Human Resources

• Manages the dissemination of HR related communications to various audiences under the direction of leadership.
• Creates and maintains various HR specific reports, databases, and/or records to ensure compliance with established policies, procedures, and legal rules and regulations.
• Serves as a point of contact to employees, managers, and internal and external stakeholders.
• Schedules logistics and secures resources for recruitment processes, onboarding activities, payroll functions, and/or other HR related activities.
• Assistance with training development, coordination, and delivery.
• Enters, reviews, and processes HR transactions according to established policies and procedures.
• Coordination and management of J-1 VISA application process.
• Audits and tracks compliance for various HR functions.

HR Coordinator

• Develops and facilitates employee benefit trainings and associated resources and materials
• Serves as a unit subject matter expert and liaison to internal and external stakeholders providing complex benefit information
• Receives, processes, and audits benefit enrollments and changes according to established policies and procedures
• Identifies opportunities for operational improvements and recommends changes to leadership
• Receives, responds to, and resolves complex employee benefits questions, feedback and problems from employees, HR leadership, and campus partners through various mediums
• Advises current and prospective employees and human resources staff on benefit eligibility, options, and applicable timelines according to established policies and procedures
• Researches eligibility and enrollment rules, plan documents, contract statutes, and administrative codes to provide correct benefit resources and materials to human resources professionals and employees

Benefits Specialist

• 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

• Clerical functions such as taking detailed notes and answering phone calls
• Screening applicants via video conference
• Creating relationships with job seekers
• Employing recruiting methods to attract candidates
• Sourcing candidates using databases, social media etc.

Human Resources Assistant

• Provides reliable and timely coaching and counseling to employees and contact center leadership on issues to ensure consistent, transparent application of policies, procedures, and employments laws.
• Address employee relations matters by investigating issues, mediating conflicts, and recommending appropriate solutions issues balancing employee advocacy with stewardship of company policies and employment laws to foster a positive workplace culture.
• Serves as the HR point of contact supporting/delivering internal processes including Performance Management, New Hire Orientation and Exit interviews under the Corporate hierarchy.
• Conducts training on company policy, programs, and other issues as they arise.
• Maintain accurate employee records and HR documentation in accordance with company policies and legal requirements.
• Partners and participates with local team(s) on recruitment outreach efforts.
• Serves as an active member of HR related project teams as assigned.
• Apprise and escalates potential legal, risk, safety, etc. concerns to the HR Manager.
• Participate in HR projects and process improvements as assigned

HR Advisor

• Architect and elevate HR function as the company expands from regional to national
• Build scalable infrastructure and lead HR technology
• Own compliance and transform how to deliver people services across union and non-union workforces
• Manage HR operations from Workday HRIS leadership to reporting & analytics and compliance
• Set strategy and execute hands-on involvement

HR Operations Manager

• Lead pre-hire activities once the offer is accepted, including facilitating HR Orientation and Onboarding
• Support performance management processes and documentation
• Coordinate all off-boarding activities ensuring the same respect and dignity is provided to team members leaving the organization as when they were hired
• Support organizational initiatives, operational changes, and workforce planning efforts in partnership with leadership
• Develop, implement and maintain scalable HR policies, procedures and operational standards
• Drive continuous improvement initiatives focused on operational efficiency, consistency and scalability, and implementing proactive solutions to improve HR effectiveness and service delivery
• Serve as a trusted HR resource and primary point of contact for team members across the organization providing guidance, support, and direction on HR related questions, policies, processes, and available resources
• Serve as primary owner and administrator of HR systems including workflows, reporting structures, troubleshooting, audits, permissions, and process optimization
• Oversee payroll processing and payroll vendor management to ensure operational accuracy and compliance
• Ensure consistency and accuracy of team member and organizational data across HR systems
• Develop and maintain HR reporting, dashboards, analytics, and operational metrics to support business decision making
• Lead HR technology enhancements, reporting improvements, process automation initiatives, and systems optimization projects
• Oversee employee benefits administration and annual open enrollment
• Partner with brokers and vendors regarding plan administration
• Resolve employee benefit related issues and escalations
• Oversee leave administration and accommodation processes
• Ensure compliance with federal, state, and local employment laws and regulatory requirements across all locations
• Lead HR audits, compliance reporting, documentation governance, and risk mitigation activities
• Provide guidance to leaders regarding policy interpretation, compliance considerations, and HR operational best practices
• Identify operational and compliance risks and recommend proactive solutions to leadership

Manager, HR Operations

• Represents human resources/people service areas and deliver key initiatives across the organization that help business areas achieve their objectives.
• Leads a team that diagnoses, develops and implements client-specific solutions.
• Builds relationships with business unit leadership while strengthening in-depth business knowledge.
• Solves problems from a people, process and technology lens.
• Deploys small to mid-scale organizational transformation.
• Collaborates with and uses centers of practice (CoP) and shared services for business solutions, guiding through the employee lifecycle and service offerings including talent acquisition, inclusion, development, succession planning, and retention.
• Identifies and implements strategic talent solutions in support of a transforming organization; ensuring the overall organization and culture are designed around strategic talent growth with a heavy focus on talent development, succession planning, and a culture of inclusion.
• Provides strategic business partnership to executives and division leaders supporting mid-size and/or mid-complexity organizations.
• Supports in the diagnosis, development and implementation of client specific HR Solutions. Supports in the deployment of transformation work.
• Leads with influence.

Senior Human Resources Business Partner

• Advise leaders on HR policies, performance management, and associate relations.
• Assist and lead investigations.
• Serve as consultant and first point of contact, assisting HR Generalists with escalated cases, coordinating with Sr. Manager or HRBP as needed.
• Oversee leave administration including Family Medical Leave Act (FMLA) and Americans with Disabilities Act (ADA) and manage complex cases.
• Advise HR Generalists and ensure compliance of all leave management and serve as key contact for escalated cases.
• Partner with Sr. HR Manager as needed.
• Facilitate the development and administration of programs, policies and processes that align with federal and state regulatory changes and meet compliance requirements ensuring an ethical, fair and consistent approach.
• Provide guidance on associate related issues (including but not limited to ADA, FMLA, FLSA, harassment, discrimination, diversity, corrective action and progressive discipline) to leadership.
• Analyze trends in turnover and performance; recommend solutions and partner with Sr Manager, HRBP, and HR Leadership on initiatives for improvement.
• Support and guide leadership with complex performance management.
• Coach, educate, provide feedback to leaders and lead disciplinary actions.
• Lead complex associate relations and conflict resolution efforts.
• Provide counseling and direction, facilitate communication, and help to resolve conflicts that impact associate’s engagement.
• Partner with leadership to improve working relationships, build morale, and increase engagement and retention.
• Support the development of HR Generalist and HR Coordinator team members through mentorship and training.
• Lead HR and process improvements initiatives across the enterprise in support with the Sr. HR Manager and HRBPs.
• Collaborate with other HR departments to ensure wholistic efforts.
• Ensure compliance with federal and state employment regulations.
• Make recommendations for alignment within policies and procedures when laws advance or change.
• Lead the associate handbook review and policy updates ensuring compliance with federal and state regulations.
• Partner with Legal department on complex changes and administration practices.
• Serve as liaison for audits and accreditation deliverables.
• Partners with HR Coordinator for document collection and preparations.
• Provide associate life-cycle assistance, administration and act as subject-matter-expert related to HR related questions and concerns.
• Other duties as assigned.

Senior Human Resources Generalist

• Executing and auditing work transactions and changes adhering to established policies and procedures
• Receiving, responding to, and resolving employee questions and problems
• Representing unit/program at institutional workshops, informational meetings, and training sessions
• Contributing to the development, implementation, interpretation, and revision of work unit Human Resources policies and procedures according to institutional and legal rules and regulations
• Providing consultation, performing analytics, and/or maintaining personnel files, communications, and materials for work unit through various mediums

HR Generalist, L&S Administrative

• 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, and maintain data integrity the HRIS / payroll system
• Perform full-cycle recruitment services for multiple positions across all levels of a client’s organization, including applicant tracking, interviewing, and reference/background checks
• 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 and timely execution of deliverables

Senior HR Generalist

• Oversees and transacts all employee data changes and updates. Responsible for handling high volume administrative and transactional activities related to employee on/off boarding, absence management, compliance, records management, and retention.
• Provides support to employees and managers for transaction processing and life cycle event management in the system's self-service function. ( e.g. transfers, promotions, employment separations, etc.).
• Handles employee inquiries and issues resolution. Assists in the research, escalation, and resolution of Workday related operational issues.
• Ensures data quality and follows global data standards , run ad-hoc reports to assist in this task.
• Delivers exceptional customer service and ensures all inquiries are accurately addressed in a professional, efficient, timely manner.
• Ensures delivery against established service level agreements (SLAs) and people systems delivery (PSD) metrics.
• Cultivates networks across a variety of functions and locations with the organization.

HR Shared Services Associate

• Develops effective human resource strategies for designated business units in the areas of labor, diversity and inclusion and employee engagement
• Projects and assesses talent requirements based upon the changing markets and business needs
• Develops robust and active succession plans supported by leadership and talent development
• Proactively identifies employee and labor concerns through cultural assessments
• Facilitates change management activities to ensure business needs are not unnecessarily disrupted
• Provides specialized, solution-oriented consultation helping leaders identify, prioritize and build organizational capabilities, behaviors, structures and processes
• Partners with HR Business Advisors and HR Shared Services to develop HR policies and practices, conduct detailed analysis and offer best-in-class solutions
• Performs other job-related duties as assigned

Associate HR Business Partner

• Be the go-to HR partner for leaders across the business
• Own employee relations from start to finish
• Coach managers and leaders on feedback and performance
• Spot capability gaps and facilitate sessions
• Help maintain a strong, inclusive culture across a remote workforce
• Contribute to culture initiatives

HR Business Partner

• HR Business Partner for assigned Flow Control Solutions leadership team members and their US employee populations in remote or designated site locations.
• Recommends and implements initiatives that assist the team in meeting annual revenue and profit goals.
• Develops and leads organizational transformation-oriented projects and initiatives to successful outcome.
• Oversee the recruiting and onboarding process to ensure talent needed for current and future growth.
• Helps develop employees' competencies and capabilities so they can grow and see a long-term future with the company through mentoring, training and performance management.
• Facilitates, along with Ingersoll Rand Total Rewards team, the performance review and compensation process ensuring fair and competitive pay practices that reflect individual contributions to the organization.
• With leadership, manages the organization’s climate to inspire commitment, loyalty, pride, and spirit in the organization, making Ingersoll Rand a great place to work.
• Works with local management and FCS leadership to develop compensation strategies consistent with revenue objectives and local practices.
• Independently develops approaches to address a variety of employee relations issues.
• Ensures company compliance with all existing governmental and labor legal and government reporting.
• Identifies and drives programs that result in successful HR metrics: turnover, training & performance
• Supports, with the opportunity to lead, global initiatives that impact the whole FCS business.
• Demonstrates all corporate values: We think and act like owners. We are bold in our aspirations while moving forward with humility and integrity. We are committed to making our customers successful. We foster inspired teams.

HR Manager

• Direct Human Resources initiatives supporting 1,300+ employees across Uline’s distribution hubs in California, Illinois, Pennsylvania, Texas and Wisconsin.
• Partner with management to identify key talent needs and develop a hands-on recruitment strategy to fill those roles.
• Develop and coach an HR team responsible for building and supporting a high-performing distribution workforce.
• Collaborate with Distribution leaders to deliver HR processes and programs that support business goals.

Regional Human Resources Manager

• Focus on supporting physicians, Advanced Practice Providers (APPs), residents, and fellows in a specialized employee relations capacity
• Provide strategic and tactical consultation on a wide range of complex matters including investigations, counseling, performance management, accommodations and policy adherence
• Following investigations, produce detailed, formal investigative reports
• Operate in a dynamic, high-pressure environment, requiring exceptional critical thinking, political acumen, and the ability to lead through influence
• Collaborate, working across 18 departments—each with unique processes—and engaging with leadership at UW Health, UW School of Medicine and Public Health, and UW–Madison

Provider Services Consultant – Employee Relations

• Be the go-to HR partner for leaders across the business
• Own employee relations from start to finish
• Coach managers and leaders on feedback and performance
• Help maintain inclusive culture across remote workforce

Senior HR Business Partner

• Performs general Human Resources Administrative duties, maintaining confidential information including data entry into the HRIS systems well as electronic personnel files. Responsibilities may include:
• Administering the background check and drug screen processes.
• Collecting new hire paperwork into the payroll electronic system.
• Ensuring accuracy of employee data into multiple systems and programs by entering in updates in a timely manner.
• Runs reports from HRIS systems to compare and audit data, with a strong focus on attention to detail.
• Partners with various Hiring Managers and HR Business Partners to fill current and future hiring needs for a variety of departments.
• Leads the sourcing and recruitment process from start to end; which may include posting jobs to various websites, sourcing, pre-phone screening; selection, face-to-face interviews and scheduling candidates interviews for managers. May conduct secondary screening as well.
• Leads proactive pipeline recruiting to insure ready now candidates in advance of open requisitions partnering with local schools and community outreach
• Prepares, reviews and deploys offer letters and employment agreements for all employment offers as through the Applicant Tracking System
• Creates and monitors reports measuring monthly time to fill and cost to fill reports, quality of hire reports, and other ad hoc reports

• Responsible for the administration, compliance, and continuous improvement of all US leave of absence programs
• Serve as the subject matter expert for benefits and leave
• Manage all leave and disability programs including FMLA, ADA accommodations, Short- and long-term disability
• Ensure compliance with federal, state, and local leave laws and regulations
• Develop and maintain expertise in multi-state leave programs
• Track and manage leave cases end-to-end
• Provide guidance to managers and employees on leave eligibility and documentation
• Ensure compliance with all benefits and leave-related laws and regulations
• Prepare and submit required filings
• Conduct regular audits of benefits and leave data
• Support onboarding and offboarding processes related to benefits and compliance
• Deliver high-quality front-line support to employees

See all jobs on JobTailor

HR Coordinator

Benefits Specialist

Human Resources Generalist

Human Resources Assistant

HR Advisor

HR Operations Manager

Manager, HR Operations

Senior Human Resources Business Partner

Senior Human Resources Generalist

HR Generalist, L&S Administrative

Senior HR Generalist

HR Shared Services Associate

Associate HR Business Partner

HR Business Partner

HR Manager

Regional Human Resources Manager

Provider Services Consultant – Employee Relations

Senior HR Business Partner

Human Resources Generalist

Leave of Absence and Benefits Specialist