Human Resources

• Process complex payroll transactions including garnishments, final checks, officer medical, tuition reimbursement, and payroll corrections; partner with Payroll on escalated issues
• Manage benefits life event processing, troubleshooting, and vendor portal administration; serve as the escalation point for benefits questions the Admin team cannot resolve
• Own leave case management including LOA documentation, FMLA eligibility tracking, workers compensation, and coordination with HRBPs and payroll
• Process complex Workday transactions including hires, terminations, transfers, compensation changes, promotions, job changes, and position management
• Review and audit transactions for accuracy; identify and correct errors before they create downstream impact in payroll or reporting
• Manage the Workday inbox and ServiceNow ticket queue for complex cases requiring system access or compliance judgment
• Support ER documentation, investigation coordination, and accommodation request processing in partnership with the HR Ops Lead, HRBPs, and Legal
• Manage H1-B immigration case coordination and attorney communication; maintain compliance with all filing deadlines
• Compile and manage personnel records for legal requests, ensuring appropriate handling and custodian sign-off
• Process vendor invoices, manage the contingent worker tracker, and support CW onboarding and offboarding in Workday
• Administer total rewards programs including referral bonuses, service awards, car allowance, and ESOP processing
• Conduct recurring compliance and data audits across payroll, I-9s, onboarding, leave, and Workday data quality
• Deliver HR-related training, manage training assignments in Workday, and track and report training compliance
• Support ROOT program facilitation and L&D event coordination

Human Resource Operations

• Coordinate and support the end-to-end onboarding process for new hires
• Manage I-9 documentation, E-Verify submissions, and onboarding compliance tasks
• Schedule and track benefits orientation sessions
• Process routine employee data updates in Workday
• Provide first-line support for employee benefits questions
• Serve as first-line intake for the HR helpline and ServiceNow tickets
• Support training assignment coordination and scheduling logistics

Human Resources Assistant

• Establish and lead governance frameworks to intake, assess, prioritise, and approve Workday enhancements
• Own and actively manage the pipeline and roadmap of change
• Lead complex business analysis activities
• Partner with stakeholders across HR, IT, and the business to shape and challenge requirements
• Drive end-to-end delivery of initiatives
• Identify and manage risks, issues, dependencies, and constraints
• Act as a subject matter expert in Workday and HR processes
• Define initiative vision, outcomes, and success measures
• Develop and execute stakeholder engagement strategies
• Plan and manage timelines, resources, and deliverables across multiple concurrent initiatives

Senior Manager, HR Transformation – Workday PM/BA

• Support Human Resources operations at 17 facilities
• Facilitate change by anticipating, identifying, planning, and implementing people strategies
• Partner with facilities to achieve human resource goals & objectives
• Deliver employee centric solutions and recruitment strategies
• Work with stakeholders to prioritize work and improve employee experience
• Partner with business groups to understand challenges and implement HR programs
• Coach senior staff members to increase leadership effectiveness
• Ensure timely and accurate data entry, processing, and auditing for assigned facilities
• Travel as necessary to support on-site human resource needs

Regional HR Business Partner

• Instacart’s People Team is at an inflection point — scaling a world-class HR function while simultaneously partnering with some of the company’s fastest-growing organizations.
• The CPO and People leadership team have a trusted, highly capable thought partner.
• Advertising, Commercial, and adjacent go-to-market organizations have a consistent, high-quality HRBP experience.
• The HRBP team you manage is performing at a higher level than when you arrived.
• Scalable People frameworks, processes, and workflows are in place across critical cycles.
• Complex organizational challenges are navigated with clarity, speed, and minimal disruption to the business.

Director, HR Business Partnership

• Assist with posting positions internally and externally
• Support candidate sourcing, screening, and applicant tracking processes
• Coordinate interview scheduling and candidate communications
• Participate in career fairs and employer branding initiatives
• Assist with payroll data validation and auditing activities
• Support benefits administration processes, including enrollments and employee inquiries
• Help maintain accurate employee records related to payroll and benefits
• Support workforce planning efforts through data collection and reporting
• Assist in maintaining HR dashboards and generating analytics reports
• Help analyze trends related to hiring, retention, and workforce metrics
• Assist with maintaining compliance with employment laws and internal policies
• Support audits and documentation related to HR compliance requirements
• Coordinate pre-employment requirements (background checks, drug screens, etc.)
• Maintain employment records, logs, and documentation in accordance with regulations
• Assist with onboarding and new employee orientation
• Support cross-functional Human Capital/CoE projects (e.g., compensation, HR systems, process improvements)

Human Resources Intern

• Serve as the primary Human Resources partner for Wise Path Recovery Centers' West Virginia operations
• Build trusted relationships with Executive Directors, Clinical Directors, Nurse Leaders, and department managers
• Partner with leaders on workforce planning, organizational design, staffing strategies, succession planning, and employee engagement initiatives
• Lead the full-cycle recruitment process for all facility and leadership positions
• Oversee the onboarding experience for all newly hired team members
• Conduct workplace investigations and recommend appropriate resolutions

HR Business Partner

• Provide day-to-day administrative support to the HR and Payroll team across core functions (onboarding, offboarding, recruiting, exiting, and HR systems)
• Assist with onboarding processes, including preparing materials, coordinating schedules, and ensuring a seamless new hire experience
• Support HR projects, reporting, and compliance initiatives as needed
• Assist with employee badging and access management, ensuring accurate and secure onboarding/offboarding processes
• **Onsite Employee Experience & Engagement:**
• Serve as a consistent onsite HR presence (4 days/week) to support employees and foster a positive workplace environment
• Partner with HR and leadership to plan and execute employee engagement activities, events, and culture initiatives
• Capture and document workplace moments, events, and employee experiences through photography and/or video
• Collaborate with HR and Marketing to support internal and external communications, social media content, and employer branding efforts
• Help create a welcoming, inclusive, and engaging office atmosphere
• Serve as backup support for reception/front desk operations as needed
• **Candidate & Visitor Experience:**
• Greet and welcome candidates and visitors, ensuring a professional and positive first impression
• Coordinate with interviewers and hiring teams to ensure candidates are properly checked in and guided through the onsite interview process
• Manage interview logistics such as room setup, scheduling support, and candidate flow

HR Engagement Coordinator

• Partner with departmental leadership to develop, drive and execute HR best practice policies, programs and training in the areas of change management, talent assessment, career development, employee retention, succession planning, workforce planning and employee engagement.
• Formulate partnerships across assigned departments to deliver value added service to management and employees that reflects the business objectives of the organization.
• Attend department meetings to better understand the activities occurring in the business.
• Serve as an advisor to the leadership team by providing insight, coaching and HR related solutions to functional and business leaders in the effective management and development of their employees.
• Serve as a change agent to assist in successful change management of each business/service line.
• Drive talent growth initiatives throughout the organization through talent assessment model and career development.
• Lead workforce planning initiatives through the facilitation of talent planning.
• Manages, communicates, and supports framework.
• Provides data and reporting for current state analysis.
• Reviews gap analysis and determines action plans to close the gaps.
• Implements and monitors action plans.
• Assists with executive sponsorship.
• Partner with leaders to deliver succession and replacement planning programs.
• Maintains up to date knowledge on latest human resource replacement and succession planning issues and best practices.
• Develops, recommends, reviews, and updates replacement and succession planning relates policies and procedures.
• Provides leadership training on replacement and succession planning tools, best practices, and processes.
• Researches and implements replacement and succession planning for critical and key positions.
• Facilitates talent reviews and replacement and succession planning discussions with leadership.
• Facilitates replacement and succession plan development.
• Assists in designing, implementing and managing talent development programs in collaboration with the Center for Education and Organizational Development (CEOD) team.
• Creates and coordinates reports to monitor replacement and succession plans and overall effectiveness.
• Monitors and verifies the integrity of replacement and succession plan data in the Human Resources Information System (HRIS). Reviews and recommends enhancements to the replacement and succession planning processes and set-up in the HRIS.
• Research, develop and partner with leadership to implement employee retention strategies and programs.
• Conduct exit interviews and report trends.
• Conduct employee and management focus groups and analyze trends to assist in meaningful development of dept. improvements.
• Facilitate ideas and strategies to promote a healthy employee engagement.

• Partnering with leaders to build strong, fully staffed, high-performing teams
• Coaching and guiding managers to create positive, patient-focused team cultures
• Supporting personal and professional growth through feedback, development plans, and performance conversations
• Driving engagement efforts that make people feel valued, heard, and connected
• Solving people challenges with creativity, empathy, and a calm, thoughtful approach
• Making sense of workforce trends and turning data into practical improvements
• Ensuring consistency and fairness by guiding leaders through policies, employment laws, and best practices
• Helping shape our future as we grow, integrate, and evolve as an organization

• Serve as the primary Human Resources partner for Wise Path Recovery Centers' West Virginia operations.
• Build trusted relationships with Executive Directors, Clinical Directors, Nurse Leaders, and department managers.
• Partner with leaders on workforce planning, organizational design, staffing strategies, succession planning, and employee engagement initiatives.
• Provide coaching and guidance related to leadership effectiveness, accountability, communication, and team development.
• Support organizational growth, change management, and culture-building initiatives.
• Lead the full-cycle recruitment process for all facility and leadership positions, including sourcing, screening, interviewing, offer development, and onboarding.
• Develop and execute recruiting strategies to attract high-quality clinical, medical, operational, and support staff.
• Monitor vacancy trends, turnover patterns, and recruiting effectiveness, making recommendations for improvement.
• Oversee the onboarding experience for all newly hired team members and monitor onboarding effectiveness and retention outcomes.
• Conduct workplace investigations and recommend appropriate resolutions.
• Assist with policy development, implementation, and training.

• 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

• Advise and provide coaching to first-time managers on employee relations, systems implementation, compensation, performance management, HR policies and other related topics
• Partner with your function’s HR Business Partner(s) on larger projects and org changes
• Identify and recommend continuous improvements to HR programs and processes to drive efficiencies and enhance the employee experience
• Manage all new hire onboarding logistics for client groups
• Conduct exit interviews and support administration of employee offboarding
• Stay up to date on state HR laws and practices (payroll, benefits, compliance, terminations, leave of absences, etc.)
• Manage employee relations and respond to all questions regarding benefits, systems, performance, company programs and policies

Associate HR Business Partner

• Analyze and report on talent data for HR Business Partners
• Manage process communications and create templates for local core HR process communications
• Support client-facing HR Business Partners with inquiries and requests
• Lead meetings such as weekly Horizontal Delivery meetings
• Partner with Talent and Performance Management Champions to design and execute the annual talent and performance calendar
• Develop communications and training materials for managers and associates
• Prepare consolidated summaries for business leaders to describe outcomes of talent conversations
• Review survey data and partner with HR Business Partners to develop insights
• Manage project work-streams in support of team goals
• Provide feedback to help drive continuous improvement of programs

Senior Associate, Horizontal HR Business Partner

• Work with clients to deliver on people initiatives and talent strategy
• Consult with senior executives and HR partner groups to drive business success
• Lead senior executives in translating business strategy into talent strategy
• Provide executive coaching and advice on key areas
• Measure effectiveness of HR strategy and programs

Senior Director, HR Business Partner

• Overseeing and executing the full employee lifecycle, from application review through onboarding and training completion.
• Ensuring that hiring and onboarding processes are efficient, well-documented, compliant, and aligned with organizational growth objectives.
• Managing hiring pipelines and maintaining consistent candidate communication.
• Owning and managing end-to-end onboarding workflows for new hires.
• Maintaining accurate employee records and personnel documentation.
• Administering and maintaining HR systems (e.g., BambooHR, ClickUp, Google Workspace)

Talent & HR Operations Lead

• This position has primary responsibility for all aspects of the Human Resources function, including compensation and benefits, policy development and administration, employee relations, performance management, staffing, training and development, recruiting, compliance, and personnel records management.
• Individual oversees the HR Generalist, HRIS Specialist and legal support managers.
• Manage the annual and mid-year performance evaluation process.
• Promote positive employee engagement and satisfaction across all levels of the firm, through open communication, feedback and recognition programs.
• Oversee and administer total rewards benefits platform.
• Work closely with the HR Generalist to direct the recruitment and selection of a high performing workforce.
• Ensure compliance with all local, state and federal law postings and procedures.

Human Resources Manager

• Conduct objective and confidential investigations into allegations of misconduct and employee complaints
• Ensure and verify that deficiencies are corrected
• Interpret, enforce and certify ethics and compliance policies, procedures, and practices
• Coordinate information gathering and report results with appropriate parties (i.e. Security, Law, Quality, etc.)
• Seek impartial, confidential review and ensure alignment with legal ethical standards of the organization
• Develop internal communications of fact gathering
• Develop training centered on employee ethics discussions that are results from identified repetitive departmental areas of concern
• Maintain current knowledge of various rules, regulations, and industry guidance that impact the company's ethics and compliance program including federal and state government
• Uphold the Code of Ethics and Business Conduct and enforce the integrity of the program

HR Business Partner 3 – Ethics Investigator

• Serve as primary HR advisor to their assigned client groups, participating in planning discussions and translating business needs into HR priorities
• Support leaders through transformation, restructuring, and growth phases
• Implement and execute enterprise-wide HR initiatives within client groups
• Ensure consistent adoption of company-wide people processes
• Provide data-driven insights to inform workforce and organizational decisions that impact attraction, performance, and retention; propose HR solutions that would benefit client groups
• Influence decision-making on talent, structure, and culture within their respective client groups
• Use people data to identify trends impacting attraction, performance, and retention, proposing data-informed interventions
• Design and optimize organizational structures for scalability and effectiveness
• Assist the CPO serving as a point of contact for all Regional HR Directors
• Support recruitment strategies in partnership with Talent Acquisition to secure diverse and mission-aligned talent across client groups
• Lead annual and long-range workforce planning processes
• Conduct role clarity and capability assessments
• Support change management for restructures and transformation initiatives
• Guide leaders through performance management, goal writing, feedback, coaching, and corrective actions, ensuring fairness and alignment with global processes
• Coach leaders on feedback, performance calibration, and differentiation
• Identify capability gaps and coordinate development plans and learning opportunities
• Drive succession planning and leadership pipeline development
• Champion a healthy, mission-aligned culture; coach managers on building healthy teams grounded in IJM’s values and Code of Ethics
• Manage complex employee relations matters (including investigations), escalating high-risk issues appropriately
• Partner with Employee Experience and HR Operations to ensure consistent policy interpretation and employee support
• Support managers in making fair, consistent decisions
• Ensure compliance with global employment laws and company policies
• Partner with leaders to interpret and act on engagement data
• Drive initiatives that strengthen collaboration and trust
• Conduct HR investigations when assigned to them by the CPO, and partner with appropriate divisional/regional HRBP and general counsel
• Model and reinforce leadership behaviors aligned with enterprise values

HR Business Partner, Global Functions

• Serve as senior HR advisor and business partner to the CEO and executive leadership team.
• Act as the primary point of accountability for all HR matters for employees, managers, executives, and external partners.
• Administer and oversee core HR operations, including onboarding, offboarding, employee records, payroll compliance, and HR systems.
• Evaluate and improve organizational structure, policies, and processes to support efficiency and scalability.
• Administer performance management processes, including goal setting, mid-year and annual reviews, promotions, and corrective actions.
• Serve as the primary escalation point for employee relations issues, investigations, and disciplinary matters.
• Coach managers on documentation, performance accountability, and effective people management.
• Lead annual compensation planning, including merit increases, bonuses, and retention programs, in partnership with Finance.
• Oversee and administer employee compensation and benefits programs.
• Lead benefit negotiations and ongoing relationships with insurance brokers and benefits providers.
• Ensure benefit offerings remain competitive, compliant, and cost-effective.
• Ensure compliance with all applicable federal, state, and local employment laws and regulations, including wage-and-hour and EEO requirements.
• Oversee employment-related compliance supporting government contract requirements, in coordination with Operations and Finance.
• Manage employment risk, including terminations, reductions in force, and policy enforcement.
• Maintain HR compliance calendars, required filings, audit support, and employee handbook policies.

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