Human Resources

• Support and enhance business units along with Corporate HR Team
• Administer HR activities including HRIS, employee relations, onboarding
• Build relationships with leaders and engage in employee relations
• Conduct new Team Member orientation, performance management, and exit interviews

Human Resources Business Partner

• Provides support to the Employee Relations, Office of Equal Access and Organizational Development teams and their client groups with tasks such as coordination, filing, project management, data entry and analysis, processing in Workday Integration System, processing unemployment claims, immigration support and administrative duties
• Assists to promote employee relations initiatives
• Manages inbound employee relations inquiries, provides thorough documentation, and captures accurate, comprehensive notes to support case resolution.
• Performs investigation of performance and corrective action-related concerns, EEOC claims, participates in Title IX administration and other organization charges/complaints
• Coordinates and monitors activities to ensure compliance of programs with all applicable federal, state and local laws, regulations and guidelines as well as conforming to human resources management policies and procedures
• Responds to requests for information on HR policy interpretation from employees
• Research and compose high level correspondence, reports, and presentations
• Maintain and audit employees’ relations and other trackers including but not limited to ADA accommodation, immigration sponsorship, grievance, reduction in force, performance management and remote work requests
• Support onboarding and offboarding activities for employees; assists with quarterly and annual report compilation
• Partner with the Manager and Organizational Development to collect and analyze departmental needs to identify opportunities that enhance talent development, employee engagement and teambuilding
• Performs other duties as assigned

Employee Relations Specialist – Human Resources

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

Senior Human Resources Business Partner

• Serve as a trusted resource for employees, providing guidance on Uline’s benefits programs and answering questions throughout their time at Uline.
• Partner with internal teams and vendors to develop and deliver clear, engaging benefits communications that help employees make the most of their program selections.
• Support open enrollment, wellness initiatives and benefits education sessions for employees.
• Work closely with HR teams and vendors to deliver health, retirement and wellness programs.

Benefits Specialist

• Oversee the daily operations of the Human Resources IT Technology team.
• Oversee the development and implementation of new HR systems and solutions.
• Recommend changes to HR CoE procedures by developing systematic and automated processes to improve work efficiency.
• Prioritize and oversee the HR technology project portfolio, balancing business priorities, resource availability, and system enhancement opportunities.
• Partner with HR Leadership and the CHRO to develop and maintain the HR technology roadmap, identifying opportunities to improve processes, enhance employee experience, and support organizational objectives.
• Serve as the primary HR technology liaison to HR leadership, IT, and key business stakeholders to align technology solutions with organizational priorities.
• Coordinate with IT staff on system upgrades and maintenance.
• Keep abreast of developments in the field of Workday and HR systems to bring innovative solutions and make recommendations for improvements or new technologies.
• Manage and oversee HR’s full technical systems landscape, maintaining secure, available and performant systems.
• Partner with HR leadership to establish and maintain HR technology governance practices, data standards, and system controls to support compliance, reporting accuracy, and operational effectiveness.
• Delegates tasks to team members and third-party consultants and vendors ensuring everyone is working on the right projects.
• Must know how to oversee technical issues and train systems analysts.
• Assist in developing and maintaining documentation, training materials, and functional standards for HR systems and integrations.

HR Technology Manager

• Support the development, evolution, and governance of executive compensation programs
• Conduct regular market research to stay informed about industry trends, best practices, and emerging compensation strategies
• Manage the administration of the annual incentive program and multiple equity programs
• Benchmark our compensation programs against industry peers and provide insights as appropriate
• Support the creation of high-quality, decision-ready materials for senior leadership and the Compensation Committee
• Lead the development of clear, compelling communication strategies and materials for executive compensation programs
• Support compliance with SEC regulations, IRS rules (e.g., 409A, 162(m)), and other relevant governance requirements
• Establish and uphold robust documentation processes and audit trails for executive compensation decisions
• Contribute to the preparation of public disclosures, when relevant

Executive Compensation Specialist

• Lead talent management initiatives aligned to business and enterprise strategy, including talent planning, succession planning, leadership development, and performance enablement.
• Partner with senior leaders and HR stakeholders to assess talent needs and translate insights into clear, actionable talent strategies and interventions.
• Design and deliver talent management programs and processes that support leadership capability, role readiness, and organizational effectiveness.
• Support talent strategies through capability assessment, succession insights, role expectations, and development recommendations.
• Apply talent data, assessments, and structured frameworks to inform decisions, measure program effectiveness, and improve talent outcomes.
• Collaborate with HR partners across learning, rewards, HR business partner, and other talent functions to integrate talent management solutions into broader people strategies.
• Create practical toolkits, playbooks, and leader guidance to scale talent management approaches across the enterprise.

Senior Manager, Talent Management

• Collaborate with recruiting team and hiring managers to ensure successful selection and onboarding of top talent.
• Support benefits and leave administration, including short-term disability, workers’ compensation, FMLA and personal leave.
• Lead workplace policy and employee conduct reviews.
• Participate in job fairs, community activities and employee engagement initiatives.
• Analyze data to identify trends, insights and opportunities to support leadership.
• Maintain functional knowledge of federal, state and local legal regulations and processes.

Human Resources Generalist

• Act as a consultant for managers on issues related to team member performance, conflict resolution, and problem solving related to the management of team members.
• Follow fair and objective processes appropriate for team member concerns, including fact-finding and ensuring adherence to employee relations policies and practices. Conduct investigations per Pella’s processes.
• Provide support, thought partnership, guidance, and coaching to all levels of people leaders.
• Follow expected documentation techniques and ensure maintenance of accurate, confidential records regarding all reported matters and fact-finding documentation.
• Maintain the highest level of integrity and confidentiality when managing employee relations issues and managing reported matters.
• Stay attuned to organizational and operational changes across the company to identify potential employee relations risks and raise awareness with manager.
• Provide guidance and assistance with the development and delivery of appropriate performance feedback or action plans including corrective/disciplinary actions and performance improvement plans.
• Respond to and represent Pella Corporation as needed for unemployment claims.
• Based on the assigned work location, may also perform additional on-site HR responsibilities.
• Review and process religious accommodation requests.
• Provide guidance to local leadership on workplace threats and emergencies (violence, reasonable suspicion testing, conflicts, substance abuse, etc.).

Employee Relations Specialist

• Develops and implements processes and procedures for one or many various HR functions such as employee trainings, recruitments, compensation, and payroll
• Receives and responds to inquiries in-person, via email, and through various communication mediums and relays information to appropriate entities
• Facilitates and processes complex transactions and programs according to established policies and procedures
• Contributes to the development of strategic plans and directs staff implementation of initiatives in alignment with strategic goals
• Serves as a consultative Human Resources resource and liaison
• Conducts monthly expense analysis and financial reconciliation activities, including review of budget workbooks, monitoring expenditures, and processing backup requisitions and Shared Investment Requests (SIRs) in accordance with established procedures
• Processes and monitors financial funding transactions, including non-salary cost transfers, accounting adjustments, payroll accounting adjustments, and other funding reallocations
• Maintains position and employee costing allocations by entering, updating, and validating funding strings for new hires, position changes, and ongoing personnel actions to support accurate payroll and financial reporting
• Enhances the candidate and employee experience by coordinating welcoming, inclusive, and supportive experiences throughout the employment lifecycle

Employee Experience Partner

• Supports client onboarding to vendors including audit of benefit plan setups, policy guidelines, client training and facilitation of integrations from HCM system.
• Develops processes and procedures to support TES clients.
• Provides benefits administration support for clients and internal Insperity service teams.
• Provides timely operational communications and training for internal teams and clients, including the maintenance and dissemination of health and welfare benefits content.
• Maintains expertise of TES product offerings and stays abreast of plan changes.
• Takes on Subject Matter Expert role for the benefits administration services provided through vendors and Insperity and identifies feature enhancements required and communicates to the internal and external vendor.
• Works with TES to ensure timely communication of training materials related to new benefits offerings, plan and/or product changes.
• Monitors and analyzes online enrollment, orientations and knowledge management functions (among others) in order to assess need(s) for new or modified internal staff training and client/employee communications regarding benefits products or administrative issues.
• Ensures all client and quality requirements are satisfied for benefits administration and that internal insurance products adhere to the traditional payroll bundle offering.
• Develops an in-depth understanding of the client’s’ business problems, practices, challenges and requirements within the context of benefits administration and payroll system integrations.
• Provides feedback to marketing, operations, and TES leadership regarding market competitive and product/service requirements.

HCM Benefits Specialist I

• Collaborate with HR Business Partners (HRBP) and HR Centers of Expertise (CoE) colleagues to bring value and support to the business through the delivery of our HR programs including employee development, performance management, coaching, corrective actions, team building, compliance programs.
• Provide feedback to leaders to assist their teams in delivering continuous improvement and consistency to all employees.
• Promote a positive and engaging work environment by creating open communications and help improve our Diversity, and Inclusion CoEs priorities across the organization.
• Provide support for corporate programs, such as employee engagement survey participation, communication of results and action planning with leaders and their teams.
• Help deploy new HR tools and programs, such as compensation programs and talent programs.
• Deliver HR training on behalf of COEs and HR Services to managers and employees.
• Support data collection and analysis for such things as investigations, legal reviews, compensation guidance and decisions.
• Represent company through our Workplace Issue Resolution team.
• Assist managers in voluntary and involuntary termination processes.
• Support HR colleagues to ensure all local policies and procedures are up to date according to local legal requirements.
• Provide support for on-site audit/compliance reviews.
• Provide support to local managers on performance management to prevent employee disputes.

HR Generalist

• Provide strategic leadership for all human resources functions while fostering a workplace culture where faculty and staff can thrive
• Utilize data-driven and collaborative decision-making skills to identify, develop, and direct all HR management activities
• Serve as the key human resources subject matter expert and institutional strategic talent planner and consultant
• Promote and support the university’s commitment to inclusion and belonging in all aspects of the employee life cycle
• Lead, mentor, and develop a high-performing HR team by fostering a growth-oriented and curious mindset
• Provide guidance and consultation to faculty, staff, and leadership related to employee relations matters
• Consult with legal counsel as warranted and act as liaison between campus and the Office of the General Counsel on Human Resource issues.

Chief Human Resources Officer

• Perform daily HR duties and assist in carrying out responsibilities in functional areas such as employee relations, training, safety, workers compensation, employment/staffing, performance management, benefits, and compensation administration
• Work with managers and supervisors to coach and counsel on employee relations and performance issues
• Respond to employee issues or complaints and work to resolve them
• Ensure all pre-employment and post-offer protocols are completed in the hiring process
• Assist with benefit administration at the local level including managing FMLA and LOA requests
• Manage workers compensation claims and tracking workplace safety metrics
• Promote and coordinate various employee relations and recognition programs
• Maintain the HRIS database and compile reports from the database as needed
• Conduct training sessions with employees and/or leadership
• Lead and administer the company’s Time & Attendance program
• Track headcount (hires, separations, LOA, etc.) and provide regular reports

Human Resources Manager

• Serves as a go-to resource for a portfolio of assigned departments, providing practical guidance on HR policies, procedures, and everyday employee and leadership questions.
• Work closely with managers and staff to help navigate employee relations situations, including performance and disciplinary matters.
• Offer recommendations that support both individuals and the broader goals of the division.
• Partner with the HR Associate Director on more complex cases and help represent the division in HR meetings.
• Act as the first point of contact for most HR-related needs for their portfolio.
• Support a range of HR operations and projects to keep things running smoothly.
• Lead the student employee program within the Division for Teaching and Learning which routinely employs 450+ student hourly employees and roughly 30 graduate student employees.
• Routine work includes reviewing reports for accuracy and compliance, maintaining records and organizational charts, and helping track HR metrics for leadership.

HR Business Partner

• Serve as the primary point of contact for all employee relations matters
• Conduct thorough investigations into employee complaints and policy violations
• Partner with outside legal counsel on employee issues as needed
• Develop, update, and enforce HR policies and the employee handbook
• Manage full-cycle, end-to-end payroll processing for all employees
• Prepare, file, and reconcile all federal and state payroll tax filings
• Maintain and administer multi-state payroll operations
• Analyze HR metrics and trends and present data-driven recommendations
• Collaborate with Talent Acquisition on job descriptions and onboarding processes

• Provide professional, outsourced HR and HR consulting services to multiple clients across varying industries
• Manage daily HR and administrative functions for clients
• Prepare, process, and run payroll for clients according to client payroll schedules
• Perform full-cycle recruitment services for multiple positions across all levels of a client’s organization
• Respond to internal and external HR-related inquiries/requests that come through the dedicated Advantage HR mailbox
• Build relationships with clients and employees as a trusted HR resource through clear and consistent communication

Senior HR Generalist

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

Employee Relations Consultant – Human Resources

• Manages employee relations and investigations for all Corporate employees and leads the employee relations team.
• Consults and provides support and guidance to supervisors/management and employees to ensure employee disciplinary actions and other sensitive individual situations are handled in a fair and consistent manner throughout the Company.
• Oversees the investigations and responses to complaints of discrimination and harassment.
• Works closely with the Corporate Employee Relations Manager to handle escalated issues and potential litigation.
• Communicates and influences others within all levels of the organization in order to prevent and/or mitigate liability.
• Assists in the administration of programs such as the Voice of the Employee survey and performance review cycle.
• Works closely with Human Capital Development team on areas related to core liability management training programs and other topics that support the business culture.
• Works with Corporate HR Compliance Manager in writing and preparing corporate guidelines and procedural programs.
• Partners with the Legal department, as necessary, to ensure current knowledge on legal matters and procedures and to maintain consistency throughout the Company on complex situations.
• Maintains key relationships for other departments that support corporate employees.

Manager, Corporate Employee Relations

• Provide day-to-day support to the HR Generalist team, ensuring compliance with federal/state regulations and company policies
• Manage new hire documentation, intake coordination, sourcing support, and serve as the first point of contact for associate inquiries
• Maintain and monitor team trackers (e.g., LOA, ADA, onboarding, performance issues) to ensure accuracy and timely updates
• Oversee associate relations inboxes: assign tasks, respond to inquiries, and collaborate with HR Generalists as needed
• Maintain secure and organized HR associate records and files
• Assist with office logistics including management of keys, security fobs, and photo badges, as needed
• Coordinate associate recognition efforts, including ordering flowers and gifts, as needed
• Verify associate licenses and certifications through third-party agencies on a monthly and annual basis
• Schedule and coordinate meetings related to LOA, ADA reviews, and other HR needs
• Assist with updates and distribution of HR documents (e.g., handbooks, policies, procedures, confidentiality agreements) and ensure documents are posted to the correct sites
• Other duties as assigned

Human Resources jobs in Wisconsin

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Human Resources Business Partner

Employee Relations Specialist – Human Resources

Senior Human Resources Business Partner

Benefits Specialist

HR Technology Manager

Executive Compensation Specialist

Senior Manager, Talent Management

Human Resources Generalist

Employee Relations Specialist

Employee Experience Partner

HCM Benefits Specialist I

HR Generalist

Chief Human Resources Officer

Human Resources Manager

HR Business Partner

HR Business Partner

Senior HR Generalist

Employee Relations Consultant – Human Resources

Manager, Corporate Employee Relations

HR Coordinator