Human Resources

• Serve as a strategic business partner to various business unit groups
• Provide expert advice on HR-related matters, including employee relations, talent management, workforce planning, and compliance with labor laws and company policies
• Shape and drive strategic HR direction that optimizes people, structure, and culture
• Act as the primary HR contact and strategic advisor for assigned business units
• Maintain a deep understanding of the organization's current needs and future direction
• Influence leadership discussions by providing proactive insight and recommending aligned people strategies
• Gather and analyze data to develop effective plans for resolution
• Advise on complex, ambiguous people-related challenges
• Lead and implement development and succession plans
• Consult on and help shape performance management activities
• Conduct thorough investigations related to employee relations issues
• Mentor and coach less experienced HRBPs

Senior Human Resources Business Partner

• Collaborate with the VP of Talent and the Senior Director of TM & OE to lead talent management strategy and succession and performance activities for the enterprise to ensure we strengthen our pipeline of people leaders and technical talent.
• Shape and mature enterprise succession management practices to accelerate leadership readiness, address near-term succession needs, and build a sustainable leadership pipeline for the future.
• Define and refine the critical success factors for excelling in executive and other key leadership roles, and translate these into clear profiles, criteria, and tools that guide development decisions.
• Design and enable development strategies that ensure employees receive the right development moves and experiences to prepare them for critical roles.
• Determine how we can use AI, automation, and other enabling technologies to enhance performance, succession, and development practices, and help guide the transformation needed to leverage new technologies effectively.
• Facilitate the Enterprise Organizational Leadership Review (OLR) process in partnership with sector HR, OE, and Talent teams and support all related executive talent discussions.
• Evaluate the effectiveness of our performance management process—Quarterly Connections and systems, including goal setting, feedback, and coaching—and make recommendations for continuous improvement.
• Collaborate with cross-functional teams to ensure integration of talent management and performance management initiatives with overall business objectives and to strengthen the role of people leaders as talent developers.
• Analyze internal talent data to identify trends and areas for improvement and stay current on industry trends and best practices in talent management and performance management.
• Promote and enhance our enterprise-wide utilization of succession planning processes, metrics, and system functionality, including awareness, training, and resources for stakeholders.
• Partner with and influence stakeholders across the company to build consistent talent management and performance management practices that drive overall business strategies.
• Work collaboratively with teams across the enterprise in Leadership Development, Critical Skills, Organization Effectiveness, People Insights and Intelligence, Compensation, Executive Recruiting, Legal, and other subject matter experts.

Manager, Talent Management

• 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
• Support 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

• Serve as a strategic business partner to senior leaders, providing insights, challenging assumptions, and helping shape key business priorities.
• Coach and influence leaders at all levels through candid feedback, leadership development, and guidance on complex people and business challenges.
• Build leadership capability by identifying high-potential talent, strengthening succession plans, and creating meaningful development opportunities.
• Drive organizational effectiveness by improving team dynamics, leadership alignment, and cross-functional collaboration.
• Anticipate business and people risks, proactively developing solutions that help leaders navigate challenges before they arise.
• Champion an exceptional employee experience by simplifying processes, fostering a culture of feedback and accountability, and enhancing day-to-day engagement.
• Lead and evolve enterprise Learning & Development initiatives, emphasizing experiential learning, stretch assignments, and leadership growth over traditional training.
• Partner with leaders to identify organizational capability gaps and design scalable development strategies that align with business objectives.
• Influence decisions through strong business acumen, sound judgment, and a practical, solutions-oriented approach that balances business needs with people impact.
• Build trusted relationships across the organization by communicating with credibility, preparing thoroughly, and serving as a thoughtful advisor to senior leadership.

Senior HR Business Partner

• Serve as a strategic human resources partner to leaders
• Develop, implement, and support HR solutions aligned with People strategies
• Manage employee relations cases and investigations
• Coach leaders to improve team engagement and culture
• Provide HR subject matter expertise across the organization

HR Business Partner

• In support of Intermountain’s compensation philosophy and pay program, provide support for compensation programs, job architecture, and pay practice initiatives across the organization.
• Support the Compensation Manager in helping their assigned portfolio achieve compensation solutions that align with organizational goals, talent strategy, regulatory compliance, and labor market conditions.
• Gather feedback on proposals, analyze data, and coordinate reviews and input; provide recommendations based on review and analysis of data.
• Provide education and training materials on compensation projects, procedures, and policies.
• Partner with members of the Compensation team, and all levels of business and HR leaders, to support Compensation initiatives, goals, and plans.
• Act as a first point of contact for most compensation requests, appropriately responding to inquiries, gathering initial information, and assessing needs, opportunities, and needed involvement.
• Respond to and manage challenging and sensitive situations and outcomes with professionalism, discretion, and sound judgment.
• Manage and complete service ticket requests on a variety of compensation topics. This includes triaging incoming tickets, quick and accurate responses and resolutions to tickets, and covering for other consultants’ tickets as needed.
• Review, evaluate, and approve compensation actions including pay offers, equity adjustments, and job evaluations, ensuring market alignment, internal equity, and adherence to policy; preparing recommendations and escalating proposals as appropriate.
• Support enterprise compensation initiatives and projects by conducting analyses, audits, and reviews; managing high volumes of requests and escalations; identifying issues and opportunities; and delivering clear, accurate findings and recommendations.

Human Resources Compensation Consultant

• 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

• Own and manage workplace investigations and associate complaints
• Guide leaders through performance conversations, corrective actions, and terminations
• Act as a go-to resource for employee concerns, conflicts, or policy questions
• Use interviews, surveys, and trends to diagnose and solve culture or performance issues
• Collaborate with Legal and HR Business Partners to manage risk and ensure consistent, fair processes
• Lead ADA interactive processes and reasonable accommodation conversations
• Handle Department of Workforce Services (DWS) claims and other external agency inquiries
• Provide regular training calibrations to help managers lead more effectively
• Recommend policy improvements and work with Legal to bring them to life
• Conduct stay and exit interviews and report on actionable themes
• Partner with Learning & Development to create training on topics like coaching, documentation, and ER fundamentals
• Maintain a solid understanding of employment law (multi-state experience is a plus)

Employee Relations Partner

• Serves as employee relations point of contact to assigned department leaders, faculty, and staff regarding complex as well as day-to-day employee relations inquiries and needs.
• Apply analytical and problem-solving skills while advising department leaders, faculty and staff regarding policies, regulations, best practices, and recommended courses of action to bring employee relations matters to resolution.
• Facilitate employee relations investigations.
• Provides support to the Human Resources Advisor and Employee Relations team, Office of Faculty Affairs and Office of Equal Access and their client groups with conducting tasks such as project management, data entry, retrieval, and analysis.
• Assists to promote Employee Relations, Faculty Affairs and Office of Equal Access projects and initiatives.
• Facilitates requests for employment file, leave of absence and accommodations.
• Develops internal process documents, leader resources, guides and assists with research of regulatory requirements.
• Receives and conducts intakes on inbound employee relations, faculty affairs and Title IX inquiries.
• Participates in conducting investigations including but not limited to discrimination, harassment, retaliation, Title IX, conduct, etc.
• Consults with leaders and HR Advisors in the planning and conducting initial phases of an investigation of performance and corrective action-related concerns, drafts and reviews corrective actions, facilitates the staff grievance process, assists with EEOC claims and other organization charges/complaints.
• Coordinates and monitors activities to ensure compliance of programs with all applicable federal, state and local laws, regulations and guidelines and conforming to human resources management policies and procedures.
• Responds to requests for information on HR policy interpretation from employees.
• Researches and composes high level correspondence, reports, and presentations.
• Maintains and audits employees’ relations trackers including but not limited to ADA accommodation, grievance, reduction in force, performance management and remote work requests.
• Supports onboarding and offboarding activities for employees including condition of employment requirements, upkeep of offboarding content and distribution, conducts offboarding interviews, compiles turnover dashboards and data reports.
• Participates in institutional initiatives, project goals and committees and facilitates Employee Relation staff policy and performance trainings.
• Partner with the Employee Relations leadership and HR Advisor team to collect and analyze departmental needs to identify opportunities that enhance talent development, employee engagement and retention efforts.
• Performs other duties as assigned.

Employee Relations Consultant – 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.

• 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

Human Resources jobs in Utah

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Senior Human Resources Business Partner

Manager, Talent Management

HR Compliance Specialist 1

Senior HR Business Partner

HR Business Partner

Human Resources Compensation Consultant

Human Resources Manager

Employee Relations Partner

Employee Relations Consultant – Human Resources

HR Compliance Manager

Human Resources Manager

Human Resources Assistant

HR Services Advisor