{"@context":"https://schema.org","@type":"ItemList","name":"Human Resources Business Partner Jobs - Find HR Business Partner Vacancies","description":"Explore the latest Human Resources Business Partner jobs on our platform. Apply now for HR Business Partner positions in top companies. Enhance your career with strategic HR roles.","itemListElement":[{"@type":"ListItem","position":1,"item":{"@type":"JobPosting","title":"Human Resources Business Partner","datePosted":"2025-07-18","description":"

Located in the metropolitan area of Sacramento, the Adventist Health corporate headquarters have been based in Roseville, California, for more than 40 years. In 2019, we unveiled our WELL-certified campus - a rejuvenating place for associates systemwide to collaborate, innovate and connect.

Whether virtual or on campus, Adventist Health Roseville and shared service teams have access to enjoy a welcoming space designed to promote well-being and inspire your best work.

Job Summary:

Serves as a strategic advisor to business leaders, combining deep HR expertise with a strong business acumen, and may be responsible for leading other team members as assigned. This role is pivotal in managing complex employee relations, driving engagement, and supporting talent development and workforce planning. Partners with managers to align HR strategies with overall business objectives.

Job Requirements:

\n\n

Education and Work Experience:

Bachelor’s or Master’s degree in Human Resources, Business, or a related field (or equivalent experience) : Required
Five to Seven years of progressive HR experience, ideally within the healthcare sector. Internal candidates with less experience may be considered based on demonstrated performance, potential, and alignment with role expectations, subject to review and approval by the Network HR Director and CHRO. : Required
Verifiable experience in successful and impactful coaching, advising, and consulting with leaders on organizational issues and employee challenges.: Required

\n\n\n

Licenses/Certifications:

Society for Human Resource Management Certified Professional (SHRM-CP) or Professional in Human Resources (PHR) certification: Preferred

\n\n\n

Essential Functions:

Acts as a strategic partner to managers by providing HR consultation and guidance. Performs champion shaping and nurturing workplace culture and engagement strategies that align to organization mission and values and foster an environment of belonging.
Provides strategic guidance to all levels of leadership as directed by Sr. HRBP or Network HR Director. Partners with network HR teams to foster collaboration and alignment across the network.
Leads and manages complex employee relations issues and investigations ensuring fair and consistent outcomes aligned with legal requirements, policies and procedures, and values.
Develops and implements initiatives to drive employee engagement and talent development. Supports workforce planning and succession planning efforts. Analyzes HR metrics and provides actionable recommendations to senior leadership.
Ensures compliance with employment laws and mitigate HR-related risks through collaboration with legal and compliance teams.
Performs other job-related duties as assigned.

\n\n\n

Organizational Requirements:

Adventist Health is committed to the safety and wellbeing of our associates and patients. Therefore, we require that all associates receive all required vaccinations as a condition of employment and annually thereafter, where applicable. Medical and religious exemptions may apply.

Adventist Health participates in E-Verify. Visit https://adventisthealth.org/careers/everify/ for more information about E-Verify. By choosing to apply, you acknowledge that you have accessed and read the E-Verify Participation and Right to Work notices and understand the contents therein.

\n\n

\nAdventist Health is a faith-based, nonprofit, integrated health system serving more than 100 communities on the West Coast and Hawaii with over 440 sites of care, including 27 acute care facilities. Founded on Adventist heritage and values, Adventist Health provides care in hospitals, clinics, home care, and hospice agencies in both rural and urban communities. Our compassionate and talented team of more than 38,000 includes employees, physicians, Medical Staff, and volunteers driven in pursuit of one mission: living God's love by inspiring health, wholeness and hope.","hiringOrganization":{"@type":"Organization","name":"Adventist Health","sameAs":"https://adventisthealth.org/"},"jobLocation":{"@type":"Place","address":{"@type":"PostalAddress","addressLocality":"Roseville, CA, United States","addressCountry":"United States","addressRegion":"North America"}}}},{"@type":"ListItem","position":2,"item":{"@type":"JobPosting","title":"Human Resources Business Partner","datePosted":"2025-07-18","description":"

This is an onsite position with a shift of 10am-8pm, Monday to Thursday and alternating Sundays and is not eligible for hybrid or remote work.

As the HR Business Partner, you will play an important role at HelloFresh, bringing objectivity to the team and value to the business by working with the leadership team at our distribution center. You will implement the strategic direction, improve performance through people and build a compelling work environment with an emphasis on engagement for our night shift. With a passion for the business, you will quickly learn its rhythm, how it functions and how operations must ebb and flow to delight our customers. Primary responsibilities will be focused on building/applying our HR Business Partner and Center of Excellence models to provide an outstanding employment experience for our teams. You will report to the Senior Manager at Aurora distribution center.

What You'll Do

Build solid relationships with each of your functional leaders, serving as the main point of contact for HR Generalist support to our Aurora distribution center
Be the main HR contact for functional leaders up through Director-level, their teams (< 1,000 associates on the floor) and collaborate with members of the Senior Leadership Team
Be a role model leader and an advocate of change, building organizational trust and promoting a positive workplace culture, partnering and communicating with leadership on trends.
Provide guidance to team members regarding employment issues in such areas as policy and procedure interpretation/application, coaching and corrective action, leaves of absence, development plans and terminations.
Review, interpret, administer and ensure compliance with federal, state, and local employment laws, and company policies and procedures partnering with Employee Relations and legal on any agency charge responses.
Work with leaders to create and maintain workforce staffing plans. Support recruiting efforts in partnership with the Talent Acquisition COE to ensure that well-vetted, diverse, and motivated workers are hired; minimize turnover.
In partnership with the Senior Manager, support the implementation and execution of all benefits and compensation policies, procedures, programs and communication. Provide guidance on benefits and compensation strategy planning and administration.
Lead plans for client groups by developing programs and services to increase employee engagement, retention and job satisfaction.
Support the performance management process and provide guidance to leaders on their employee reviews and evaluations. Provide training and consultation.
Develop relationships across the organization to strengthen HR involvement.

You'll Bring...

Bachelor's degree or equivalent experience
6+ years' of experience in a Human Resources Business Partner role preferably with experience in a high growth, distribution center environment or field environment
Creative solutions and use of data to improve efficiency in a production-focused, operational environment
A successful track record in change management and use of HR Business partner model to transform operations through collaboration
A collaborative leadership style with the ability to partner with and liasae with business leaders and build high functioning teams
Experience with federal, state and local employment laws
Develop an employee and labor relations strategy focused on building primary competencies to promote employee engagement

You'll get...

Great compensation package and 401k company match that vests immediately upon participation
Generous parental leave of 16 weeks and PTO policy, and paid holidays off
$0 monthly premium and other flexible health plans
Amazing discounts, including up to 75% off HelloFresh subscription
Flexible shift scheduling and advancement opportunities
Emergency child and adult care services
Snacks and monthly catered lunches

This job description is intended to provide a general overview of the responsibilities. However, the Company reserves the right to adjust, modify, or reassign work tasks and responsibilities as needed to meet changing business needs, operational requirements, or other factors.

Illinois Pay Range$89,600—$112,000 USD","hiringOrganization":{"@type":"Organization","name":"HelloFresh","sameAs":"https://www.hellofresh.com/"},"jobLocation":{"@type":"Place","address":{"@type":"PostalAddress","addressLocality":"Aurora, IL, United States","addressCountry":"United States","addressRegion":"North America"}}}},{"@type":"ListItem","position":3,"item":{"@type":"JobPosting","title":"Human Resources Business Partner","datePosted":"2025-07-18","description":"

Title: Human Resources Business Partner

State Role Title: Human Resource Analyst II

Hiring Range: Commensurate with experience up to $95,000

Pay Band: 5

Agency: Department of Energy

Location: Administration/Energy

Agency Website: www.energy.virginia.gov

Recruitment Type: State Employee Only - E

Job Duties

Virginia Energy is in search of a strategic Human Resource (HR) Business Partner who can
provide HR guidance and hands-on operational support. This position will be responsible for assisting managers and staff with diverse HR matters such as recruitment, benefits, employee relations, performance management, and compliance reporting. In addition, entering and updating records in Cardinal, managing system access for key personnel, preparing and overseeing standardized reports, driving HR process improvements, and serving as the team leader for the Employee Recognition Team.

This is a hybrid position with 4 days onsite and 1-day telework.

Virginia Energy’s mission is to lead the Commonwealth to a safe, reliable and responsible energy future with greater emphasis on renewable energy programs and economic development, as well as implement the Virginia’s Energy Plan to ensure the Commonwealth has abundant, reliable, affordable and clean energy.

Come be a part of an agency that makes a difference. We have offices in Big Stone Gap, Charlottesville, and Richmond, Virginia.

Minimum Qualifications

Demonstrated experience utilizing Cardinal HCM to perform accurate data entry, research employee records, generate reports, and ensure overall data integrity and consistency
Serve as the security officer for HR systems
Experience effectively communicating (orally and written) with various stakeholders, including senior leaders, managers, and employees
Working knowledge of DHRM Human Resources policies and procedures and Federal and State laws regarding employment practices
Experience with recruitment from hiring to onboarding and working knowledge of PageUp
Experience with employee recognition and total rewards initiatives
Highly organized, detailed oriented, analytical and prioritization skills are a must
Working knowledge of performance management and conflict resolution practices
Experience handling employee relation issues and providing guidance
Experience preparing and presenting reports and presentations
Oversee records management processes including organization, retention, retrieval, and secure disposal of employee files
Knowledge of benefits to support employees with simple benefits questions
Demonstrated proficiency using Microsoft Office software
Demonstrated ability to handle multiple tasks simultaneously
Interpersonal skills to handle sensitive and confidential situations
Ability to work independently to meet deadlines
Excellent customer service and relationship building skills
High degree of professionalism, discretion, and confidentiality
Ability to work on a team that delivers a high-availability level of service
Stays up to date on HR trends and best practices
Demonstrated experience with state software systems such as Cardinal/PeopleSoft, PageUp, VRS Navigator, etc.

Additional Considerations

• Related HR certification
• Experience in the sponsorship process and visa categories

Special Instructions

You will be provided a confirmation of receipt when your application and/or résumé is submitted successfully. Please refer to “Your Application” in your account to check the status of your application for this position.

Contact Information

Name: Pamela Koger McElwain

Phone: (804) 910-1525

Email: Pamela.KogerMcElwain@energy.virginia.gov

In support of the Commonwealth’s commitment to inclusion, we are encouraging individuals with disabilities to apply through the Commonwealth Alternative Hiring Process. To be considered for this opportunity, applicants will need to provide their AHP Letter (formerly COD) provided by the Department for Aging & Rehabilitative Services (DARS), or the Department for the Blind & Vision Impaired (DBVI). Service-Connected Veterans are encouraged to answer Veteran status questions and submit their disability documentation, if applicable, to DARS/DBVI to get their AHP Letter. Requesting an AHP Letter can be found at AHP Letter or by calling DARS at 800-552-5019.

Note: Applicants who received a Certificate of Disability from DARS or DBVI dated between April 1, 2022- February 29, 2024, can still use that COD as applicable documentation for the Alternative Hiring Process.

","hiringOrganization":{"@type":"Organization","name":"Virginia.gov","sameAs":"https://www.virginia.gov/"},"jobLocation":{"@type":"Place","address":{"@type":"PostalAddress","addressLocality":"Q - Z, Richmond (City), Virginia","addressCountry":"United States","addressRegion":"North America"}}}},{"@type":"ListItem","position":4,"item":{"@type":"JobPosting","title":"Human Resources Business Partner","datePosted":"2025-07-18","description":"About Us:
Zensurance is redefining commercial insurance for Canadian businesses.
As a leading InsurTech, we make getting the right coverage simple, fast, and accessible through a digital-first experience. Our platform combines advanced technology with deep industry expertise to deliver tailored insurance solutions that help businesses thrive.
Zensurance has been recognized for its rapid growth and industry impact:
✅ Deloitte’s Technology Fast 50 (2023, 2024)✅ Deloitte’s Technology Fast 500 (2024)✅ Top Insurance Employers (2022)
At Zensurance, we value ownership, collaboration, and innovation. Our team thrives on solving complex challenges, challenging the status quo, and making a real impact in an industry ready for change.
If you're looking to build something meaningful in a fast-growing, customer-focused company, we’d love to hear from you!
This role sits within the People and Culture team and reports directly to the People Chief of Staff, providing hands‑on support to our Senior HRBPs and their client groups. It’s a 12-month parental leave coverage contract, with the potential for an additional 6-month extension. You’ll manage the full employee lifecycle—from seamless onboarding and training through engagement, performance management, and offboarding—while maintaining our HRIS (Workday) and ensuring all policies, documentation, and the employee handbook remain accurate and up to date. In this role, you’ll also drive key HR initiatives, partner with internal and external stakeholders to address people‑related challenges, and help foster our vibrant company culture through events, communications, and recognition programs.\n

Responsibilities

Provide comprehensive HR support to our Senior HRBPs and their client groups.
Manage the entire employee lifecycle, ensuring a smooth and supportive experience from onboarding and training to performance management, engagement, and offboarding.
Drive HR initiatives, including rolling out company-wide policies and procedures and partnering with leaders to align employee needs with business objectives.
Maintain HR systems and documentation, overseeing our HRIS (Workday), including absence management, and keeping all HR documentation, policies, and the employee handbook accurate and up-to-date.
Collaborate on HR needs, working with internal and external partners to address HR and business requirements, legal risks, and investigations.
Foster a vibrant culture by planning and executing employee events like celebrations, team-building activities, and recognition programs.
Managing internal communications, such as Slack and other tools.
Ensure a warm welcome for new hires, coordinating onboarding events and developing engaging activities to integrate new employees into Zensurance's culture.
Assisting the HR Director with a variety of daily tasks and ongoing projects to contribute to the overall success of the HR team.

Qualifications

5+ years of Human Resources experience in an HR Generalist and/or Specialist role.
Subject matter expertise in employment law, including ESA and Human Rights policies.
Experience with Workday and Google Suite is mandatory.
Demonstrated experience in leading, designing, and communicating internal human resources policies and processes.
A deep understanding of talent management, the employee lifecycle, organizational culture, performance reviews, and disciplinary action.
Strong prioritization skills to adapt to various projects and day-to-day tasks.

Benefits & Perks at Zensurance:
At Zensurance, we know that when our people thrive, so does our business. That’s why we offer a flexible, people-first work environment designed to support your well-being, growth, and success.
💻 Work Your Way
• Remote-first setup for added flexibility • Home office allowance to create a comfortable workspace• Top-tier tech: \"Office in a box\" with all necessary tech equipment• Half days before public holidays: Enjoy half days before long weekends
❤️ Your Health, Your Way
• Flexible health and dental plans for families, including mental health support• Health & personal spending accounts to invest in wellness your way• Parental leave top-up, because family comes first
🚀 Investing in Your Growth
• Education assistance reimbursement for courses, conferences, books, and memberships• Opportunities to learn from industry experts and grow your career
🤝 Staying Connected
• Weekly Friday huddles to share updates and connect across teams• Virtual & in-person team-building events to strengthen our culture
We’re building something special. Come be a part of it!
Who We Are:
Business is hard work, but insurance doesn’t have to be!
We empower business owners with simple, tech-driven insurance solutions through our online platform.
Our success is fueled by our team-oriented culture and four core values:
DELIVER – We set ambitious goals and achieve them.INCLUDE – We foster an open and safe space for all.INTEGRITY – We do what’s right.INVENT – We create straightforward, innovative solutions.
AI Tools and Your Interview:
We know AI is a valuable tool, and you're welcome to use it to prepare for your interview. However, please don't use AI assistants during the live interview itself. We want to have an authentic conversation with you, and using AI during the interview could affect our evaluation of your suitability for the role.
Just so you know, we use an AI scribe to help us take notes and review interviews, ensuring a fair and clear process.
Diversity & Inclusion:
Zensurance celebrates diversity and is committed to creating an inclusive environment. We welcome applications from all backgrounds and provide accommodations throughout the hiring process. If you need support, let us know, we’re here to help.
Thank You!
We review every application with care to find the best fit for our team.
While we may take a little time to get back to you due to the high volume of applications we receive, know that a real human (not a bot!) is reviewing yours. We appreciate your patience and can't wait to learn more about you!","hiringOrganization":{"@type":"Organization","name":"Zensurance","sameAs":"https://www.zensurance.com/"},"jobLocation":{"@type":"Place","address":{"@type":"PostalAddress","addressLocality":"Toronto, ON","addressCountry":"Canada","addressRegion":"North America"}}}},{"@type":"ListItem","position":5,"item":{"@type":"JobPosting","title":"Human Resources Business Partner","datePosted":"2025-07-18","description":"

\n\n \n General information\n

\n\n\n\n\n\n\n Name\n \n\n Human Resources Business Partner\n \n\n\n\n Posting Title\n \n\n Human Resources Business Partner\n \n\n\n\n Ref #\n \n\n 2235243\n \n\n\n\n Date Published\n \n\n Wednesday, July 16, 2025\n \n\n\n\n City\n \n\n Dallas\n \n\n\n\n State\n \n\n Texas\n \n\n\n\n Country\n \n\n United States\n \n\n\n\n Job Category\n \n\n Human Resources\n \n\n\n\n Office\n \n\n Dallas TX (Forvis)\n \n\n\n\n Advertised Location\n \n\n US-TX-Dallas, US-TX-Fort Worth\n \n\n\n\n Working time\n \n\n Full Time\n \n\n\n\n\n\n\n

\n\n \n Description & Requirements\n

\n\n\n\n\n\n\nHow you will contribute:

Leverage workforce metrics, industry trends, and business insights to support Regional HR Business Partners and Market Managing Partners
Lead employee engagement initiatives to foster a positive workplace culture
Contribute to regional HR strategy development and manage implementation of programs across designated markets
Provide guidance on employee relations, identify emerging issues, and recommend solutions
Address performance concerns, guide disciplinary processes, and assist in offboarding discussions
Oversee exit interviews, analyze trends, and advise leadership on findings
Support regional efforts in retention and talent re-engagement
Monitor documentation and resolution of performance issues
Communicate separation details clearly to departing employees and ensure all documentation is complete
Coach managers on performance enrichment practices and provide development support
Use people analytics to facilitate performance reviews and succession planning
Ensure consistent and appropriate application of HR policies
Implement new HR policies and procedures within the region
Respond to inquiries on policies, benefits, and general HR topics, coordinating with the HR Service Center
Liaise with HR team members to resolve outstanding issues
Promote compliance with employment laws and reduce organizational risk
Collaborate with the Total Rewards team to ensure consistency in compensation and recognition practices
Advocate for special programs and assist with benefits enrollment efforts

We are looking for people who have forward vision and:

Outstanding interpersonal communication and a proactive mindset
Strong project management, decision-making, writing, and presentation skills
Ability to build credibility and influence across all levels of the firm
Discretion in handling confidential information
Superb organizational abilities
Comfort with public speaking and presenting to large audiences
Adaptability and quick learning of policies, systems, and service lines

Minimum Qualifications:

Bachelor’s degree or higher in Human Resources, HR Development, or a related field
Knowledge of employment laws and HR best practices, or the ability to learn them efficiently
Minimum of 5 years in an exempt-level HR role

Preferred Qualifications:

HR experience within a professional services environment
SHRM or HRCI certification

\n\n\n\n\n #LI-DFW\n \n\n\n\n #LI-HL2","hiringOrganization":{"@type":"Organization","name":"Forvis","sameAs":"https://www.forvis.com/"},"jobLocation":{"@type":"Place","address":{"@type":"PostalAddress","addressLocality":"US-TX-Dallas, US-TX-Fort Worth, United States, Texas, Dallas","addressCountry":"United States","addressRegion":"North America"}}}},{"@type":"ListItem","position":6,"item":{"@type":"JobPosting","title":"Human Resources Business Partner","datePosted":"2025-06-30","description":"

Job Description:

The Human Resources Business Partner is responsible for aligning business objectives with employees and management in designated business units within Prague´s Global Business Centre. The position formulates partnerships across the HR function to deliver value-added service to management and employees that reflects the business objectives of the organization. In addition, the HR Business Partner may take a leading role in responsibilities including but not limited to employee relations, works council relations (if required), on-boarding and exit processes, training and development, compensation and benefits administration and talent acquisition.

Accountabilities:

Partners with the senior leaders of the assigned departments to understand and execute the organization’s human resource and talent strategy particularly as it relates to current and future talent needs, recruiting, retention, performance management and succession planning.
Collaborates with leaders to optimize business success through HR initiatives, such as the annual Engagement cycle
Analyzes trends in compensation and benefits; researches and proposes competitive base and incentive pay programs to ensure the organization attracts and retains top talent.
Creates learning and development programs and initiatives that provide internal development opportunities for employees.
Oversees employee disciplinary meetings, terminations, and investigations.
Provides strategic advice, support, counsel and services to internal business partners, and external audiences.
Trains and gives presentations to groups of employees on various topics including policies and programs.
Maintains compliance with local employment laws and regulations, and recommended best practices; reviews policies and practices to maintain compliance.

This Job is also suitable for persons with disabilities; attendance required – disabled-accessible building.

Learn more about our Prague center here: www.envistaprague.com

#LI-PG1

Job Requirements:

Bachelor’s degree in Human Resources, Business Administration, or related field required
Excellent verbal and written communication skills.
Excellent interpersonal, negotiation, and conflict resolution skills.
Excellent organizational skills and attention to detail.
Ability to prioritize tasks and to delegate them when appropriate.
Ability to act with integrity, professionalism, and confidentiality.
Thorough knowledge of employment-related laws and regulations.
Working knowledge of multiple human resource disciplines, including compensation practices, workforce planning, succession planning, employment relations, diversity and inclusion, performance management, and any applicable employment laws.

Operating Company:

Corporate

Envista is a global family of more than 30 trusted dental brands, united by a shared purpose: to partner with professionals to improve lives. Envista helps its partners deliver the best possible patient care through industry-leading products, solutions, and technology. Our comprehensive portfolio, including dental implants and treatment options, orthodontics, and digital imaging technologies, covers an estimated 90% of dentists’ clinical needs for diagnosing, treating, and preventing dental conditions as well as improving the aesthetics of the human smile.

Envista and its family of companies (Envista) will not accept unsolicited resumes from any source other than directly from a candidate. Envista will consider unsolicited referrals and/or resumes submitted by vendors such as search firms, staffing agencies, professional recruiters, fee-based referral services and recruiting agencies (Agency) to have been referred by the Agency free of charge and Envista will not pay a fee for any placement resulting from the receipt such unsolicited resumes. An Agency must obtain advance written approval from Envista's internal Talent Acquisition or Human Resources team to submit resumes, and then only in conjunction with a valid fully-executed contract approved by the Global Talent Acquisition leader and in response to a specific job opening. Envista will not pay a fee to any Agency that does not have such agreement and written approval in place.

","hiringOrganization":{"@type":"Organization","name":"Envista","sameAs":"https://www.envistaco.com/"},"jobLocation":{"@type":"Place","address":{"@type":"PostalAddress","addressLocality":"CZE - Praha - Multiple Opcos, Czechia","addressCountry":"Czechia","addressRegion":"Europe"}}}},{"@type":"ListItem","position":7,"item":{"@type":"JobPosting","title":"Human Resources Business Partner","datePosted":"2025-07-15","description":"

ECS is seeking a Human Resources Business Partner to work in our Fairfax, VA office.

Position Summary

The Human Resources Business Partner (HRBP) is a strategic advisor and liaison between Human Resources and assigned business units within ECS, a federal contracting organization. The HRBP will support leaders in workforce planning, employee relations, performance management, retention, talent development, and employee engagement—while navigating the unique operational and contractual requirements of government contracts. The HRBP acquires and maintains a full understanding of the company’s strategy, vision, and mission and provides appropriate solutions using experience, data analyses, and organizational agility to guide decision-making processes. This includes assisting with developing strategic and tactical plans to promote and achieve added value through future growth opportunities. The HRBP plays a key role in fostering a compliant, high-performance culture and serves as a trusted partner to both management and employees throughout the employee lifecycle.

Key Responsibilities

Analyze HR trends, and metrics to identify and help develop solutions, programs, policies, and procedures.
Work closely with management and employees to improve work relationships, build morale, and increase productivity and retention. Participates in team and business operational meetings.
Proactively collaborates with managers and employees to foster and sustain a culture of responsibility, accountability, and compliance.
Partner with program and contracts teams to align workforce plans with contract requirements.
Support pricing and proposal teams by advising on labor category alignment and compensation strategy.
Prepare for option-year renewals and re-competes by identifying talent needs and contract transitions.
Investigate and resolve employee issues in compliance with FAR, EEO, and company policy.
Communicate key actions and timelines for performance management processes in line with contract and business expectations.
Coach managers on documentation and performance improvement processes.
Ensure correct classification of roles under SCA, Davis-Bacon, or other relevant laws.
Monitor wage determination rates and SCA health & welfare compliance.
Partner with Payroll to audit compensation and ensure lawful practices.
Support training, certification, and career development planning.
Create strategies for engagement of remote and cleared workforce.
Conduct stay and exit interviews to assess employee experience; develop action items to address feedback shared.
Partner with Recruiting, Compensation, Benefits, and Security to support employee lifecycle.
Use HRIS data for headcount, attrition, and compliance analysis.

\nQualifications\n

5+ years of HR experience.
HR experience in a federal contractor setting.
Strong knowledge of FAR, SCA, OFCCP, and other federal labor regulations.
Ability to obtain and maintain a security clearance, as needed.
Experience supporting employees with security clearances and SCA workforce.
Strong communication, analytical, and interpersonal skills.

","hiringOrganization":{"@type":"Organization","name":"ECS","sameAs":"https://ecstech.com/"},"jobLocation":{"@type":"Place","address":{"@type":"PostalAddress","addressLocality":"Fairfax, VA, United States","addressCountry":"United States","addressRegion":"North America"}}}},{"@type":"ListItem","position":8,"item":{"@type":"JobPosting","title":"Human Resources Business Partner","datePosted":"2025-07-15","description":"

Over the last 20 years, Ares’ success has been driven by our people and our culture. Today, our team is guided by our core values – Collaborative, Responsible, Entrepreneurial, Self-Aware, Trustworthy – and our purpose to be a catalyst for shared prosperity and a better future. Through our recruitment, career development and employee-focused programming, we are committed to fostering a welcoming and inclusive work environment where high-performance talent of diverse backgrounds, experiences, and perspectives can build careers within this exciting and growing industry.

Job Description

Ares Management is a seeking a Human Resources Business Partner to join the Talent Management team (within the Human Resources function) on a full-time basis. The HRBP will have alignment with a client group as well as providing support to Senior HRBPs covering the EMEA region. This will involve managing performance and ER cases, working with the business on bespoke coaching & training engagements as well as project work including org design, TUPE and change management. The successful candidate will be a self-starter, process and detail-oriented, flexible with an ability to learn and adapt quickly and must be organized with a strong sense of client service and creative thinking. The role will continuously evolve as the organisation grows and the HR team enhances current processes and procedures. This is a great opportunity for a candidate who is already operating as a junior HRBP and seeking to take on more responsibility and continue their development within a close-knit HR team.

Primary functions & responsibilities

Serve as a trusted advisor to regional client groups, guiding them through a variety of HR initiatives and change management efforts.
Build meaningful and influential working relationships with Senior leaders, managers and other key functions across the firm.
Guide managers through performance review processes, goal setting, and continuous feedback to drive employee engagement and productivity.
Support the Talent Management team and Senior HR Business Partners with managing a variety of strategic projects and initiatives.
Advise clients on ER matters with guidance from Senior HRBPs and Employee Relations. This could include involvement in disciplinary, capability, grievance, dismissal, restructuring, TUPE and redundancy processes.
Provide guidance and mentorship to HR Associates on all aspects of delivering a high quality, accurate service.
Partner with clients across 14 EMEA locations including the management of a number of complex in country requirements across continental Europe e.g. union elections
Utilise HR Metrics reports to create data insights for leadership, business group heads, and board meetings
Work closely with the Talent Management and Compensation team to analyze and implement competitive compensation structures aligned with market trends and firm objectives.
Lead on facilitating training and coaching requests across EMEA in collaboration with the Talent Development team.
Champion the firm’s values and culture, through all HR initiatives and day to day interactions.
Management of end-to-end people processes across EMEA including sickness leaves, occupational health referrals, parental leave and flexible working requests
Advise employees on the application of a variety of local policies in line with firmwide standards.
Maintain knowledge of legal requirements related to day-to-day management of employees across EMEA reducing legal risks and ensuring regulatory compliance.
Support the business with outsourced service provider, consultant and secondment requests.
Partner with the Compliance function to meet the firm requirements of the Senior Manager & Certification Regime.
Ensure adherence to employment laws and firm policies, mitigating risk and promoting best practices.
Work closely with the Talent Management Associate to ensure induction, leavers, joiners, and all HR processes run smoothly.
Any other tasks as required.

Qualifications

Education:

Bachelor's Degree required

Experience Required:

6+ years of experience in Human Resources
HR Business Partner experience strongly preferred (Workday experience is a plus)
Strong Microsoft Office skills, in particular Excel and PowerPoint
Excellent working knowledge of UK employment law (any experience of continental European locations is a plus)

General Requirements:

A self-directed individual with a can-do attitude, willing to work in an energetic, collaborative and fast-paced environment, proactive in nature, and a proven ability to learn quickly, display flexibility and adaptability.
Ability to successfully manage multiple, complex, time sensitive priorities and competing demands with numerous stakeholders.
Confidence & ability to communicate with Senior leaders across the business up to Partner level.
Strong communication (written and verbal), presentation, documentation, and interpersonal skills; client focus and ability to confidently interact with various levels of an organisation.
Ability to anticipate HR and business needs in efforts to help drive results.
Highly effective problem-solving and analytical skills.
Strong analytical ability and evaluative thinking skills; demonstrated ability to analyse data, spot trends and put forth value added observations/recommendations.
Very strong attention to detail, highly organised, proactive and process driven.
Excellent team ethic and the ability to work collaboratively and develop strong partnerships with clients and HR.
Strong sense of ownership and accountability; demonstrates sound judgment and decision-making
Ability to handle confidential information appropriately.
Good judgment with regard to escalating issues vs. solving problems independently.
Ability to be flexible in terms of hours to coordinate with team members across various time zones.

Reporting Relationships

EMEA Employee Relations Lead

There is no set deadline to apply for this job opportunity. Applications will be accepted on an ongoing basis until the search is no longer active.

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ABOUT Slate

At Slate, we’re building safe, reliable vehicles that people can afford, personalize and love—and doing it here in the USA as part of our commitment to reindustrialization. The spirit of DIY and customization runs throughout every element of a Slate, because people should have control over how their trucks look, feel, and represent them.

Who we are looking for:

The HR Business Partner (HRBP) acts as a strategic partner to the business, aligning HR initiatives with organizational goals. This role involves collaborating with senior leaders to develop and implement HR strategies that support business objectives, enhance employee engagement, and drive organizational performance.

What you get to do:

Strategic Partnership:\n
- Collaborate with senior leaders to understand business goals and develop HR strategies that support these objectives.
- Provide strategic HR advice and guidance to management on various HR matters, including workforce planning, talent management, and organizational development.
- Act as a change agent, driving and managing organizational change initiatives.
\n
Employee Relations:\n
- Foster a positive work environment by addressing employee concerns and resolving conflicts.
- Conduct investigations into employee complaints and grievances, ensuring fair and consistent resolution.
- Promote employee engagement through various initiatives and programs.
\n
Talent Management:\n
- Support the talent acquisition process, ensuring the recruitment of high-quality candidates.
- Partner with Talent Management to develop and implement talent strategies, including succession planning, career development, and performance management.
- Identify and address skill gaps within the organization, assist in facilitating training and development programs.
\n
Performance Management:\n
- Support the performance appraisal process, including goal setting, performance reviews, and feedback.
- Assist managers in addressing performance issues and developing improvement plans.
- Recognize and reward high-performing employees.
\n
Compliance and Risk Management:\n
- Ensure compliance with federal, state, and local employment laws and regulations.
- Develop and enforce HR policies and procedures to maintain a compliant and safe workplace.
- Identify and mitigate HR-related risks within the organization.
\n
HR Metrics and Reporting:\n
- Track and analyze HR metrics to measure the effectiveness of HR initiatives and programs.
- Prepare and present reports on HR activities, including recruitment, retention, and employee engagement.
- Use data to inform HR strategies and decision-making.
\n
Organizational Development:\n
- Support organizational development initiatives, including restructuring, mergers, and acquisitions.
- Facilitate change management processes to ensure smooth transitions and minimal disruption.
- Promote a culture of continuous improvement and innovation.
\n

What you bring to the team:

Bachelor's degree in Human Resources, Business Administration, or a related field.
Minimum of 8-10 years of experience in human resources, with at least 5 years in a strategic HR role.
Strong understanding of HR best practices and labor laws.
Excellent communication and interpersonal skills.
Proficiency in HRIS and Microsoft Office Suite.
Strong problem-solving and conflict resolution abilities.
Ability to manage multiple tasks and prioritize effectively.
Strategic thinking and business acumen.
Primarily office-based with regular presence on the manufacturing floor.
Competitive salary and benefits package
Opportunities for professional development and certification
Collaborative and safety-focused work environment

Why Join Team Slate?

We’re fueled by grit, determination, and attention to detail. Slate’s start-up spirit of ingenuity and resourcefulness moves our business forward. Team Slate fosters a culture of excellence, innovation, and mutual respect, and is motivated by shared principles.

Safety First
Delight Customers
One Team
Relentless Improvement
Fast, Frugal and Scrappy
Respectful Collaboration
Positive Legacy

We want to work with people that reflect the communities in which we operate:

Slate is proud to be an Equal Employment Opportunity and Affirmative Action employer. We do not discriminate based upon race, color, religion, gender, gender identity or expression, sexual orientation, national origin, genetics, disability, age, veteran status, marital status, parental status, cultural background, organizational level, work styles, tenure and life experiences. Or for any other reason.
Slate is committed to providing reasonable accommodation for qualified individuals with disabilities in our job application procedures. If you need assistance or an accommodation due to a disability, you may contact us at recar-talent_acquisition@slate.auto.

","hiringOrganization":{"@type":"Organization","name":"Slate","sameAs":"https://www.slate.auto/"},"jobLocation":{"@type":"Place","address":{"@type":"PostalAddress","addressLocality":"Warsaw, IN","addressCountry":"United States","addressRegion":"North America"}}}},{"@type":"ListItem","position":10,"item":{"@type":"JobPosting","title":"Human Resources Business Partner","datePosted":"2025-08-01","description":"

Raymour & Flanigan, a leading furniture retailer in the North East, is seeking an experienced, full-time, multi-unit Human Resource professional. If you have a passion for people, principles and perspective and are a competent self-starter, consider a career with Raymour & Flanigan, where you can grow, contribute at the highest level, and be a part of a dynamic company.

At Raymour & Flanigan our multi-unit Human Resources Business Partner (HRBP) position is responsible for aligning business objectives with associates and management that includes a warehouse and delivery service center and retail showroom locations in greater Buffalo, Rochester, and neighboring Syracuse area.

The HRBP formulates partnerships across the HR function to deliver value-added service to management and associates that reflects the business objectives of the organization. The HRBP maintains an effective level of business literacy about their Region, its culture and its competition.

Culture and Engagement

Assists in creating change plans, secures commitment to change, and coaches leaders on their role in the change
Works with leaders to share best practices across the Region for recognition of extraordinary results and performance
Exercises a high degree of confidentiality with sensitive information
Act as a strategic business partner to develop and execute talent strategies to improve associate engagement, leader effectiveness, and performance.
Understands company strategies and goals, how individual work contributes to success, and helps transfer this understanding to Associates
Daily travel to and between locations within Region required to effectively support the business.
Owns assigned HR initiatives and champion change adoption in Region

Compliance

Partners with Leadership to stay aware of Associate concerns and address issues in a timely manner
Conducts investigations by asking probing questions to determine action needed
Facilitates mediation by asking insightful questions, listening to understand, and providing appropriate feedback to achieve resolution or improvement
Works with Leadership to reviews Associate issues and makes recommendations (e.g., discipline, terminations, etc.) based on Associate performance and/or behaviors
Utilizes exceptional interpersonal skills to advise, coach, and counsel Associates
Delivers difficult and / or complex messages and determines the appropriate communication channels for these messages
Enforces company policies and procedures, facilitating Associate and Manager understanding of them
Maintains and utilizes knowledge of local and federal regulations to manage Human Resources policies and procedures

HR systems and Processes

Support Benefits, Payroll, Risk Management and Best Practice teams by implementing special projects and programs as needed
Updates Associate information in ADP and other systems and maintains associate-related files
Partner with Recruiting to ensure all employment needs are met in the assigned region
Generate reports as needed or requested

Total Rewards

Leads the annual benefits open enrollment process and Wellness programs, as applicable
Work with Leadership on associate recognition programs
Reviews complex FMLA, ADA, Leave of Absence requests and engages in the interactive process to determine best resolution

Qualifications:

Minimum of three (3) years experience in a HR generalist/business partner position
Bachelor's degree in Human Resources or related field
Strong federal and state employment law knowledge
Strong associate relations and union avoidance background
Outstanding interpersonal skills, with a coaching and consultative approach to problem solving
High performance professional and independent self-starter with excellent organizational and prioritizing skills with the initiative to seek challenges and strive for continuous improvement
A passion for excellence and the ability to build influence with management teams and associates at all levels of the organization
The ability to excel in a fast paced, progressive environment
Flexibility with work schedule and ability to travel based on business needs
Excellent computer proficiency along with exceptional written and verbal communication skills.

Preferred Qualifications:

PHR Certification
Training and facilitation background
Prior experience in a retail environment

At Raymour & Flanigan, we recognize and appreciate all of our team members' hard work and dedication. We pride ourselves on being a long term, privately held company that takes care of its associates by recognizing each individual's potential and investing in their future success!

Raymour & Flanigan proudly supports a drug and smoke free work environment.

Please note that we are currently unable to offer visa sponsorship for this position. Candidates must have authorization to work in the U.S. without the need for sponsorship now or in the future.

Raymour & Flanigan is an Equal Employment Opportunity employer that does not discriminate against any associate or applicant on the basis of race, creed, color, religion, sex (including pregnancy), age, national origin, physical or mental disability, sexual orientation, marital or familial status, genetic information or other basis protected by law.

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Culture and Engagement

Assists in creating change plans, secures commitment to change, and coaches leaders on their role in the change
Works with leaders to share best practices across the Region for recognition of extraordinary results and performance
Exercises a high degree of confidentiality with sensitive information
Act as a strategic business partner to develop and execute talent strategies to improve associate engagement, leader effectiveness, and performance.
Understands company strategies and goals, how individual work contributes to success, and helps transfer this understanding to Associates
Daily travel to and between locations within Region required to effectively support the business.
Owns assigned HR initiatives and champion change adoption in Region

Compliance

Partners with Leadership to stay aware of Associate concerns and address issues in a timely manner
Conducts investigations by asking probing questions to determine action needed
Facilitates mediation by asking insightful questions, listening to understand, and providing appropriate feedback to achieve resolution or improvement
Works with Leadership to reviews Associate issues and makes recommendations (e.g., discipline, terminations, etc.) based on Associate performance and/or behaviors
Utilizes exceptional interpersonal skills to advise, coach, and counsel Associates
Delivers difficult and / or complex messages and determines the appropriate communication channels for these messages
Enforces company policies and procedures, facilitating Associate and Manager understanding of them
Maintains and utilizes knowledge of local and federal regulations to manage Human Resources policies and procedures

HR systems and Processes

Support Benefits, Payroll, Risk Management and Best Practice teams by implementing special projects and programs as needed
Updates Associate information in ADP and other systems and maintains associate-related files
Partner with Recruiting to ensure all employment needs are met in the assigned region
Generate reports as needed or requested

Total Rewards

Leads the annual benefits open enrollment process and Wellness programs, as applicable
Work with Leadership on associate recognition programs
Reviews complex FMLA, ADA, Leave of Absence requests and engages in the interactive process to determine best resolution

Qualifications:

Minimum of three (3) years experience in a HR generalist/business partner position
Bachelor's degree in Human Resources or related field
Strong federal and state employment law knowledge
Strong associate relations and union avoidance background
Outstanding interpersonal skills, with a coaching and consultative approach to problem solving
High performance professional and independent self-starter with excellent organizational and prioritizing skills with the initiative to seek challenges and strive for continuous improvement
A passion for excellence and the ability to build influence with management teams and associates at all levels of the organization
The ability to excel in a fast paced, progressive environment
Flexibility with work schedule and ability to travel based on business needs
Excellent computer proficiency along with exceptional written and verbal communication skills.

Preferred Qualifications:

PHR Certification
Training and facilitation background
Prior experience in a retail environment

Raymour & Flanigan proudly supports a drug and smoke free work environment.

Please note that we are currently unable to offer visa sponsorship for this position. Candidates must have authorization to work in the U.S. without the need for sponsorship now or in the future.

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Description

The HR Business Partner is a strategic and operational leader within the Human Resources team, responsible for fostering a positive workplace culture, ensuring compliance with policies and regulations, and supporting leadership in achieving organizational goals. This role focuses on delivering HR solutions that align with business priorities while managing day-to-day HR administration, data management, and employee relations. By leveraging expertise in HR operations, the HR Business Partner plays a key role in optimizing HR processes and driving organizational success.

DUTIES AND RESPONSIBILITIES

Strategic Partnership

Act as a trusted advisor to managers and leadership, providing guidance on HR policies, employee relations, and organizational development.
Partner with leadership to align HR strategies with business objectives and support workforce planning initiatives.
Identify and address gaps in processes, systems, or programs to enhance organizational effectiveness and compliance.

HR Administration

Oversee the employee lifecycle, ensuring efficient onboarding, seamless transitions, and structured offboarding processes.
Maintain and update accurate employee records in the HRIS system, ensuring compliance with data protection laws.
Manage day-to-day administrative tasks, including employment verifications, HR policy documentation, and compliance reporting.
Support benefits administration by collaborating with the Payroll & Benefits Administrator to address employee inquiries and ensure smooth processes.

Employee Relations

Serve as a resource for employees, addressing concerns and inquiries with professionalism and discretion.
Facilitate conflict resolution and support leadership in managing performance improvement plans (PIPs) and disciplinary actions.
Promote a culture of engagement and accountability by assisting in the development of employee recognition and feedback programs.

Compliance and Policy Management

Ensure compliance with federal, state, and local employment laws and regulations, including FMLA, ADA, and FLSA.
Partner with HR leadership to develop, update, and implement HR policies and procedures.
Conduct periodic audits of HR files, policies, and processes to ensure compliance and identify opportunities for improvement.

Data Management and Reporting

Generate and analyze HR metrics and reports to provide actionable insights for decision-making.
Monitor trends in absenteeism, turnover, and employee engagement to recommend strategies for improvement.
Support leadership with ad hoc reporting and data analysis as needed.

Process Improvement

Collaborate with the HR team to streamline HR workflows and improve the employee experience.
Lead or contribute to projects focused on process optimization, system upgrades, or employee engagement initiatives.
Ensure all HR processes are documented and updated regularly to reflect best practices.

SKILLS AND ABILITIES

Strategic Thinking: Ability to align HR strategies with organizational goals and implement meaningful solutions.
Operational Excellence: Proven ability to manage day-to-day HR operations with precision and attention to detail.
Communication: Exceptional verbal and written communication skills, with the ability to effectively address employees and leadership.
Problem-Solving: Strong analytical and decision-making skills to address complex employee relations and organizational challenges.
Interpersonal Skills: Demonstrated ability to build trust and maintain relationships across all levels of the organization.
Technical Proficiency: Proficient in HRIS systems, data analysis tools, and Microsoft Office Suite.
Project Management: Experience leading or contributing to cross-functional projects and initiative

Requirements

Bachelor’s degree in Human Resources, Business Administration, or a related field.
3+ years of experience in an HR Generalist or HR Business Partner role.
In-depth knowledge of federal, state, and local employment laws and regulations.
Experience with HRIS platforms and data analysis tools.
Professional certification (e.g., SHRM-CP, PHR) preferred.
Capacity to apply discretion and maintain a high level of confidentiality when handling sensitive information.

","hiringOrganization":{"@type":"Organization","name":"Women's Health Arizona","sameAs":"https://www.womenshealthaz.com/"},"jobLocation":{"@type":"Place","address":{"@type":"PostalAddress","addressLocality":"Phoenix, AZ, US","addressCountry":"United States","addressRegion":"North America"}}}},{"@type":"ListItem","position":13,"item":{"@type":"JobPosting","title":"Human Resources Business Partner","datePosted":"2025-08-01","description":"

Company Description

At Western Digital, our vision is to power global innovation and push the boundaries of technology to make what you thought was once impossible, possible.

At our core, Western Digital is a company of problem solvers. People achieve extraordinary things given the right technology. For decades, we’ve been doing just that—our technology helped people put a man on the moon and capture the first-ever picture of a black hole.

We are a key partner to some of the largest and highest-growth organizations in the world. From enabling systems to make cities safer and more connected, to powering the data centers behind many of the world’s biggest companies and hyperscale cloud providers, to meeting the massive and ever-growing data storage needs of the AI era, Western Digital is fueling a brighter, smarter future.

Today’s exceptional challenges require your unique skills. Together, we can build the future of data storage.

Job Description

This is an entry level HRBP role, helping to support the Product, Strategy and IT organizations. We will look to you to provide foundational HR Guidance as well as help to implement people programs that drive employee engagement, performance and development. You will partner closely with HR leaders, HRBP’s and business managers to learn how to align people strategies with business goals while getting hands on experience in talent development, talent management and organizational effectiveness.

This role is located in San Jose, CA and works on a hybrid schedule (2-3 days a week in office, with Wednesday and Thursday being the main days). Relocation will not be offered.

ESSENTIAL DUTIES AND RESPONSIBILITIES

Collect and analyze data (using our data analytics tool) to identify trends and recommend actions. Partner with the Data Analytics team to bring data stories to life.
Partner with HRBP’s to assist in organizational planning, change management and workforce analysis.
Support COE processes such as performance reviews, engagement surveys and learning and development programs.
Participate and/or lead HR Projects that improve operational efficiency and drive results.
Manage cross functional projects and reporting during our Performance cycle as well as other HR initiatives.
Ensure compliance with all employment laws.
Participate in Employee Relations matters.
Project/Program manager HR processes across three ELT leaders.

Qualifications

REQUIRED

Bachelor’s degree in human resources, Business, Psychology or related field.
2-4 years of relevant HR experience (can be a combination of internships, HR coordinator or assistant roles and academic projects)
Foundational knowledge of HR practices, employment law, and employee lifecycle.
Strong communication skills including succinct storytelling and presentation skills.
Project management experience; able to drive projects to completion with little to no oversight.
Comfortable with ambiguity and a fast-paced environment.
A chief multi-tasker; able to juggle between three different business units with ease.
Experience with Data Analytics and dashboards or similar analytical work experience. (strong data manipulation skills is key)
Be comfortable navigating around tactical HR practices while developing skills to deliver strategic projects.

  PREFERRED

Experience with an HRIS system such as Workday.
Experience in a technical environment.
Experience with data tools such as Power BI or Tableau.

What you will gain:

Mentorship from experienced HRBP’s and COE’s
Exposure to strategic HR work while developing business acumen
Career development opportunities in the broader HR, people operations or COE teams.

Additional Information

Western Digital is committed to providing equal opportunities to all applicants and employees and will not discriminate against any applicant or employee based on their race, color, ancestry, religion (including religious dress and grooming standards), sex (including pregnancy, childbirth or related medical conditions, breastfeeding or related medical conditions), gender (including a person’s gender identity, gender expression, and gender-related appearance and behavior, whether or not stereotypically associated with the person’s assigned sex at birth), age, national origin, sexual orientation, medical condition, marital status (including domestic partnership status), physical disability, mental disability, medical condition, genetic information, protected medical and family care leave, Civil Air Patrol status, military and veteran status, or other legally protected characteristics. We also prohibit harassment of any individual on any of the characteristics listed above. Our non-discrimination policy applies to all aspects of employment. We comply with the laws and regulations set forth in the \"Know Your Rights: Workplace Discrimination is Illegal” poster. Our pay transparency policy is available here.

Western Digital thrives on the power and potential of diversity. As a global company, we believe the most effective way to embrace the diversity of our customers and communities is to mirror it from within. We believe the fusion of various perspectives results in the best outcomes for our employees, our company, our customers, and the world around us. We are committed to an inclusive environment where every individual can thrive through a sense of belonging, respect and contribution.

Western Digital is committed to offering opportunities to applicants with disabilities and ensuring all candidates can successfully navigate our careers website and our hiring process. Please contact us at jobs.accommodations@wdc.com to advise us of your accommodation request. In your email, please include a description of the specific accommodation you are requesting as well as the job title and requisition number of the position for which you are applying.

Based on our experience, we anticipate that the application deadline will be 11/1/2025 (3 months from posting), although we reserve the right to close the application process sooner if we hire an applicant for this position before the application deadline. If we are not able to hire someone from this role before the application deadline, we will update this

#LI-VV1

Compensation & Benefits Details

An employee’s pay position within the salary range may be based on several factors including but not limited to (1) relevant education; qualifications; certifications; and experience; (2) skills, ability, knowledge of the job; (3) performance, contribution and results; (4) geographic location; (5) shift; (6) internal and external equity; and (7) business and organizational needs.
The salary range is what we believe to be the range of possible compensation for this role at the time of this posting. We may ultimately pay more or less than the posted range and this range is only applicable for jobs to be performed in California, Colorado, New York or remote jobs that can be performed in California, Colorado and New York. This range may be modified in the future.
If your position is non-exempt, you are eligible for overtime pay pursuant to company policy and applicable laws. You may also be eligible for shift differential pay, depending on the shift to which you are assigned.
You will be eligible to be considered for bonuses under either Western Digital’s Short Term Incentive Plan (“STI Plan”) or the Sales Incentive Plan (“SIP”) which provides incentive awards based on Company and individual performance, depending on your role and your performance. You may be eligible to participate in our annual Long-Term Incentive (LTI) program, which consists of restricted stock units (RSUs) or cash equivalents, pursuant to the terms of the LTI plan. Please note that not all roles are eligible to participate in the LTI program, and not all roles are eligible for equity under the LTI plan. RSU awards are also available to eligible new hires, subject to Western Digital’s Standard Terms and Conditions for Restricted Stock Unit Awards.
We offer a comprehensive package of benefits including paid vacation time; paid sick leave; medical/dental/vision insurance; life, accident and disability insurance; tax-advantaged flexible spending and health savings accounts; employee assistance program; other voluntary benefit programs such as supplemental life and AD&D, legal plan, pet insurance, critical illness, accident and hospital indemnity; tuition reimbursement; transit; the Applause Program; employee stock purchase plan; and the Western Digital Savings 401(k) Plan.
Note: No amount of pay is considered to be wages or compensation until such amount is earned, vested, and determinable. The amount and availability of any bonus, commission, benefits, or any other form of compensation and benefits that are allocable to a particular employee remains in the Company's sole discretion unless and until paid and may be modified at the Company’s sole discretion, consistent with the law.

Notice To Candidates: Please be aware that Western Digital and its subsidiaries will never request payment as a condition for applying for a position or receiving an offer of employment. Should you encounter any such requests, please report it immediately to Western Digital Ethics Helpline or email compliance@wdc.com.

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The HR Business Partner (HRBP) is a strategic advisor supporting assigned departments with full-cycle HR services. The HRBP works closely with departmental leadership to align human resource practices with organizational goals, focusing on employee relations, compliance, performance management, training, and strategic HR initiatives. This role will partner cross-functionally across the Human Resource team to ensure consistent application of policies and programs.

ESSENTIAL HR TASKS:

Ensures the St. Matthew’s House Mission, Vision, Beliefs & Principles, and Core Values are cohesive within the organization.
Serves as a trusted HR advisor and business partner to leadership, providing guidance on HR best practices, policy interpretation, and employee engagement.
Proactively manages complex employee relations issues, conducts thorough investigations, coaches leaders on appropriate actions, and ensures fair and legally sound resolutions.
Attends and participates in employee disciplinary meetings, terminations, and investigations.
Supports risk mitigation by identifying potential HR-related liabilities, recommends solutions, and partners with legal or compliance teams as needed.
Partners with Learning & Development to design and deliver targeted training in areas such as compliance, performance management, harassment prevention, and leadership development.
Ensures all processes and records are in compliance with HR federal, state, and local regulations.
Continually reads, researches, networks, and pursues knowledge to enhance overall grasp of HR compliance.
Leads and participates in HR projects, ensuring successful delivery within timelines and budget.
Analyzes HR data to identify trends and informs decision-making.
Assists in the annual performance management review process.
Assists with HC department initiatives, projects and audits as needed.
Ensures compliance with all OSHA regulations and tracking/reporting.
Plans and executes audits of various areas of HR including compliance postings.
Files, investigates, documents, and resolves all workers’ compensation claims in a timely manner and serves as a point of contact with our carrier.

ESSENTIAL BENEFITS TASKS:

Manages day-to-day benefit administration within corresponding departments; interprets plan provisions and requirements; resolves administration/policy issues and questions; and coordinates activities with vendors/internal stakeholders.
Troubleshoots and resolves employee benefits issues and questions from previous, current and potential employees.
Manages vendors and third-party administrators that support all benefit offerings. Reviews cost, quality and other indicators measuring and improving vendor performance and participant satisfaction.
Participates in the annual open enrollment process.
Assists with 401(k) plan, audits and overall compliance with the plan.
Audits and reconciles payroll deduction and benefits amounts for employee benefits.
Processes and maintains required information in payroll and insurance systems to ensure accurate record-keeping and proper benefit and deduction amounts.
Works in collaboration with accounting to review bi-weekly payroll.
Responds to unemployment claims filed by former employees.
Administers Leave of Absences (LOA’s) and maintains compliant documentation.
Works in collaboration with broker and employee to ensure timely submission of short-term and long-term disability claims.
Manages the process for employees on leave including all communications, paperwork, and collection of premium payments.

ESSENTIAL TALENT ACQUISITION TASKS:

Oversees and manages the full-cycle recruitment in corresponding departments to include posting positions, interviewing candidates, supporting offer process, running background checks, facilitating drug screen process, and assembling new hire packets for review and facilitating completion of all onboarding documentation.
Analyzes employee metrics and data (e.g., turnover, engagement, disciplinary trends) to provide strategic insights and reporting to leadership.
Supports annual succession planning process.
In collaboration with other HR team members and hiring managers, streamlines the onboarding process and assists facilitating any necessary training.
Attracts and develops a pipeline of talent through targeted searches (social media, resume mining, etc.)
Identifies and uses creative sourcing techniques when necessary to build a talent pipeline and attract passive candidates.
Interviews and recommends quality candidates.
Partners closely with hiring managers to work with them as a trusted advisor.
Demonstrates a thorough understanding of St. Matthew’s House to ensure each candidate is a culture fit as well as a technical fit.
Creates and updates candidate records in our Applicant Tracking System (ATS)
Partners with hiring managers to ensure job descriptions are correct and job postings reflect the most current information.
Provides consultative guidance to Managers and Directors as it relates to talent acquisition strategies.
Coordinates with local community partners to represent St. Matthew’s House at job fairs.
Assists with salary benchmarking that reflects current market trends.
Reviews and approves employee changes in HRIS and providing guidance and support to management.

\nRequirements\n

QUALIFICATIONS:

Bachelor’s degree in Human Resources, Business Administration, or related field required; HR certification (PHR/SPHR, SHRM-CP/SCP) preferred.
Minimum of 5 years of progressive HR experience. Prior experience in a non-profit preferred.
Minimum of 3 years of related experience, including benefits administration, knowledge in worker’s compensation and LOA’s (FMLA/ADA)
Minimum of 1 year full-cycle recruiting experience in a fast-paced environment.

KNOWLEDGE, SKILLS, & ABILITIES:

Demonstrated experience in risk management and investigation practices.
Deep knowledge of federal and state employment laws and regulations.
Experience influencing and coaching all levels of an organization, including senior leaders.
Strong analytical abilities, attention to detail and the ability to successfully manage multiple competing tasks and priorities in a fast-paced environment.
Strong interpersonal skills and ability to build relationships across all levels of the organization.
Demonstrated ability to shift gears, manage multiple priorities and deadlines.
Knowledge of administrative practices and procedures as well as laws, regulations, and guidelines pertaining to employment, wage and hour, and labor relations, etc.
Proficient in Microsoft Office Suite products including Word, Excel, PowerPoint and Outlook, plus a variety of other word-processing, spreadsheet, database, e-mail and presentation software.
Working knowledge of payroll processing. Paylocity system experience is a plus.
Ability to work effectively with computer systems.
Demonstrates strong written and oral communication skills; proven presentation abilities.
Ability to work effectively in an environment that requires collaboration within the HC team and across the organization.
Proficient with HRIS systems (Paylocity experience a plus) and Microsoft Office Suite.
Exceptional organizational skills, attention to detail, and the ability to manage multiple priorities in a fast-paced environment.
Proven ability to maintain confidentiality and manage sensitive information with discretion.
Valid driver’s license and ability to travel between sites as needed.
Required to maintain primary auto insurance at minimum liability limits of $100,000/$300,000 bodily injury, $100,000 property damage or $300,000 combined single limit.

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Infosys Consulting is the worldwide management and IT consultancy unit of the Infosys Group (NYSE: INFY), global advisor to leading companies for strategy, process engineering and technology-enabled transformation programs.

We partner with clients to design and implement customized solutions to address their complex business challenges, and to help them in a post-modern ERP world. By combining innovative and human centric approaches with the latest technological advances, we enable organizations to reimagine their future and create sustainable and lasting business value.

A pioneer in breaking down the barriers between strategy and execution, Infosys Consulting delivers superior business value to its clients by advising them on strategy and process optimization as well as IT-enabled transformation. To find out how we go beyond the expected to deliver the exceptional, visit us at www.infosysconsultinginsights.com Infosys Consulting - a real consultancy for real consultants.

Key Responsibilities

This role includes (but is not limited to) the following responsibilities:

• Provide advice, guidance and support to line managers and employees in relation to a range of Human Resource processes in line with policy and procedures, industrial awards and agreements and relevant legislation across the employee lifecycle.

• Respond to stakeholder enquiries in a timely manner, seeking advice and guidance staff related queries.

• Liaise with payroll, managers and employees to ensure timely processing of timesheets and resolution of pay related matters.

• Review and updates company position descriptions as required.

• Manage probation period reporting and NetSuite updates.

• Manage HR reporting as directed by the HR Manager.

• Monitoring, reviewing, and updating all HR policies and ensuring these are in line with current legislation.

• Creation of HR related letters for employees.

• Responsible for all activities involved off-boarding of staff. This includes responsibility for the completion of tasks and the accuracy of notifications to the broader team to ensure off-boarding runs smoothly.

• Ensure that residency and work-rights compliance documents are collected and stored, and visa end dates are monitored.

• Maintain HR profiles for employees

• Participate in HR activities and process improvement initiatives as directed by the HR Manager.

• Work on HR integration projects

• Work with external immigration firm to coordinate visa nominations in liaison with managers, overseas applicants, and monitor the status of current employees on temporary visas

• Maintain accurate and timely data entry and systems processing

Personal Attributes

• High energy, positive, adaptable and a strong sense of urgency

• Have a strong ability to multi-task and prioritize workload

• Strong organizational skills

• Attention to detail

• Ability to meet deadlines

• Excellent communication both verbal and written

• High standard of personal presentation

Qualifications

• Graduate in Human Resources

• Excellent business partnering skills, ability to persuade and influence business leaders

• Strong analytical skills with attention to detail and follow-through

• Excellent Communication & Relationship Building skills, team player

• Ability to deal with ambiguity and high pace of working

• Highly motivated self-starter with strong customer service focus

• Interpersonal sensitivity.

Interested candidates should be Singapore citizens.

We welcome applications from all members of society irrespective of age, sex, disability, sexual orientation, race, religion, or belief. We make recruiting decisions based on your experience, skills and personality. We believe that employing a diverse workforce is the right thing to do and is central to our success. We offer you great opportunities within a dynamically growing consultancy.

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Job Description

DCAS's mission is to make city government work for all New Yorkers. From managing New York City’s most iconic courthouses and municipal buildings, to purchasing over $1 billion annually in goods and services for more than 80 City agencies what we do ensures that all agencies can deliver on their mission. Our reach touches every facet of city government and is instrumental to the successful day-to-day operations of the City of New York.

Our commitment to equity, effectiveness and sustainability guides our work providing City agencies with the critical resources and support needed to succeed, including:
-\tRecruiting, hiring, and training City employees.
-\tManaging 55 public buildings.
-\tAcquiring, selling, and leasing City property.
-\tPurchasing over $1 billion in goods and services for City agencies.
-\tOverseeing the greenest municipal vehicle fleet in the country.
-\tLeading the City's efforts to reduce carbon emissions from government operations.

When you work at DCAS, you're not just working for one agency, but in service of them all. It's an opportunity to provide impactful support, quality customer service, and help protect the future of New York City for generations to come. Visit our website at nyc.gov/dcas to learn more about the work we do.

The Department of Citywide Administrative Services’ (“DCAS”) Division of Energy Management (“DEM”) serves as the hub for energy management for City government operations. We develop the City’s annual Heat, Light, and Power Budget; manage the City’s electricity, natural gas, and steam accounts; help our agency partners identify and pursue energy-saving opportunities at their buildings; do energy efficiency and clean power generation projects across the City’s portfolio; and implement operations and maintenance (O&M) best practices.

DEM is tasked with leading the City’s efforts to reduce greenhouse gas emissions (“GHG”) by 80 percent by 2050 from a 2005 baseline (“80x50”). As part of the Climate Mobilization Act, the City also recently set new targets to reduce emissions from City government operations by 40 percent by 2025 (“40x25”) and by 50 percent by 2030 (“50x30”). To meet these goals, DEM is committed to collaborating very closely with our agency partners to help them achieve major emissions reductions in their buildings. We are actively working to provide them with the energy efficiency and clean energy project funding, project delivery vehicles, technical expertise, staff resources, strategic planning support, and data analytics that they need to succeed.

The Department of Citywide Administrative Services’ (“DCAS”) Division of Energy Management (“DEM”) seeks a Human Resources Business Partner to meet our urgent need for personnel support. The HR Business Partner will work in the Strategic Services Unit, under the direction of the Chief of Staff, with latitude for the exercise of independent judgment and initiative.

The HR Business Partner will be responsible for supporting a broad range of HR work necessary for personnel recruitment and retention across the division. Specifically, the person will be charged with the following responsibilities:

- Managing the day-to-day hiring process for DEM: Under the direction of the Chief of Staff, manages the submission and tracking of personnel requests; provides guidance on appropriate civil service titles, office titles, and leveling; defines job responsibilities; supports the offer-making and onboarding process; and helps maintain accurate personnel records.

- Performing recruiting outreach: Builds partnerships with relevant educational and professional organizations to create pipelines into City government for talented energy management professionals. Identifies and helps DEM participate in relevant recruiting events, including mobilizing appropriate staff to attend.

- Supporting staff performance management and leading succession and transition planning efforts: Oversees preparation of Tasks & Standards and completion of mandated performance evaluations. Helps develop and advance promotion requests. Manages the offboarding process for departing staff.

- Contributing to efforts to structure relevant training, professional development, coaching, and team building programs for staff: Works closely with other DEM staff to identify and meet training and professional development gaps within DEM.

- Leading a small team of HR professionals: Managing a team of 3-4 administrative staff responsible for carrying out day-to-day hiring, office supply management, purchasing, inter-office coordination, and other tasks as needed.

- Managing specific employee resources and internal staff events and serving as the go-to resource for staff HR questions and needs: Supports the development and management of DEM resources, such staff handbooks and directories. Helps connect staff to other resources as necessary.

This position requires a skilled Human Resources professional with experience in New York City government, who has the ambition to serve and grow within a dynamic, fast-paced division of DCAS.

Flexible Work Update:

This position may be eligible for remote work up to two days per week, pursuant to the Remote Work Pilot Program agreed to between City and OSA.

To Apply:

Only individual who are currently serving permanently in the title of Associate Staff Analyst or reachable on the Associate Staff Analyst civil service list may apply.

Please go to www.nyc.gov/jobs or www.nyc.gov/ess for current NYC employees and search for Job ID #712880.

NO PHONE CALLS, FAXES OR PERSONAL INQUIRIES PERMITTED.

NOTE: ONLY THOSE CANDIDATES UNDER CONSIDERATION WILL BE CONTACTED.

ASSOCIATE STAFF ANALYST - 12627

Qualifications

1. A master's degree from an accredited college in economics, finance, accounting, business or public administration, public health, human resources management, management science, operations research, organizational behavior, industrial psychology, statistics, personnel administration, labor relations, psychology, sociology, human resources development, political science, urban studies or a Juris Doctor degree from an accredited law school, and one year of satisfactory full-time professional experience in one or a combination of the following: working with the budget of a large public or private concern in budget administration, accounting, economic or financial administration, or fiscal or economic research; in management or methods analysis, operations research, organizational research or program evaluation; in personnel or public administration, recruitment, position classification, personnel relations, labor relations, employee benefits, staff development, employment program planning/administration, labor market research, economic planning, social services program planning/evaluation, or fiscal management, or in a related area; or

2. A baccalaureate degree from an accredited college and three years of satisfactory full-time professional experience in the areas described in \"1\" above.

3.An associate degree or completion of 60 semester credits from an accredited college and five years of satisfactory full-time professional experience as described in “1” above.

4. A four-year high school diploma or its educational equivalent approved by a State’s department of education or a recognized accrediting organization and seven years of satisfactory full-time professional experience as described in “1” above.

5.A combination of education and/or experience equivalent to “1”, “2”, “3”, or “4” above. College education may be substituted for professional experience at the rate of 30 semester credits from an accredited college for one year of experience. However, all candidates must have a high school diploma and at least one year of experience as described in “1” above.

Additional Information

The City of New York is an inclusive equal opportunity employer committed to recruiting and retaining a diverse workforce and providing a work environment that is free from discrimination and harassment based upon any legally protected status or protected characteristic, including but not limited to an individual's sex, race, color, ethnicity, national origin, age, religion, disability, sexual orientation, veteran status, gender identity, or pregnancy.

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Express Wash Concepts (EWC), established in 2018, is the parent company of five award-winning express tunnel car wash brands: Moo Moo Express Car Wash, Flying Ace Express Car Wash, Clean Express Auto Wash, Green Clean Express Auto Wash, and Bee Clean Express Car Wash.

Our swift, top-tier, eco-friendly car washes and unwavering focus on exceptional customer service have positioned us prominently in the United States and beyond. Additionally, our leading community relations initiatives proudly contribute hundreds of thousands of dollars annually through EWC CARES, our outreach programs, encompassing both monetary donations and complimentary car washes.

Why Choose Express Wash Concepts? We're not just a car wash; we're a company committed to fast, eco-friendly services, exceptional customer care, and giving back to our communities, all while providing ample opportunities for personal and career growth. Join Express Wash Concepts in our mission to make a difference through the power of clean.

Discover the benefits of joining Express Wash Concepts

Competitive wages: Enjoy a compensation package reflecting your skills and dedication.
Discretionary year-end bonus: Receive a year-end bonus based on exceptional performance.
Unlimited Wash Club Membership: Keep your vehicle looking its best.
Paid vacation: Take well-deserved breaks as outlined in our Employee Manual.
Health care benefits: Medical, Vision, Dental, Company-Paid Life, Disability, Accident, Hospital Indemnity, Employee Assistance Program.
HSA contribution: $1,000/year (with qualifying plan).
Secure future: 401k with up to 4% company match.
Educational reimbursement: Up to $5,250 annually to support ongoing learning and development.

Essential duties and responsibilities

As an HR Business Partner (HRBP), you'll be at the heart of our dynamic team, driving alignment between business objectives and employee engagement. You’ll forge impactful partnerships across the HR function, championing innovative strategies that elevate our workplace culture and boost overall success. You'll have the chance to make a real difference by enhancing our safety program and delivering value-added services that align with our ambitious business goals. Join us to be a key player in shaping a vibrant, growth-driven environment where your contributions are valued and your career can advance meaningfully. In this dynamic role, your daily tasks will include, but are not limited to:

Partner with field operations to provide expert HR guidance and support, ensuring alignment with business goals and effective problem-solving.
Analyze HR trends and metrics in collaboration with the HR team to develop and implement innovative solutions, programs, and policies that address organizational needs.
Handles and resolves intricate employee relations issues, conducting thorough, objective investigations with effectiveness.
Maintain up-to-date knowledge of employment laws and regulations to mitigate legal risks and ensure compliance. Collaborate with legal consultants as necessary.
Offer day-to-day guidance on performance management, including coaching, counseling, career development, and disciplinary actions.
Work closely with management and employees to enhance work relationships, boost morale, and drive productivity and employee retention.
Provide clear and consistent interpretation of HR policies and procedures.
Develop and implement safety programs to ensure a safe working environment for all employees.
Identify and address training needs for field and management staff, and support ongoing coaching initiatives.
Perform other related responsibilities as assigned to support the HR function and overall business objectives.

Job Requirements

Minimum of 4-6 years of experience in resolving employee relations issues.
Bachelor's degree in HR or related field.
SHRM-CP or SHRM-SCP certification preferred.
Strong ability to interpret and apply laws and policies.
Excellent time management, analytical, and problem-solving skills.
Proficiency in HRIS systems and Microsoft Office Suite.
Working knowledge of multiple human resource disciplines, including compensation practices, organizational diagnosis, employee relations, diversity, performance management, and federal and state respective employment laws.

Express Wash Concepts provides equal employment opportunities to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, gender identity, sexual orientation, or genetics.

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Discover the benefits of joining Express Wash Concepts

Competitive wages: Enjoy a compensation package reflecting your skills and dedication.
Discretionary year-end bonus: Receive a year-end bonus based on exceptional performance.
Unlimited Wash Club Membership: Keep your vehicle looking its best.
Paid vacation: Take well-deserved breaks as outlined in our Employee Manual.
Health care benefits: Medical, Vision, Dental, Company-Paid Life, Disability, Accident, Hospital Indemnity, Employee Assistance Program.
HSA contribution: $1,000/year (with qualifying plan).
Secure future: 401k with up to 4% company match.
Educational reimbursement: Up to $5,250 annually to support ongoing learning and development.

Essential duties and responsibilities

Partner with field operations to provide expert HR guidance and support, ensuring alignment with business goals and effective problem-solving.
Analyze HR trends and metrics in collaboration with the HR team to develop and implement innovative solutions, programs, and policies that address organizational needs.
Handles and resolves intricate employee relations issues, conducting thorough, objective investigations with effectiveness.
Maintain up-to-date knowledge of employment laws and regulations to mitigate legal risks and ensure compliance. Collaborate with legal consultants as necessary.
Offer day-to-day guidance on performance management, including coaching, counseling, career development, and disciplinary actions.
Work closely with management and employees to enhance work relationships, boost morale, and drive productivity and employee retention.
Provide clear and consistent interpretation of HR policies and procedures.
Develop and implement safety programs to ensure a safe working environment for all employees.
Identify and address training needs for field and management staff, and support ongoing coaching initiatives.
Perform other related responsibilities as assigned to support the HR function and overall business objectives.

Job Requirements

Minimum of 4-6 years of experience in resolving employee relations issues.
Bachelor's degree in HR or related field.
SHRM-CP or SHRM-SCP certification preferred.
Strong ability to interpret and apply laws and policies.
Excellent time management, analytical, and problem-solving skills.
Proficiency in HRIS systems and Microsoft Office Suite.
Working knowledge of multiple human resource disciplines, including compensation practices, organizational diagnosis, employee relations, diversity, performance management, and federal and state respective employment laws.

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About Us

Join us at Cleanaway and contribute to making a sustainable future possible, together.

We transform waste into resources and renewable energy. When you start to think of waste as a resource, it opens a world of possibilities.

As a high growth, ASX listed organisation with over 7500 employees, our goal is to be recognised by our customers as the most innovative and sustainable waste management company with industry leading HSE performance. We are Australia’s largest company in this sector, providing essential services to millions of customers and communities nationally.

The Opportunity

You will play a pivotal role in coaching and guiding our leaders while delivering strategic initiatives that align with our organisational goals. You’ll work closely with managers and regional teams to enhance workforce engagement, leadership development, and organisational capability. This role is based in Northgate but offers flexibility, with the opportunity to visit and engage with teams across Brisbane and throughout Queensland.

Key responsibilities will include, but not be limited to:

Provide coaching and mentoring to line managers to support their ongoing development.
Lead ER case management, including disciplinary processes that lead to behavioral changes, and support in building strong, positive workplace cultures.
Partner with stakeholders to roll out programs that promote employee engagement and drive succession planning and a high-performing culture.
Deliver corporate and business programs, including diversity and respect-focused initiatives, and organizational capability projects.
Support and develop line managers to handle people management challenges effectively and confidently.
Contribute to projects that enhance workforce engagement and improve operational efficiencies.

About You

Prior experience in managing complex ER cases and guiding best practices.
Driving workforce engagement and supporting cultural transformation.
Demonstrated ability to implement leadership development and succession planning frameworks.
Exceptional communication and stakeholder management skills, with the ability to influence and drive outcomes.
Experience coaching and guiding leaders to make well-considered and people-focused decisions.
Ability to remain focused on priorities that contribute to the long-term success of the business.
The flexibility to travel between sites and build meaningful relationships with regional teams.

Why join Cleanaway?

Attractive salary package
Career development opportunities
Paid parental leave
Great company benefits: Annual employee share plan offer, novated leasing through SG Fleet or Smart Group, optional flu vaccinations, EAP access, discounts on private health insurance, company discounts + much more!

Our Process

Our recruitment process involves a number of checks including, but not limited to, criminal history, medicals, drug & alcohol testing, as well as verification of qualifications, licences and right-to-work status.

We are dedicated to improving employment outcomes and encourage applications from Aboriginal and Torres Strait Islander peoples. We also welcome candidates of all ages, abilities, gender identities, experiences (including veterans), and cultural backgrounds.

If you require any adjustments during the recruitment process, please contact us by emailing inclusion@cleanaway.com.au.

Join us on our exciting journey towards a sustainable future.

Simply click the Apply button or visit https://www.cleanaway.com.au/about-us/careers and let's make a positive impact together.

#LI-MKT

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We're looking for a seasoned Human Resources Business Partner (HRBP) with robust Talent Acquisition capabilities to help us make specialty medications more accessible and affordable for patients. Keep reading to learn more about the role, our team, and why House Rx is the right next step in your career.

This individual will serve as a trusted partner to clinical and operational leaders, playing a key role in driving people strategy, workforce planning, and talent pipeline development. The ideal candidate brings deep expertise in employee relations, leadership development, and recruiting for a predominantly hourly, non-exempt workforce, combined with the agility and entrepreneurial mindset necessary to thrive in a fast-paced, mission-driven startup environment.

What You’ll Do

Partner closely with clinical and operational leadership to understand business goals and align people strategies
Support organizational design and workforce and succession planning for growing teams.
Drive people initiatives that foster engagement, performance, retention, growth and DEIB strategies.
Coach and advise managers on leadership best practices, team dynamics, and employee engagement.
Assess organizational effectiveness and offer targeted interventions for team performance and cohesion.
Proactively manage and resolve complex employee relations issues, conducting thorough investigations and applying sound judgment to mitigate risk.
Ensure adherence to federal, state, and local labor laws, with an emphasis on regulations impacting hourly, non-exempt employees.
Develop and continuously improve workplace policies, procedures, and employee handbooks.
Lead end-to-end recruiting for clinical and administrative roles, ensuring a high-quality, diverse talent pipeline.
Leverage data-driven insights to improve hiring velocity, candidate experience, and retention metrics.
Act as an employee advocate and organizational culture steward during periods of growth and transformation.
Develop programs that support onboarding, engagement, recognition, and employee wellbeing.
Maintain accurate and compliant employee records and support HR reporting and analytics initiatives.
Collaborate cross-functionally to support payroll, time tracking, and scheduling processes for the workforce you support.

About You:

Bachelor’s degree in Human Resources, Business Administration, Organizational Psychology, or related field
6+ years of progressive HR experience, with at least 3 years in a HRBP or Talent Partner capacity. Previous experience as a Generalist preferred.
Demonstrated expertise managing hourly, non-exempt employee populations in a high-volume, distributed or clinical environment.
Proven experience in talent acquisition, including full-cycle recruitment and workforce planning.
Strong knowledge of labor laws and HR compliance standards, particularly relevant to healthcare and non-exempt labor categories.
Exceptional interpersonal, consultative, and communication skills with the ability to influence and build relationships at all levels.
Experience working in a startup or high-growth environment highly preferred.
Agile, hands-on, and solutions-oriented mindset with a bias for action.
Experience supporting frontline leaders and distributed teams.

Excited about the opportunity, but worried you don’t meet all the requirements? Apply anyway, and give us both the chance to find out.

Expected Full-Time Base Salary: $110,000 - $125,000

This range represents the low and high end of the anticipated base salary/wage. The actual base salary/wage will depend on several factors, including experience, knowledge, and skills. Actual compensation packages may include other elements equity, paid time off and benefits.

Why You Should Join Our Team

A career at House Rx offers the chance to work with a talented group of entrepreneurs, healthcare professionals, and technology builders who are passionate about improving specialty care and making it easier for patients to access the medication that they need.

At House Rx, we strive to build and maintain an environment where employees from all backgrounds are valued, respected and have the opportunity to succeed. You'll find a culture that supports open communication, embracing failure as a learning opportunity, and always being open to new ideas—no matter how radical. We’re committed to creating a positive and collaborative culture to achieve our mission, all while supporting our team members in all aspects of their lives—at home, at work and everywhere in between.

We’re backed by forward-thinking investors committed to transforming healthcare, including Bessemer Venture Partners, First Round Capital, LRV Health, Khosla Ventures, Maverick Ventures, 1984.vc, and Character.

","hiringOrganization":{"@type":"Organization","name":"House Rx","sameAs":"https://www.houserx.com/"},"jobLocation":{"@type":"Place","address":{"@type":"PostalAddress","addressLocality":"Pittsburgh, PA","addressCountry":"United States","addressRegion":"North America"}}}},{"@type":"ListItem","position":21,"item":{"@type":"JobPosting","title":"Human Resources Business Partner","datePosted":"2025-07-22","description":"

Paramount is a global media and entertainment organisation with some of the best known and loved brands in the world. In Australia, we deliver premium content on any screen, anytime, anywhere, via an enhanced viewing ecosystem.

We pride ourselves on creating content that gets people talking. What’s more, you’ll find all these great shows (and more) on our free-to-air channels (10, 10 BOLD Drama, 10 Peach Comedy, Nickelodeon), our free streaming platform 10 Play, that also includes a vast array of Free Ad-Supported Streaming TV, known as FAST channels, and our subscription video on demand service, Paramount+.

This is a 6 Month Fixed Term Contract role based in Pymont, Sydney.

Enough about us! What you’ll do as a HR Business Partner:
In this fast-paced role, you’ll work closely with senior leaders to translate business strategy into people-focused solutions, provide hands on support through change, and help shape the future of our organisation during a period of exciting transformation.

With a global merger on the horizon, this is a unique opportunity to step into a high-impact role involving change management, organisational design, and global workforce planning. If you thrive in ambiguity, can build trust quickly, and have the confidence to influence at all levels - this could be your next big move.

Functions will also include:

Provide expert generalist HR advice across areas including organisational development, employee relations, remuneration, policy, and change initiatives
Partner closely with business leaders to understand strategic goals and deliver tailored, impactful HR solutions
Guide and support managers through employee relations matters supporting them to navigate complex people challenges with confidence, ensuring compliant and well-documented case management
Collaborate with both local and global HR centres of excellence to deliver specialised programs and initiatives
Contributing to the development and review of HR policies and procedures, as they are updated to meet changing legislative requirements and/or business needs

What are we looking for in a HRBP? What’s important?

Tertiary qualifications in HR, industrial relations, business, or equivalent professional experience
Proven ability to build trusted relationships, confidently influence stakeholders, and provide sound, solutions-focused HR advice
Comfortable working at pace in complex, matrixed environments with a high level of ambiguity
Previous HR business partnering experience in medium to large corporate settings; experience with sales client groups or the media industry is a plus
Strong planning and prioritisation skills with a proactive, self-starter mindset and the confidence to push back when needed

Paramount embraces differences and we welcome applications from people of all backgrounds regardless of factors such as race, colour, sex, language, religion, political or other opinion, national or social origin, property or birth. These grounds also include age, nationality, marital status, disability, place of residence and sexual orientation.

We’re honoured to have been named on Diversity Council Australia’s annual list of Inclusive Employers in 2023-24 and 2024-25. This acknowledgement highlights our commitment to creating a diverse and inclusive workplace where all employees feel valued and supported.

We recognise Aboriginal and Torres Strait Islander peoples as Australia’s First Peoples, and the Traditional Custodians of the land where we live and work. We pay our respects to Elders, past and present, and we are proud to live in a country which is home to the world’s oldest living cultures.

#LI-LG1

Reasonable adjustments
Paramount recognises that everyone is unique, and you might require some adjustments to ensure you have the best opportunity to apply and be considered for this position. If we can make some adjustments to our recruitment/interview process to help set you up for success please contact us at careers@networkten.com.au. Adjustments include but are not limited to; alternative application methods, interview setups, physical requirements, guidance for trans or gender diverse applicants, specific interview availability times.

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Company Description

The University of Maryland Medical System (UMMS) is an academic private health system, focused on delivering compassionate, high quality care and putting discovery and innovation into practice at the bedside. Partnering with the University of Maryland School of Medicine, University of Maryland School of Nursing and University of Maryland, Baltimore who educate the state’s future health care professionals, UMMS is an integrated network of care, delivering 25 percent of all hospital care in urban, suburban and rural communities across the state of Maryland. UMMS puts academic medicine within reach through primary and specialty care delivered at 11 hospitals, including the flagship University of Maryland Medical Center, the System’s anchor institution in downtown Baltimore, as well as through a network of University of Maryland Urgent Care centers and more than 150 other locations in 13 counties. For more information, visit www.umms.org.

Job Description

As a member of the leadership team for assigned customer groups consults with clients to develop and implement effective human resource programs, policies and initiatives designed to sustain a positive work environment. Participates as an active and involved partner in the development and execution of client-specific and organizational business plans and strategies. Actively supports human resources departmental objectives by collaborating with other staff, particularly specialists in functional areas of the Department. Acts as the primary point of service contact for the leadership group and employees on interpreting human resource policies, procedures, and practices. Consults with, coaches, and trains leaders on how to achieve operational and strategic objectives consistent with human resource objectives for the organization. May perform recruitment or other related duties at the assigned affiliate hospital.
Develops and executes HR plans and strategies to accomplish business objectives for assigned areas. Ensures that human resource services delivered are value added, effective and consistent with both departmental and organizational business and strategic objectives.
Provides necessary consulting support and takes proactive steps to enhance the growth of a performance-based culture in areas of assigned responsibility. This includes, but is not limited to, providing consultation on performance management issues, fostering a learning environment and influencing leadership on appropriate rewards and recognition functions for their staff.
Acts as the first point of contact for leadership group and employees. Consults with clients on a wide spectrum of HR issues related to guidance on performance management, workforce engagement, total compensation, human resources development and employment. Provides consulting advice and direct service where appropriate on total compensation and other HR specialty issues. Provides counsel on employment law related concerns such as ADA, FMLA, FLSA, Title VII, etc.
Is proactive in identifying workforce engagement opportunities to improve and enhance the environment for the majority workforce and takes initiative in developing and implementing appropriate action plans. Works with assigned clients on complex employee issues (i.e. advocacy concerns, investigations, progressive discipline, harassment or discrimination allegations and workplace violence situations).
Leads in the design, development and implementation of special projects and human resource initiatives, either as initiated by the HRBP or as assigned by the HRBP’s supervisor. These projects could involve organizational development strategies e.g. organizational restructuring or redesign, strategic planning, change management, leadership development, and conflict resolution.

Qualifications

Three years of progressively responsible Human Resource experience, preferably in employee and labor relations, with emphasis on experience in healthcare or other human service organizations.
B.A. or B.S. degree, preferably in Human Resources, Organizational Development or another related discipline is required. Masters degree in Business, H.R. or Organizational Design/Development preferred. Successful candidates should also hold professional certification, either as a PHR (Professional in Human Resources) or SPHR (Senior Professional in Human Resources), or some equivalent certification in a related human resources field preferred.

Additional Information

All your information will be kept confidential according to EEO guidelines.

Compensation

Pay Range: $40.61-$60.96
Other Compensation (if applicable):
Review the 2025-2026 UMMS Benefits Guide

Like many employers, UMMS is being targeted by cybercriminals impersonating our recruiters and offering fake job opportunities. We will never ask for banking details, personal identification, or payment via email or text. If you suspect fraud, please contact us at careers@umms.edu.

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Job Details

Job Location St Peters MO - St Peters, MOPosition Type Full TimeEducation Level NoneTravel Percentage Up to 50% Job Shift DayJob Category Human Resources

Job Posting Date(s)

Start Date 08/05/2025

Description

Reporting to the Director of Human Resources, the Human Resources Business Partner (HRBP) serves as a strategic focused human resources consultant and will be responsible for the oversight and HR operations of a designated group of employees. Partnering with the HR Director to oversee the employee relations strategy, driving improvements to organizational effectiveness, employee engagement, performance management, talent acquisition, retention and recognition programs. Supports management by providing human resources direction, advice, and counsel.

This position supports St. Croix Hospice branches in MO, KS and NE. Travel is required 3 days/week on average. When not traveling, the position is remote.

ESSENTIAL JOB FUNCTIONS/RESPONSIBILITIES

Effectively coach and consult with branch management and employees. Provide ongoing coaching and development of employees.
Support the Talent Acquisition team recruitment strategies and assist as needed.
In partnership with the HR Director, recommend employee relations practices necessary to establish a positive employer-employee relationship and promote a high level of employee morale and motivation.
Conduct investigations when employee complaints or concerns are brought forth.
Monitor and advise managers and supervisors in the progressive discipline system of the company. Monitor the implementation of a performance improvement process with non-performing employees.
Review, guide, and approve management recommendations for employment terminations.
Support union free initiatives.
Lead process improvement initiatives across the entire organization.
Active member of Human Resources team in the on-going management and leadership development programs.
Involved with on-going HCMS, LMS and ATS initiatives.
Participate in the regular creation and implementation of all pulse and engagement surveys.
Development of an employee-oriented company culture with emphasis on quality, continuous improvement, and high performance.
Partner with the Total Rewards team with communicating the organization’s compensation and benefit programs.
Collaborate in creating an on-going diversity, equity, and inclusion strategies for St. Croix Hospice.

The above list reflects the general details necessary to describe the principle and essential functions of the position and shall not be construed as the only duties that maybe assigned.

Qualifications

Bachelor’s degree preferred; equivalent experience in human resources required
5+ years of progressive leadership experience in Human Resources positions.
Active affiliation with appropriate Human Resources networks and organizations and ongoing community involvement preferred.
Possess process improvement certification in lean or other quality focused organizations.
High level of service mindset. Highly focused on results and providing a structured, systematic approach to delivering business solutions.
Strong leadership acumen with the ability to continually develop team members for future growth.
Understands the importance of high level of confidentiality.
Excellent organizational skills.
The position is remote or virtual in the state(s) this position supports but requires the ability to Travel up to 60%.

PREFERRED QUALIFICATIONS

Master’s degree In HR or business
PHR/SPHR certification preferred
Experience with Change Management
Experience working in a Healthcare environment

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\n\n \n General information\n

\n\n\n\n\n\n\n Name\n \n\n Human Resources Business Partner\n \n\n\n\n Posting Title\n \n\n Human Resouces Business Partner\n \n\n\n\n Ref #\n \n\n 2235531\n \n\n\n\n Date Published\n \n\n Wednesday, August 6, 2025\n \n\n\n\n City\n \n\n Houston\n \n\n\n\n State\n \n\n Texas\n \n\n\n\n Country\n \n\n United States\n \n\n\n\n Job Category\n \n\n Human Resources\n \n\n\n\n Office\n \n\n Houston TX (Forvis)\n \n\n\n\n Advertised Location\n \n\n US-TX-Houston\n \n\n\n\n Working time\n \n\n Full Time\n \n\n\n\n\n\n\n

\n\n \n Description & Requirements\n

\n\n\n\n\n\n\nWhat You Will Do:
The HR Business Partner (HRBP) plays a key role in driving business results by aligning human resources strategies with the firm’s overall goals. Acting as a strategic advisor and consultant to management, the HRBP addresses a wide range of HR-related matters.

In collaboration with the Regional HRBP Lead and Managing Partner(s), sets HR strategy in alignment with business strategy, needs and goal
Ensures actionable and measurable plans are developed and implemented to execute the regional strategy; monitors plan completion and effectiveness
Participates in firm leadership planning meetings to ensure the people implications of strategic business decisions are considered and evaluated
Uses metrics, trends, and industry knowledge to provide guidance to leaders and to recommend and develop solutions regarding all people related programs and processes
Partners effectively with and leverages resources appropriately from internal HR organization to serve needs of the region
Develops and implements change management and communication strategies to facilitate employee engagement and ensure transparency of information to employees
Advises management and employees on employee relations issues, identifies trends and help develop appropriate solutions
Responds to employee relations issues such as employee complaints and harassment allegations. May represent management in investigating, answering and settling complaints
Ensures employee relations processes support the firm’s culture and minimizes firm risk, including addressing performance issues, advising on disciplinary procedures and participating in counsel out discussions
Stays apprised of exit interview data, analyzes trends and develops strategies (with regional leaders) to address common themes as needed
Provides coaching and support to managers to ensure successful application of the firm performance programs
Supports partners and managers in staff coaching and development responsibilities
Oversees semi-annual Talent Review processes, including facilitation of succession and high potential identification discussions and appropriate follow up with office, market and regional leaders
Uses key manager and staff metrics to facilitate performance and succession discussions
Oversee completion and quality of leadership feedback surveys
Ensures HR policies and practices are applied consistently and appropriately
Facilitates the implementation of new HR policies and procedures
Follows up with HR department staff as needed to ensure resolution of issues
Ensures proper handling of situations to maintain compliance with federal and state employment laws
Oversees annual compensation & promotion process for assigned office/market including review of proposed changes for consistency and equity and taking into account employee performance, market data and market conditions
Partners with Total Rewards team to ensure clarity and consistency with pay and rewards practices
Maintains familiarity with and support all Firm wide benefits

Minimum Qualifications:

Bachelor’s Degree
5+ years of relevant experience, with at least a portion of that time spent in an HR Business Partner role or in a function with similar strategic HR responsibilities.
Proficiency in Microsoft Office Suite

Preferred Qualifications

Master’s Degree
Current and valid SHRM-CP/SCP or PHR/SPH

\n\n\n\n\n #LI-HOU\n \n\n\n\n #LI-BM1","hiringOrganization":{"@type":"Organization","name":"Forvis","sameAs":"https://www.forvis.com/"},"jobLocation":{"@type":"Place","address":{"@type":"PostalAddress","addressLocality":"US-TX-Houston, United States, Texas, Houston","addressCountry":"United States","addressRegion":"North America"}}}},{"@type":"ListItem","position":25,"item":{"@type":"JobPosting","title":"Human Resources Business Partner","datePosted":"2025-08-06","description":"

The Human Resources Business Partner (HRBP) is a field-based position that supports Belle Tire's retail stores, partnering with leadership and employees to support all aspects of the HR function. The HRBP will work closely with the HR team to execute HR strategies, enhance employee engagement, and ensure effective talent management. This position will focus on resolving employee relations issues, providing guidance on performance management and employee coaching, supporting recruiting efforts for retail locations, and ensuring compliance with all relevant laws and company policies.

What You'll Do

Works collaboratively with the HR team in support of the overall HR strategy; supports the execution and effectiveness of organizational goals and objectives;
Works collaboratively with operations team and assists with identifying and resolving employee relations issues including both performance and conduct violations; while also advising management on employee coaching, corrective action, and terminations;
Collaborates with operations and recruiting team to support staffing and recruiting strategy including analyzing staffing levels, proactively identifying staffing needs, helps identify and participate in local recruiting strategies, participating in hiring events and actively training hiring mangers on recruiting and interviewing best practices.
Serves as the main source of information and training for the HRIS system.
Acts as a resource for managers and employees on a wide variety of human resources topics, including: harassment, policy interpretation, unemployment process, leaves of absences, and workers' compensation;
Provides support to management regarding performance management and career development.
Ensure that all federal, state, local laws, and corporate HR-related compliance matters are proactively managed, including but not limited to DOL, ADA, EEO, and FMLA;
Communicate and ensure execution on key HR metrics; including turnover, staffing, employee engagement, I-9 compliance, benefit enrollment, etc.;
Other related duties as assigned.

What We're Looking For

Minimum Qualifications:

Bachelor's Degree in Human Resources or a related field;
1-3 years of experience in the HR field;
Strong communication skills, both written and verbal;
Strong PC skills, including proficiency with Word, Excel, and Power Point;
Knowledge of federal, state, and local employment laws.

Preferred Qualifications:

SHRM-CP or PHR certification;
Experience working in a multi-unit retail company;
Ability to create project plans and oversee assignments from inception to completion;
Excellent organizational skills and interpersonal skills, including ability to resolve disputes and observe confidentiality;
Ability to handle multiple activities and tasks in a fast-paced environment.
Ability to work both independently and as part of a team;
Ability to work in a changing environment.

Work Environment

Work hours are typically 7-5, Mon-Fri, some additional time may be required on evenings and weekends. Office environment requiring periods of sitting, and operation of standard office equipment, with regular travel to retail store locations over 50% of work-week

About Us

At Belle Tire, we believe you deserve a better experience when it comes to tires and vehicle services. That starts with hiring people who genuinely care - that's the Belle Tire Difference. With over 180 locations and 3,000 dedicated employees across Michigan, Ohio, Indiana, and Illinois, we are your one-stop shop for tires, wheels, and full-service automotive repairs. Our services include alignments, brakes, batteries, heating and cooling, oil changes, auto glass repair, and more.

Since 1922, we've done what it takes to keep life moving for our customers and employees. We live by a shared set of values: Customer Satisfaction is the Bottom Line, we always Do the Right Thing, we Set the Tone with a positive attitude, we believe We Are They - there is no \"us\" and \"them\" here, and we Walk the Walk by following through on our commitments. These beliefs shape a culture of trust, respect, and pride, making Belle Tire a great place to build your career.

We're not your ordinary tire shop, we're Changing Tires.

Belle Tire is an Equal Opportunity Employer. We ensure all individuals are considered for employment and advancement based on their qualifications, skills, achievements, and experience, without regard to race, color, national origin, sex, age, religion, disability, veteran status, genetic information, sexual orientation, gender identity and expression, or any other characteristic protected by federal, state, or local law.

#SLSMGMT123

","hiringOrganization":{"@type":"Organization","name":"Belle Tire","sameAs":"https://www.belletire.com"},"jobLocation":{"@type":"Place","address":{"@type":"PostalAddress","addressLocality":"Indianapolis, IN, United States","addressCountry":"United States","addressRegion":"North America"}}}},{"@type":"ListItem","position":26,"item":{"@type":"JobPosting","title":"Human Resources Business Partner","datePosted":"2025-08-05","description":"

Company Description

Who we are

We are one of the largest international law firms in the world. With over 30 offices across the globe, we strive to exceed the expectations of our clients, providing them with the highest-quality advice and legal insight, which combines the firm’s global standards with in-depth local expertise.

Our firm, work and people span jurisdictions, cultures, and languages. We offer our clients a truly international perspective. We believe every career should be rewarding and stimulating - full of opportunities to learn, thrive, and grow. That’s why we’re so proud of our inclusive, friendly, and team-based approach to work.

Our one firm global strategy is focused on targeted growth led by the needs of our core clients, those who we can best support with the breadth and depth of Clifford Chance expertise, across the sectors and geographies, which matter most to them.

You’ll find our clients in commercial and industrial sectors, the financial investor community, governments, regulators, trade bodies, and not-for-profit organisations. But no matter who they are or why they’ve reached out to us, we provide a world-class service every step of the way. And that’s possible thanks to the entrepreneurial spirit and conscientious approach to work that you’ll find across all of our teams.

Whichever area of the business you join, you’ll become an integral part an innovative, diverse and ambitious team of people. Clifford Chance is a place where the brightest minds and the best of colleagues meet.

Job Description

The Role

Clifford Chance US LLP is seeking a full-time Human Resources Business Partner to provide strategic HR support to the Litigation and Dispute Resolution (L&DR), Real Estate, and Tax, Pension & Employment (TPE) practice areas. This role combines both operational and strategic responsibilities with exceptional HR client service to the designated practice areas. The ideal candidate will demonstrate proven experience operating as a HR Business Partner, working closely with senior stakeholders to align people strategies with business objectives. You will have a proactive mindset, strong attention to detail, and consistent follow-up, while embodying the qualities of a change agent and utilizing technology to drive efficiency. Reporting into the Human Resources Business Partner – Americas, this role sits at the heart of our Americas strategy, supporting Partners and attorneys in one of the firm’s most competitive and high-growth regions.

RESPONSIBILITIES:

People and Talent Strategy

Partner with key stakeholders to embed the firm's people priorities, bringing together outputs of key regional processes, shaping the regional talent agenda (e.g., succession planning) and working with Senior Human Resources Business Partner – Americas and key stakeholders on key talent processes (e.g., compensation).
Serve as a trusted advisor to partners and attorneys in designated practice areas, providing strategic support and guidance on HR matters and aligning with the Firm’s overall strategy.
Work closely with other HR departments (e.g., Professional Development/Attorney Development, Learning & Leadership Development, Talent Acquisition, Benefits) to ensure alignment of HR initiatives and consistency in delivering HR services across the Firm.
Contribute to the Firm’s people strategy by actively participating in global and regional HR projects aligned with strategic objectives.
Drive the strategic direction of HR programs and change initiatives, ensuring they meet the evolving needs of attorneys and the Firm.
Analyze people data, providing key stakeholders with timely updates on attorney performance, compensation, engagement, turnover, and other HR metrics; recommend strategies to improve satisfaction, retention, and business performance.
Stay current with industry and competitor trends, regulatory changes, and best practices to maintain expertise, support commercial goals and ensure compliance with evolving standards.
Collaborate with other regional HR Business Partners to ensure seamless coverage and consistent support across regions

Employee Relations

Address employee concerns and resolve workplace conflicts through effective communication, mediation, and conflict management techniques.
Respond to queries and provide guidance in line with our policies and procedures.
Support attorneys to and on return from their parental leave.
Partner with General Counsel to mitigate risks related to attorney employment matters and ensure compliance with firm policies and legal requirements
Provide the partners with guidance and support in relation to ER issues.

Exit management

Conduct exit interviews for relevant business groups and provide feedback and recommendations to stakeholders, offering insights and best practices for continuous improvement.

Talent Management

Collaborate with Professional Development/Attorney Development to support the region’s attorney review process, ensuring that the 'Three Conversations' appraisal process is effectively delivered, with consistent and accurate feedback. Moderate performance and employment discussions as needed.
Support key stakeholders through the Three Conversations framework and positively challenge them in order to influence objective and fair performance and reward outcomes that are consistently applied, and which align to the firm's performance and reward strategy.
Participate in talent reviews including pipeline analysis, workforce planning, job profile development and skill gap reviews.
Contribute to Professional Development/Attorney Development's attorney performance initiatives by escalating both practice area needs and learnings from analysis of data that includes skill assessments, utilization issues and feedback from attorneys, partners and clients. Recommend relevant training and coaching when needed.

Talent Acquisition

Collaborate with Talent Acquisition to ensure hiring needs are met, providing support and coaching during the onboarding process to ensure a seamless and successful transition for new hires.
Partner with key stakeholders, including Practice Area Management and Finance, to assess business needs for new and amended roles and ensure that utilization goals are met.
Meet all new lateral joiners in their first month, and then again at the end of their first 100 days.

Wellbeing and People Experience

Work with the Senior Human Resources Business Partner – Americas to embed the wellbeing and people experience objectives and action plans for business.
Proactively build knowledge and understanding of the Wellbeing strategy, enablers and priorities in order to speak confidently and competently.
Frequently engage in a wide range of employee listening methods to identify key themes and inform timely solutions to protect and enhance people's wellbeing.

Financial Management, Risk, Data and Analytics

Work with Senior Human Resources Business Partner – Americas and key stakeholders to determine headcount forecasting and budget changes aligning to business plan and strategy.
Assist Senior Human Resources Business Partner – Americas to collate and provide an initial analysis on sources of employee listening data from across the firm, e.g. people survey, exit data, etc.
Perform additional assignments as directed by the Senior HR Business Partner – Americas and/or Director of Human Resources – Americas.

Qualifications

Your Experience

REQUIREMENTS/PREFERENCES:

Must have 3-5 years of relevant Human Resources Business Partnering experience supporting senior leaders in a complex, fast-paced environment.
Proven experience supporting senior stakeholders such as attorneys and Partner, ideally in a law firm environment.
Bachelor's Degree in HR, Business Administration or a related field required.
SHRM/HRCI Certification strongly preferred.
Strong consultative skills and the ability to serve as a trusted advisor with a client-focused mindset.
Ability to work under pressure and prioritize competing demands to meet deadlines.
Ability to handle confidential and sensitive information with appropriate discretion.
Strategic thinker and problem solver.
Strong commercial awareness and must be comfortable working in a fast-paced and growing environment.
Excellent oral and written communication skills.
Proven experience in making effective decisions using sound judgment.
Proven ability to work collaboratively and maintain strong internal working relationships.
Must be proactive and possess excellent organizational skills.
Strong proficiency in MS Office, HR software and tools (HRIS systems, performance management tools) and the ability to pick up new technology and applications quickly.
Ability to work outside the core business hours as needed.
Must be able to adhere and comply with the Firm's Agile Working Policy which requires employees to work from the office at least three days each calendar week.
Must be independently legally authorized to work in the United States.

Clifford Chance US LLP offers a comprehensive benefits and compensation package. The salary range for this role is $120-160k. Actual salary will be commensurate with the candidate's qualifications and relevant experience.

Additional Information

Equal Opportunities

At Clifford Chance, we understand that our true asset is our people. Inclusion is good for our team and their families, our firm and society.

We are committed to treating all employees and applicants fairly and equally regardless of their gender, gender identity and expression, marital or civil partnership status, race, colour, national or ethnic origin, social or economic background, disability, religious belief, sexual orientation, or age. This applies to recruitment and selection, terms and conditions of employment including pay, promotion, training, transfer and every other aspect of employment.

We have a variety of flourishing employee networks. These networks are a place for colleagues to share experiences and advocate for change wherever they see an opportunity for improvement.

Our goal is to deliver an equality of opportunity, an equality of aspiration and an equality of experience to everyone who works in our firm.

Find out more about our inclusive culture here

#LI-Hybrid

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Alfred Health

Alfred Health is a leader in health care delivery, improvement, research and education. We are the main provider of health services to people living in the inner southeast suburbs of Melbourne, from ambulatory to inpatient and home and community-based services.

Permanent opportunity
Full Time at 80 hrs per f/n
Grade HS5 - Salary Circa $110,000
Alfred Health Campus - The Stables

The Department

Alfred Health People & Culture is responsible for the overall delivery of numerous Human Resources related services to the organisation. People & Culture incorporates HR Operations, Organisational Development and Safety and Wellbeing. The operational component of Human Resources includes Employee Relations, Recruitment, HR Systems and HR Business Partnering and Advisory Services. This group is responsible for providing day to day and strategic HR advice and services on a range of issues, including workforce planning, policy interpretation, legislative compliance in relation to industrial agreements, performance management advice, the end-to-end attraction of talent and recruitment services, retention initiatives and general HR advice to employees and managers alike.

The Role

As an HR Business Partner, you will support the organisation and its employees by providing high-level guidance, advice and support to senior leaders and line managers through the provision of multi-faceted human resource services, proficient advice and professional expertise. Working within a dedicated Alfred Health client portfolio you will provide support on various HR matters. The position has an industrial relations focus, however you will provide advice on support on a range of HR matters including workforce planning, employee development and performance management, workforce diversity, conflict management, EBA, policy and guideline interpretation and compliance. You will be responsible for the provision of expert and accurate advice, case management, innovative solutions where appropriate, working within appropriate industrial legislation and liaising with subject matter experts in Recruitment, Employee Relations and Occupational Health & Safety. You will be expected to work closely with senior program leaders and departmental supervisors and managers, including Executive Management, to deliver best practice employee relations and human resources business outcomes. This position will have a strong functioning relationship with the leadership teams of the organisation with a primary responsibility of being customer-focused. You will be joining a dedicated and supportive team of HR Business Partners and be supported and guided by a highly experienced leadership team within People and Culture and healthcare.

Skills/Experience Required

Essential

An applicable tertiary level qualification in business or human resources
Previous experience in the provision of HR advice in a large and complex environment
A proven understanding of industrial legislation and employment law principles
Strong and proven stakeholder management skills
Proven experience in a range of HR matters including performance management techniques and practices, complaints management, workforce planning, change management.

Desirable

Experience in working in HR within the health industry is desirable
Familiarity with health industry awards and agreements
Postgraduate qualification in Human Resources or Industrial Relations

Staff Benefits

Salary Packaging
Access to Accrued Day Off per month
5 weeks annual leave
Discounted Health Insurance
Staff Car Parking (subject to availability)
Child Care Services (Alfred Hospital)
Onsite gym

Please send any enquiries to Adrian Cox at ad.cox@alfred.org.au

Applications Close at 11:59pm, Sunday 17th August

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Job Description:

We are seeking a dynamic and experienced HR Business Partner to join our NextGen Healthcare India HR team. This role is ideal for a collaborative and solutions-oriented professional who thrives in a fast-paced global environment and has a strong foundation in employee relations, performance management, and culture-building initiatives. This role is critical in fostering a high-performance culture, driving employee engagement, and strengthening our global collaboration, particularly with our US-based HR colleagues and leaders. The identified candidate will play a pivotal role in aligning people strategies with business objectives, ensuring a seamless and positive employee experience across geographies.

About the Role:

We are seeking a dynamic and experienced HR Business Partner to join our NextGen Healthcare India HR team. This role is ideal for a collaborative and solutions-oriented professional who thrives in a fast-paced global environment and has a strong foundation in employee relations, performance management, and culture-building initiatives. This role is critical in fostering a high-performance culture, driving employee engagement, and strengthening our global collaboration, particularly with our US-based HR colleagues and leaders. The identified candidate will play a pivotal role in aligning people strategies with business objectives, ensuring a seamless and positive employee experience across geographies.

Key Responsibilities:

Employee Relations: Lead and resolve complex employee relations matters with fairness, consistency, and adherence to local labor laws and company values.
Performance Management: Support managers in driving effective performance discussions, coaching, and development plans to ensure a high-performance culture.
Business Partnering: Collaborate closely with business leaders to understand team dynamics, provide strategic HR insights, and influence people decisions aligned to organizational goals.
Global Partnership: Work in close coordination with the US HR team to ensure alignment of policies, processes, and cultural initiatives across global locations.
Culture & Engagement: Champion team-building activities and employee engagement programs that strengthen morale and reinforce our core values.
Change Management: Support organizational design efforts, transitions, and change management initiatives, acting as a trusted advisor to leaders and teams.

Qualifications:

10-15 years of progressive HR experience ( minimum 8 years of exclusive business partner experience), with a strong emphasis on business partnering, employee relations, and performance management.
Prior experience in a global or matrixed organization, preferably partnering across US and India geographies.
Demonstrated ability to navigate complex HR issues and provide clear, pragmatic guidance to business leaders.
Strong understanding of Indian labor laws and HR best practices.
Exceptional interpersonal, communication, and stakeholder management skills.
Ability to manage ambiguity, balance multiple priorities, and influence without authority.
Bachelor’s degree in Human Resources, Business Administration, or related field; Master’s degree or HR certification required

Why Join Us?

Be a part of a collaborative and values-driven HR team that’s passionate about people.
Make a meaningful impact across global teams while helping to shape our culture and future of work.

Work in an environment that encourages innovation, continuous learning, and cross-cultural partnership

NextGen Healthcare is an equal opportunity employer. We celebrate diversity and are committed to creating an inclusive environment for all employees.

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Description

Human Resources Business Partner

Job Summary

As a strategic advisor and collaborative partner, the Human Resources Business Partner plays a pivotal role in aligning People Operations strategies with business objectives while also owning and executing full-cycle recruitment. This role offers the unique opportunity to build strong relationships with leadership, drive impactful people initiatives, and attract top talent to fuel UNICO’s growth. This is a high-impact role for someone who thrives in a fast-paced environment, enjoys solving complex challenges and is passionate about building a strong workplace culture.

Responsibilities

Recruitment & Talent Acquisition

Manage full-cycle recruitment including sourcing, screening, interviewing, and onboarding across various departments.
Partner with hiring managers to understand staffing needs, build job descriptions, and develop effective hiring strategies.
Leverage multiple sourcing channels, including LinkedIn, job boards, social media, referrals, and networking events to attract top candidates.
Build and maintain internship program
Maintain applicant tracking systems and ensure positive candidate experience.
Develop recruitment metrics to assess effectiveness and report outcomes.

HR Business Partnering

Serve as a partner to each department, offering expertise in performance management, employee relations, conflict management and organizational development.
Guide managers on talent management initiatives including such things as hiring, team development, career pathing and employee engagement.
Drive and support People Ops initiatives such as employee experience enhancements and change management efforts.
Analyze HR metrics and trends to develop data-driven strategies for workforce planning and performance improvement.
Ensure compliance with labor laws, company policies and HR best practices.

Requirements

Professional Requirements

Bachelor’s degree in Human Resources, Business Administration, or related field
3+ years of HR experience, ideally as a business partner or generalist

Skills | Abilities

Strong understanding of HR disciplines including talent management, employee relations, compensation, employment law, and organizational development
Exceptional communication, interpersonal and influencing skills
Ability to influence and build strong relationships across all levels of the organization
Analytical mindset with proficiency in HRIS and data tools
High level of integrity, discretion and professionalism

Physical Demands | Working Environment

Must be physically able to operate a motor vehicle
This role’s physical exertion is sedentary and occurs in an office environment.
Exerting up to 10 pounds of force occasionally and a negligible amount of force frequently or constantly to lift, carry, push, pull, or otherwise move objects.
Substantial movements and repetitive motion of the wrists, hands, and fingers.
This Individual will require close visual acuity to perform activities such as preparing and analyzing data and figures; transcribing, viewing a computer, and extensive reading.
Very limited or no exposure to physical risk.
Other duties as assigned.

Professional. Team Player. Positive. Trust.

UNICO Group is committed to the full inclusion of all qualified individuals. In keeping with our commitment, UNICO Group will take steps to ensure that people with disabilities are provided reasonable accommodation. Accordingly, if reasonable accommodation is required to fully participate in the job application or interview process, to perform the essential functions of the position, and/or to receive all other benefits and privileges of employment, please contact Stacey Schafer at sschafer@unicogroup.com.

","hiringOrganization":{"@type":"Organization","name":"Unico Group","sameAs":"https://unicogroup.com/"},"jobLocation":{"@type":"Place","address":{"@type":"PostalAddress","addressLocality":"Lincoln, NE, US","addressCountry":"United States","addressRegion":"North America"}}}},{"@type":"ListItem","position":30,"item":{"@type":"JobPosting","title":"Human Resources Business Partner","datePosted":"2025-08-07","description":"

Summary

In this position you will partner with the business to provide innovative, best practice HR solutions.

This part-time position (3 days per week, 22.8 hours per week), located at Eastwood, is available for 12 months and offers a fantastic opportunity to kick-start your career with Bridgestone.

Our People Commitment

At Bridgestone, we know what matters to our people. That’s why our focus is on creating the conditions for our teammates to feel safe and happy at work.

We’re passionate about growth and development, supporting our people to achieve their career goals with a focus on promoting from within.

We offer flexibility that enhances wellbeing and performance, and the security of working for a trusted global brand.

You’ll join a great team. We take pride in our friendly and supportive community. Together, we are working towards our mission of ‘Serving Society with Superior Quality’.

We believe in creating a workplace where you feel valued for your contributions and inspired to do your best work. Our perks include:

\n
- Competitive total remuneration package, inclusive of market-related base pay.
- Discounts on Bridgestone tyres and servicing for you, your family and friends!
- Financial education, wellbeing support, and a range of employee discounts on private health, cars and car hire, hotels and other retailers.
- Annual paid volunteer leave to give back to a cause that matters to you – now that’s rewarding.
\n

About the Role

As HR Business Partner, you will proactively partner with a dedicated client portfolio who value your contributions. You will deliver strategic HR services, handle daily HR operations and consult on customised human resources solutions to maximise organisational capability. You will uphold the values that drive our operations and shape our culture, reflecting transparency, respect, accountability, collaboration and embracing change.

Key responsibilities include:

Providing sound and timely HR consultancy services to business leaders and nominated business units
Providing high quality advice, guidance and support, including resolution of grievances/complaints, the management of unsatisfactory performance and medical incapacity
Supporting the relevant business unit managers with the Enterprise Agreement negotiation process
Consulting with the relevant business units to implement best practice recruitment and selection processes supporting managers with job advertising, shortlisting, interviewing and pre-employment checks where required.
Assisting business units to develop and execute plans for effective employee utilisation

About you

As an HR generalist, you will have experience consulting across the entire employment lifecycle, including coaching people leaders, managing employee relations, industrial relations (including enterprise agreements) and other people related priorities.

You will be adept at building relationships, along with sound problem-solving and decision-making skills, to deliver a high-quality service to your dedicated client group.

To perform successfully in this role, you will need to demonstrate:

Broad generalist HR / IR experience
An understanding of the application of HR policies and procedures, enterprise agreements and associated legislative requirements
The ability to develop productive working relationships with client groups
Tact and discretion when dealing with people and confidential information
Sound planning, organisational, analytical and decision making skills
Good oral and written communication skills with a focus on the provision of high-level customer service
Proficiency in the Microsoft Office Suite of products
The ability to maintain a high degree of accuracy and adhere to deadlines

A degree qualification in Human Resources or Psychology is desirable.

If you would like to join a great team and support an approachable and open client group, apply now!

About us

We are proud to be a leader in tyre and mobility solutions, offering premium products and services that keep individuals, businesses, and industries moving. We meet the needs of customers wherever they are, with operations spanning company-owned stores, franchise partners, and mobile servicing solutions, with a team of more than 2000 passionate individuals across Australia and New Zealand.

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The full-time starting salary is normally £44,131.00 per annum, with progression available in post to £51,182.00 per annum. This role also carries a 10% market supplement.

Grade: G

Permanent, full-time role

We’re looking for a proactive HR Business Partner to join our team and deliver expert guidance to managers and staff in a diverse, fast-paced university setting. As a key member of our HR team, you’ll provide professional, first-line HR advice and support, ensuring best practice in all aspects of employee relations and people management. You’ll work closely with managers to enable confident decision-making and help drive a culture of high performance, engagement, and continuous improvement.

You’ll be a confident HR professional with the ability to balance strategic thinking with hands-on delivery. You will be educated to degree or equivalent and be an Associate Membership of the CIPD (Assoc. CIPD). You will have experience providing proactive HR advice across a diverse workforce with a solid background in managing employee relations casework. You will have knowledge of and experience in HR databases and systems, including strong IT proficiency (Excel, MS Office, HRIS), and experience designing and implementing HR policies and delivering training interventions. You will also possess a deep understanding of employment law and effective people management practices

You will join a collaborative and supportive working environment where your expertise will help shape how we support our people. We offer a generous pension and annual leave provision (40 days including statutory holidays), family-friendly policies and state-of-the-art campus facilities. We also operate a hybrid working model that allows staff to combine on-site and remote working where appropriate, dependent on work duties.

Informal queries in relation to this opportunity are very welcome, and should be directed to Annabel Roberts, Employee Relations Manager at annabel.roberts@bcu.ac.uk.

The selection process will include an interview and a work-related exercise element, and full details will be provided to shortlisted candidates in advance.

Interviews for this role will take place on the 4th of September 2025.

Please click the below link to download the Job Description:

Job Description

The appointed candidate will normally be employed through our subsidiary company BCU Support Services Limited, a wholly owned subsidiary of Birmingham City University. Appointees with prior LGPS membership who wish to enter the LGPS scheme will be able to do so and will be employed by Birmingham City University directly.

At the heart of our Strategy for 2030 and Beyond, it is our mission to enable our students to transform their lives and to achieve their potential. Through our education and research, and the roles our graduates go on to play in the world, we not only support individuals to transform their lives, but we also play a part in transforming society.

Located in the centre of the UK’s second city, we are a university with a long heritage of innovation and of making, dating back to our origins in 1843 when we were founded as the Birmingham Government School of Design.

Our heritage of making through innovation and its application through knowledge exchange, and of creative research and practice, today finds it expression in our STEAM agenda, in our research and enterprise, and in our commitment to challenge-based learning. Working across disciplines, and delivering impactful research and enterprise, interdisciplinarity is at the heart of the continuing transformation of our academic portfolio.

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Human Resources Business Partner

Location: New York City, NY (On-site)
Department: Human Resources
Reports to: Director, Human Resources
Employment Type: Full-Time, Exempt
Travel Requirement: Up to 10%

At Petfolk, we’re transforming the future of pet care—one happy team member at a time. Our people are at the heart of what we do, and we’re looking for an HR Business Partner who knows how to support, empower, and scale an engaged and high-performing team.

This is not your typical corporate HR role. You’ll be hands-on in everything from employee relations to onboarding, data integrity, and compliance. You’ll help build and streamline our people operations so that Petfolk can keep growing—without ever losing our human (and pet-friendly) touch.

What You’ll Do

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Be the welcoming committee: Own and coordinate the onboarding experience—from background checks to system setup to making sure Day 1 feels like Day Wow.
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Keep it clean and compliant: Maintain accurate employee data in our HRIS (Rippling), manage leaves of absence, and support workers’ compensation and OSHA reporting.
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Support managers (and keep things human): Be a trusted advisor for performance conversations, employee relations, and people coaching.
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Drive performance: Coordinate our performance review cycles and support feedback culture.
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Listen and act: Launch and analyze engagement and pulse surveys, spot trends, and help managers create action plans that stick.
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Dot the I’s, cross the T’s: Respond to unemployment claims, prep compliance reports, and support audits with precision and professionalism.
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Build the playbook: Maintain up-to-date SOPs and help us continuously improve HR workflows as we grow.
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What We’re Looking For

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5+ years of progressive HR experience with strong employee relations and HRIS knowledge
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Bachelor’s degree in HR, Business, Psychology, or related field
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PHR, SHRM-CP, or similar HR certification (strongly preferred)
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Experience in a high-growth or multi-location company (bonus if it’s in pet care, healthcare, or hospitality)
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Deep understanding of employment law, compliance, and best practices
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High EQ, strong communication skills, and the confidence to advise leaders at all levels
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A proactive mindset, love for process improvement, and a soft spot for spreadsheets and systems
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Comfort with using (and championing) new tools, including AI, to streamline and elevate people operations
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Location & Travel

This is a full-time, on-site role based in New York City with occasional travel (up to 10%) to our HQ and Pet Care Centers.

Why Petfolk?

We're on a mission to reimagine the pet care experience—for pets, their parents, and the people who care for them. When you join our team, you're not just doing a job—you’re helping build something meaningful.

Compensation & Benefits:
-The base salary range for this role is $90,000 – $115,000, depending on experience and qualifications. In addition, we offer a comprehensive benefits package.

This job description in no way states or implies that these are the only duties to be performed by the employee filling this position. The employee will be required to follow any other job-related instructions and to perform any other job-related duties requested by management. Management has the right to add to, revise, or delete information in this job description. Reasonable accommodation will be made to enable qualified individuals with disabilities to perform the essential functions of this position.

This document does not create an employment contract, implied or otherwise, other than an “at will” employment relationship.

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PetFolk is an equal-opportunity employer. It is the company's policy to prohibit discrimination and harassment of any type and to afford equal employment opportunities to employees and applicants without regard to race, color, religion, sex, national origin, age, disability, genetic information, gender identity or expression, or veteran status.

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Company Description

Adtalem Global Education is a national leader in post-secondary education and leading provider of professional talent to the healthcare industry. Adtalem educates and empowers students with the knowledge and skills to become leaders in their communities and make a lasting impact on public health, well-being and beyond. Through equitable access to education, environments that nurture student success, and a focus on expanding and diversifying the talent pipeline in healthcare, Adtalem is building a brighter future for communities and the world.
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\nAdtalem is the parent organization of American University of the Caribbean School of Medicine, Chamberlain University, Ross University School of Medicine, Ross University School of Veterinary Medicine and Walden University.
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\nWe operate on a hybrid schedule with four in-office days per week (Monday–Thursday). This approach enhances creativity, innovation, communication, and relationship-building, fostering a dynamic and collaborative work environment.
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\nVisit Adtalem.com for more information and follow us on LinkedIn and Instagram.

Job Description

This role assists in executing the people management agenda for their assigned institution/business though the implementation of annual HR processes and driving organizational change. Working in close collaboration with the Senior Strategic HR leader, he/she will be a key contributor on both a strategic and operational level, serving as a partner to the business team.  He/she will collaborate with Home Office HR Centers of Excellence to execute on a wide range of HR initiatives and will bring innovation to current HR processes through the use of technology and process improvement. This role will lead major change initiatives, coordinating support from critical HR Shared Services or COEs.  The incumbent is results-oriented and a skilled and transparent communicator, collaborator, and team player.  Excellent problem-solving, interpersonal and influencing skills are essential for success.

Implements a variety of HR strategies that are practical, measurable, and tightly linked to the organizational goals.
Serves as a partner to institutional HR/business leadership, identifying and executing a variety of organizational effectiveness and change interventions to maximize performance within the institution.
Utilizes a variety of HR metrics to assess the state of the workforce and the effectiveness of management practices; collaborates with Senior HR leadership to develop recommendations to address emerging issues.
Evaluates organization health and engagement survey results, consults with the management team and recommends strategies for addressing vulnerable populations.
Partners with the HR Centers of Excellence (talent management, talent acquisition, colleague relations and total rewards) to execute major enterprise processes on behalf of the business.
Drives the semi-annual performance management, talent planning and total rewards process.  Ensures performance evaluation results are calibrated, differentiated and reflective of the institution’s performance and that talent planning efforts drive a differentiated investment in colleague development.
Partners with Talent Acquisition to work with managers on development of job descriptions, talent assessment and selection and including the leveling of new roles.
Partners with Total Rewards to provide compensation guidance to business leaders.
Brings an innovative approach to current HR practices using data and analytics, AI tools, technology and process improvement.
Stays abreast of best practices and innovation in HR.
Serves as a trusted advisor to the institution’s leadership on HR-related matters.
Performs other duties as assigned.
Complies with all policies and standards.

Qualifications

Bachelor's Degree Required.
Master's Degree Preferred.
Five (5) plus years of broad-based HR experience required with exposure to multiple functional areas within HR.
Experience with HR systems.
Demonstrated ability to work effectively in a complex, matrix organization.
Gets results; uses metrics effectively to evaluate people-related programs and drive improvement
Possesses the influencing skills required to build commitment and persuade others to take appropriate action.
Builds trust and effective working relationships easily across a broad range of people and organizations.
Strong technical and analytical skills.
Strong facilitation and training skills.
Excellent problem-solving skills and the ability to develop win/win solutions.
Demonstrated mastery of employment law through professional certification (such as SPHR) or experience/training on the job.
Has a track record of confronting difficult HR issues and developing specific action plans to address them.
Independently driven and results oriented.

Additional Information

In support of the pay transparency laws enacted across the country, the expected salary range for this position is between $120,000.00 and $160,000.00. Actual pay will be adjusted based on job-related factors permitted by law, such as experience and training; geographic location; licensure and certifications; market factors; departmental budgets; and responsibility. Our Talent Acquisition Team will be happy to answer any questions you may have, and we look forward to learning more about your salary requirements. The position qualifies for the below benefits.
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\nAdtalem offers a robust suite of benefits including:

Health, dental, vision, life and disability insurance
401k Retirement Program + 6% employer match
Participation in Adtalem’s Flexible Time Off (FTO) Policy
12 Paid Holidays
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\nFor more information related to our benefits please visit: https://careers.adtalem.com/benefits.
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\nYou are also eligible to participate in an annual incentive program, subject to the rules governing the program, whereby an award, if any, depends on various factors, including, without limitation, individual and organizational performance.

Equal Opportunity – Minority / Female / Disability / V / Gender Identity / Sexual Orientation

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Primarily provides employee relations support and recruiting support to corporate managers. May also provide support for employee benefits, safety, workers' compensation, etc. Handles various HR-related projects as assigned by HR Manager or VP of HR.

Required Skills:

Uses expertise and good judgment to provide advice and counsel to managers, supervisors and employees as to Human Resources policies and procedures and employee relations issues; maintains consistent, favorable and effective relations among employees; accountable for motivating and coaching supervisors and managers to ensure consistent, equal, and fair treatment of their employees.
Acts as primary contact for training and development, including identifying and delivering and/or coordinating training solutions; coordinates training calendars for new managers.
Assists in developing and communicating new HR policies, procedures and initiatives.
Provides secondary support for benefits (health insurance, dental insurance, life insurance, 401(k), etc.); e.g. answering basic benefits-related questions, facilitating benefit roll-out meetings, etc.
Must remain up-to-date on employment law and labor relations trends, developments and changes in law or interpretations of the law and understand how they apply to the organization; communicate any deviation in organizational practice from what is required by law and recommend corrective action if needed.
Maintain communication with the Human Resources Manager as well as with the Human Resources staff as needed on current activities, issues, etc.; write and distribute a weekly activity report.
Administer the performance appraisal process.
Assist with the development of employee retention programs.
Must be regarded by the functional managers/supervisors as a qualified consultant in Human Resources procedures.
Must be regarded by employees as someone who can help them solve problems within the division's work structure and who can find answers to their employment-related questions.
Takes on other tasks and projects as assigned by HR Manager and/or VP of HR, e.g. turnover report; researching and reporting on employment law or other HR-related topics; coordinating Years of Service awards, etc.; Miscellaneous HR administrative functions; e.g. invoice reconciliation and approval, leave administration, etc.

Physical Activities Required to Perform Essential Functions:

Must possess mobility to work in a standard office setting
Ability to use standard office equipment, including a computer
Ability to attend meetings at various sites within and away from the Admin office
Vision to read printed materials and a computer screen
Hearing and speech to communicate in person and over the telephone

PLEASE NOTE: The above statements are intended to describe the general nature and level of work being performed by people assigned to this job. They are not intended to be an exhaustive list of all responsibilities, duties and skills required.

All U.S. applicants must be 18 years of age or older and all Canada applicants must be 16 years of age or older.

Radius Recycling participates in e-verify for all U.S. new hires.

An offer of U.S. employment by Radius Recycling or any of its subsidiaries is contingent on the satisfactory completion of a post-offer drug screen and background check.

All new hires must review and sign an Arbitration Agreement. This applies to all U.S. non-union employees.

As an Equal Opportunity Employer, Radius Recycling does not discriminate on the basis of race, religion, color, sex, marital status, disability status, national origin or ancestry, veteran status, age, prior industrial injury, sexual orientation, genetic information, or any other protected status under local, state or federal law.

","hiringOrganization":{"@type":"Organization","name":"Radius Recycling","sameAs":"https://radiusrecycling.com/"},"jobLocation":{"@type":"Place","address":{"@type":"PostalAddress","addressLocality":"McMinnville, Oregon, United States","addressCountry":"United States","addressRegion":"North America"}}}},{"@type":"ListItem","position":35,"item":{"@type":"JobPosting","title":"Human Resources Business Partner","datePosted":"2025-08-09","description":"

Description

WHO IS YFA?

We tackle some of the world's toughest problems. Our employees are an incredible group of compassionate, committed individuals, drawn by the opportunity to make a difference. Year over year, our employees report they are proud to work here and are willing to go above and beyond in service of our mission to create a safe, nurturing environment for children.

Youth and Family Advocates (YFA) was founded in 1970. Our purpose and role are to serve children and families in crisis, providing programs that encourage healing, restoration, and success for those we serve. This is why “Family” is our middle name! Our hardworking 350+ team members work in partnership with communities and families, providing a full range of services across the state of Florida.

No matter the role, we believe every team member at YFA has a critical role in supporting our children and our communities and we constantly strive to ensure a positive, purpose-driven, dynamic work environment for you to learn, grow and meet your fullest potential.

Put your talents to use in a culture of care where you can make the world a better place.

Job Overview:

Seeking an experienced Human Resources professional to join YFA's dynamic HR team. The ideal candidate will play a crucial role in managing various day-to-day HR functions, such as Leave of Absence (LOA) management, compliance, employee relations, and benefits. This role requires a detail-oriented professional with strong time-management skills and an in-depth understanding of HR policies and procedures.

Employee Relations

Partner with Program Directors and provide assistance with administering Corrective Action Performance (CAPs) notices and Performance Improvement Plans (PIPs) effectively
Deliver CAPs onsite in conjunction with the Program Director and/or Assistant Program Director
Follow up with the program to ensure documentation, training, and support are provided to the employee related to the CAP
Oversee the onboarding process to ensure that candidates are moving through the hiring process timely and efficiently
Conducting investigations regarding employee grievances, harassment, and other types of investigations

Leave of Absence Management

Facilitate Workers' Compensation claims. Identifying methods to reduce claims and safety
Manage the FMLA process, administering approval for leave and evaluating restrictions
Administer and track personal leaves of absences, ensuring timely return to work schedules
Oversee paid and unpaid administration leave following DCF/DJJ and agency practices
Point of contact for bereavement leave, jury duty, donated leave, and all other types of LOA requests

Compliance and Other Duties as Assigned

POC for EEOC, Affirmative, ACHA compliance, Claims, Employment Law, and Reporting
Assists the Human Resources Director with review and updating of HR policies, to include an annual review of the employee handbook
POC for benefits administration during Open Enrollment, processing disability claims, Qualifying Life Events (QLE), and other benefit matters.
Support the daily functions of the HR Department.
Manage resources and forms related to compliance on the HR page of YFA's intranet site
Conducts other duties as assigned by immediate supervisor or management

Location: 7524 Plathe Rd, New Port Richey, FL 34653

Schedule: Hybrid schedule with 3 office days and 2 remote days upon completing introductory period

Requirements

WHAT YOU NEED:

The ideal candidate will have a strong HR Generalist background, knowledge of HR employment laws and best practices, ensure compliance, follow agency and external standards, and oversee various HR functions and projects.

Education and Experience:

Bachelor's degree in Human Resources, Business Administration, or related field (required)
3+ years direct experience in Human Resources as HRBP or advanced HR Generalist (required)
3+ years of supervisory experience (required)
HR certificate, SHRM-CP, SHRM-SCP, PHR, HRCI (required)

Physical Requirements: Ability to lift 30 pounds, bend, stand and sit for extended periods of time. Travel on a local and regional basis required. Up to 20% travel, visiting all YFA site locations.

WHAT’S IN IT FOR YOU? At YFA, we are as dedicated to our team members as we are to our mission! YFA provides:

13 Days of PTO, Incrementally Increasing Annually
13 Paid Holidays
5 Days Parental Leave
Medical, Dental, and Vision Insurance
Short-Term Disability and Long-Term Disability
Supplemental Accident, Critical Illness, and Hospital Indemnity Insurance
Employer Paid Life Insurance
Legal Services
ID Monitoring
Pet Insurance
Employee Assistance Program
Tuition Reimbursement
Immediate eligibility for 403b Savings Plan with match after 12 months
Continuous training and professional development opportunities

And of course, an opportunity to make the world a better place!

Youth and Family Advocates is committed to fostering a trauma informed workplace culture, to include a commitment to ensuring that employees interact with children, families, and each other in ways that promote healing, resiliency, and responsiveness to the impact of trauma in the lives of individuals.

Youth and Family Advocates is an equal opportunity employer and is committed to providing equal employment opportunities to all individuals regardless of race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, genetic information, or any other characteristic protected by federal, state, or local laws. We adhere to the principles of affirmative action and strictly prohibit any form of discrimination or harassment based on these protected characteristics.

Youth and Family Advocates comply with applicable federal, state, and local laws governing nondiscrimination in employment. This commitment extends to all aspects of employment, including recruitment, selection, promotion, transfer, training, working conditions, compensation, benefits, and other privileges of employment.

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When joining Elevations, you can expect to work for a company with:

A leadership team that strives to make this the best place you’ve ever worked!
A focus on supporting our employees’ mental, physical, and financial well-being
A commitment to diversity, equity, and inclusion recognized by the Denver Business Journal and Colorado Association of Realtors
A highly engaged workforce devoted to innovation, continuous improvement, and collaboration
A reputation for excellence, as evidenced by being a two-time recipient of the Malcolm Baldrige National Quality Award
A passion for consistently providing amazing experiences and creating raving fans

If you join our team, here are some of the perks you can expect:

A competitive total rewards package with 4 weeks paid time off for full-time employees, work anniversary paid time off, paid volunteer time off, and 12 paid holidays
Comprehensive medical, dental, and vision plans with employer contributions to supercharge your Health Savings Account
Up to a 4% match on 401(k) contributions
Up to twelve weeks of fully paid parental leave
An extensive Employee Assistance Program that provides personalized care options for your whole household
Ample opportunity to learn, develop and grow with access to LinkedIn Learning, career and leadership development programs, job shadowing, a mentor program, and tuition reimbursement up to $5,250/year

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Location:

Hybrid:

Elevations Credit Union- Broomfield Basecamp

Employees who are able to perform the essential functions of their jobs away from an Elevations location may do so with the expectation that they are onsite at least fifty percent of the time over a two-week pay period.

Summary/Objective:

The HR Business Partner (HRBP) position is responsible for aligning business objectives with employees and leaders in designated business units. The position serves as a partner to leadership on human resource-related issues, assesses and anticipates HR-related needs, communicates proactively, and seeks to develop integrated solutions. The HRBP formulates partnerships across the organization to deliver value-added service to leaders and employees that reflect the business objectives of the organization.

Essential Functions include:

Utilizes data and analytics to monitor trends and provide insights related to the organizational capability and capacity to achieve business goals.
Provides consultative guidance and coaching to leaders in order to enhance their performance management, conflict resolution and leadership skills.
Partners with employees and leadership to communicate various human resource policies, procedures, laws, standards and government regulations.
Provides input on business unit restructures, workforce planning and succession planning to support the business strategy.
Works closely with leadership and employees to improve work relationships, build morale, and increase productivity and retention. Deploys people programs, strategies and processes within assigned business units.
Supports and facilitates organizational change by seeking and developing ways for the teams to be most effective.
Champions organization’s culture and employee engagement development initiatives.
Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance.

Reports to:

Manager Workforce Strategy

Manages:

This role does not have supervisory responsibility.

Required Skills, Education and Experience:

Bachelor’s degree or equivalent experience
Minimum of 4 years’ HR work experience in the areas of employee relations, total rewards, talent management, talent acquisition, learning or diversity.
Previous experience resolving complex employee relations issues
Ability to maintain an effective level of business literacy about the organization and assigned business units.
Ability to develop and leverage relationships within and across work groups to achieve results.
Ability to use appropriate interpersonal methods to reduce tension or conflict and facilitate agreement.

Preferred Skills, Education, and Experience:

Preferred field of study: Business, Human Resources, or related field
PHR or SHRM-CP certification preferred
Experience in Financial Services or Banking preferred

Work Environment:

Elevations uses multi-factor authentication to keep our data safe. As such, a personal smartphone is a requirement for employment with us. This job operates in an office setting and routinely uses standard office equipment.

Physical Requirements:

All other positions: Sitting frequently, walking occasionally, use of hands frequently, hearing constantly, talking frequently, exerting up to 10 lbs of force occasionally to lift, carry, push, pull, or move objects

Position Type/Expected Hours of Work:

Full time / 40 hours per week

Classification:

Exempt

Compensation Information:

The person hired into this position will likely earn between $85,385.35 and $117,397.38 per year, plus annual bonus.

Actual compensation offered may vary from the posted hiring range based on factors such as relevant experience, time in role, base salary of internal peers, prior performance, business sector, licensure requirements and/or skill level, and will be finalized at the time of offer.

Anticipated Application Window:

This role is anticipated to close within 35 days from the date of posting. However, if the position has not been filled, Elevations may keep the application period open longer.

Other Duties:

Please note this job description is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities that are required of the employee for this job. Duties, responsibilities and activities may change at any time with or without notice.

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About Us: Elevations Credit Union is a member-owned not-for-profit financial institution serving Colorado’s Front Range. Founded in 1952, we’ve grown from 12 members and less than $100 in assets to an institution with 15 branches and more than 170,000 members that manages over $3 billion in assets and is the No. 1 credit union mortgage lender in Colorado. At Elevations, we’ve made a commitment to move away from a product-centered business model and focus instead on creating consumer solutions. Our objective is to provide our members, as well as the entire community, with unbiased consumer information.

EEO Statement: The Credit Union is dedicated to the principles of equal employment opportunity. We prohibit unlawful discrimination against applicants or employees on the basis of age 40 and over, race (including traits historically associated with race, such as hair texture and length, protective hairstyles), sex, sexual orientation, gender identity, gender expression, color, religion, creed, national origin, ancestry, disability, military status, genetic information, marital status, or any other status protected by applicable state or local law.

Candidates for certain positions may be required to submit to a credit history report in determining qualification for employment with Elevations Credit Union. If the position you are applying for requires a credit history report, any information received in such a report will not be the sole factor in making an employment decision. A history of personal financial irresponsibility may be reason for disqualification insofar as it relates to your potential job duties. Elevations Credit Union is aware that occasionally there are extenuating circumstances that may affect an individual's credit history. We comply with the Fair Credit Reporting Act and the Colorado Employment Opportunity Act.

ELEVATIONS CREDIT UNION’S COMMITMENT TO PRIVACY

Your privacy is important to us. When you use this Careers site to apply for a job at Elevations Credit Union (“we” and “us”), we collect your personal information. Examples of personal information collected on the Careers site include your name, contact details, and information you provide for purposes of job applications. We do not sell your personal information to a third party. We may share your information with a third party who is performing a service for us related to job applicants. If you have any questions about this privacy statement, please contact us.

Applicants have rights under Federal Employment Laws

Know Your Rights Poster

Employee Polygraph Protection Act (EPPA)

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Company Description

Job Description

As a member of the leadership team for assigned customer groups consults with clients to develop and implement effective human resource programs, policies and initiatives designed to sustain a positive work environment. Participates as an active and involved partner in the development and execution of client-specific and organizational business plans and strategies. Actively supports human resources departmental objectives by collaborating with other staff, particularly specialists in functional areas of the Department. Acts as the primary point of service contact for the leadership group and employees on interpreting human resource policies, procedures, and practices. Consults with, coaches, and trains leaders on how to achieve operational and strategic objectives consistent with human resource objectives for the organization. May perform recruitment or other related duties at the assigned affiliate hospital.
Develops and executes HR plans and strategies to accomplish business objectives for assigned areas. Ensures that human resource services delivered are value added, effective and consistent with both departmental and organizational business and strategic objectives.
Provides necessary consulting support and takes proactive steps to enhance the growth of a performance-based culture in areas of assigned responsibility. This includes, but is not limited to, providing consultation on performance management issues, fostering a learning environment and influencing leadership on appropriate rewards and recognition functions for their staff.
Acts as the first point of contact for leadership group and employees. Consults with clients on a wide spectrum of HR issues related to guidance on performance management, workforce engagement, total compensation, human resources development and employment. Provides consulting advice and direct service where appropriate on total compensation and other HR specialty issues. Provides counsel on employment law related concerns such as ADA, FMLA, FLSA, Title VII, etc.
Is proactive in identifying workforce engagement opportunities to improve and enhance the environment for the majority workforce and takes initiative in developing and implementing appropriate action plans. Works with assigned clients on complex employee issues (i.e. advocacy concerns, investigations, progressive discipline, harassment or discrimination allegations and workplace violence situations).
Leads in the design, development and implementation of special projects and human resource initiatives, either as initiated by the HRBP or as assigned by the HRBP’s supervisor. These projects could involve organizational development strategies e.g. organizational restructuring or redesign, strategic planning, change management, leadership development, and conflict resolution.

Qualifications

Three years of progressively responsible Human Resource experience, preferably in employee and labor relations, with emphasis on experience in healthcare or other human service organizations.
B.A. or B.S. degree, preferably in Human Resources, Organizational Development or another related discipline is required. Masters degree in Business, H.R. or Organizational Design/Development preferred. Successful candidates should also hold professional certification, either as a PHR (Professional in Human Resources) or SPHR (Senior Professional in Human Resources), or some equivalent certification in a related human resources field preferred.

Additional Information

All your information will be kept confidential according to EEO guidelines.

Compensation:

Pay Range: $40.61-$60.96
Other Compensation (if applicable):
Review the 2025-2026 UMMS Benefits Guide

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Company Description

Job Description

As a member of the leadership team for assigned customer groups consults with clients to develop and implement effective human resource programs, policies and initiatives designed to sustain a positive work environment. Participates as an active and involved partner in the development and execution of client-specific and organizational business plans and strategies. Actively supports human resources departmental objectives by collaborating with other staff, particularly specialists in functional areas of the Department. Acts as the primary point of service contact for the leadership group and employees on interpreting human resource policies, procedures, and practices. Consults with, coaches, and trains leaders on how to achieve operational and strategic objectives consistent with human resource objectives for the organization. May perform recruitment or other related duties at the assigned affiliate hospital.
Develops and executes HR plans and strategies to accomplish business objectives for assigned areas. Ensures that human resource services delivered are value added, effective and consistent with both departmental and organizational business and strategic objectives.
Provides necessary consulting support and takes proactive steps to enhance the growth of a performance-based culture in areas of assigned responsibility. This includes, but is not limited to, providing consultation on performance management issues, fostering a learning environment and influencing leadership on appropriate rewards and recognition functions for their staff.
Acts as the first point of contact for leadership group and employees. Consults with clients on a wide spectrum of HR issues related to guidance on performance management, workforce engagement, total compensation, human resources development and employment. Provides consulting advice and direct service where appropriate on total compensation and other HR specialty issues. Provides counsel on employment law related concerns such as ADA, FMLA, FLSA, Title VII, etc.
Is proactive in identifying workforce engagement opportunities to improve and enhance the environment for the majority workforce and takes initiative in developing and implementing appropriate action plans. Works with assigned clients on complex employee issues (i.e. advocacy concerns, investigations, progressive discipline, harassment or discrimination allegations and workplace violence situations).
Leads in the design, development and implementation of special projects and human resource initiatives, either as initiated by the HRBP or as assigned by the HRBP’s supervisor. These projects could involve organizational development strategies e.g. organizational restructuring or redesign, strategic planning, change management, leadership development, and conflict resolution.

Qualifications

Three years of progressively responsible Human Resource experience, preferably in employee and labor relations, with emphasis on experience in healthcare or other human service organizations.
B.A. or B.S. degree, preferably in Human Resources, Organizational Development or another related discipline is required. Masters degree in Business, H.R. or Organizational Design/Development preferred. Successful candidates should also hold professional certification, either as a PHR (Professional in Human Resources) or SPHR (Senior Professional in Human Resources), or some equivalent certification in a related human resources field preferred.

Additional Information

All your information will be kept confidential according to EEO guidelines.

Compensation:

Pay Range: $40.61-$60.96

Other Compensation (if applicable):

Review the 2025-2026 UMMS Benefits Guide

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Company Description

Newhaul is a fast-growing, values-driven transport and logistics business supporting the mining sector across Western Australia. With operations spanning Geraldton, Cue, Mullewa and Perth, we’re known for our commitment to safety, simplicity, and doing things differently. As we continue to expand, we’re building a team that’s hands-on, high-performing, and passionate about delivering real results.

From our world first driving simulator, operational dashboards and processes, digitising our workshop and leveraging AI with a deep understanding of our data, we are constantly inspiring excellence.

Job Description

We are seeking an experienced HR Business Partner or Senior People Advisor to join our Geraldton team, providing HR support across our Roads and Port business units. This is a hands-on role for a disciplined professional who thrives in an operational environment. You will address complex industrial relations matters with confidence, coach leaders to strengthen capability, and drive results while fostering a culture of accountability, high performance, and operational excellence. In addition, you will partner closely with our operational leaders through this significant growth phase, ensuring all people-related priorities are managed effectively and nothing falls through the cracks.

Qualifications

Degree in Human Resources, Business, or a related field (preferable).
Minimum 5 years’ experience as an HR Business Partner or stepping into a new Senior HRBP role.
Experience in mining, logistics, transport, or heavy industry (essential).
Strong industrial relations and employee relations capability, including previous experience with EBA negotiations.
Proven track record in leadership coaching and building management capability.
High resilience, strong commercial acumen, and a decisive, “gets it done” mindset.

Additional Information

To Apply
\nNewhaul believes in the power of a diverse work environment. We are fully committed to building and maintaining an inclusive culture so encourage applications from people of all backgrounds.

As part of the hiring process, you will be required to complete a pre-employment medical assessment as well as a Predictive Index Questionnaire – that’s how committed we are to supporting our people & ensuring we maintain the strong work culture we have created!

So, if you’re ready to keep your career moving, just like our assets, and be part of an industry changing organisation, click the apply button today. Let’s move forward together!

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Description

CIVIC CULTURE

Our organization believes we can all do well by doing good. We value the contributions of diverse minds and prioritize the success and well-being of our employees. We also believe every person in our organization plays a role in supporting a healthy environment and helping to achieve our goal of prosperity for all. To this end, we recruit bright, energetic, and talented people to be members of our team. In return, we offer a dynamic workplace that presents opportunities for professional advancement and individual growth. We strive to always display integrity, self-awareness, courage, and respect for one another while continuing to seek opportunities to learn. We really believe that when our employees succeed, our community wins.

ABOUT THE POSITION

The Human Resources Business Partner plays a critical role in supporting the full-cycle employee experience and day-to-day human resources operations. This individual will have knowledge of state and federal laws, rules, regulations, and procedures affecting the practice and administration of human resources policies and programs. The Human Resources Business Partner will work collaboratively with HR management to plan, organize, and administer human resources activities that support business goals and objectives.

NORMAL DAY-TO-DAY WORK

Provide support to employees in the areas of recruitment, onboarding, performance development, compensation, benefits, staff engagement, and employee relations.
Partner with organization leaders to provide staffing and recruiting support. Continually evaluate team structure and job design while being mindful of headcount forecasting and organizational goals. Identify and implement tactics to select and maintain a diverse workforce.
Administer employee benefit programs by providing support during open enrollment, life events, and troubleshooting employee benefit questions and concerns.
Support annual performance management program and merit process. Strengthen formal and informal performance review processes throughout the organization.
Maintain a strong pulse on employee climate due to issues or trends, while seeing opportunities for improvement. Recommend new approaches, policies and procedures for continual improvements in departmental efficiency and provided services.
Identify and address critical organizational and people issues. Work with management to remove barriers impeding the success of the business. Deliver short-term solutions, while also solving for long-term problems by addressing immediate challenges and underlying issues.
Communicate on behalf of HR to the organization, ensuring a tailored style based on the audience.
Mentor HR Coordinators and lead specialized projects as needed. Serve as a strategic partner to HR leadership in evaluating success of current initiatives and recommending methods to drive change for organizational success.
Assist with employee engagement activities and various HR initiatives that support organizational goals and promote Civic’s culture.
Take ownership for actions, decisions, and results; openly accept feedback and demonstrate both the willingness and ability to improve.

JOB QUALIFICATIONS

Here are a few skills you MUST have to be qualified for this position.

Minimum 4 – 6 years’ experience in Human Resources.
Proficient in MS Office Suite and knowledge of HRMS systems.
Familiar with standard Human Resources concepts, practices and procedures.
Must maintain a high degree of confidentiality. Ability to function in a Consumer business office environment and utilize standard office equipment including but not limited to: PC, copier, telephone, etc.
Ability to lift a minimum of 25 lbs. (file boxes, computer).
Travel required on occasion.

Here are a few qualities we’d LIKE for you to have to make you more suited for this position.

Bachelor’s degree preferred.
PHR and/or SHRM-CP preferred.
Strong customer service skills.
Strong initiative and ability to multi task.
Strong verbal and written communication skills.

CONTACT US

If you have questions about this position description, please feel welcome to ask. You can reach our HR Department at:

Civic Human Resources

3600 Wake Forest Road, Raleigh, NC 27609

careers@civicfcu.org

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Description

At Beck Suppliers, our culture is our priority, and we’re looking for someone who shares that mindset. We’re a 100% employee-owned company with multiple business units, including convenience stores, fuel distribution, and car washes. As an employee-owner, the company's success is your success!

We’re hiring a Human Resources Business Partner who can see the big picture while excelling at the details. In this hybrid Generalist/HRBP role, you’ll partner with leaders to strengthen our culture, coach managers, and use workforce data to drive smart, people-first decisions. You’ll play a hands-on role in the full employee lifecycle, from recruiting and onboarding to creating engagement, managing benefits, performance coaching, and developing leaders.

If you’re collaborative, have a people-first mindset, and are ready to make a real impact, we’d love to meet you. Apply today and help shape the future of Beck Suppliers.

Requirements

Job Summary/Purpose

The Human Resources Business Partner is a hybrid role that combines hands-on HR Generalist responsibilities with an HRBP approach to working closely with managers on day-to-day people needs and longer-term workforce effectiveness. This position supports a full range of HR functions across the employee lifecycle, including recruitment, onboarding, employee engagement, benefits administration, employee relations, performance management, learning and development, and offboarding, while ensuring compliance and consistency in HR practices.

A key aspect of this role is advising and coaching people leaders on HR matters, fostering accountability, alignment with company values, and a strong, people-first culture. This role provides hands-on support to managers and employees, ensuring consistency in HR practices and alignment with company values and policies.

The ability to interpret and apply workforce data is essential to ensure this role supports Beck Suppliers’ priorities around culture, brand, and data-informed decision making.

Key Responsibilities

Work Across the Employee Lifecycle

· Support all phases of the employee experience: Attract ? Hire ? Onboard ? Engage ? Perform ? Develop ? Depart

· Promote consistency, fairness, and alignment with company values and cultural expectations throughout the lifecycle

· Model Beck Suppliers/FriendShip Values in all interactions and serve as a role model for the culture HR is helping to build and sustain

· Actively contribute to a collaborative HR team culture by sharing knowledge, supporting peers, and aligning on priorities

Talent Acquisition & Onboarding

· Lead full-cycle recruiting for assigned roles, including requisition intake, sourcing, interviewing, and extending offers

· Advise hiring managers on role definition, interview strategies, and candidate selection

· Coordinate and deliver onboarding activities to ensure a smooth and engaging new hire experience

Performance & Development

· Coach managers on performance planning, feedback, documentation, and improvement strategies

· Guide development planning and help leaders identify opportunities for employee growth

· Support execution of learning initiatives and reinforce accountability for follow-through

Benefits & Total Rewards

· Administer employee benefits programs including health, wellness, leave, and 401(k)

· Serve as a point of contact for employee benefit questions and vendor coordination

· Ensure accuracy and compliance in benefits processing, enrollment, and deductions

Employee Relations & Compliance

· Provide guidance to managers on employee concerns, disciplinary action, and workplace issues

· Conduct or support workplace investigations with fairness, discretion, and consistency

· Ensure HR policies and practices are compliant with employment laws and regulatory standards

HR Operations & Projects

· Maintain accurate and timely HRIS records and employee documentation

· Interpret and apply HR data and metrics (e.g., turnover, hiring trends, retention, performance) to support decisions and recommend improvements

· Collaborate with the analytics team to understand and apply reports that inform workforce strategy, engagement, and compliance

· Contribute to HR process improvements and participate in cross-functional projects

Support administrative needs such as scheduling, reporting, and file audits

Skills & Qualifications

Required:

· Bachelor’s degree in Human Resources or related field

· Minimum of three years in a broad HR role (generalist or business partner)

· Strong interpersonal and communication skills, with the ability to build relationships and influence at all levels

· Working knowledge of employment law and HR best practices

· Experience using Paylocity or similar HRIS systems and applicant tracking tools

· Ability to manage multiple priorities with a high level of discretion and attention to detail

· Comfort working with data to identify trends, surface insights, and support decision-making

· Familiarity with Microsoft suite including Outlook, Word, PowerPoint, and Excel

Preferred:

· Strong facilitation skills and experience leading interactive training sessions for people managers

· Experience developing and delivering engaging training or learning experiences

· Exposure to employee engagement work and experience contributing to a strong organizational culture

· SHRM-CP or similar certification

Physical Demands and Environmental Condition

This position requires the ability to perform a range of physical tasks in varied environments. Physical demands include:

Frequent:

· Prolonged periods of sitting at a desk and working on a computer

· Sitting, talking, hearing, use of hands and fingers

Occasional:

· Standing, walking, driving, lifting, and carrying up to 15 lbs., pushing and pulling, use of hand and foot controls, stooping, forward bending, reaching

Travel Requirements and Work Schedule

· Occasional travel to FriendShip Kitchen locations is required, primarily within the workday; occasional overnight travel may be necessary

· Standard schedule is Monday through Friday, working full-time, exempt hours

We offer a competitive benefits package including our Employee Stock Ownership Plan, profit-sharing, 401(k), paid time off, and health insurance.

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Description

AGENCY OVERVIEW:

Jewish Family and Children's Services (JFCS) has served the San Francisco Bay Area for 175 years. We offer world-class services to support individuals and families across all stages of life, including adoption, mental health, senior care, disability services, financial assistance, Holocaust education, and youth development. Our mission and work are rooted in Jewish values, and we serve people of all faiths and backgrounds.

Rhoda Goldman Plaza (RGP) is an assisted living and memory care community, built on a foundation of not-for-profit values and Jewish principles. As part of Jewish Family and Children Services, the organization is proud of creating a comfortable and stimulating environment for residents, through chef-prepared cuisine, cultural activities, and programs.

POSITION SUMMARY:

JFCS is seeking a skilled and dedicated Human Resources Business Partner (HRBP) to support our Rhoda Goldman Plaza (RGP) community, a division of JFCS. In this critical role, The HRBP will align JFCS’ people strategy with its business objectives by providing hands-on HR guidance, employee relations support, and strategic partnership to the RGP leadership team.

You’ll join a collaborative HR team and play a key role in shaping the employee experience at one of the Bay Area’s leading assisted living communities, operated by one of the region’s most respected social service organizations.

Reporting to the Sr. Director of Human Resources and working closely with the RGP Community Director, the HRBP – RGP serves as a trusted advisor on HR policies, practices, and compliance. This confidential role requires a high level of discretion and professionalism while fostering a positive, engaged, and people-centered workplace.

COMPENSATION AND BENEFITS:

Salary Range: $90,000-$105,000 (depending on experience)
Employment Type: full-time, exempt position with benefits
Employer 403(b) retirement match plus additional employer contribution (subject to eligibility)
Cafeteria benefits plan that lets you customize coverage to fit your needs, with options like health insurance, FSAs, retirement plans, and wellness programs
16 holidays (10 federal and up to 6 Jewish holidays), annually
3 weeks of vacation and 2 weeks of sick leave, annually

ESSENTIAL DUTIES AND RESPONSIBILITIES:

Serve as a primary point of contact for employee inquiries and employee relations support; address concerns proactively and escalate complex issues to leadership as needed
Support all aspects of the employee lifecycle, including performance management, goal setting, evaluations, and development planning
Collaborate with the Sr. Director of HR on strategic planning, workforce development, and organizational change initiatives
Coordinate onboarding with HR Operations and support benefits administration with the HR Generalist, including open enrollment and benefit communications
Administer leaves of absence and oversee Workers’ Compensation and Injury & Illness Prevention Program (IIPP), ensuring compliance and coordination with Payroll, HR, and AbsencePro
Manage and validate HRIS data (Paylocity); monitor compliance requirements, track employee credentials, and support audit readiness
Analyze HR metrics and prepare regular reports to inform leadership decisions and drive organizational improvements
Contribute to policy and handbook reviews, maintain knowledge of employment laws, and ensure accurate completion of state, federal, and local employment reports
Process and audit HR-related invoices to support budget tracking and financial stewardship
Foster a culture of professionalism, confidentiality, and collaboration across departments to support a positive and coordinated work environment

JOB QUALIFICATIONS:

Bachelor’s degree in HR or related field; PHR or SHRM-CP highly preferred
4+ years of HR experience, with demonstrated knowledge in employee relations, benefits, leave and disability management, timekeeping, and compliance
Previous experience in an RCFE setting strongly preferred
Strong understanding of federal, state, and local employment laws; able to mitigate risk and ensure organizational compliance
Strong analytical, organizational, and problem-solving skills; able to manage multiple priorities and deadlines independently
High degree of reliability, professionalism, and discretion
Excellent attention to detail, communication, organization, and problem-solving skills
A commitment to service, equity, and excellence in support of JFCS’s mission

All qualified applicants are encouraged to apply, including minorities, women, veterans, and disabled individuals. Qualified applicants with arrest and/or conviction records will be considered for employment in a manner consistent with Federal, state and local laws, including but not limited to the San Francisco Fair Chance Ordinance. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, sexual orientation, gender identity, protected veteran, or disability status. JFCS is an Equal Opportunity Employer.

","hiringOrganization":{"@type":"Organization","name":"Jewish Family and Children's Services","sameAs":"https://www.jfcs.org/"},"jobLocation":{"@type":"Place","address":{"@type":"PostalAddress","addressLocality":"San Francisco, CA, US","addressCountry":"United States","addressRegion":"North America"}}}},{"@type":"ListItem","position":43,"item":{"@type":"JobPosting","title":"Human Resources Business Partner","datePosted":"2025-08-11","description":"

CPI Security is looking to hire a Human Resources Business Partner (HRBP) to serve our team based in Charlotte, North Carolina. CPI Security was founded in 1991 on an entrepreneurial spirit and a passion for helping and protecting others. What started as a company of 10 employees and 300 customers has grown into one of the nation’s top 10 largest security providers with over 750 employees. Over the years, CPI has received many awards for excellence, such as twice-awarded SDM Dealer of the Year, Central Station of the Year, and the Marvel Award. The company leads the industry in alarm response times, is consistently ranked in the top 10 of electronic security businesses and is widely known as North Carolina and South Carolina’s Top 25 Best Places to Work.

Position Summary:

The Human Resources Business Partner (HRBP) will take ownership of supporting our human resources functions in areas such as onboarding, engagement, reporting, employee relations and development, and performance management (along with typical HR day to day duties). You will be a trusted advisor and consultant as you work closely with cross-functional teams , aligning HR practices with business needs and serve as a key partner in the growth and success of the organization. This role will report to the HR Operations Director and work closely with other business functions to ensure that HR processes are efficient, effective, and compliant with all applicable best practices, laws, and regulations.

Key Details Of The Job:

HR Focused:

Manage the incoming business requests through partnership with department leaders, providing timely and interactive responses to questions, needs and facilitate coordination with applicable business partners.
Assist in the development and maintenance of HR reports, dashboards, and scorecards to support the business in data-driven decision-making.
Utilize the HRIS to ensure the accuracy and completeness of HR data, identifying and resolving data issues as they occur with escalation as needed.
Understand ever-changing HR regulations and requirements related to employment and HR data, to ensure that employment actions are in compliance, making recommendations as appropriate.

Strategic Partnership:

Responsible for monthly, quarterly, and annual department communications, documentation, and events including but not limited to Monthly Recognitions, leadership meetings, and Open Enrollment.
Partner with leaders in driving a culture of employee engagement through event planning, execution, and soliciting feedback.
Prepare and present HR analytics in an easy-to-understand manner, helping business leaders see the bottom line impact of decisions and trajectories.
Provide guidance and support to HR business partners and other HR functions on data, policy, system and/or reporting needs.

Talent Management & Development:

Partner with business leaders to identify goals and pathways to provide assistance tying concrete results to visionary ideas for growth.
Identify & suggest creative ways to engage team growth by conducting interactions from a ‘coach’ rather than ‘team captain’ mentality.
Serve as SME on employee relations including determination, investigation, and resolution of concerns.
Design and facilitate organizational policies and procedures to provide clear, compliant, and effective parameters to business functions.
Other duties as may be assigned.

What We're Looking For:

Demonstrated experience adhering to and championing HR policies and procedures from ideation through fruition.

Excellent communication and interpersonal skills, with a track record of providing customer service focused support to the business at any level from new hire through CEO.
Ability to work independently and manage multiple projects simultaneously and identifying potential issues/need for escalation.
Strong analytical skills and attention to detail, with experience collecting, compiling, and analyzing HR data.
Moderate knowledge of data/visualization tools such as Microsoft Excel, PowerPoint and Visio. Working knowledge of Salesforce, Tableau, and/or Sales Rabbit a plus.

Other Experience Required

Bachelor's degree in Human Resources, Business Administration, or relevant work experience commiserate with educational background described.
3-5+ years of progressive in human resources related functions such as employee relations, onboarding, recruiting, investigations, reporting, performance management and employee engagement.
Experience using HR information systems (HRIS) and data analytics tools, experience with UKG a plus.

What We Offer:

Competitive pay and the opportunity to work for an iconic brand
Great medical, dental, vision, short- & long-term disability and life insurance options  
Company paid holidays, floating holiday, and paid time off (PTO)  
401(k) plan with competitive company match  
Eligible for free monitored security system after 90 days
Education assistance – we encourage and support our employees who want to improve their skills and further their education  
Engaging and fun company culture that’s made up of a diverse group of people  
Volunteer and community engagement opportunities. CPI partners with organizations that share our mission to save and improve lives, particularly focusing on underserved communities.  
An on-site café, coffee/smoothie bar, walking trail, basketball court, and state-of-the-art fitness facility with a dedicated Fitness staff
Birthday and Work Anniversary Rewards

CPI is an Equal Opportunity Employer and prohibits discrimination and harassment of any kind. CPI is committed to providing employees with a work environment free of discrimination and harassment. All employment decisions at CPI are based on business needs, job requirements and individual qualifications, without regard to race, color, religion, age, family or parental status, or any other status protected by the laws or regulations in the locations where we operate.

","hiringOrganization":{"@type":"Organization","name":"CPI Security","sameAs":"https://www.cpisecurity.com/"},"jobLocation":{"@type":"Place","address":{"@type":"PostalAddress","addressLocality":"Charlotte, North Carolina, United States","addressCountry":"United States","addressRegion":"North America"}}}},{"@type":"ListItem","position":44,"item":{"@type":"JobPosting","title":"Human Resources Business Partner","datePosted":"2025-08-14","description":"Who We AreArrive Logistics is a leading transportation and technology company in North America, with plans to continue to significantly grow year over year. Our success is a testament to our remarkable team and what we are building together. We’re committed to providing employees with a meaningful work experience and have established an award-winning culture that supports personal and career development in a fun, casual, and collaborative environment. There has never been a more exciting time to get on board, so read on to learn more and apply today!
Who We WantArrive Logistics is looking for an Employee Success (Human Resources) leader to support our Business Development department in our Chicago office and to champion our People First philosophy. We are looking for someone who has a passion for ensuring every employee feels supported and gets the benefit of a highly engaged and fun culture. You will collaborate with Arrive management to promote positive manager-employee relationships and build culture, both within teams & across the company. We are a fast-paced and highly motivated Employee Success Team and if this opportunity feels like the next step in your career, this could be the right opportunity for you!\n

What You’ll Do

Partner strategically with managers and leaders to analyze and identify key trends and metrics, and proactively develop ideas and solutions to ensure a People first strategy
Build strong relationships with Arrive’s management. Focused on understanding their business and team, identifying areas of strength and opportunity, and defining creative solutions.
Analyze sales workforce data (e.g., sales metrics, attrition, engagement, etc.) to identify trends and actionable insights.
Collaborate with HRIS and HR Operations teams to improve data quality, reporting capabilities, and predictive analytics.
Execute top-tier employee relations support. Investigate employee relations concerns, including complaints of discrimination, harassment, retaliation, and other work-related issues; recommend an appropriate resolution of complaints and monitor results.
Execute disciplinary actions, including performance plans, employee warnings, and terminations. Lead through complex employee relations issues and disciplinary actions.
Strategic partnership across our Employee Success team to ensure we are aligned and partnered in the execution of human capital initiatives.
Advocate for a positive employee experience and leverage your internal relationships to proactively create culture-building opportunities across the organization.
Research and maintain employment & compliance updates. Partner with retained employment counsel as needed.
Partner effectively with management, members of the people operations team and other cross functional leaders to devise and implement strategies that further our business results and the performance of our teams.

Qualifications

Bachelor’s Degree in Human Resources, related field or professional experience equivalent. HR certificate strongly preferred.
Minimum of 5 years of Human Resources experience. 1+ years of demonstrated business partner experience is preferred.
Experience supporting a high-volume department preferred
Proficient in Google Suite or Microsoft Office
Superior written and verbal communication skills. You understand that communication is key and change management is an area of experience and passion.
Proven ability to work both independently and collaboratively.
Ability to conduct themselves with a high level of discretion. Respect for confidentiality and personal tact - this is a MUST!

The Perks of Working With Us

Take advantage of excellent benefits, including medical, dental, vision, life, and disability coverage.
Invest in your future with our matching 401(k) program.
Build relationships and take part in learning opportunities through our Employee Resource Groups.
Enjoy office wide engagement activities, team events, happy hours and more!
Leave the suit and tie at home; our dress code is casual.
Work in the heart of downtown Chicago, IL!
There are CTA and L train stops walking distance from the office and you can store your bike safely inside of the building.
Sweat it out at the LifeStart gym in our office building that includes brand new Peloton bikes, top-of-the-line equipment and personal training options.
Maximize your wellness with free counseling sessions through our Employee Assistance Program
Get paid to work with your friends through our Referral Program!
Take time to manage your physical and mental health - we offer company paid holidays, paid vacation time and wellness days.
Receive 100% paid parental leave when you become a new parent.
Get relocation assistance! If you are not local to the area, we offer relocation packages.

Your Arrive ExperienceWhen we say “award-winning culture,” we mean it. We’ve been recognized as a top workplace by Inc. Fast Company, Fortune, and earned Top Workplaces and Great Place to Work, to name a few. We intend on topping many more of those lists in the years to come, but we’re not in it for the trophies. We’re committed to culture because it keeps us connected to each other and invested in our shared success while having a blast along the way. Our employee-founded resource groups create communities within Arrive’s walls, including Women in Logistics, Emerging Professionals, Prisms, Black Logistics Group, Salute and Unidos.
Notice:To ensure a safe and transparent interview process, we want to note that Arrive Logistics adheres to strict recruitment practices. Candidates undergo an interview process, and Arrive Logistics does not provide unsolicited job offers. If you have concerns about receiving a fraudulent offer, please contact talentacquisition@arrivelogistics.com for verification.","hiringOrganization":{"@type":"Organization","name":"Arrive Logistics","sameAs":"https://www.arrivelogistics.com/"},"jobLocation":{"@type":"Place","address":{"@type":"PostalAddress","addressLocality":"Chicago, IL","addressCountry":"United States","addressRegion":"North America"}}}},{"@type":"ListItem","position":45,"item":{"@type":"JobPosting","title":"Human Resources Business Partner","datePosted":"2025-08-13","description":"

Determined. Imaginative. Curious. If these are some of the ways you describe yourself — we want to learn more about you! At TC Energy, we are Energy Problem Solvers — passionate about transitioning North America to cleaner energy while meeting the energy demands of today and tomorrow. If that sounds like a challenge you want to help tackle, we want you to join our team!

The opportunity

Our Human Resources team is evolving to meet the changing needs of our growing business. We are seeking a Human Resources Business Partner who has knowledge and experience in supporting leaders to build and lead high performing teams. In this role, the HRBP works in collaboration with subject matter experts within TC Energy's HR department providing HR support for clients to ensure achievement of business goals and objectives. 

What you’ll do

Provide senior human resource support to leaders to increase leadership and organizational effectiveness
Assess client needs and deliver support in the areas of organizational design, resource planning / recruitment, total compensation, performance management, conflict management, leadership coaching, leadership development, team effectiveness, and change management 
Support clients through identification and implementation of organizational and process changes in support of operational effectiveness
Provide support to the onboarding of new leaders in their client area, ensuring the integration of current human resource programs, processes and practices
Provide coaching to leadership teams to support retention and optimize productivity
In partnership with HR subject matter experts in the centers of excellence; design, develop and implement tailored human resource strategies and plans that contribute to the overall success of their clients
Participate as an integral member of the client leadership team to ensure the people and organizational perspectives are considered in all proposed business decisions and organizational changes
Collaborate with HR peers and COEs in the roll-out and implementation of enterprise-wide programs, practices and training
Ensure the Manager HRBP, Corporate Functions is aware of issues, potential risks, and progress by providing regular updates and feedback related to human resource services required for client groups

Minimum Qualifications

Minimum of 6 years’ experience in an HRBP role and proven track record with influencing without authority with senior leaders
Bachelor’s degree in human resource management, organizational effectiveness or other applicable majors
Solid understanding of the following HR disciplines: consulting and coaching, communications, organizational design, recruitment and selection, total compensation, building high performance teams, conflict management, performance management, learning and development, and project management

Preferred Qualifications

CHRP designation
Demonstrated business acumen and internal business partnering skills
Proven ability to balance multiple and competing priorities within tight timelines
Strong ability to analyze complex issues and determine the best solution or course of action to meet client needs
Demonstrated ability to build strong partner relationships and influence at all levels within their client area and as a contributing member of the client leadership team
Highly developed communication and interpersonal skills, both verbal and written
A self-starter, with demonstrated initiative, tenacity and flexibility
Proven team player with the ability to work effectively in cross-functional teams and to develop and maintain collaborative working relationships
Working knowledge of applicable state and federal labor laws and regulations

To remain competitive, support our high-performance culture and allow for more flexibility in the way we work, we offer a hybrid work model and flexible dress code for our eligible office-based workforce in Canada, the U.S. and Mexico. #LI-Hybrid

About our business

TC Energy is a leading energy infrastructure company in North America. We have complementary businesses of natural gas pipelines and power generation. Our operations span three countries, seven Canadian provinces, and 34 U.S. states.

TC Energy is an equal opportunity employer.

Learn more

Visit us at TCEnergy.com and connect with us on our social media channels for our latest news, employee stories, community activities, and other updates.

Thank you for choosing TC Energy in your career search.

* Depending on qualifications, the successful candidate may be offered a position at a more appropriate level and/or ladder.

* Applicants must have legal authorization to work in the country in which the position is based with no restrictions.

* All positions require background screening. Some require criminal and/or credit checks to comply with regulations.

* TC Energy is committed to provide employment opportunities to all qualified individuals, without regard to race, religion, age, sex, color, national origin, sexual orientation, gender identity, veteran status, or disability. Accommodation for applicants with disabilities is available on request during the recruitment process. Applicants with disabilities can request accessible formats or communication supports by contacting careers@tcenergy.com.

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Job Description:

The HR Business Partner – Operations plays a strategic and hands-on role in supporting our manufacturing site in Mexicali. This role partners closely with leaders to drive talent strategies, foster employee engagement, ensure compliance, and deliver HR solutions that align with business goals. The ideal candidate is proactive, analytical, and experienced in navigating complex HR challenges within a dynamic operational environment.

Primary Duties and Responsibilities:

Partner on-site with employees and leaders of assigned Client Group (manager and their organization)
Contribute to the business strategy by helping business leaders to identify, prioritize, and build organizational capabilities, behaviors, structures, and processes.
Develops and leads people engagement efforts, is a steward of our culture and contributes to work that supports and defines the Envista business.
Implements all annual talent programs including (P4G – Performance for Growth, Annual Engagement Survey administration and Action Plans, OTA (Organizational Talent Assessment) in partnership with leaders of their client groups. This includes building local timelines to ensure corporate timelines are achieved. This includes running calibration meetings and rolling up plans site HR leader and global HR leadership team.
Leads and facilitates interactive sessions for employees at all levels of the organization on a variety of topics - from policies and programs to leadership development initiatives.
Accountable for Workday accuracy within Client Group (req approval after budget confirmed, manager’s teams are accurate, employee data accurate).
Partners with the Talent Acquisition team on external and internal recruiting for a variety of role types.
Advises and coaches management in appropriate resolution of employee relations and performance issues.
Drives talent development efforts for targeted employee populations, leveraging L&D programs from Envista library of offerings. This includes identification of learning needs, choosing appropriate programs, ensuring implementation as well as pull-through and measurement of programs.
Provides support for special projects, both inside and outside of the HR function.
Responsible for counseling and advising management on a variety of topics related to talent including implementation of training, performance management, and organizational reviews.
Investigates, mediates, and resolves employee and labor relations issues. Manages employee complaints and ensures accurate and timely documentation of concerns or issues.
In partnership with corporate Talent Acquisition, leads external and internal recruiting for a variety of role types.
Administers employee changes (i.e., promotions, transfers, salary increases, terminations). Conducts the exit process. Ensures efficiency and accuracy of HR processes and transactions.
Advises and coaches management in appropriate resolution of employee performance issues.
Supports with the administration of benefits and HR legal functions including open enrollment, leave of absences management, and the immigration process.
Partners on global HR initiatives as needed.
Performs other duties as assigned related to HR.

Job Requirements:

Education/Experience/Requirements:

Bachelor’s degree required, preferably in HR, Business Management, or related fields.
5 years’ experience working in Human Resources field.
Proven, strong employee collaboration and partnership experience required.
Working knowledge of recruiting, data capturing, compensation, benefits, and training.
Problem solving skills
Strong analytical skills using Excel, Power BI or similar.
Strong effective communication skills oral/written in both Spanish and English.

Preferred Requirements:

Lean or continuous improvement background.
Strong labor law knowledge.

Operating Company:

Ormco

Ormco is a global leader and innovator of high-quality orthodontic products and solutions, including brackets and wires. For more than 60 years, our team has partnered with the orthodontic community to help create over 20 million smiles in more than 140 countries. We build trusted relationships. Each one is rooted in respect and understanding. We take that approach when we help orthodontists achieve their clinical and practice management objectives. We take the same approach when we help our team bring their personal best to work each day, ready to make a difference and reach their full potential.

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Your Impact:

At Amentum, our mission is to bring advanced engineering and technology solutions to the most significant challenges in science, security, and sustainability. Guided by our vision of creating a secure and vibrant future, we are dedicated to fostering a culture of excellence, innovation, and inclusion. As a vital member of our HR team, you will have the opportunity to drive impactful initiatives that shape the future of a growing business line while ensuring the well-being and success of our workforce.

Our Intelligence & Cyber Business Unit is seeking a committed HR Business Partner to join our team. The strategic HR Business Partner will play a pivotal role in collaborating with leaders to develop and implement HR strategies that support the organization's goals. This position requires a deep understanding of the business, strong expertise in various HR Responsibilities:

Support newly onboarded leaders through customized assimilation plans and ongoing leadership coaching to accelerate team integration and performance.
Drive change management initiatives tied to a major business integration, focusing on cultural alignment, team transitions, and leadership visibility.
Partner with business stakeholders to identify key talent, support career pathways, and build high-performing, mission-driven teams.
Conduct deep compensation analyses to ensure equity, competitiveness, and role clarity.
Facilitate engaging new employee onboarding sessions tailored to the cybersecurity and intelligence mission and specialized team structures.
Monitor workforce health indicators like retention and engagement, communicate insights to influence workforce strategy.
Be an embedded partner to Program Managers and Directors, translating business needs into scalable HR strategies that drive team and organizational success.
Provide strategic guidance and coaching to leaders on employee relations matters, fostering a positive work environment and ensuring consistent application of HR policies and practices.
Support cross-functional HR initiatives by partnering with HR Operations to execute projects that improve efficiency, compliance, and employee experience.
Cultivate collaborative relationships with Centers of Excellence, including Benefits, HR Operations, Talent Management, Compensation, and Talent Acquisition, to align business goals with HR strategies and deliver integrated

Here's What You'll Need:

Required Qualifications:

Bachelor’s degree in a Human Resources or Business Operations related field.
Minimum 5 years of progressive HR experience, including partnership with senior leadership in high-impact environments
Demonstrated experience in government contracting environments, preferably in cybersecurity, intelligence, or defense sectors.
Strong knowledge of compliance requirements like DCAA and SOX.
Proven success leading change management during complex integrations or organizational shifts
Strong analytical skills and fluency with compensation strategy and workforce metrics
Exceptional communication, influence, and stakeholder management skills
A forward-leaning attitude with a focus on driving growth and innovation in HR practices
Financial business acumen to partner with leadership effectively.
Active Security Clearance

Desired Qualifications:

TS/SCI security clearance or eligibility
SHRM-SCP or equivalent
Familiarity with Workday systems and analytics

Amentum is proud to be an Equal Opportunity Employer. Our hiring practices provide equal opportunity for employment without regard to race, religion, color, sex, gender, national origin, age, United States military veteran’s status, ancestry, sexual orientation, gender identity, marital status, family structure, medical condition including genetic characteristics or information, veteran status, or mental or physical disability so long as the essential functions of the job can be performed with or without reasonable accommodation, or any other protected category under federal, state, or local law. Learn more about your rights under Federal EEO laws and supplemental language at EEO including Disability/Protected Veterans and Labor Laws Posters.

Primary Location

: United States-Virginia-Herndon-20028-VAD8

Job Posting

: Aug 13, 2025, 3:29:56 PM

Job

: Human Resources

Organization

: CMS

Job Type

: ExperiencedJob Classification: Fulltime-Regular

Work Locations

: 20028-VAD8 2551 Dulles View Drive Herndon 20171Capabilities: Corporate Functions","hiringOrganization":{"@type":"Organization","name":"Amentum","sameAs":"https://www.amentum.com/"},"jobLocation":{"@type":"Place","address":{"@type":"PostalAddress","addressLocality":"United States-Virginia-Herndon-20028-VAD8","addressCountry":"United States","addressRegion":"North America"}}}},{"@type":"ListItem","position":48,"item":{"@type":"JobPosting","title":"Human Resources Business Partner","datePosted":"2025-08-13","description":"

About Redwood Materials

\nRedwood Materials was founded in 2017 to create a circular supply chain for electric vehicles and clean energy products, making them more sustainable and driving down the cost for batteries. We’re doing this by developing and deploying new technologies to increase the scope and scale of recycled and sustainable materials in the global battery supply chain.\n\n\n\nAs an HR Business Partner at Redwood Materials, you will play a critical role in driving HR strategies that align with the company's mission to create a sustainable future through advanced recycling technologies. Partnering closely with leadership and cross-functional teams, you will provide guidance, foster organizational development, and enhance employee engagement across the company. This role requires a strong understanding of HR best practices, a data-driven approach to decision-making, and a passion for building a thriving organizational culture.\n \nResponsibilities will include:\n

\nServe as a trusted advisor to leadership, providing guidance on workforce planning, organizational design, and talent management strategies to achieve business goals.\n
\nSupport employee relations matters, conducting investigations and providing recommendations for resolution.\n
\nAct as a mediator and advocate to promote a positive workplace culture.\n
\nDevelop and present HR analytics, dashboards, and reports to provide insights into workforce trends and support data-driven decision-making.\n
\nImplement and optimize scalable HR processes and initiatives that improve efficiency, drive employee engagement, and align with best practices.\n
\nPartner with leaders to support change initiatives, providing tools and resources to ensure successful adoption across the organization.\n
\nAssist in delivering programs to enhance leadership capabilities, foster professional growth, and support succession planning for critical roles.\n
\nEnsure all HR activities comply with relevant labor laws, company policies, and best practices.\n
\nIdentify and help mitigate organizational risks.\n

\n \nDesired Qualifications:\n

\n3+ years of progressive HR experience, including experience as an HR Business Partner or similar role.\n
\nBachelor’s degree in Human Resources, Business Administration, or a related field.\n
\nHR certification (e.g., SHRM-CP, PHR) is desirable.\n
\nProficiency in HRIS systems, data analytics tools (e.g., Excel, Tableau), and reporting platforms.\n
\nAbility to derive actionable insights from data sets.\n
\nStrong interpersonal, written, and verbal communication skills to effectively partner with leaders and employees at all levels.\n
\nDemonstrated ability to navigate challenges with sound judgment, critical thinking, and creative solutions.\n
\nAbility to influence stakeholders and drive organizational initiatives in a dynamic environment.\n
\nAbility to manage sensitive information with professionalism, discretion, and ethical integrity.\n
\nA passion for sustainability and making the world a better place!\n

The position is full-time. Compensation will be commensurate with experience.

We collect personal information (PI) from you in connection with your application for employment with Redwood Materials, including the following categories of PI: identifiers, personal records, professional or employment information, and inferences drawn from your PI. We collect your PI for our purposes, including performing services and operations related to your potential employment. If you have additional privacy-related questions, please contact us at privacy@redwoodmaterials.com.

","hiringOrganization":{"@type":"Organization","name":"Redwood Materials","sameAs":"https://www.redwoodmaterials.com/join/"},"jobLocation":{"@type":"Place","address":{"@type":"PostalAddress","addressLocality":"McCarran, NV","addressCountry":"United States","addressRegion":"North America"}}}},{"@type":"ListItem","position":49,"item":{"@type":"JobPosting","title":"Human Resources Business Partner","datePosted":"2025-08-13","description":"

About Flexport:

At Flexport, we believe global trade can move the human race forward. That’s why it’s our mission to make global commerce so easy there will be more of it. We’re shaping the future of a $10T industry with solutions powered by innovative technology and exceptional people. Today, companies of all sizes—from emerging brands to Fortune 500s—use Flexport technology to move more than $19B of merchandise across 112 countries a year.

The recent global supply chain crisis has put Flexport center stage as we continue to play a pivotal role in how goods move around the world. We are proud to have the support of the best investors in the game who believe in our mission, solutions and people. Ready to tackle global challenges that impact business, society, and the environment? Come join us.

Empower our employees around the globe to do their best work

The People Team at Flexport is a strategic partner in driving business success through our most important asset—our people. We strive to deliver talent strategy, leadership development, and exceptional employee experiences that enable teams to thrive. Guided by our values, we empower our internal clients, build for the long term, act with an entrepreneurial spirit, and simplify complexity to create scalable, high-impact solutions. Above all, we win as a team—collaborating across the organization to help our people grow and perform at their best.

The opportunity:

We're seeking an HRBP to provide comprehensive human resources support across our corporate and fulfillment operations. This role serves a wide spectrum of HR functions including employee relations, compliance, and performance management. You'll support diverse teams from corporate to high-volume warehouse environments, ensuring consistent HR practices while adapting to unique business needs.

You will:

Employee Relations and Talent Management:\n
- Conduct thorough and impartial investigations into employee complaints, grievances, and policy violations
- Mediate and resolve employee conflicts, promoting a positive and respectful work environment
- Document all investigation findings and actions taken, providing guidance on performance management and disciplinary actions
- Coach and advise managers on complex employee relations issues across multiple business units
- Support performance management processes, including goal setting, reviews, and development planning
\n
Compliance & Risk Management:\n
- Ensure compliance with employment laws (ADA, FMLA, EEO, OSHA, FLSA) and conduct regular audits
- Maintain employee records and update handbooks/policies
- Develop and deliver compliance and HR training programs
- Audit FLSA requirements including time-tracking and overtime compliance
\n
HR Support:\n
- Analyze HR metrics to provide data-driven recommendations to leadership
- Support organizational change, compensation/benefits analysis, and employee engagement initiatives
- Lead special projects related to culture, diversity & inclusion, and employee experience
- Facilitate exit interviews and analyze turnover trends
- Streamline and improve HR processes and workflows
\n
Operations Support:\n
- Address unique HR challenges in warehouse environments and contingent workforce management
- Partner with Operations leadership on workforce planning and optimization
\n
Travel: 30% travel time within U.S.

You should have:

Bachelor's degree in Human Resources, Business Administration, or related field
5-8 years of HR experience, preferably in multi-site environments
Strong knowledge of employment laws and proven experience in investigations and talent acquisition
Experience with high volume contingent workforce management preferred
Excellent communication and problem-solving skills with strong analytical abilities
High degree of Business Acumen. Able to quickly learn a business and support broader business goals with a People team lens.
Proficiency in HRIS systems (Workday preferred)
SHRM-CP, PHR, or similar certification preferred

#LI-onsite

\n\n\n\n\n\n\n\nThe range displayed on each job posting reflects the minimum and maximum target for new hire salaries for the position in the posting's respective region. Our salary ranges are determined by role, level, and location. Within the range displayed, individual pay is determined by work location and additional factors, including job-related skills, experience, and relevant education and / or training. \n\n\n\n\n\n\n\nThe US base salary range for this position (exclusive of bonus, equity and benefits):$114,000—$143,000 USD\n\n\n\n\n\n\n\n\n\n\n

Commitment to Equal Opportunity

At Flexport, our ability to fulfill our mission of making global commerce easy and accessible relies on having a diverse, dedicated and engaged workforce. All qualified applicants will receive consideration for employment regardless of race, color, religion, sex, national origin, age, physical and mental disability, health status, marital and family status, sexual orientation, gender identity and expression, military and veteran status, and any other characteristic protected by applicable law.

Global Data Privacy Notice for Job Candidates and Applicants

Depending on your location, the General Data Protection Regulation (GDPR) and California Consumer Privacy Act (CCPA) may regulate the way we manage the data of job applicants. By submitting your application, you are agreeing to our use and processing of your data as required. Please see our Privacy Notice available at www.flexport.com/privacy for additional information.

","hiringOrganization":{"@type":"Organization","name":"Flexport","sameAs":"https://www.flexport.com/"},"jobLocation":{"@type":"Place","address":{"@type":"PostalAddress","addressLocality":"Chicago, Illinois, United States","addressCountry":"United States","addressRegion":"North America"}}}},{"@type":"ListItem","position":50,"item":{"@type":"JobPosting","title":"Human Resources Business Partner","datePosted":"2025-08-13","description":"

General Position Summary & Responsibilities:

The Human Resources Business Partner (HRBP) plays a key role in supporting leaders and employees by helping identify talent needs, assisting with workforce planning, and contributing to HR programs that drive team effectiveness and employee engagement.

This role works closely with HR colleagues and department managers to understand business needs and provide guidance on HR processes. The HRBP may help coordinate projects and contribute to the development and implementation of programs, policies, and initiatives.

Success in this role requires a strong understanding of HR fundamentals, a collaborative mindset, and the ability to use data and feedback to support decision-making and problem-solving.

Essential Functions:

Performance Management\n
- Support leaders in identifying and addressing performance challenges
- Help coordinate goal setting, feedback cycles, and performance reviews
- Assist with pay planning processes in partnership with HR and compensation teams
\n
Workforce Planning & Development\n
- Partner with managers to assess talent needs and identify development opportunities
- Support succession planning and individual development planning efforts
- Provide coaching and guidance to employees and managers on growth and performance
- Help facilitate improvement plans for underperforming employees
\n
Staffing & Onboarding\n
- Assist managers with job design and requisition creation
- Collaborate with recruiting teams to support candidate sourcing and selection
- Participate in interview panels and provide input on candidate fit
- Help customize onboarding plans and ensure smooth transitions for new hires
- Conduct new hire orientations and support employee integration
\n
Compensation\n
- Monitor compensation trends and support market analysis
- Partner with compensation and HRIS teams to ensure accurate job classifications and pay practices
- Help resolve payroll and data-related issues in collaboration with internal teams
\n
Labor Relations\n
- Support interpretation and application of collective bargaining agreements
- Help coach managers on contract compliance and positive employee relations
- Assist with grievance resolution and labor-related investigations
- Participate in labor relations planning and support negotiations as needed
\n
Employee Relations\n
- Serve as a resource for employee concerns and workplace issues
- Support managers in resolving employee relations matters
- Assist with investigations and documentation of sensitive issues
\n
Organization Design\n
- Help identify organizational challenges and support improvement efforts
- Collaborate with HR and business leaders on team structure and role clarity
\n
Team Effectiveness\n
- Support assessments of team dynamics and effectiveness
- Help facilitate conversations to improve collaboration and resolve conflicts
\n
Culture & Engagement\n
- Assist in gathering employee feedback and identifying engagement trends
- Support initiatives that promote a positive and inclusive workplace culture
\n
HR Operations\n
- Provide guidance on HR policies, procedures, and compliance matters
- Review personnel actions for accuracy and alignment with company standards
- Help maintain HR records and support reporting needs
\n

Qualifications

Bachelor’s degree or equivalent experience
5+ years of Human Resources experience
Experience supporting unionized environments
Strong communication and interpersonal skills
Ability to manage multiple priorities and work collaboratively
Proficient in Microsoft Office (Word, Excel, PowerPoint, Outlook)
Comfortable working with data and presenting insights to stakeholders
Eager to learn and grow within a dynamic HR team

This position offers competitive pay along with a variety of benefits including medical, dental and vision plans for both you and your dependents; 401k with company match, Flexible Time Off, and paid holidays.

\n\n \n\n

All U.S. applicants must be 18 years of age or older and all Canada applicants must be 16 years of age or older.

Radius Recycling participates in e-verify for all U.S. new hires.

An offer of U.S. employment by Radius Recycling or any of its subsidiaries is contingent on the satisfactory completion of a post-offer drug screen and background check.

All new hires must review and sign an Arbitration Agreement. This applies to all U.S. non-union employees.

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