Human Resources

• Foster and sustain positive relationships between WVU, staff, faculty and students.
• Responsible for mitigating risk to the University by addressing employee relations issues/concerns.
• Advising and working towards resolution on workplace conflict and disputes.
• Serve as a mediator between staff and leaders when appropriate.
• Work closely with various departments to recommend and be the subject matter expert in Employee Relations.
• Identify and mitigate risk for the University.
• Prepare termination and non-renewal documents, as well as preparing leaders for appropriate actions.
• Provide HR policy guidance, interpretation, and training related to HR/ER Matters.
• Stay informed of employment law changes/updates and best practices in employee relations.

Senior Employee Relations Consultant – Talent and Culture

• Foster and sustain positive relationships between WVU, staff, faculty and students
• Mitigate risk to the University by properly addressing employee relations issues/concerns
• Investigate/resolve employee workplace concerns and provide guidance and support to leaders and staff on ER related matters
• Identify and mitigate risk for the University by advising on employee relations issues/concerns
• Ensure adherence to company policies, practices and procedures
• Investigate WVU’s Values and Code of Conduct matters and provide outcome recommendations
• Assist leaders by recommending corrective action consistent with the University practice
• Provide recommendations on termination and non-renewals, ensuring compliance with federal and state laws
• Prepare termination and non-renewal documents, and support leaders on the development of a Performance Improvement Plan (PIP)
• Prepare grievance documents and provide HR policy guidance, interpretation, and training related to HR/ER Matters
• Deliver training on a variety of topics related to employee relations, legislative updates, changes in employee laws, and University policy changes
• Handle FSAP mandatory referrals with sensitivity and urgency
• Maintain thorough, accurate and confidential documentation of all employee relations cases
• Escalate sensitive and/or complex cases to Senior ER Consultant and ER Leadership as appropriate

Employee Relations Consultant – Talent and Culture

• Partner with the Experience Lead and other Horizontal Delivery Partners to drive best-in class HR experiences for our associates
• Partner closely with lead HRBPs for aligned client group(s) on core HR processes and business-specific initiatives
• Represent aligned client group(s) in central horizontal team meetings and planning to ensure Card-wide approaches meet local business needs
• Ensure HRBPs and business partners have a clear understanding of processes, roles, responsibilities, and deadlines, resulting in well-managed HR processes
• Partner with Talent and Performance Management Champions and HRBPs to design and execute the annual talent and performance calendar of activities
• Analyze and report on talent data for HR Business Partners and their respective client groups (inclusive of building custom data reports as needed) to advance overall talent strategies
• Partner with client-facing HR Business Partner for aligned client group in building leader-facing materials to advance business imperatives, including custom data reports and organizational updates
• Support client-facing HR Business Partners and the specific teams they support with general inquiries and requests
• Manage project workstreams and/or small-scale projects in support of team goals or business needs
• Establish SME with HR data systems - Workday, People Data Hub, Talent Development Tool, etc.
• Provide feedback to help drive continuous improvement of HR processes and experiences

Principal Associate, HR Delivery – Horizontal Partner

• 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

• Serve as a Strategic Business partner and management advisor to designated client groups, by understanding and aligning organizational and business strategy with human capital strategy.
• Formulate partnerships throughout the organization and across the HR function to deliver value-added consulting and service to leadership and employees that reflect Navy Federal's overall goals, strategies, mission, vision and culture.
• Engage in organizational effectiveness efforts by consulting on human capital solutions for business challenges.
• Develop, iterate and execute proactive short term and long term human capital strategies with designated client groups - one which is connected to company, business and HR team objectives.
• Operate in a key role on the leadership teams of client organizations, working as a coach to leaders and engaging in planning and strategy meetings to ensure business needs translate to HR strategy.
• As a steward of positive employee experiences, effectively understand the "moments that matter" to our employee segments, and leverage these insights to identify ways to improve the employee experience.
• Identify, interpret and leverage data to make informed human capital decisions as well as influence the business, helping to elevate Navy Federal's employment brand and distinct culture.
• Partner with the broader HR team to identify needs, and use existing resources in creative ways.
• Drive executional excellence and change management to broad based initiatives including talent reviews, inclusion and diversity, workforce planning, talent analytics, and overall process improvements.
• Influence leadership to ensure policies, procedures, and employment laws and regulations are being applied fairly, equitably, and consistently.
• Participate in cross-functional business initiatives/projects, lending expertise on people-related matters.

Principal HR Business Partner

• Independently own the full range of day-to-day HR operations for the organization
• Administer benefits, compliance, HRIS, employee relations, and onboarding
• Provide support and guidance to managers and employees on policy interpretation, disciplinary procedures, and conflict resolution
• Maintain and update the employee handbook and policy library
• Create and manage onboarding and orientation processes for new hires
• Track and manage mandatory training programs (anti-harassment, security awareness)
• Maintain the integrity of employee records and compliance documentation
• Support office-wide communication and coordination for HR-related announcements
• Partner with leadership to implement company-wide initiatives as directed

Senior HR Generalist

• 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

• Provides day-to-day performance management guidance to line management (e.g., coaching, counseling, career development, disciplinary actions).
• Assesses and anticipates HR related needs; Analyzes workforce trends and metrics to develop recommendations and solutions, programs and policies.
• Works with management to define department recruitment strategy, as well as job roles and staffing needs, including preparing and revising Position Description Questionnaires; coordinating the Requisition process; working with the Talent Acquisition Team to source candidates; advising in the recruitment, interview, & selection process for new hires and internal promotions; advising regarding job offer terms and conditions; evaluating internal candidates for transfer and promotion; and implementing onboarding and intra-departmental training to help ensure success for new hires and internal transfers/promotions.
• Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance.
• Partners with the legal department as needed/required.
• Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention.
• Provides HR policy guidance and interpretation.
• Provides guidance and input talent acquisition, talent development, talent retention, talent engagement, training, business unit restructures, workforce planning, succession planning.
• Identifies training needs for business units and individual management development needs.
• Participates in evaluation and monitoring of training programs to ensure success.
• Follows up to ensure training objectives are met.
• Miscellaneous related duties or projects as assigned.

Human Resources Partner

• Build strong relationships across the organization and maintain a deep understanding of employee experience and team dynamics
• Help design and continuously improve a structured onboarding program that sets new employees up for success from day one and reflects NSTXL’s culture and values, including role-specific onboarding paths, 30/60/90 frameworks, and structured check-ins.
• Develop and expand the policies, programs, and people practices, including formalized feedback channels and engagement surveys
• Partner with managers on complex people situations like difficult conversations, feedback, and accountability, while building resources and toolkits that grow their confidence and independence over time, within the legal constraints that shape those decisions.
• Design and deliver manager training programs that equip people leaders with the skills they need to lead effectively
• Build and improve performance and development practices that support clear expectations, strong feedback, accountability, and employee growth
• Build out a learning and development strategy and program infrastructure that supports employee growth at every level, including new manager development, career pathing frameworks, and access to learning resources that scale with the organization
• Partner with managers and leaders to strengthen leadership effectiveness and build a culture of continuous learning across the organization
• Serve as the primary point of contact for employee relations matters, including concerns, complaints, and escalations
• Lead workplace investigations from intake through resolution, including documenting findings, recommending corrective action, and ensuring appropriate follow-through in a way that protects both the individual and the organization
• Build and maintain clear employee relations frameworks
• Ensure compliance with federal, state, and local employment laws and evolving HR best practices, staying ahead of changes that affect a growing, multi-state or distributed workforce
• Develop, expand, and maintain a comprehensive set of HR policies and employee handbook materials that reflect NSTXL’s values, operational needs, and legal requirements, and that scale alongside organizational growth
• Build and maintain a compliance training program that ensures all employees and managers meet required training obligations, with scalable resources and infrastructure that grow with the organization.
• Partner with the VP of Human Resources on benefits strategy, including evaluating plan competitiveness, supporting open enrollment, communicating program value to employees, and recommending enhancements that align with NSTXL’s growth and workforce needs
• Build and maintain HR process documentation that allows the team to operate consistently and efficiently, including standard operating procedures, templates, and guides that support day-to-day operations and reduce reliance on institutional knowledge held by individuals
• Help evolve NSTXL’s hiring practices, candidate experience, and talent systems as the organization grows

Senior Human Resources Manager

• Identify root-cause business challenges for assigned functions and translate them into a multi-year global HR roadmap
• Lead organizational design and restructuring initiatives for the function, ensuring global scalability and alignment with company goals
• Own the annual global talent review and succession planning process for the function, identifying high-potential talent and bridging leadership gaps
• Partner with Finance and Functional Heads to lead global headcount planning and talent acquisition prioritization
• Collaborate with Regional HR Leaders to adapt global functional strategies to local legal and cultural requirements
• Serve as the primary point of contact for the function's senior-most global leaders, ensuring they receive coherent and coordinated HR support
• Ensure HR programs are implemented with consistency across all regions for the specific function
• Manage explicit handoffs to Regional HR for local Employee Relations, compliance, and office-specific culture initiatives
• Act as a trusted sounding board and coach for senior executives on people-related decisions, org health, and leadership behavior
• Partner with Employee Relations and Regional HR to inculcate a high-performance culture, guiding managers on talent assessment and complex performance management
• Collaborate with the Total Rewards COE to broker scalable compensation and pay-equity strategies that align with functional benchmarks
• Interface with Talent Acquisition, Talent Management, and Total Rewards to deliver specialized solutions that address functional pain points
• Advocate for and help accelerate 'Manager Self-Service' and automation in partnership with HR Operations to improve the functional user experience

HR Business Partner – Global Functional Lead

• Partnering with clients and assisting the Human Resource Specialist in the delivery of compliance-based services.
• Promoting consistency of process and compliance with state and federal laws to mitigate liability.
• Researching and providing guidance on HR topics related to employment law.
• Collaborating with the Human Resource Specialist to develop work relationships that result in client retention and growth.
• Providing support with projects such as handbooks, policy development, and implementing tracking solutions.

Human Resource Representative

• Provide HR support to a geographically dispersed population of employees and leadership across Business Management, Communications, and Security functional organizations.
• Collaborate with the business to develop and implement solutions.
• Drive strategic human capital plans that support sector functional goals.
• Provide HR guidance and counsel to leaders, managers, employees, and peer team members.
• Perform complex and comprehensive employee relations investigations, consult with legal, and develop organizational actions in partnership with leadership.

Human Resources Business Partner – Level 3 or 4

• Responsible for handling some of the highest exposure and most complex workers’ compensation claims in assigned jurisdictions
• Serve as a Subject Matter Expert (SME) for all technical claims handling activities
• Serve as the primary liaison for key internal and external business partnerships and programs
• Lead special projects and programs, and lead claims related account management activities for large clients
• Assume full-responsibility of claims related account management activities for large clients
• Actively work with Business Development and Underwriting teams to monitor loss ratio for assigned accounts
• Participate in client meetings for training on claims issues
• Effectively investigate, evaluate, mitigate and resolve pending inventory of litigated and high exposure workers’ compensation claims
• Monitor costs and effectiveness of internal and external business partners and vendors
• Maintain and demonstrate high-level of knowledge of the Workers Compensation Act and Rules and Regulations in assigned jurisdictions
• Assist in training and development of claims adjusters through mentoring

Senior Claims Specialist – California Workers Compensation

• Own and manage end-to-end biweekly payroll processing for approximately 100 employees
• Partner with the HR Director to ensure complex situations such as garnishments and leaves of absence are managed appropriately
• Partner with the Controller to support payroll reconciliations, general ledger alignment, internal controls, and audits
• Ensure compliance with all federal, state, and local payroll regulations and wage and hour laws
• Lead year-end payroll processes and required compliance reporting including ACA and W-2 preparation and distribution
• Administer accurate monthly short-term incentive, long-term incentive, commission, and other bonus programs
• Support administration of the company’s 401(k) retirement plan in partnership with HR and Finance/Accounting
• Review timesheets each pay period, ensuring their accuracy by verifying changes and resolving issues
• Maintain accurate employee data across HRIS and payroll systems

Senior Compensation Specialist

• Lead the full-cycle recruitment process, including sourcing, screening, interviewing, and onboarding top talent.
• Partner with hiring managers to identify staffing needs and develop effective hiring strategies.
• Work closely with the Recruiter and HR Support team to coordinate hiring efforts, onboarding activities, employee communications, and HR initiatives.
• Coordinate new hire orientation and ensure all pre-employment requirements are completed.
• Manage and maintain onboarding trackers, ensuring all new hire documentation, training, credentialing, and compliance requirements are completed accurately and on schedule.
• Maintain accurate employee records and HR documentation in BambooHR.
• Support employee relations by responding to HR inquiries and assisting with workplace concerns.
• Assist with payroll processing, benefits of administration, leave management, and employment verifications.
• Monitor employee certifications, training requirements, and compliance with DBHDS and company standards.
• Coordinate performance evaluations, corrective actions, and employee development initiatives.
• Help cultivate a positive, engaging, and inclusive workplace culture.
• Support HR projects and continuous process improvements as Village Behavioral Health continues to grow.

Human Resources Generalist

• Connect with members who have requested information
• Educate families on life and supplemental benefit options
• Guide clients through the enrollment process
• Maintain compliance and provide ongoing client support

Entry-Level Benefits Specialist

• Provide day-to-day HR support to corporate functions and greater HR teams.
• Partner closely with the Director HRBP, managers, employees, and HR Centers of Excellence.
• Support employee relations, onboarding, HR programs, and reporting.
• Address employee concerns, mediate conflicts, and ensure positive resolution of workplace issues.
• Collaborate with the Talent Acquisition team to coordinate recruitment processes and ensure a seamless onboarding experience for managers.
• Coordinate and support the facilitation of the promotion review process.
• Ensure HR practices comply with local, state, and federal regulations and maintain accurate employee records.
• Assist in the implementation of talent programs and performance management processes.
• Drive employee cultural initiatives and support learning and development programs.
• Contribute to Global Functions HR projects and initiatives.

Human Resources Business Partner – HRBP

• Lead a team of Human Resources Business Partners (HRBP) and HR Specialists who serve as strategic partners to business leaders
• Ensure HR initiatives align with organizational and strategic goals
• Foster a positive employee experience, and drive talent strategies that support growth and performance
• Provide guidance on workforce planning, employee relations, organizational development, and compliance while coaching HRBPs to deliver high-impact solutions
• Ensure compliance with all regulations and maintain confidentiality
• Oversee and lead the HR Business Partner (HRBP) and HR Specialist teams to ensure HR strategies and daily work align with business objectives
• Collaborate with organizational leaders to create actionable plans that strengthen workforce planning, organizational design, employee engagement, and culture strategies
• Advise and coach leaders on talent development, retention strategies, performance management, employee relations, policy interpretation, conflict resolution, and compliance with legal and contractual requirements
• Champion cultural initiatives, foster open communication, reinforce company values, and influence critical talent decisions
• Drive initiatives to facilitate 9-box talent discussions with leadership
• Collect, analyze, and synthesize quantitative and qualitative data to identify trends, develop actionable recommendations, and recognize patterns to inform decision-making

Manager, Human Resources

• Provides client support on HR matters
• Interprets client contracts and management of billable work
• Serves as contact for clients and clients’ employees
• Keeps internal and external management advised of potential problem areas
• Develops, prepares, and conducts training content for webinars
• Maintains professional and technical knowledge by attending educational workshops
• Other duties as assigned

HR Consultant

• Coordinate day-to-day HR operational processes, ensuring workflows are completed accurately and on schedule
• Coordinate with other ASCO departments on administrative, scheduling, and program operational processes
• Assist with developing, tracking, updating, and maintaining departmental budget
• Support the contracting needs of the department by uploading contract documents, monitoring the procurement process and department activity, and tracking renewals and termination
• Support HR leadership with routine executive tasks, including calendar management and meeting coordination and logistics
• Serve as the department credit card holder, process HR staff expenses, and perform monthly expense reconciliation
• Respond to routine HR customer service inquiries and conduct basic research in response to staff questions regarding HR operations or processes
• Maintain internal HR resources, templates, and documentation, including supporting internal portals and resource hubs in Workday
• Support compliance-related documentation and recordkeeping
• Support scheduling, notetaking, and follow-up for meetings and action items
• Perform additional tasks and projects assigned by HR leadership in support of department

Human Resources jobs in Virginia

See all jobs on JobTailor