People Operations

• Partner with global Sales executives to design and execute people strategies that drive business performance and growth.
• Lead organizational design and workforce planning initiatives to support evolving Sales priorities and scale effectively.
• Coach and influence senior leaders on performance management, talent strategy, and leadership effectiveness.
• Use people data and insights to identify trends, diagnose gaps, and implement targeted solutions that improve engagement and productivity.
• Drive global talent management processes, including performance reviews, succession planning, and leadership development.
• Champion diversity, inclusion, and belonging by embedding equitable practices across hiring, development, and team design.
• Collaborate cross-functionally across People and Sales orgs to lead and deliver complex, scalable programs aligned to business needs.
• Build and evolve operating models for People Business Partnership across global Sales teams in a high-growth, changing environment.

Director, People Business Partner

• Serve as a trusted point of contact for employee relations matters, workplace concerns, and conflict resolution, applying sound judgment, empathy, and discretion.
• Conduct and support employee relations investigations, including concerns related to workplace conduct, harassment, discrimination, and policy violations; gather documentation, conduct interviews, summarize findings, and prepare recommendations.
• Coach managers through difficult conversations, performance concerns, and corrective action, ensuring consistent and fair application of policy.
• Maintain accurate, confidential employee relations documentation and partner with People & Culture leadership and legal counsel on complex or escalated matters.
• Identify patterns and root causes from employee relations activity and recommend policy, training, or process improvements.
• Manage the engagement survey lifecycle, including pulse surveys, annual engagement surveys, and stay and exit interviews, and translate findings into clear, prioritized action plans with leaders.
• Manage key employee lifecycle touchpoints, including onboarding, first-90-day check-ins, internal transitions, and offboarding, to ensure consistent and positive employee experience.
• Design and run recognition, milestone, and connection programs that reinforce our values and strengthen community across a distributed workforce.
• Serve as the People & Culture partner to Employee Resource Groups (ERGs), supporting group leaders with structure, programming, budget guidance, and connection to broader organizational initiatives.
• Build and deliver manager enablement content and facilitate workshops, listening sessions, and team-effectiveness conversations that strengthen leadership capability and collaboration across teams.

People & Culture Business Partner

• Partner with Global Payroll & Benefits manager to oversee global payroll strategies, and provide oversight ensuring accuracy, compliance, and timeliness in payroll processing across all regions.
• Oversee global benefits strategy, partnering with vendors and internal stakeholders to provide competitive and cost-effective benefits offerings.
• Utilize HR data and analytics to generate insights and inform decision-making, developing dashboards and reports to track key HR metrics and trends.
• Managing the strategic and operational aspects of a global workforce including immigration compliance, compensation, and developing and implementing policies that support international assignments, ensuring legal and tax compliance.
• Oversee the implementation and optimization of HRIS systems, driving efficiency and effectiveness in data management and reporting.
• Develop and implement global compensation strategies and structures, ensuring alignment with organizational goals and industry best practices.
• Oversee day-to-day HR administrative functions, including record-keeping, employee inquiries, and documentation management.
• Develop, communicate, and enforce HR policies and procedures, ensuring compliance with local regulations and alignment with company values.
• Stay abreast of global HR laws and regulations, ensuring compliance in all areas of HR operations and proactively addressing any potential risks or issues.
• Identify opportunities for process improvement and efficiency gains in HR operations, leading initiatives to streamline workflows and enhance the employee experience.
• Transforms workflows to be AI-first by connecting tools, building scalable automations, and standardizing best practices across teams to drive efficiency and consistency.
• Leads AI adoption by coaching others, identifying high-impact use cases, and balancing experimentation with governance and quality standards.

Contractor, Global People Operations

• Lead the design and execution of transformation initiatives
• Own significant workstreams within a broader transformation roadmap
• Diagnose structural inefficiencies and redesign processes
• Implement scalable, AI-enabled solutions
• Partner closely with COEs, People Business Partners, Product, Engineering, and Operations teams globally
• Facilitate cross-functional working sessions

Senior People Transformation Strategist

• Own full-cycle recruiting across the organization, including sourcing, screening, interview coordination, candidate management, offer logistics, and closing.
• Manage multiple requisitions at once while maintaining clear priorities, fast follow-through, and strong communication with hiring managers and candidates.
• Conduct thoughtful recruiter screens that assess qualifications, motivation, communication style, compensation expectations, work authorization, and role alignment.
• Drive candidates through the process with urgency, including timely outreach, scheduling, feedback collection, decision follow-up, and offer-stage communication.
• Prepare and present qualified candidate slates to hiring managers with clear context, strengths, risks, and recommended next steps.
• Own offer logistics in partnership with Finance and hiring managers, including compensation alignment, offer approvals, offer letters, and candidate close strategy.
• Own ATS hygiene, requisition management, candidate stage accuracy, interview documentation, dispositioning, and recruiting workflow consistency.
• Serve as a trusted HR resource for employees and managers on people-related matters, balancing employee care with business judgment.
• Coach managers through performance conversations, employee concerns, corrective actions, performance improvement plans, and terminations.
• Conduct employee relations reviews or investigations as needed, maintaining appropriate documentation and involving outside counsel when appropriate.
• Own core HR operations, including HRIS data integrity, personnel records, onboarding and offboarding workflows, benefits administration support, and policy updates.
• Maintain awareness of federal and multi-state employment law requirements for a remote workforce and recommend practical compliance improvements.
• Support compensation benchmarking and market-informed hiring recommendations to improve offer competitiveness and internal consistency.
• Identify and evaluate recruiting tools, HR vendors, and process improvements that help scale the people function efficiently.
• Administer engagement surveys and support targeted culture, recognition, and retention initiatives as needed.
• Support remote culture programming: team events, recognition, and connection
• Partner with leadership to build workforce plans aligned to annual business goals and budget cycles. Identify and evaluate HR tools and vendors to scale the people function.

People and Talent Manager

• Define and lead the global People Experience vision aligned to business strategy and company culture.
• Design employee experiences across key lifecycle moments, targeted to specific employee groups.
• Lead change strategy and execution for enterprise-wide transformations including organizational redesign, digital transformation, and culture transformation.
• Own employee listening strategy including engagement surveys and sentiment analysis.
• Partner with Internal Communications for consistent and transparent employee communications globally.
• Establish KPIs for employee experience and change effectiveness.
• Build and lead a high-performing global center of excellence team.

Global Head of People Experience – Orthopedics

• Mentor, trainer, and coach to Interns and Consultants
• Identify areas of risk and opportunities to increase efficiency across Workday HCM implementations and optimization engagements
• Strengthen relationships and deepen your abilities to communicate, gain trust, and network with client personnel and professional associates
• Accept responsibility for decision-making in areas including establishing project scope and work plans, project staffing, preparation of deliverables, and application of methodologies

Senior Consultant – Workday HCM, People & Change

• Take a lead role in strengthening relationships with clients
• Drive market impact through business development in a highly collaborative environment
• Partner with strategic clients to shape the future of the HR function
• Develop strategies and implement practical work to help HR leadership deliver business outcomes
• Mentor and provide growth to teams as you oversee project work plans

Business Performance Improvement – People & Change Associate Director

• Own and drive core operational and employee lifecycle programs from onboarding to off-boarding
• Lead end-to-end program and project management across multiple concurrent initiatives, stakeholders, and timelines, ensuring high quality delivery and execution
• Redesign and scale manual processes (e.g., probation period management) using automation, AI, and agentic workflows
• Identify and implement opportunities to drive operational excellence and consistency across People programs and processes
• Build and maintain the People team's internal knowledge base as a reliable, self-service resource
• Support compliance and audit readiness, including SOC 2, regulatory requirements, and the employee handbook
• Partner cross-functionally to drive key People initiatives (e.g., performance enablement) from concept through execution
• Develop and maintain standard operating procedures (SOPs), playbooks, and process documentation for all core People workflows
• Track and report on key People metrics (e.g., eNPS, time-to-productivity) to drive data-informed improvements

People Programs Lead

• Own end-to-end delivery of enhancements across Workday and the broader People Tech stack, ensuring scalable and high-quality solutions
• Configure and maintain Workday HCM (business processes, security, notifications, and reporting) across key employee lifecycle processes
• Partner with stakeholders across People, Talent Acquisition, Finance, and BizTech to translate business needs into effective system solutions
• Identify and implement opportunities to improve automation – including AI-assisted workflows – to enhance data integrity, reduce manual effort, and elevate the user experience across People systems
• Ensure seamless interoperability across People systems (e.g., Workday, Adaptive, Ashby, payroll providers), optimizing end-to-end workflows
• Design, build, and maintain integrations between Workday and external systems, exploring AI and automation tools (e.g., Workato, AI-powered bots) to streamline data flows
• Monitor integration health, troubleshoot issues, and perform root cause analysis to ensure reliability
• Support workforce planning and headcount data flows, particularly between Workday and Adaptive
• Support testing efforts for new functionality and product releases, ensuring smooth and controlled deployments
• Maintain clear documentation and establish best practices for system governance, change management, and ongoing support
• Stay current on AI and automation trends in the HR Technology space, proactively recommending tools and approaches that can improve team efficiency and employee experience

Senior People Systems, Integrations Analyst

• Supports core HR operations within a dynamic food manufacturing environment
• Responsible for benefits and leave administration, compliance, learning management, HR systems
• Executes key People & Culture programs as a trusted resource to associates and managers

HR People Operations Generalist

• Responsible for the overall coordination, implementation, and execution of Human Resources projects ensuring consistency with company strategy, commitments and goals
• Partner with the HR team and Sr. Director People Operations to define scope of project, build business case for review board meeting, define project team members, and project timeline
• Oversee project steps and ensure project is completed on time
• Alert team to any delays or challenges and help identify a solution
• Review HR processes within Workday and define areas for optimization, automation, and simplification
• Participate in requirements sessions and testing for approved updates in Workday
• Review HR SOPs and Process flow maps for accuracy and make updates as appropriate
• Conduct Exit interviews and build client ready PowerPoint slides for HR team to utilize showing summary of results and insights
• Send departing employees offboarding paperwork
• Complete Verification of Employment letter requests
• Respond to policy related questions
• Conduct I-9 "visual assessments" for new hires and assist Compliance lead with audits or other I-9 related tasks as needed
• Complete Workday tasks daily in support of HR team
• Pull data as needed for HR team, analyze and provide client ready Powerpoint slides
• Answer escalated Workday Help tickets
• Help develop and lead New People Manager training on monthly basis
• Help develop and co-lead monthly People Manager Learning Series
• Support HR team as needed during Annual Talent Calibration cycle, Compensation Cycle, Reductions in Force, Role Eliminations, Reorganizations, Involuntary Departures
• Prepare Separation packages and talking points
• Assist with other duties as needed to support the HR team

People Operations Associate

• Lead routine workplace investigations (D/H/R), code of conduct violations, and sensitive compliance matters with impartiality and confidentiality.
• Manage high-risk conflict resolution and formal complaints by facilitating productive conversations and outcomes.
• Serve as a subject matter expert on HR policies, providing recommendations on policy deviations and exceptions in consultation with the ER Center of Excellence (COE).
• Provide ER expertise on complex medical accommodations and formal workplace concern escalations from Individual Contributors (ICs).
• Partner closely with the broader PeopleHub Partner team to provide managers with a holistic consultative service, bridging the gap between "Performance" (skill) and "Conduct" (will).
• Analyze case trends and compliance data to identify systemic risks and provide actionable recommendations to HRBPs and the business.
• Partner with Legal, the ER COE, and the broader People team on high-stakes escalations and post-investigation coaching.
• Identify opportunities to improve ER tools, such as HR Acuity and AI bots/workflows, while staying abreast of industry best practices.

PeopleHub Partner – Employee Relations

• Coordinate core People Operations processes, including benefits administration, leave of absence support, and execution of pay related actions all while ensuring accuracy, compliance, and a high standard of execution.
• Support the full workforce lifecycle across both employees and consultants, from onboarding through offboarding, partnering across teams to deliver a smooth, well-run experience.
• Coordinate and support key People programs, including open enrollment, the Social Feedback System, and core employee experience moments such as 90-day check-ins and culture commitments.
• Partner on employee relations–related processes and actions, helping to ensure thoughtful, consistent, and well-documented outcomes.
• Contribute to the planning and execution of company-wide events and gatherings, working closely with the Admin team to create high-quality, well-run experiences.
• Maintain and improve People Team systems, templates, and documentation to support clarity, efficiency, and scale.
• Support compliance and reporting needs, including employment verifications, audits, and data integrity across systems.

People Team Specialist

• Acts as a brand representative reflective of the company values; drives the store experience on the sales floor through an energized pace
• Initiates conversation, shares advice and product knowledge to interact with the customer in every zone in a personalized, genuine way
• Utilizes technology to be well-informed on events and special offers in store and online to enhance the customer experience with an omni perspective
• Contributes to an inclusive and people-first philosophy by being positive, respectful and helpful to others
• Collaborates with peers and leadership, sharing ideas with the team and actively participating in daily meetings, store initiatives, and brand focuses
• Participates in the learning and sharing of product knowledge, current trends, and personal styling priorities to inspire the customer
• Maintains Free People’s visual and operational standards while keeping the focus on the customer
• Supports the shipment process to gain awareness of product including what’s new and what’s reship
• Adheres to store’s safety standards, inventory accuracy, reduction of product loss, and upholds all company policy and procedures to support the profitability of the store

Seasonal Stylist

• Develop and maintain a People Compliance roadmap across areas
• Support preparation and submission of federal employment reports
• Monitor federal, state, and local employment laws and regulations
• Build and maintain SOPs and documentation
• Establish and maintain a central repository for people-related policies
• Define and track attestations and acknowledgements
• Ensure core people systems are configured in alignment with policy and compliance requirements
• Partner with HRIS, People Analytics, and IT/Security to define and monitor controls
• Design, execute, and maintain an auditing cadence across people systems
• Serve as a first-line escalation point for People-related compliance issues
• Partner with Legal, Security, and Procurement on due diligence and ongoing monitoring

People Compliance Lead

• Support hiring efforts by maintaining job postings, coaching hiring managers through the process, and conducting initial candidate screenings.
• Manage employee benefit programs, including coordinating open enrollment, handling day-to-day benefits administration, and serving as a go-to resource for employee questions.
• Coordinate HR workflows for new hires and departing employees, including processing paperwork, maintaining compliance documentation, and scheduling orientations.
• Support staff professional development by researching learning opportunities, processing professional development stipend requests, and scheduling staff trainings.
• Maintain accurate employee records in BambooHR, conduct periodic data audits, and help track and analyze hiring, retention, and engagement trends.
• Support cross-functional collaboration and staff engagement, including serving as a liaison to Staff Committee, connecting HR initiatives to the broader staff community.
• Take on special assignments as directed by the Director of People Operations and Chief Operating Officer.
• Support the annual Walk for Hunger, including working the event the first Sunday in May and attending pre-Walk events as assigned.

• Determine and deliver on the people strategy in support of the IGT Devices Business strategy
• Proactively transform the organization according to IGTD’s needs
• Collaborate with top-tier leadership to develop and execute People Strategies that align with and drive the company’s long-term business objectives
• Develop and sustain strong, strategic relationships with senior business leaders and key stakeholders
• Serve as a strategic consultant to senior business leaders, providing high-level strategic advice and customized solutions
• Partner closely with People Services to address the specific needs of the business unit
• Spearhead the integration of People strategies into change initiatives
• Drive organizational design and enable an effective operating model in support of business needs
• Determine and execute performance management and retention strategies and interventions
• Lead culture and change management efforts to align with the new operating model and company culture.

People Business Partner

• Lead the development and presentation of annual product strategies to immediate leadership
• Partner with cross-functional stakeholders to architect a robust Workday ecosystem
• Recommend AI-forward initiatives and system optimizations
• Orchestrate partnerships with IT and Security for compliance
• Apply product management methodologies to implement enhancements
• Lead selection and management of third-party SaaS partners
• Build and manage a high-performing global team
• Oversee Workday ticket management and configuration
• Ensure security, compliance, and seamless system upgrades
• Lead the technical execution of critical cycles

See all jobs on JobTailor

Director, People Business Partner

People & Culture Business Partner

Contractor, Global People Operations

Senior People Transformation Strategist

People and Talent Manager

Global Head of People Experience – Orthopedics

Senior Consultant – Workday HCM, People & Change

Business Performance Improvement – People & Change Associate Director

People Programs Lead

Senior People Systems, Integrations Analyst

HR People Operations Generalist

People Operations Associate

PeopleHub Partner – Employee Relations

People Team Specialist

Seasonal Stylist

Seasonal Stylist

People Compliance Lead

People Operations Associate

People Business Partner

Senior Manager, People Products – Workday