Human Resources

• Partner with executive leadership to design long-term workforce plans and succession strategies.
• Develop and implement HR strategies aligned with organizational goals.
• Provide guidance to managers on performance management and employee relations.
• Oversee daily HR operations, policies, procedures, and employee lifecycle processes.
• Partner with legal to develop and maintain employee handbook, HR policies, and compliance documentation.
• Manage audits, investigations, and risk mitigation activities.
• Lead recruiting strategy and workforce planning activities.
• Oversee employee relations and conflict resolution processes.
• Ensure compliance with federal, state, and local employment laws to protect the organization from legal risks and workplace liabilities.
• Oversee onboarding, performance management, promotions, succession planning, and career development.
• Develop leadership coaching and manager training programs.
• Partner with leadership on compensation strategy, benchmarking, and salary administration.
• Oversee benefits administration and vendor relationships.
• Develop and maintain HR dashboards, metrics, and workforce analytics.
• Ensure accuracy, security, and governance of employee data.
• Create reports and insights on headcount, turnover, retention, recruiting, performance, and employee engagement.
• Serve as the primary owner and administrator of the organization’s HRIS platform.

VP, HR

• 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

• Serve as the recognized authority on HR compliance matters, providing expert guidance to all levels of the organization.
• Operate as an internal consultant, helping business leaders understand compliance implications and develop practical solutions.
• Translate complex regulatory requirements into actionable guidance for stakeholders throughout the organization.
• Proactively identify emerging compliance risks and opportunities across the business.
• Build and manage Blue Origin's HR compliance programs and policies, ensuring alignment with federal, state, and local regulations, as well as industry-specific standards.
• Develop strategic roadmaps for compliance initiatives with clear maturity models and implementation pathways.
• Lead the design, implementation, and monitoring of HR compliance frameworks including risk assessments, audits, reporting mechanisms, and continuous improvement programs.
• Serve as the enterprise compliance anchor for all People Experience functions, providing guidance and oversight across HR Operations, Employee Relations, Labor Relations, and Total Rewards.
• Ensure compliance with DOT, Maritime, ITAR, export control, and other regulatory requirements impacting Blue Origin's workforce.
• Partner with Legal, Security, and HR leadership to mitigate compliance risks and strengthen governance across HR policies and processes.
• Draft, maintain, and operationalize company-wide HR policies, ensuring alignment with evolving employment laws and internal standards.
• Build, maintain, and leverage a network of strategic stakeholder relationships across the organization to ensure compliance program success.
• Lead cross-functional working groups to implement compliant processes across multiple business units and geographic locations.
• Facilitate executive-level conversations about compliance priorities, trade-offs, and resource allocation.
• Create feedback mechanisms to continuously improve compliance programs based on business partner input.
• Develop and deliver compliance training and education programs for leaders and HR teams, reinforcing a culture of accountability and compliance awareness.
• Transform complex regulations into practical guidance that balances compliance requirements with business agility.
• Create communication strategies to effectively cascade compliance requirements throughout the organization while building a positive compliance culture focused on enablement rather than restriction.
• Stay abreast of regulatory changes and emerging compliance trends, proactively updating programs and policies to reflect new requirements.
• Partner with HR systems and analytics teams to track metrics, identify trends, and provide data-driven insights into compliance health and risk areas.
• Provide executive-level reporting on compliance status, risk mitigation actions, and program maturity across the People Experience organization.

Senior Human Resources Compliance Specialist

• 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

• 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 recruitment activities including scheduling interviews, preparing interview materials, and communicating with candidates
• Support onboarding processes: preparing new hire packets, collecting documentation, assisting with orientation logistics
• Help maintain employee records, ensuring accuracy and confidentiality
• Assist with HR projects such as engagement initiatives, training support, and internal communications
• Provide administrative support: filing, scanning, data entry
• Support office operations including ordering supplies, coordinating meeting spaces, and helping with office events
• Perform other assigned tasks to support HR leadership

Human Resources – Office Intern

• Serve as the primary day-to-day HR point of contact for business leaders, Directors, and front-line managers across the Rentals organization
• Execute high-impact coaching and consultation for senior leaders and managers on complex performance management, organizational development, and leadership capabilities
• Proactively design and implement scalable, strategic HR programs and solutions that drive business outcomes and organizational effectiveness across the full Rentals portfolio
• Provide strategic guidance on organizational design, workforce planning, performance management, and compliance;
• Conduct investigations of workplace policy violations with guidance from the HR Director.
• Partner with Rentals leaders and the broader people team to develop and execute unified HR strategies that champion growth, innovation, and organizational effectiveness
• Assess human resources needs across your Rentals client groups
• Support the communication, rollout, and execution of cyclical HR programs and initiatives for your client groups
• Leverage data and feedback to identify trends and recommend actions to improve team health, retention, and performance across the Rentals organization

Senior HR Business Partner

• Lead the HR function to align talent strategies with business priorities
• Mentor and develop a team of HR professionals
• Advise on workforce design and employee engagement
• Drive change management and leadership development initiatives
• Oversee implementation of enterprise-wide HR programs

Senior Human Resource Manager

• 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

• Manages Labor Relations Specialists designing, implementing and administering labor relations processes, including Employee Engagement, Work Environment Assessment models, grievance and contract administration, and Collective Bargaining
• Provides senior leadership with recommendations, advice and counsel on Labor Relations policies, strategies and processes
• Develops and executes integrated organizational plans, policies and procedures and guides the development of business and technical strategies, goals, objectives
• Acquires resources for organizational activities, provides technical management of suppliers and leads process improvements
• Develops and maintains relationships and partnerships with customers, stakeholders, peers, partners, union leaders, and direct reports
• Provides oversight and approval of technical approaches, products and processes
• Manages, develops and motivates employees

Senior Labor Relations Manager

• Lead the 737 Program HR team to deliver real time engagement and solutions with the business and contribute to the development of a culture where employee experience is at the center of HR service delivery
• Lead, mentor, and coach HR team members to enhance their skills, performance, and career growth
• Set clear goals and expectations, conduct regular performance reviews, and provide constructive feedback
• Ensure HR processes and activities are executed efficiently, accurately, and in compliance with company policies and legal requirements
• Maintain open, transparent, and timely communication within the team and with other departments to promote a positive work environment
• Encourage and support team members to identify challenges and develop effective solutions
• Allocate workload and resources effectively to meet team and organizational objectives
• Aid in supporting the delivery of key HR processes (e.g. staffing, performance support, employee engagement, talent management, leadership development, etc.)
• Use HR metrics and people data to drive solutions based on trends and understand effectiveness of support provided
• Serve as a trusted advisor to managers and employees, ensuring compliance with labor laws and internal policies while promoting a culture of accountability and trust

• Engage with employees daily on the floor, building relationships and understanding employee sentiment.
• Role model “HR on the Floor” by demonstrating a high-touch HR accessibility model
• Provide guidance on HR policies, benefits, and career development opportunities, ensuring every employee feels valued and supported
• Connect with and influence employees and leaders to promote a positive workplace culture
• Act as a liaison between management and employees, advocating for their needs and helping to implement initiatives that enhance the employee experience
• Address employee inquiries and concerns in real-time, providing solutions and support to foster a collaborative work environment
• Collect feedback and insights from employees to identify trends and areas for improvement, helping to shape our HR strategies
• Maintain a visible HR presence on the manufacturing/production floor during shifts for real-time engagement and solutions
• Promote open communication and guide discussions to collaboratively resolve workplace issues in a positive and fair manner across all shifts
• Deploy and administer HR programs, policies, practices, and processes and serve as subject matter expert (e.g., performance support, employee movement, leadership coaching, etc.) for employees on alternative schedules
• Partner with manufacturing/production leaders to align HR strategies with operational goals and address workforce challenges
• Work closely with HR Centers of Excellence (COE) to provide input on HR programs in specific areas (e.g., labor relations, talent, compensation, training), and support the delivery of programs across all shifts
• Maintain records of employee interactions and resolutions or follow-up actions
• Identify recurring employee concerns or trends, reporting these to HR leadership to develop proactive solutions or interventions
• Develop innovative solutions to complex problems and implement integrated HR initiatives that align with and advance organizational objectives
• Serve as a trusted partner and resource for employees at all levels, addressing concerns, guidance on company policies, providing HR consultation and coaching, and acting as a neutral party in resolving conflicts
• Be a visible champion of Boeing’s values and behaviors—modeling our expectations and reinforcing them through consistent employee interactions

Human Resources Generalist – Experienced

• Owning the labor relations costing model and costing process
• Shape the strategic process of calculating the total financial cost of labor agreements
• Partner with labor relations and total rewards stakeholders throughout the collective bargaining lifecycle
• Support the preparation of the economic strategy before bargaining
• Travel for on-site support and rapidly model scenarios during the negotiation process
• Provide key insights upon the conclusion of negotiations
• Continuously improve and refine the costing model and contingency planning models
• Gather, integrate, and analyze data from various teams
• Communicate results to facilitate key decisions before, during, and after union negotiations
• Design and deliver executive-level presentations using Microsoft PowerPoint
• Identify potential issues that could impact the business and/or skill teams across the Enterprise
• Engage in additional labor relations activities as needed

Senior Labor Relations Costing Specialist

• Provide administrative HR support across three properties, including onboarding, file management, and compliance tracking
• Assist with hiring processes, including pre-employment steps, onboarding coordination, and new hire communication
• Maintain accurate employee records and HR systems (HRIS, personnel files, onboarding documentation)
• Respond to employee inquiries related to payroll, benefits, policies, and general HR support
• Support employee relations initiatives, investigations, and HR projects as needed
• Partner with leadership to support staffing needs and seasonal operational demands
• Coordinate all housing assignments, including room placements, move-ins, transfers, and move-outs
• Facilitate employee housing check-ins and check-outs, including condition inspections and documentation
• Maintain housing records, occupancy tracking, and housing plans to ensure accurate availability
• Conduct routine housing inspections and ensure cleanliness, safety, and compliance with housing standards
• Serve as the primary point of contact for housing-related questions, concerns, and conflict resolution
• Partner with maintenance and housekeeping teams to address housing conditions and work orders
• Support housing operations including roommate communications, move coordination, and end-of-season closeout
• Support employee engagement efforts such as recreation programs, events, and recognition initiatives
• Help foster a positive community environment within employee housing
• Assist with transportation coordination or occasional employee support logistics as needed

HR, Housing Coordinator

• Act as consultant and coach to field leaders.
• Develop workforce plans supporting succession readiness and talent mobility.
• Partner with HR COEs to deliver integrated solutions.
• Track workforce metrics and operational KPIs.
• Translate people initiatives into measurable business outcomes.
• Drive engagement initiatives and employee listening strategies.
• Facilitate leadership development and succession planning.
• Lead investigations and provide proactive risk-based guidance.
• Coach leaders through performance management and employment decisions.
• Partner with Legal on escalated matters.
• Ensure compliance with federal, state, provincial and local laws.
• Support DOL, EEOC and regulatory audit readiness.
• Utilize dashboards to identify workforce trends and risks.
• Conduct compliance reviews with field leaders.
• Monitor turnover, labor utilization and training compliance.
• Develop action plans to reduce organizational risk.
• Align workforce strategies with operational priorities.
• Leverage analytics and KPIs to improve outcomes.
• Drive HRBP operating rhythms and partnership cadences.

Human Resources Business Partner – HRBP

• Build and sustain trusted relationships with leadership across the Business Operations organization
• Deploy and administer HR programs, policies, practices and processes
• Develop integrated HR initiatives and solutions to advance organizational objectives
• Analyze staffing and diversity strategy performance and develop corrective solutions
• Partner with leadership to design and implement workforce strategies to meet organization objectives
• Partner with the Center of Excellence (COE) and local HR teams to ensure understanding and alignment of talent strategy and to ensure planning, execution and realization are achieved through solutions, programs and policies
• Collaborate with HR peers – both in our businesses and functions – to enable the organization’s HR / business strategies, and ensure the efficient delivery of HR products, tools and services
• Partner with peers and business as an advisor and change agent in the rollout of HR policies, processes or programs such as salary review, leadership development, etc.

Human Resources Generalist – Associate, Mid-Level

• Supplementation of HRM staff with HRM Specialist-related support, including Personnel Staffing for SES and political appointee programs
• Reviewing pre-employment requirements and related staffing support
• Provides administrative and records management support for CBP's SES recruitment and staffing programs within the Executive Services Division
• Support the accurate and accountable management of SES applicant files, data entry, and statistical reporting
• Record and file application materials for SES applicants
• Maintain vacancy announcement and applicant files for accountability, integrity, and records administration
• Process incoming SES applicant packages; track receipts and maintain files
• Provide application status updates as requested by the Government
• Compile and prepare application reports and documents pertaining to applicant status
• Maintain records and files of work and revisions
• Perform data entry and electronic record management in support of EXSD operations
• Gather and compile data for statistical reports as directed by the Government
• Identify themselves as a Contractor in all communications, meetings, and correspondence
• Complete and comply with all required NDAs, security awareness, and privacy training

Junior Human Resources Specialist

• Supplementation of HRM staff with HRM Specialist-related support, including Personnel Staffing for SES and political appointee programs
• Reviewing pre-employment requirements and related staffing support
• Providing Records Management / Retention: SES applicant records, vacancy files, and tracking
• Comprehensive HR operational and administrative support for CBP's SES staffing programs
• Record and file application materials for SES applicants
• Maintain vacancy announcement and applicant files for accountability, integrity, and records administration
• Process incoming SES applicant packages; track receipts and maintain files
• Provide application status updates as requested by the Government
• Compile and prepare application reports and documents pertaining to applicant status
• Maintain records and files of work and revisions
• Support the Executive Services Staff with SES pre-employment requirements
• Prepare and submit Monthly Status Reports and Monthly Verification Reports to the COR by the 10th calendar day of each month
• Submit invoices electronically via IPP by the 10th business day of each month for prior month services
• Maintain and support the Quality Control / Assurance Plan throughout the period of performance
• Support transition in / transition out activities including transfer of documentation, GFE, and keys/fobs/PIV cards
• Identify themselves as a Contractor in all communications, meetings, and correspondence
• Complete and comply with all required NDAs, security awareness, and privacy training

Senior Human Resources Specialist

• Provide advanced manager coaching, case coordination, and project support
• Partner closely with HRBPs to execute people and talent strategies
• Own intake, triage, and resolution for a large share of routine but nuanced HRBP work
• Log and track work in ServiceNow to create visibility into patterns, escalation accuracy
• Serve as a primary point of contact for mid-level managers for complex HR questions

HR Generalist, Employee Service Center

• Generate, analyze, and distribute accurate HR reports in a timely and effective manner
• Support org health reporting by tracking and synthesizing key workforce metrics (headcount, turnover, absenteeism, compliance rates) to surface trends and inform HRBP recommendations.
• Serve as a subject matter expert for HR processes, including required compliance training and providing support and guidance to stakeholders.
• Identify trends and recommend follow-up needed with leaders related to compliance, hiring, and performance management processes
• Communicate status updates on training and required rhythm-of-the business activities with clarity and consistency
• Collaborate with Managers and Supervisors to provide guidance on PDD and PIP processes where required.
• Use company policies and procedures to ensure consistency in handling ER cases.
• Track ER cases for the assigned groups, identify trends, and escalate ER cases to HRBPs, the ER team, or other groups as needed.

See all jobs on JobTailor

VP, HR

Senior Manager, HR Transformation – Workday PM/BA

Senior Human Resources Compliance Specialist

Human Resources Manager

Director, HR Business Partnership

Human Resources – Office Intern

Senior HR Business Partner

Senior Human Resource Manager

Associate HR Business Partner

Senior Labor Relations Manager

Human Resources Manager

Human Resources Generalist – Experienced

Senior Labor Relations Costing Specialist

HR, Housing Coordinator

Human Resources Business Partner – HRBP

Human Resources Generalist – Associate, Mid-Level

Junior Human Resources Specialist

Senior Human Resources Specialist

HR Generalist, Employee Service Center

HR Advisor – Corporate Operations