programs, including compliance training, leadership development, and skills-based learning.
• Support the identification of learning needs in partnership with managers and the broader HR team.
• **Other Responsibilities**
• Assisting in processing and auditing payroll.
• Assisting with salary benchmarking and market analysis.
• Conducting exit interviews and compiling trend data.
• Supporting workplace safety initiatives and committee activities.
• Other Duties as assigned.

HR Generalist

• Develop and own the short-to-midterm strategy for performance management within a broader talent system.
• Proactively tackle complex, large-scale challenges to establish key performance indicators (KPIs), evolve performance standards (e.g. AI fluency), continuous listening loops, and metrics that continuously raise the bar for performance.
• Design, deploy, and refine the infrastructure that enables leaders to drive clarity and performance — including calibration governance, performance reviews, performance standards input, continuous feedback, and goal-setting.
• Partner closely with Total Rewards to ensure that performance calibration and evaluation directly and equitably inform merit and bonus cycles.
• Work with leaders across lanes (e.g., Talent Acquisition, Onboarding, Learning & Development, HR Business Partners, People Insights & Analytics) to translate strategy into broad action and deliver on Village-wide goals.
• Collaborate across people teams and lane leaders to solve challenges and deliver innovations. Communicate compellingly to drive support and commitment from senior executives to front-line teammates.

Director, Talent Management

• Apply, administer and implement HR policy/guiding principles
• Support HR policy administration and support
• Support talent acquisition standard recruiting including screening, interviewing, and consulting
• Guide leadership regarding compensation related transactions
• Guide leadership regarding performance management
• Support performance management calibration amongst leadership
• Support workforce relations efforts and assist with resolving disputes
• Support benefit and compensation analysis, proposals, approval requests, and merit increases processes
• Resolve compensation and benefit issues
• Administer promotion and in-line adjustment review and approval processes
• Support reduction in force (RIF) efforts
• Support labor relations
• Other duties as assigned

HR Generalist 2 – Seminaries & Institutes

• Analyze HR data related to staffing, compensation, payroll, and workforce trends in healthcare environments
• Prepare regular and ad-hoc reports to support HR and business decision-making
• Maintain data accuracy across HRIS, payroll, and cloud-based platforms
• Collaborate with healthcare professionals and leadership teams, including CEOs and senior administrators of medical facilities
• Support HR initiatives and reporting related to hospitals, clinics, and medical service organizations
• Participate in and support medical conferences, workshops, and professional healthcare events, including coordination and follow-up
• Manage inbound and outbound calls with clients, healthcare facilities, and executive leadership
• Act as a main HR point of contact for medical organizations and external partners
• Communicate professionally and effectively with C-level executives and senior stakeholders
• Use and support cloud-based HR and payroll applications
• Assist with system updates, user access management, data uploads, and integrations
• Troubleshoot HR system issues and coordinate with internal IT teams or external vendors
• Manage and support payroll systems, ensuring accurate and timely processing
• Support compliance with federal, state, and healthcare-related labor regulations
• Maintain confidentiality of sensitive employee, payroll, and healthcare-affiliated data

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