Human Resources

• Serve as the company's senior HR leader and strategic business partner to the Executive Leadership Team.
• Align people strategy with business objectives while leading all aspects of the HR function.
• Partner closely with executive leadership to guide organizational design, leadership development, succession planning, culture, change management, employee relations, compensation strategy, and talent initiatives.
• Lead enterprise change initiatives, communications, adoption, organizational effectiveness.
• Oversee investigations, partner with Legal, coach leaders, mitigate employment risk.
• Manage compensation, benefits, talent acquisition, compliance, HRIS, policies, SOX, maritime compliance.
• Lead compensation and bonus structure strategy balancing pay competitiveness, internal equity and alignment with business performance.
• Own design and ongoing optimization of employee benefit programs to support recruiting, retention and engagement.

Senior Director, Human Resources

• Partner in the execution and delivery of value-added HR services
• Work closely with business, HR leaders, and COE partners to integrate existing tools for leadership development
• Build relationships with managers and employees to provide effective HR guidance and coaching
• Partner with Talent Acquisition to develop new sources for identifying talent
• Participate in select interviews to assess candidates for key roles
• Collaborate with HR leadership on key compensation initiatives
• Support DEI initiatives and key HR projects
• Anticipate opportunities or issues and develop innovative solutions
• Provide counsel for managers and supervisors on employee relations issues
• Conduct on-site internal investigations and prepare reports
• Support HR-related activities

Bilingual Senior HR Generalist

• Ensure a welcoming employee experience through timely communication, responsiveness, and thoughtful follow-through.
• Administer Grove's U.S. benefits programs, including medical, dental, vision, life and AD&D, HSA, FSA, COBRA, and 401(k) plans.
• Serve as the primary day-to-day point of contact for employees, benefit carriers, brokers, and third-party administrators to resolve benefit-related questions and administrative issues.
• Process employee benefit enrollments, qualifying life event changes, and terminations accurately and within required payroll and carrier deadlines.
• Partner with our leave of absence and disability vendor to administer employee leaves, review requests, coordinate documentation, and partner with HR Business Partners on leave-related matters.
• Review and reconcile monthly benefit invoices and partner with Finance to support timely and accurate premium payments.
• Perform routine audits of benefit enrollments, payroll deductions, HRIS data, and carrier records to ensure data integrity and resolve discrepancies proactively.
• Maintain employee benefit records and documentation in accordance with company policies and applicable federal, state, and local regulations.
• Support compliance activities related to benefits administration, including ACA, COBRA, Form 5500, nondiscrimination testing (NDT), San Francisco Health Care Security Ordinance (SFHCSO), and other required reporting.
• Own the annual Open Enrollment strategy and execution end-to-end, partnering with our broker to evaluate plan design, timelines, and vendor logistics — including employee communications, education sessions, system configuration, testing, and implementation.
• Partner with the Director of People Experience, CFO, broker, and carriers throughout the annual benefits renewal process by gathering information, evaluating plan options, preparing recommendations, and supporting implementation.
• Stay informed on federal, state, and local legislative and regulatory changes impacting employee benefits and leave administration.
• Support the employee lifecycle through new hire orientation, employee inquiries, and other People Experience initiatives and special projects as assigned.
• Assist with immigration and visa administration.

Senior Benefits Specialist

• Investigate and determine the correct Coordination of Benefits (COB) for members with multiple health insurance plans
• Review insurance eligibility, policy coverage, and documentation to verify the proper payer order
• Contact insurance carriers, Medicare (CMS), employer groups, healthcare providers, and members by phone, email, fax, and mail to validate coverage information
• Research complex healthcare eligibility issues and apply Medicare CMS and NAIC guidelines to determine primary and secondary coverage
• Document findings accurately in company systems while maintaining complete and detailed records
• Review Explanation of Benefits (EOBs) and other insurance documentation to support payment determinations
• Process incoming COB correspondence and updating eligibility records as needed
• Handle inbound and outbound calls related to Coordination of Benefits inquiries
• Meet established productivity, quality, and turnaround time goals
• Maintain HIPAA compliance and adhere to all federal, state, and client requirements
• Collaborate with teammates while working independently in a remote environment
• Identify opportunities to improve processes, documentation, and communication

Benefits Specialist

• Develop and implement HR strategies and initiatives that support workforce planning, leadership development, succession planning, employee engagement, talent retention, organizational effectiveness, and business growth.
• Partner with Area Leaders and business leadership teams to identify current and future talent needs, build workforce plans, address talent gaps, and support long-term business growth.
• Evaluate organizational structures and recommend improvements to reporting relationships, team design, span of control, workforce deployment, and role alignment to improve operational effectiveness, accountability, and employee development.
• Facilitate talent review discussions, succession planning efforts, promotion planning, and leadership development initiatives to strengthen organizational capability and leadership pipelines.
• Manage and resolve complex employee relations matters and conduct effective, thorough, and objective workplace investigations while ensuring compliance, consistency, and fairness across the organization.
• Support recruitment efforts by partnering with Talent Acquisition and business leaders.
• Support and guide managers in performance management processes, including goal setting, coaching, performance feedback, development planning, corrective action, and succession planning.
• Identify training and development needs and coordinate programs that enhance employee capabilities, leadership effectiveness, and organizational performance.
• Ensure compliance with federal, state, and local employment laws and regulations while maintaining current knowledge of legal requirements and reporting obligations affecting HR functions.
• Partner with Compensation and business leadership to support equitable and competitive pay practices, compensation planning, promotion recommendations, and employee retention strategies.
• Analyze workforce trends, organizational metrics, employee engagement results, turnover data, and HR analytics to inform business decisions and improve HR programs and processes.
• Foster a positive workplace culture through employee engagement initiatives, recognition programs, leadership coaching, and employee communication efforts.
• Serve as a trusted advisor and coach to leaders on workforce planning, organizational change, talent management, employee development, leadership effectiveness, employee relations matters, and retention strategies.
• Support the integration of acquired companies by assisting with cultural assimilation, employee onboarding, policy and process alignment, organizational transitions, HR systems adoption, employee communications, and other administrative activities necessary to ensure a seamless employee experience and successful business integration.

Area HR Leader

• 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

• Partner with Clinical teams to align people strategies with operational goals
• Provide guidance on organizational design and team structure
• Analyze workforce data and support workforce planning efforts
• Serve as the primary HR advisor on employee relations matters
• Lead and support performance management processes
• Develop understanding of clinical roles and challenges
• Support initiatives to improve retention and engagement
• Ensure compliance with employment laws and regulations

HR Business Partner

• Oversee the recruitment process by: collaborating with state leadership to assess employment needs, participating in recruiting efforts to identify and hire qualified candidates, and proactively developing talent pipelines through various internet search tools.
• Manage the job posting process including assisting with interviews, extending offers, and conducting or acquiring background checks.
• Lead new hire orientation and ensure new hires are properly and efficiently onboarded and entered into the HRIS.
• Handle employment-related inquiries from applicants, employees, and supervisors, referring complex and/or sensitive matters to the appropriate staff.
• Maintain accurate and up-to-date human resource files, records, and documentation in the company HRIS system and perform periodic audits.
• Assist with payroll functions including answering employee questions, fixing processing errors, and auditing timesheets on a weekly basis.
• Assist with all clerical duties of the HR team, including planning and execution of special events such as open enrollment, organization-wide meetings, and employee recognition events.
• Respond to inquiries in the HR shared inbox including postal mail, important notices, and employment verification requests from State Agencies.
• Assist with troubleshooting any technical challenges experienced in states related to recruitment, onboarding, or other HR processes.
• Serve as the first point of contact for state staff regarding minor employee relations issues.
• Cross collaborate with other departments including organizing/field, data, finance, legal, and operations.
• Encourage open communication, discussion and feedback for all staff, promoting an inclusive and supportive team culture.
• Other duties, responsibilities and activities may change or be assigned at any time with or without notice.

National Human Resources Generalist

• Accurately perform day-to-day transactional and administrative processes
• Timely completion of fulfillment activities and customer inquiries
• Customer focused ongoing communication with current and former employees
• Conduct scheduled audits related to regulatory compliance
• Participate as a team member in the requirements, design, and testing of new systems

HR Shared Services Administration Specialist

• Provide Program Leadership for HR's Most Critical Strategic Programs: Own the end-to-end project management of Seismic's highest-priority people initiatives — building clear plans, governance structures, and risk tracking in partnership with initiative sponsors, and holding cross-functional teams accountable to timelines and commitments.
• Drive Program Management for People-Focused M&A Integrations: Build and maintain detailed integration roadmaps across the HR function in partnership with functional leads; establish governance mechanisms, track milestones, and surface risks so sponsors can make timely decisions.
• Identify and help structure cross-functional initiatives, such as reducing broad employee papercuts, to improve productivity and job satisfaction.
• Lead Change Management & Adoption: Partner with HRBPs, Internal Communications, and business and cross-functional leaders to ensure changes are thoughtfully synchronized and employees and leaders understand, adopt, and sustain transformation initiatives.
• Develop clear change strategies that balance business objectives with employee experience and engagement.
• Establish Program Governance & Operating Mechanisms: Build repeatable mechanisms that improve execution discipline across the HR organization. This includes: executive reporting frameworks, weekly and monthly operating rhythms, decision-making forums, success metrics, and roll-out plans (in partnership with internal communications).
• Drive Organizational Effectiveness: Working with leaders across HR, help identify opportunities to improve how work gets done across the company by simplifying processes, clarifying ownership, improving operating models, and increasing organizational effectiveness. Examples may include workforce planning and headcount management processes.

Strategic Programs & Projects Director – HR

• Acting as a trusted advisor and thought leader to the business leadership team.
• Coach senior leaders, managers, and employees while delivering talent, leadership, and organizational solutions that drive measurable business outcomes.
• Ensure teams are optimally structured to support current and future business needs.
• Enable leadership and employee development through the planning and execution of strategic HR initiatives.
• Analyze data, metrics, and trends in partnership with business leaders to make informed decisions.
• Influence talent decisions by keeping a pulse on the business, market, and industry trends.
• Coach management on people-related matters including employee relations, conflict resolution, company policy interpretation, and management principles.
• Provide guidance, coaching, and advice in performance-related matters.
• Ensure legal compliance and mitigate risk.
• Foster the company’s culture while encouraging open and transparent communications.
• Drive organizational design decisions and lead change management and communication plans.
• Implement employee engagement activities for client group.

Senior HR Business Partner

• 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

• Oversee administration of health and welfare benefits, retirement plans and leave programs
• Manage new hire, annual open enrollment and employee benefit communications
• Partner with brokers and vendors to ensure effective program administration
• Monitor benefits compliance, audits, and reporting requirements
• Support benefits strategy by analyzing utilization, trends, and costs
• Collaborate with Payroll to ensure accurate employee data and timely processing
• Oversee onboarding, offboarding, employee status changes, and record management
• Manage HR documentation and personnel file administration
• Ensure seamless end-to-end employee experiences
• Lead the day-to-day administration and execution of HR operations
• Develop, implement, and streamline HR processes, policies, and procedures
• Manage HR operational projects and initiatives from planning through implementation
• Ensure compliance with federal, state, and provincial employment laws and regulations in the US and Canada
• Maintain HR policies, procedures, and employee records in accordance with legal requirements
• Stay informed of employment law changes and recommend process updates as needed
• Partner with Legal and Finance on compliance-related initiatives
• Lead the administration of HR systems and ensure the accuracy, integrity, and security of employee data
• Manage system configurations, workflows, security roles, reporting, and integrations
• Lead HR systems enhancements and implementation projects
• Develop dashboards and reports to support decision making
• Partner with Payroll and IT to ensure seamless system functionality

Manager, HR Operations

• Serve as a trusted thought partner to senior leaders on talent and organizational design challenges
• Partner with client groups and Talent Acquisition to acquire diverse and skilled talent
• Drive successful execution of the performance management process within assigned client groups
• Collaborate with clients on internal movement decisions
• Report on assigned KPIs including headcount management

Senior Director, Human Resources Business Partner

• Respond to inquiries and requests received from customers
• Deliver timely, professional and courteous responses to all customers on initial inquiries and transaction support and execution
• Provide courteous, respectful and reliable service to HR customers, including pre-hires, active and former employees and managers, and retirees
• Assess and resolve customer inquiries and issues (via phone, email and chat) or escalate to the next level
• Work with high quality and accuracy standards, capturing interactions within case management through case creation, update and closure
• Learn and understand HR functional area knowledge and navigate finding and using content within the knowledge base to resolve inquiries efficiently and accurately

HR Shared Services Customer Intake Specialist

• Lead, coach, and develop a team of Systems Analysts
• Set the bar for quality and accountability
• Support individual career development through ongoing feedback
• Lead assigned portions of the HRIS operational portfolio
• Serve as a senior subject matter expert on HRIS matters
• Partner with HR, Technology, Payroll, Finance, and system vendors
• Operate and continuously improve the governance model for HR systems
• Own end-to-end execution, documentation, and continuous improvement of assigned HR business processes
• Support system upgrades, enhancements, and new module implementations
• Contribute to HR transformation and the multi-year technology roadmap
• Own the MyNordstrom knowledge base, intake forms, and analytics
• Maintain reliable, compliant data exchange across HR and enterprise systems
• Provide operational support for core HR platforms

Manager, HR Operations – HRIS

• receive and review information provided by management to prepare position descriptions based on available information sources
• evaluate existing position descriptions using OPM position classification standards, principles, and methodology to determine appropriate titles, series, grades
• refer all GS-13 and above position descriptions to EOUSA for review before beginning any staffing and recruitment work
• provide technical classification assistance to supervisors and managers on position management and job content options

Senior Human Resources Specialist – Classification, Position Management

• Serve as a trusted thought partner to senior leaders on talent and organizational design challenges
• Partner with client groups and Talent Acquisition to acquire diverse and skilled talent
• Drive successful execution of the performance management process
• Collaborate with clients on internal movement decisions
• Report on assigned KPIs including headcount management

• Manage the RFP (proposal) process for new business as well as existing/growing business
• Collaborate with internal and external customers (Sales Representatives, Brokers, Underwriters, and Employers) to provide the best possible outcome for all parties involved
• Negotiate pricing, rate competitiveness, and product enhancements
• Analyze all RFP documents for underwriting feasibility, experience evaluation, and proposal accuracy
• Administer re-quotes and corrections
• Manage Salesforce data input, stage updates, document uploads, reports, probability, and pipeline

Employee Benefits Proposal Specialist

• Support end-to-end HR service delivery across personnel actions, employee lifecycle changes, and HR transactions.
• Coordinate closely with Payroll to ensure accurate processing of hires, terminations, changes, and audits.
• Assist with benefits administration coordination, including eligibility tracking, enrollments, and employee inquiries.
• Support general HR inquiries and conduct research of policies and procedures, as needed.
• Maintain accurate employee data across HR systems and ensure compliance with internal policies and applicable regulations.
• Support onboarding, offboarding, and employee documentation processes in partnership with HR leadership.
• Run standard and ad-hoc HR reports related to headcount, turnover, hiring activity, benefits, and workforce trends.
• Track and maintain HR and Talent Acquisition KPIs (e.g., time-to-fill, pipeline metrics, hiring volume, retention, turnover, and other workforce data).
• Support HR dashboards and reporting for leadership, ensuring data integrity and consistency.
• Assist with audits, data validation, and reconciliation across HR, ATS, and payroll systems.
• Support recruitment and hiring efforts across corporate and program roles.
• Assist with requisition tracking, job postings, candidate workflow coordination, and interview scheduling.
• Partner with Recruiters and Hiring Managers to ensure hiring processes are followed and timelines are met.
• Support offer coordination, pre-employment steps, and hiring documentation.
• Track recruiting activity and hiring metrics to support TA planning and performance reporting.
• Identify opportunities to improve HR processes, workflows, and reporting efficiency.
• Support documentation of HR procedures, SOPs, and job aids.
• Serve as a liaison between HR, Talent Acquisition, Payroll, I.T., PMO and internal stakeholders to ensure smooth service delivery.
• Provide responsive, professional support to employees and managers on HR-related inquiries.

Human Resources jobs in Washington

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Senior Director, Human Resources

Bilingual Senior HR Generalist

Senior Benefits Specialist

Benefits Specialist

Area HR Leader

Senior Human Resources Business Partner

HR Business Partner

National Human Resources Generalist

HR Shared Services Administration Specialist

Strategic Programs & Projects Director – HR

Senior HR Business Partner

Senior Claims Specialist – California Workers Compensation

Manager, HR Operations

Senior Director, Human Resources Business Partner

HR Shared Services Customer Intake Specialist

Manager, HR Operations – HRIS

Senior Human Resources Specialist – Classification, Position Management

Senior Director, Human Resources Business Partner

Employee Benefits Proposal Specialist

HR Operations Analyst