People Operations

• Support the launch and systematizing of a new People Team requests automation process and system
• Assist in automating and streamlining employment verification workflows and documentation practices
• Conduct vendor comparison research and organize findings to support People Team operational decision-making
• Provide administrative and operational support for performance review cycles
• Identify, document, and refine standard operating procedures (SOPs) and other operational processes
• Support updates and organizational efforts related to Branch’s Payroll Playbook and associated operational processes
• Assist with implementation activities tied to new People Team vendors and systems
• Provide operational, administrative, and project-based support across the People Team as business needs evolve
• Contribute to continuous improvement efforts focused on scalability, organization, efficiency, and employee experience

People Intern

• Serve as a key connector between SEI and Intelerad, supporting alignment of people strategies, operating models, and organizational priorities across both organizations.
• Partner with HR leadership, business leaders, and an external change‑management firm to ensure effective coordination and adoption of people‑related initiatives.
• Develop a strong understanding of Intelerad’s people processes, systems, talent landscape, and organizational dynamics to support continuity and informed decision‑making.
• Support execution of integration‑related priorities including organizational design, talent transitions, workforce planning, and employee engagement initiatives.
• Act as a trusted partner to leaders by translating enterprise people strategies into practical execution within the software organization.
• Coordinate cross‑functional activities across HR, Product, Engineering, and leadership teams to ensure alignment and consistency in people programs.

Senior Manager, People Strategy – Integration

• Proactively consults with NAPA leadership to ensure short and long-term talent needs are fulfilled through effectively implementing talent acquisition, talent planning and employee retention efforts.
• Partner with Talent Acquisition team to review and monitor staffing needs, and ensure facilities remain staffed to meet priority business needs.
• Partners with HR Talent Planning COE and Managers to assess current workforce capabilities, identify current readiness and succession gaps, and provides targeted development experiences as needed.
• Requires ambitious standards in performance management, employee coaching, discipline documentation and other employment documentation from People teammates.
• Manages employee programs, including new hire onboarding and orientation, manager training, compliance training, skill and process-based learning and development, and offboarding.
• Leads and supports key employee focused events throughout the year such as performance reviews, leadership meetings, monthly meetings, engagement surveys, safety programs, and benefits enrollment.
• Conducts data collection, reporting and analysis across teammate lifecycle for informed decision-making such as employee retention reporting to identify turnover trends, root causes, and partnering with leaders to implement targeted engagement and development strategies.
• Maintains compliance with company, federal, state, and local regulations related to policies, employment, compensation, safety, workers compensation and security.
• Ensures the accurate processing of payroll for hourly and salaried staff (including payroll deductions, salary adjustments, timesheet reconciliation & time/attendance tracking).
• Ensures relevant administrative employee files are maintained. Including accurate and up-to-date employee data within the HRIS system.
• Reviews, tracks and documents compliance with required training, continuing education and work assessments.
• Represents the company in handling unemployment claims processing as needed.
• Supports benefits administration by conducting benefits orientation, responding to benefits questions, and communicating around the annual enrollment process.
• Implements excellent HR operations across all sites within designated area of responsibility.
• Maintains knowledge of trends, best practices, regulatory changes and new technologies in human resources, talent management and employment law.

Market People Partner

• Own the regional design, deployment, and execution of engagement, culture, and inclusion & belonging initiatives
• Partner closely with business and HR leaders to integrate engagement, culture, and inclusion priorities into overall people and business strategies
• Lead the full employee engagement lifecycle across Business Groups, including global and pulse surveys, diagnostics, action planning, and follow‑through
• Translate engagement data into business‑relevant insights and targeted actions at enterprise, regional, and local levels
• Coach leaders and HR teams on effective engagement action planning and execution
• Drive the deployment and sustained embedding of Amcor’s culture across the region
• Oversee regional deployment of recognition programs, ensuring strong governance, visibility, and employee impact
• Lead the implementation of the Inclusion & Belonging strategy across Business Groups
• Track progress, risks, and outcomes, using data and feedback to continuously refine approach and recommendations

Engagement & Culture Manager – Bi-lingual

• Serve as a hands-on generalist and partner to leaders and employees at all levels
• Deliver full-spectrum HR support
• Strengthen organizational capability and foster a high-performing, inclusive culture
• Collaborate closely with plant leadership and Centers of Excellence (COEs)
• Drive workforce planning, employee relations, local talent development and recruitment efforts
• Drive HR process excellence
• Ensure compliance with federal, state, and local employment laws

Senior People Business Partner

• Build and activate a local market within your existing network
• Develop relationships with CHROs, Heads of People, CFOs, Legal leaders, Founders, and executives
• Position Respiris as a trusted partner for outplacement and transition support
• Generate introductions, referrals, and partner company relationships that convert into revenue
• Deliver structured coaching to individuals navigating career transitions
• Facilitate engagements across a three-month lifecycle (10 sessions per engagement)
• Host or support curated events (e.g., Stranger to Friends) to build trust and visibility
• Collaborate directly with the Founder on market activation and growth
• Use AI-enabled tools to improve execution, organization, and coaching quality
• Build a repeatable revenue stream layered into your existing work

See all jobs on JobTailor

People Intern

Senior Manager, People Strategy – Integration

Market People Partner

Engagement & Culture Manager – Bi-lingual

Senior People Business Partner

Founding Partner – Fractional Head of People