Human Resources Business Partner jobs at Hr International

Title: HR Program Manager Type: Full-time, Hybrid (3 days in office) Compensation: $90-$120k Summary: We're seeking a strategic and hands-on HR Program Manager to partner with business leaders and drive HR initiatives that support organizational effectiveness and employee engagement. This global role focuses on benefits administration, talent management, and engagement, while ensuring alignment with business goals and HR compliance. Responsibilities Execute core HR functions including: U.S. Benefits Administration Onboarding and orientation Training and development Global employee engagement initiatives Advise leadership on talent management, workforce planning, and org development Lead employee engagement, development, and retention strategies Analyze HR metrics to inform decision-making Manage employee relations, including conflict resolution and performance issues Drive change management and support organizational transformation Oversee LMS development and performance management (SuccessFactors) Qualifications 7+ years of HR experience, with emphasis on benefits, training, and employee relations SHRM-CP certification required Bachelor's degree in HR or Business preferred International HR experience a plus Highly detail-oriented, organized, and self-directed Strong multitasking skills and ability to thrive in a fast-paced environment Proficient in Microsoft Office, especially Excel

We have an exciting opportunity for a Human Resources Manager in the Washington, DC office at Eversheds Sutherland (US) LLP. We are searching for someone who wants to be a valued contributor and member of a talented and dynamic team of lawyers, paralegals and business professionals. The Human Resources (“HR”) Manager leads and implements human resources policies, practices, and objectives in assigned regions/offices that result in an employee-oriented, high performance culture emphasizing teamwork, critical thinking, respect, creativity, quality, productivity, and assists in driving the creation and maintenance of the staff and paralegal workforce. The HR Manager will partner very closely with the Senior Benefits Manager with Leave, FMLA and Wellness. Responsibilities and Duties: Staffing Management Handles departure processes and exit interviews for staff and paralegals, analyzing the information for patterns and trends. Manages and monitors the day-to-day workflow of paralegals and legal practice assistants in appropriate regions. Manages monthly profitability of all paralegal hours and workload. Manages onboarding and off boarding when appropriate. Works with the with Talent Acquisition Manager on non-legal recruitment activities (within appropriate regions). Benefits Partners with Benefits team to manage and track the leave and wellness process firmwide. Training and Development. Identifies training and development needs to continually expand the administrative staff and paralegal skill competency levels. Proactively creates, delivers, and revises training and development programs, sometimes in partnership with other departments, to ensure optimal outcomes. Employee Relations Coaches and develops non-managerial staff on all human resources issues including communication, feedback, recognition, and developmental and disciplinary issue responsibilities. Addresses and resolves employee relations issues in an effective and timely manner, ameliorating issues before they escalate. Documents and reports all employee relations and recommendations to Director of Human Resources. Performance Management Participates in staff and paralegal performance evaluation, merit increase and bonus program processes. Provides day-to-day coaching, counseling and disciplinary actions guidance. Monitors the results and follows up as appropriate. Compensation Plays key role, with leadership of the HR Director, in the staff and paralegal annual review, merit increase, bonus processes and budgets of activities in appropriate region. Prepares draft compensation and bonus recommendations of staff and paralegal to Director of Human Resources. Manages overtime for all staff in region and report attentions to Director of Human Resources. Compliance/Risk Management Remains current on local changing legal requirements. Responds to inquiries and requests from state/federal/local agencies (Department of Labor). Escalates and alerts Director of Human Resources about issues of concern. Professional Development/Continuous Improvement/Best Practices Recommends new programs and changes to existing programs. Stays current on local HR trends and best practices, both in general and in law firms. Actively participates in professional HR associations to represent appropriate offices, identify HR best practices, network with colleagues, etc. Recommends new approaches, policies, and procedures to effect continual improvements in the Department. HR Systems and Processes Manages the creation and maintenance of department records and files, including personnel, I-9, medical files and records. Manages the maintenance, review, and communication of records required by law or local governing bodies, or other departments in the organization. Works with the HR Operations Manager in updating job descriptions. Assists in the implementation of HR policies and procedures. Recommends changes as appropriate. Manages the timely processing of change notifications to all functioning departments. Manages reference and verification of employment requests for all personnel within appropriate region and files. Manages wage notices for appropriate region (as applicable). Prepares and monitors monthly HR metrics and reports and other required reports. Firm Culture Keeps current on the “temperature” and morale of the assigned offices. Manages and designs social activities to enhance communication, morale and the employee/employer relationship. Maintains an environment of trust, teamwork, development, and empowerment through quality communications, relationship building, and coaching. Develops and maintains effective relationships to be able to effectively identify and respond to current and future people-related issues, concerns, and needs. Perpetuates an open and inclusive environment through relationship building, effective communications, visibility, employee engagement programs, an open door policy, and consistency. Works to get early buy-in and support for initiatives. Actively contributes and collaborates with all HR team members. Other: Performs other duties and projects as required and assigned by the Director of Human Resources. Knowledge, Skills and Abilities: A Bachelor's degree is preferred from an accredited college or university or applicable experience. A certificate or a postgraduate degree in Human Resources or a related field is a plus. At least ten (10) years of experience as an HR Manager, HR Generalist, Office Administrator or Secretarial Manager in a large, matrixed, multi-office professional services organization is required, with a preference for law firm experience. Competent in all aspects of HR, including relevant state, federal and local laws and statutes including state employment laws for New York and Washington, DC. Possesses: Outstanding client service skills, including excellent verbal, written and listening communication skills. Exemplary judgment and professional maturity. Proven ability to motivate, influence others, and build consensus, utilizing diplomacy and tact. Excellent organization skills and processes. Ability to respond positively and quickly to changing circumstances and priorities. Quickly and easily builds relationships with individuals at all levels. Committed to mentoring, developing, and helping others succeed, and to developing and retaining top talent. Committed to continuous learning and professional development, both personally and for employees. Gifted at developing viable options and delivering practical solutions to complex issues. Pragmatic problem solver. Models and employs diversity and inclusion best practices. Effectively prioritizes workload, manages projects, and handles responsibilities, meeting short and long-term deadlines. Possesses critical thinking, follow through and execution. Exercises discretion, professionalism, and confidentiality. Excellent computer skills and knowledge of MS Office Suite. Proficient with Outlook, especially Excel and PowerPoint. This is a hybrid role and will require on-site presence 4 days per week. The salary ranges for this position vary depending on the geographic location and other factors such as experience, internal equity, market data, and job-related considerations. The range for this position is from $108,000 - $170,000, with offers contingent upon the various factors. The firm's compensation strategy includes not just a base salary but also comprehensive benefits such as healthcare, paid time off, discretionary merit bonuses, life and disability insurance, retirement plans and tailored learning opportunities. Eversheds Sutherland (US) LLP is committed to promoting diversity and inclusion within our Firm and in the larger legal profession. We believe that diverse skills, knowledge and viewpoints make us a stronger firm. Eversheds Sutherland (US) LLP maintains a policy of affording all employees and applicants equal employment opportunities without regard to actual or perceived race, color, religion, sex (including pregnancy, childbirth, lactation and related medical conditions), sexual orientation, gender (including gender identity or expression or transgender status), national origin, age, disability, genetic information, marital or familial status, domestic violence victim status, ancestry, amnesty, citizenship status, ethnicity, military and veteran status, or any other characteristic protected by applicable law. Unlawful discrimination, harassment and retaliation will not be tolerated in any of the Firm's offices or any other work-related setting. Qualified individuals with a disability may request a reasonable accommodation in order to apply for a position or to enable them to perform the essential functions of a position for which they are otherwise qualified. EEO.

HR Business Partner - Texas Market Austin, TX or San Antonio, TX | 50-60% Overnight Travel Across Texas Bilingual (English & Spanish) Required Atlantic | Pacific Companies is growing and seeking an experienced Human Resources Business Partner (HRBP) to support our dynamic Texas market. This role is ideal for a bilingual HR professional who thrives working independently, partners closely with leaders, and is passionate about creating a positive employee experience. As the HRBP, you will be the primary people & culture resource for our Texas portfolio, focusing on employee relations, engagement, and compliance while driving company culture and supporting our operational leaders. What You'll Do Serve as a trusted advisor to management on all HR matters, including employee relations, performance management, and conflict resolution. Research and analyze workforce trends to recommend strategies that increase employee engagement and retention. Partner with leaders to uphold company values, ethics, and culture while ensuring compliance with employment laws and regulations. Facilitate onboarding and orientation for new hires, ensuring completion of necessary documentation (immigration, taxes, benefits enrollment, etc.). Support training initiatives and coach leaders on best practices for team management. Travel regularly (50-60% overnight) across Texas markets to build strong, on-site relationships with employees and leaders. What You Bring Bilingual in English & Spanish (required). Bachelor's degree in Human Resources, Business Administration, or related field. 3-5 years of progressive HR experience (employee relations focus strongly preferred). Strong knowledge of HR compliance, employment law, and conflict resolution strategies. Ability to work autonomously while balancing multiple priorities and traveling extensively. Excellent interpersonal, communication, and problem-solving skills. Proficiency in Microsoft Office Suite; HRIS experience is a plus. Why Join Atlantic | Pacific Companies At Atlantic | Pacific, our people are the heart of our business. We believe in empowering employees, fostering collaboration, and building a culture where everyone can thrive. You'll have the opportunity to make an impact, influence decision-making, and help shape the employee experience for our Texas region. Full-Time | Travel: 50-60% overnight across Texas Location: Austin or San Antonio, TX (with regular statewide travel) Bilingual (English & Spanish) Required If you are a self-motivated HR professional ready to build strong relationships, resolve complex employee matters, and help shape a positive workplace culture, we'd love to hear from you!

LHH is seeking an experienced Temporary HR Consultant for a six-month temporary assignment in Arlington, VA. The ideal candidate will have a minimum of 5 years of experience and be comfortable rendering opinions to leadership and making strategic recommendations. This hybrid role requires flexibility to meet critical deadlines and ability to work onsite in Arlington, VA 3 days per week. Key Responsibilities Leverage strong HRIS skills and analytical ability to manage data integrity, reporting, and system optimization. Assess current benefits offerings and research/recommend improvements to enhance employee experience and cost-effectiveness. Develop and implement HR project plans aligned with organizational goals. Partner with leadership to provide insights and actionable recommendations on HR initiatives. Support change management efforts and communication strategies for HR programs. Qualifications Proven experience in HR project management or related HR roles. Strong analytical and problem-solving skills with HRIS expertise. Strong reporting and Excel skills such as pivot tables and VLOOKUP. Ability to influence and advise leadership confidently. Excellent communication and organizational skills. Benefit offerings available for our associates include medical, dental, vision, life insurance, short-term disability, additional voluntary benefits, EAP program, commuter benefits and a 401K plan. Our benefit offerings provide employees the flexibility to choose the type of coverage that meets their individual needs. In addition, our associates may be eligible for paid leave including Paid Sick Leave or any other paid leave required by Federal, State, or local law, as well as Holiday pay where applicable. Equal Opportunity Employer/Veterans/Disabled To read our Candidate Privacy Information Statement, which explains how we will use your information, please navigate to ******************************************* The Company will consider qualified applicants with arrest and conviction records.

Contract to hire - Human Resources Manager Pay range: $40-45/hour Hours of Work: Monday through Friday, typically from 06:00 to 3:00 PM or 7am- 3:30pm The Human Resources Manager role will provide a broad range of support including, but not limited to: payroll, benefits administration, recruitment/employment, onboarding, employee and labor relations, file management, policy administration, workers' compensation claim handling, safety program management, and day-to-day HR operations. Essential Functions Ensure all HR policies, procedures, and reporting requirements comply with Federal, State, and local laws/ordinances. Maintain knowledge of current applicable state and federal wage/hour laws affecting HR functions. Ensure completion and documentation of required training (EEO, safety, ethics & compliance). Recruit and interview candidates for open positions. Conduct new employee orientations and onboarding to foster a positive attitude toward company goals. Respond to benefit questions and assist employees with plan information. Manage employee relations and union-related matters. Respond to inquiries regarding policies, procedures, and programs. Manage the company's Safety Program, including monthly safety training and chairing the Safety Committee. Maintain written records of complaints and accidents; conduct investigations and root cause analysis. Maintain all employee personnel files, medical files, I-9s, ACA, etc. Approve timecards, process payroll, and reconcile payroll-related deductions and benefits. Schedule and track vacation, floating holidays, and sick leave. Manage employee leaves of absence; compile paperwork and meet with employees to explain rights and expectations. Handle reporting and management of workers' compensation claims. Prepare offboarding paperwork and conduct exit interviews. Complete various reports (OSHA 300, attendance, pension hours) and respond to government inquiries. Develop successful internal/external business partnerships (e.g., staffing agencies). Introduce new HR policies or revise existing ones to ensure compliance and best practices. Maintain Employee Handbook and ensure full implementation. Facilitate correspondence and inquiries with insurance companies. Perform other duties as assigned. Functional and Physical Requirements Excellent oral and written communication skills. Must be able to effectively read and speak English; Spanish proficiency preferred. Ability to work overtime and weekends when required. Positive, professional demeanor and strong team collaboration skills. Leadership and coaching abilities. Strong planning, organizing, and prioritization skills. Proficient in MS Office Suite and ADP WFN Strong organizational skills. Education, Training & Experience Bachelor's degree in Human Resources, Business Administration, or related field OR valid PHR/SPHR/aPHR/SHRM certification a plus Minimum 5 years' experience in a progressive HR role; manufacturing environment preferred. Knowledge of California employment and labor laws, including leaves of absence. Equal Opportunity Employer/Veterans/Disabled To read our Candidate Privacy Information Statement, which explains how we will use your information, please navigate to ******************************************* The Company will consider qualified applicants with arrest and conviction records in accordance with federal, state, and local laws and/or security clearance requirements, including, as applicable: • The California Fair Chance Act • Los Angeles City Fair Chance Ordinance • Los Angeles County Fair Chance Ordinance for Employers • San Francisco Fair Chance Ordinance Benefit offerings include medical, dental, vision, life insurance, short-term disability, additional voluntary benefits, EAP program, commuter benefits, and 401K plan. Our program provides employees the flexibility to choose the type of coverage that meets their individual needs. Available paid leave may include Paid Sick Leave, where required by law; any other paid leave required by Federal, State, or local law; and Holiday pay upon meeting eligibility criteria.

(Required Mandarin/Chinese/Taiwanese Speaking Skills) (2 openings for Sr. HR Manager in Mount Pleasant WI and Houston TX) Join our team in Houston, TX, a vibrant city known for its diverse culture and booming economy. As a key leader at our manufacturing facility, you will have the opportunity to drive strategic HR initiatives that align with organizational goals and foster a high-performing, engaged workforce. This role requires a strategic and hands-on HR professional with strong leadership, communication, and analytical skills. Essential Duties and Responsibilities Direct and oversee all HR functions, including recruitment, onboarding, employee relations, performance management, and compliance. Partner with senior management to develop and execute HR strategies that support business objectives. Advise managers on employee performance, disciplinary actions, and policy interpretation. Ensure compliance with all applicable federal, state, and local employment laws and regulations. Lead employee engagement, retention, and recognition initiatives. Manage compensation and benefits programs to ensure internal equity and external competitiveness. Oversee HR systems, reports, and metrics to support data-driven decision-making. Implement and communicate corporate HR policies, programs, and best practices. Provide leadership, guidance, and professional development to HR team members. Collaborate with cross-functional departments to support workforce planning and organizational development. Education: Bachelor's or Master's degree in Human Resources, Business Administration, or a related field. Experience: Minimum of 10 years of progressive HR experience, including at least 3 years in a senior HR management role. Previous HR leadership experience in a manufacturing or industrial environment preferred. Experience managing HR in a multi-site or global organization a plus. Proficiency with HRIS systems and HR data reporting. Skills and Competencies: Strong leadership and interpersonal communication skills. In-depth knowledge of U.S. federal and Texas labor laws and employment regulations. Proven ability to manage complex employee relations matters with sound judgment. Effective organizational, analytical, and problem-solving skills. Proficient in Microsoft Office Suite. Bilingual in English and Chinese (required). Certifications (Preferred): SHRM-SCP, SPHR, CIPD, or equivalent HR certification.

Jenny Bour with Robert Half is working with a growing organization that is looking for an experienced Human Resources (HR) Manager to oversee all HR operations for a company with multiple locations. This HR Manager role involves managing recruitment, compliance, and employee engagement while fostering a culture centered on safety and excellence. The ideal Human Resources Manager candidate will play a key role in aligning HR strategies with business growth and employee development goals. Responsibilities: Develop and implement recruitment strategies to attract skilled professionals across various roles, including technicians, sales representatives, and administrative staff. Manage the complete hiring process, from sourcing candidates to onboarding, ensuring consistency across all locations. Cultivate a positive workplace environment that prioritizes safety and aligns with company values. Ensure adherence to federal, state, and local labor laws, while maintaining compliance with industry-specific regulations. Standardize HR policies and procedures to create uniformity across all branches. Coordinate and oversee employee performance reviews and mandated training programs. Administer payroll and benefits programs, ensuring accuracy and efficiency for staff at multiple locations. Collaborate with the leadership team to evaluate and renew employee benefits packages. Prepare HR metrics and compliance reports for executive review. Develop strategies to support employee retention and organizational growth. Qualifications: Bachelor's degree in Human Resources, Business Administration, or a related field preferred. At least five years of HR experience, preferably within management. Strong understanding of labor laws and compliance standards Proven ability to lead, communicate effectively, and manage organizational priorities. Proficiency in HR systems and Microsoft Office applications. Certification in HR management or compliance is advantageous. Previous experience managing HR operations across multiple locations. ***For immediate and confidential consideration, please apply directly or email your resume to Jenny at Jenny.Bour@roberthalf.com.

Director of HR Technology (6-Month Contract | Potential for Permanent Placement) $89-$94/hr | On-site | Monday-Friday, 8am-5pm | Houston, TX An industry-leading healthcare organization is seeking an experienced Director of HR Technology to lead enterprise-wide HR systems strategy, optimization, and innovation. This is a high-impact role supporting major technology initiatives-including an upcoming ERP migration-while driving process improvement and elevating the employee experience through technology. What You'll Do: Lead strategy, optimization, and oversight of HR technology platforms, workflows, and integrations. Partner with HR, IT, and Operations leaders to align technology solutions with organizational goals. Drive process improvements, system enhancements, and data integrity across HR systems. Oversee day-to-day HR Tech operations, user support, and issue resolution. Lead and mentor a high-performing HR Technology team; manage vendors and system roadmaps. Support major enterprise initiatives, including an upcoming cloud-based HCM migration. What We're Looking For: 10+ years in information technology, including 5+ years focused specifically on HR/Workforce technology. 5+ years managing or leading diverse teams. Strong expertise in cloud-based HCM systems and related HR technologies (LMS, ATS, timekeeping, workflow/ticketing tools). Proven success driving large-scale HR technology initiatives and process optimization. Excellent stakeholder management, communication, and project leadership abilities. High technical acumen, analytical skill, and a proactive, solutions-driven mindset. Education: Bachelor's degree required; advanced degree preferred. When you work through The Reserves Network, you are eligible to enroll in dental, vision, and medical insurance as well as 401K, direct deposit, and our referral bonus program. About the Organization A nationally recognized, mission-driven healthcare system known for innovation, operational excellence, and a commitment to delivering high-quality patient care across a large and diverse network. If this role sounds like a strong fit for your experience, we'd love to hear from you. Please submit your application to be considered.

The Virginia Hospital & Healthcare Association (VHHA) is seeking candidates for Director of Human Resources at our headquarters in Glen Allen, Virginia. Under the direction of the VP, Chief Financial and Human Resources Officer, the Director of Human Resources is responsible for guiding and managing all human resources functions for the Association and its affiliates. The Director of Human Resources oversees the full scope of Human Resources activities, including recruitment and onboarding, compensation and benefits, employee relations, compliance, performance management, and staff development. This role provides both strategic insight and hands-on management to support an engaged, high-performing, and inclusive workplace. The Director of Human Resources partners closely with senior leadership and supervisors across all departments, offering expertise, guidance, and support on personnel matters while ensuring adherence to policies, best practices, and applicable employment laws. Essential functions include: Leadership & HR Strategy: Serve as a strategic advisor to the VP, Chief Financial and Human Resources Officer on Human Resources (HR) policies, workforce planning, and organizational culture. Lead HR planning and process improvements to enhance organizational efficiency and employee experience. Provide HR guidance, coaching, and support to managers and staff across the association. Compensation, Benefits & Payroll: Develop and implement comprehensive, cost-effective, competitive compensation and benefits programs. Oversee administration of all benefits plans, including retirement, deferred compensation, health, dental, life, and disability insurance. Oversee all payroll functions. Coordinate the annual review and administration of compensation program. Responsible for the annual budget for HR programs. Compliance & Policy Management: Monitor and ensure compliance with federal and state employment laws and regulations. Maintain and update HR policies, employee handbook, and standard operating procedures. Ensure proper documentation, accurate HRIS data, and secure personnel records. Talent Acquisition & Onboarding: Lead full-cycle recruitment for all positions and ensure consistent, equitable hiring practices. Coordinate and continually refine onboarding processes to support new employees' successful integration. Maintain updated job descriptions and recruitment materials. Performance Management & Employee Relations: Oversee the annual performance review process and ensure consistency in evaluation and feedback practices. Partner with supervisors to support performance management, coaching, and employee relations matters. Serve as a resource to employees on HR policies, conflict resolution, and workplace concerns. Staff Development & Leadership Programs: Oversee VHHA's leadership development program and identify opportunities for staff skill building. Coordinate and facilitate staff training sessions and professional development opportunities. Support initiatives that strengthen organizational culture, engagement, and cross-team collaboration. Ideal candidates will have a comprehensive knowledge of human resources principles, practices, and procedures including employment law, compensation structures, benefits administration, payroll processes, performance management systems, recruitment best practices, and organizational development practices. Must have strong interpersonal and communication skills, as well as the ability to lead HR initiatives that enhance organizational culture. This is a full-time position which requires occasional travel within the metro-Richmond area and Commonwealth of Virginia. Teleworking allowed based upon mutual agreement with supervisor. A bachelor's degree in Human Resources, Business Administration, or Organizational Development and a minimum of 5-7 years of progressive human resources experience across core HR functions is required. HR certification such as SHRM-CP/SCP or PHR/SPHR preferred. Compensation will be commensurate with work experience. VHHA offers a competitive benefits package and incentive plan opportunity. Interested candidates should send a cover letter and resume to *******************. VHHA is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, religion, color, sex, national origin, age, disability, marital status, military service or veteran status, sexual orientation, gender identity, genetic information, pregnancy, childbirth, or related medical conditions, including lactation, political affiliation, or other basis prohibited by federal or state law relating to discrimination in employment. It is the policy of VHHA to provide a drug-free workplace in keeping with the spirit and intent of the Drug Free Workplace Act of 1988. VHHA prohibits the manufacture, sale, distribution, dispensation, possession, or use of alcohol, controlled substances, or marijuana on VHHA premises or while conducting VHHA business on or off VHHA premises.

Adecco Creative is partnering with a major NYC Fashion house to recruit for an Employee Relations Manager role. This position will be contract and a hybrid schedule in Midtown Manhattan. Those with strong experience in employee investigations are encouraged to apply. Primary Purpose: The Manager, Employee Relations is responsible for managing and executing ER processes, products and services aligned with Human Resources mission and objectives. This role provides consulting to business partners and supports the successful resolution of ER issues working in close partnership with the ER team, HR Partners, and cross-functional colleagues in legal, asset protection and the business. The successful individual will leverage their proficiency in Employee Relations to: Sensitively and skillfully manage resolution of employee relations (ER) issues: Manage complex and escalated investigations (e.g., harassment, discrimination, retaliation, hostile work environment, Code of Conduct, and complex performance/policy violations). Partner with Legal/Compliance on high-risk matters and remediation plans. Partner to execute involuntary terminations Creating preventative action plans by proactively spotting issues Resolve employee complaints Support responses to natural disasters, emergencies and critical incidents Coaching People Managers on ER skills and management of ER issues as require Support the successful resolution of ER investigations: Ensure investigations are conducted timely, thoroughly, and objectively with clear documentation, findings, and action recommendations Conduct fact finding, including in-person or virtual interviews of parties involved Provide written investigative reports, summaries and outline corrective action Contribute to formal responses to outside agencies Follow-up with stakeholders and decision makers on remedial action and preventative efforts Engage in interactive process under ADA and associated federal, state, and local laws Own end-to-end ADA/ADAAA (and applicable state/local) reasonable accommodation cases, including the interactive process, documentation review, and determination. Advise HRBPs and managers on job modifications, leave interactions (e.g., FMLA), undue hardship assessments, and return-to-work plans. Compliance and reporting Manage and maintain all tracking, documentation and reporting. Monitor new / updated federal / state / local guidelines and regulations Participate in policy review and updates The accomplished individual will possess: Knowledge of employee relations, ADA, accommodations, and legal guidelines and compliance regulations Investigation skills Aptitude in producing reports and summaries with strong written and verbal communication; crisp, defensible documentation Coaching and counseling skills Strong communication, collaboration and customer focus Ability to manage multiple priorities; project management proficiency Critical thinking, judgement and ability to work through ambiguity Proficiency in use of HRIS systems and Microsoft Excel, Word, PowerPoint, Outlook and Internet Available to work flexible hours to meet the needs of the retail clients across various time zones (including handling critical calls if needed when stores are open weeknights and weekends) The accomplished individual will possess bachelor's degree with 5+ years' experience in human resources, employee relations, or investigative field, corporate and retail industry experience preferred and have the ability for 10% Travel.

Customer Focus Excellent negotiating skills with a win-win philosophy Demonstrates the ability to resolve problems effectively Technical Expertise Proficient with project management software Strong analytical skills Experience in strategic planning Coachability Receptive to feedback Willingness to learn Embraces continuous improvement Accountability Able to bring projects to successful completion on time and within budget Demonstrates political sensitivity in managing project outcomes Fiscal Responsibility Analyzes project profitability, revenue, margins, bill rates, and utilization Understands how budget and resources align with the strategic plan Coaching Skilled at developing and maintaining strong relationships with physicians and clinical staff Able to tailor messaging to different audiences Experienced mentor with a strong track record of talent development Conflict Resolution Uses appropriate interpersonal styles and methods to reduce tension or conflict Finds agreement on key issues and ensures follow-through on implementation Communicates difficult or sensitive information tactfully Solving Problems Translates global strategy into short-term accountabilities Strong team player who collaborates effectively Comfortable working with employees, peers, and senior executives Experience Three years of project management experience Education Project Management Professional (PMP) certification preferred (or obtained within first 6 months of employment) Degree in a relevant field of study OTHER RESPONSIBILITIES Creates project timelines and establishes metrics to monitor program performance, outcomes, and ensure goals and deadlines are met Ensures cross-HR and cross-functional collaboration and stakeholder management for key HR programs Develops evaluation methods to gather feedback from the organization to assess program strengths and identify areas for continuous improvement Implements and reinforces change management methods to support enhancements while managing project deadlines Partners with key stakeholders to maintain open communication and transparency regarding project status, issues, and key decisions throughout the program lifecycle Handles confidential information with sensitivity and discretion Works collaboratively with COE leaders, HR Directors, teams, and other end users to plan, develop, and implement major projects Facilitates, supports, and/or manages key HR programs aligned with business objectives, working closely with Center of Expertise (COE) leadership

The Vice President of HR Operations at Harbor Global serves as a strategic enterprise leader responsible for building, optimizing, and scaling a global HR operations ecosystem that supports a complex, fast-moving professional services organization. This role oversees the full spectrum of HR operations including global payroll, HRIS, total rewards, talent processes, international compliance, workforce analytics, and employee service delivery -ensuring all systems, programs, and processes are efficient, integrated, and aligned with Harbor Global's strategic priorities. The VP partners closely with the CHRO and executive leadership team to translate global business strategy into operational plans, drive data-driven decision making, enhance the worldwide employee experience, and lead continuous improvement and automation across all regions. As a transformational global leader, the VP champions operational rigor, cross-functional alignment, and innovation to deliver a scalable HR foundation that accelerates organizational performance across Harbor Global's professional services footprint. This is a fully remote position that can be worked from the United States or Canada located in the Atlantic, Eastern or Central Time zone. Key Responsibilities: Strategic Leadership & Operational Excellence Lead the design and execution of a global HR operations strategy that supports Harbor Global's professional services business model and long-term growth. Build and maintain a scalable, integrated HR operations infrastructure including systems, processes, global payroll operations, and service delivery models-across all regions. Partner closely with the CHRO and executive leadership to align HR operations with company objectives, workforce planning, and organizational priorities. Drive a global HR operating cadence that brings consistency, accuracy, and efficiency to HR processes and payroll cycles, while respecting regional nuances. Global Systems, Technology & Data Oversee the global HRIS ecosystem, ensuring data integrity, system interoperability, and optimization of technology investments supporting HR, timekeeping, and payroll. Lead the implementation and continuous improvement of HR technologies that enhance employee experience, process automation, and reporting including systems supporting global payroll accuracy and compliance. Develop and own global workforce analytics, dashboards, and insights that support strategic decision making. Total Rewards, Payroll & Compliance Guide the operationalization of global compensation, benefits, mobility, and rewards programs in partnership with Total Rewards leadership, ensuring seamless integration. Ensure global compliance with employment laws, regulations, taxation rules, data privacy, audit requirements, and risk management standards across all operating regions. Oversee HR policy governance, ensuring policies are modern, inclusive, clear, and consistently applied worldwide, including policies impacting payroll administration and time collection. Service Delivery & Employee Experience Build and manage a global HR service delivery model, with an employee centric-approach, that provides timely, accurate, and high-quality full employee lifecycle support to employees and leaders. Drive continuous improvement of HR operations processes, SLAs, and workflows to enhance global consistency and employee trust. Cross-Functional & Global Partnership Collaborate across Finance, IT, Legal, Operations, and regional leadership to ensure cohesive, compliant, and scalable HR and payroll processes. Serve as a strategic advisor to executives on HR operations and global capabilities, risks, and opportunities. Lead, mentor, and develop a high-performing global HR operations and payroll team, fostering a culture of accountability, innovation, and service excellence. Required Qualifications: Bachelor's Degree required 12+ years of progressive HR operations leadership, including significant experience in professional services or similarly complex, client-driven environments; Experience in a PE backed organization highly desired. Demonstrated success leading global HR operations and payroll across multiple countries, regions, and regulatory environments. Proven experience implementing, scaling, and optimizing enterprise-grade HRIS and global payroll systems, implementations and integrations (e.g., Workday). Strong track record of driving transformation, process automation, and operational efficiencies across global HR and payroll functions. Leadership & Strategic Skills Strategic thinker with the ability to translate business goals into operational plans that scale with global growth, including planning for global payroll impacts and workforce cost management. Exceptional leadership skills with experience managing global teams and influencing senior executives across HR, payroll, and finance. Strong financial acumen with deep understanding of labor cost dynamics, payroll budgeting, vendor management, and technology investments. Technical & Analytical Skills Advanced skills in workforce analytics, dashboards, and data-driven decision-making-including labor cost modeling, payroll accuracy metrics, and compliance analytics. Deep knowledge of global employment regulations, payroll compliance frameworks, tax requirements, and risk mitigation practices. Personal Attributes Highly collaborative leader with excellent communication and stakeholder management skills across HR, Finance, and global operations. Comfortable navigating ambiguity and driving structure in a fast-paced, evolving environment with complex payroll and HR requirements. Demonstrates sound judgment, high integrity, and a global mindset aligned with Harbor Global's professional services culture. About Us: Harbor is the preeminent provider of expert services across strategy, legal technology, operations, and intelligence. Our globally integrated team of 800+ strategists, technologists, and specialists navigate alongside our clients - leading law firms, corporations, and their law departments - to provide essential resources and invaluable insights. Anchored in a rich heritage of deep knowledge, steadfast relationships, and mutual respect, our unwavering dedication lies in shaping the future of the legal industry and fostering enduring partnerships within our community and ecosystem. Harbor is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, ethnicity, color, religion, sex, sexual orientation, gender identity, marital status, civil union status, national origin, ancestry, age, parental status, disabled status, veteran status, or any other legally protected classification, in accordance with applicable law.

Vice President, Human Resources Business Partner Are you a visionary HR leader ready to shape the future of a dynamic organization? We're seeking a strategic and influential Vice President, Human Resources Business Partner to join our executive team and drive transformative people strategies that fuel business success. In this high-impact role, you'll serve as a trusted advisor to senior leadership, aligning HR initiatives with corporate goals to unlock organizational potential. You'll lead efforts in organizational design, talent management, and culture optimization, while championing change management and workforce development. As the VP Human Resources Buisness Partner, you'll bring thought leadership to every conversation, helping to build a resilient, agile, and high-performing workforce. Your expertise will guide the evolution of our people strategy, ensuring we attract, retain, and grow top talent in a rapidly changing business landscape. The Company is one of North America's leading sales and marketing agencies specializing in outsourced sales, merchandising, category management, and marketing services to manufacturers, suppliers, and producers of food products and consumer packaged goods. The Company services a variety of trade channels including grocery, mass merchandise, specialty, convenience, drug, dollar, club, hardware, consumer electronics, and home centers. We bridge the gap between manufacturers and retailers, providing consumers access to the best products available in the marketplace today. Responsibilities Serve as a strategic advisor to senior business leaders, ensuring HR initiatives align with corporate strategy, business goals, and evolving organizational needs Develop and execute talent strategies that strengthen leadership pipelines, succession planning, and high-potential development programs to support business growth Lead workforce planning and organizational design efforts, ensuring business units are structured for operational efficiency and growth Oversee complex employee relations and risk mitigation strategies, ensuring compliance with labor laws and regulations while fostering a positive work environment Partner with Finance, Compensation, and business leaders to manage headcount planning, total rewards strategy, and competitive pay structures Use HR analytics and workforce data to inform decision-making, identify trends, and drive measurable improvements in employee engagement and business outcomes Lead change management and culture transformation initiatives, guiding teams through organizational shifts and ensuring successful adoption of new programs and structures Manage, mentor, and develop HRBP teams, ensuring HR professionals have the skills, influence, and expertise to support business needs at an enterprise level Qualifications Education Requirements: Bachelor's degree (Master's degree and/or HR certifications preferred) Experience Requirements: 15+ years experience in relevant field (Strategic HR Leadership experience preferred) Hybrid office-3 days onsite, 2 days remote. Supervisor Responsibility Direct Reports: Hires, retains, trains, coaches, guides, directs, and develops direct reports using company-wide processes, tools and resources Indirect Reports: May delegate work of others and provide guidance, direction and mentoring to indirect reports Required Knowledge and Skills Advanced HR strategy and business acumen Global workforce planning and compliance expertise Proficiency in HR data analytics and AI-driven HR tech Executive-level stakeholder management and influencing skills Job Will Remain Open Until Filled Responsibilities The Company is one of North America's leading sales and marketing agencies specializing in outsourced sales, merchandising, category management, and marketing services to manufacturers, suppliers, and producers of food products and consumer packaged goods. The Company services a variety of trade channels including grocery, mass merchandise, specialty, convenience, drug, dollar, club, hardware, consumer electronics, and home centers. We bridge the gap between manufacturers and retailers, providing consumers access to the best products available in the marketplace today. Responsibilities Serve as a strategic advisor to senior business leaders, ensuring HR initiatives align with corporate strategy, business goals, and evolving organizational needs Develop and execute talent strategies that strengthen leadership pipelines, succession planning, and high-potential development programs to support business growth Lead workforce planning and organizational design efforts, ensuring business units are structured for operational efficiency and growth Oversee complex employee relations and risk mitigation strategies, ensuring compliance with labor laws and regulations while fostering a positive work environment Partner with Finance, Compensation, and business leaders to manage headcount planning, total rewards strategy, and competitive pay structures Use HR analytics and workforce data to inform decision-making, identify trends, and drive measurable improvements in employee engagement and business outcomes Lead change management and culture transformation initiatives, guiding teams through organizational shifts and ensuring successful adoption of new programs and structures Manage, mentor, and develop HRBP teams, ensuring HR professionals have the skills, influence, and expertise to support business needs at an enterprise level Qualifications Education Requirements: Bachelor's degree (Master's degree and/or HR certifications preferred) Experience Requirements: 15+ years experience in relevant field (Strategic HR Leadership experience preferred) Travel requirement: Less than ½ day travel expected Supervisor Responsibility Direct Reports: Hires, retains, trains, coaches, guides, directs, and develops direct reports using company-wide processes, tools and resources Indirect Reports: May delegate work of others and provide guidance, direction and mentoring to indirect reports Required Knowledge and Skills Advanced HR strategy and business acumen Global workforce planning and compliance expertise Proficiency in HR data analytics and AI-driven HR tech Executive-level stakeholder management and influencing skills Environmental & Physical Requirements Office / Sedentary Requirements: Incumbent must be able to perform the essential functions of the job. Work is performed primarily in an office environment. Typically, requires the ability to sit for extended periods of time (66%+ each day), ability to hear telephone, ability to enter data on a computer and may require the ability to lift up to 10lbs. Additional Information Regarding Job Duties Job duties include additional responsibilities as assigned by one's supervisor or other manager related to the position/department. This job description is meant to describe the general nature and level of work being performed; it is not intended to be construed as an exhaustive list of all responsibilities, duties, and skills required for the position. The Company reserves the right at any time with or without notice to alter or change job responsibilities, reassign or transfer job positions, or assign additional job responsibilities, subject to applicable law. The Company shall provide reasonable accommodations of known disabilities to enable a qualified applicant or employee to apply for employment, perform the essential functions of the job, or enjoy the benefits and privileges of employment as required by law. Important Information The above statements are intended to describe the general nature and level of work being performed by people assigned to this position. They are not intended to be an exhaustive list of all responsibilities, duties, and skills required of associates so classified. The Company is committed to providing equal opportunity in all employment practices without regard to age, race, color, national origin, sex, sexual orientation, religion, physical or mental disability, or any other category protected by law. As part of this commitment, the Company shall provide reasonable accommodations of known disabilities to enable an applicant or employee to apply for employment, perform the essential functions of the job, or enjoy the benefits and privileges of employment as required by law.

Job DescriptionSalary: Are you a systems-minded leader with a precision-driven approach to HR and safety management? Were seeking a Director of Human Resources & EHS to architect and lead integrated HR and Environmental, Health & Safety strategies across our U.S. and Mexico operations. This role is ideal for someone who thrives in operational structure, ensures compliance, and builds robust programs that scale with growth. Based in our San Antonio office, this director will join the senior leadership team and serve as a strategic partner in shaping a culture of excellence, accountability, and safety. --- What Youll Do: Strategic Leadership & Systems Integration Develop and operationalize HR and EHS strategies aligned with business objectives, regulations, ISO 14001, and ISO 45001 standards. Build unified policies that accommodate both U.S. and Mexican legal frameworks while respecting cultural distinctions. Lead strategic workforce planning, organizational development, and change management efforts. Human Resources Oversight Direct HR functions across both countries: recruitment, compensation, benefits, compliance, payroll, training, and employee engagement. Drive continuous improvement in HR processes through KPIs, audits, and feedback loops. Lead cross-border compliance efforts, including labor law adherence, investigations, and agency inspections (e.g., STPS, IMSS). EHS Leadership Design and deploy risk-based safety programs and environmental strategies that meet OSHA, EPA, and STPS standards. Champion zero-incident culture through proactive training, inspections, audits, and corrective action systems. Lead emergency preparedness, industrial safety, and environmental risk mitigation initiatives across facilities. --- What You Bring: Bachelors degree in HR, Business, or related field (Masters preferred). 10+ years of progressive HR/EHS leadership, with 3+ years in a bi-national or international setting. Expert knowledge of U.S. and Mexico labor and safety regulations. Strong background in regulated environments such as manufacturing, warehousing, or logistics. Bilingual (English/Spanish) strongly preferred. Proven success in building scalable systems and high-performance teams. --- Ideal Profile: This position requires a detail-oriented, process-driven, and analytical leader who thrives in complex environments and excels in compliance, systems management, and cross-functional leadership. You enjoy solving intricate regulatory puzzles, building robust safety frameworks, and aligning people strategies with measurable business outcomes. --- Benefits: Competitive salary based on experience Comprehensive health, dental & vision insurance 401(k) with company match Paid time off (PTO) & holidays --- Apply now if youre ready to bring rigor, structure, and operational discipline to an organization driving growth and excellence across borders.

Updated: Sep 11, 2025 Apply Now Share: About Kirkland & Ellis At Kirkland & Ellis, we don't just meet the standard for legal excellence - we set it. Our culture is built on teamwork, ingenuity and an unwavering commitment to continuous growth. We tackle the most sophisticated legal challenges with bold ideas and innovative solutions, powered by the exceptional experience and ambition of our 7,000+ people, including 4,000+ attorneys, across 22 offices worldwide. Our dedicated professionals share our lawyers' commitment to excellence and show up each day to do meaningful work that helps drive global business, investment and innovation forward. What You'll Do The Role Are you a strategic HR leader who thrives in a fast-paced, high-performance environment? Do you excel at guiding people-first strategies while delivering white-glove support across teams? Kirkland & Ellis is seeking an experienced, relationship-driven Associate Director of Human Resources to lead our HR function in the Bay Area with oversight of our Salt Lake City team. This is a high-impact opportunity for a confident HR professional who is energized by both big-picture strategy and day-to-day execution. As a trusted advisor to both our Firm's partners and staff leaders, you'll collaborate across departments to attract, support, and retain exceptional talent. If you have deep HR knowledge, a strong business mindset, and a passion for building engaged, high-performing teams, we'd love to hear from you. In this dynamic leadership role, you'll: * Oversee the full employee lifecycle, from onboarding to performance management and offboarding, ensuring a best-in-class experience for staff and attorneys alike. * Serve as the primary HR leader and business partner for the Bay Area and Salt Lake City offices, advising local leadership and collaborating closely with Firmwide Talent and Centers of Expertise. * Manage a high-performing local HR team-including assistants, coordinators, specialists, and supervisors-through mentorship, development, and thoughtful delegation. * Guide employee relations matters with care and sound judgment, partnering with stakeholders to support a fair and balanced workplace. * Champion talent acquisition efforts by aligning recruiting strategies with business needs and collaborating closely with the Firmwide TA team. * Lead key processes such as performance evaluations, compensation administration, and career development planning in partnership with the Senior Director of Administration and Firmwide HR leaders. * Foster a positive and inclusive culture by supporting staff engagement initiatives and ensuring alignment with Kirkland's high service standards. What You'll Bring We're looking for a seasoned, strategic HR professional with: * A bachelor's degree; PHR or SHRM-CP certification preferred. * At least 10 years of progressive HR experience, including 5+ years in a leadership role within a professional services or similarly complex environment. * Deep knowledge of employment law (federal and local) and a strong foundation in employee relations, compliance, and HR best practices. * Demonstrated ability to lead through influence, develop talent, and drive organizational change. * Exceptional interpersonal and communication skills-you inspire trust, handle sensitive issues discreetly, and build relationships across all levels. * A proactive, analytical mindset with a commitment to continuous improvement and strategic impact. * Proficiency with HRIS platforms and data-driven decision-making. At Kirkland, people are our greatest asset. This role offers the opportunity to lead with purpose, make meaningful impact, and help shape the employee experience at one of the world's leading law firms. Compensation The base salary range below represents the low and high end of the salary range for this position in the Bay Area. This range may differ based on your geographic location and cost of living considerations. At Kirkland & Ellis, we consider compensation more than just a base salary. We offer an exceptional range of flexible benefits including comprehensive healthcare, paid time off, and retirement. We also offer personal support and tailored learning and development opportunities all designed to help you realize your full potential both in life and at work. Compensation Range: * Bay Area: $205,000 - $225,000 How to Apply Thank you for your interest in Kirkland & Ellis LLP. To complete an application and submit your resume, please click "Apply Now." Don't meet every job requirement? That's okay! If you're excited about this role but your experience doesn't perfectly fit every qualification, we encourage you to apply anyway. You may be just the right person for this role or others at Kirkland. Equal Employment Opportunity The Firm will consider for employment qualified applicants with arrest and conviction records and criminal histories consistent with local laws. All employment decisions, including the recruiting, hiring, placement, training availability, promotion, compensation, evaluation, disciplinary actions, and termination of employment (if necessary) are made without regard to the employee's race, color, creed, religion, sex, pregnancy or childbirth, personal appearance, family responsibilities, sexual orientation or preference, gender identity, political affiliation, source of income, place of residence, national or ethnic origin, ancestry, age, marital status, military veteran status, unfavorable discharge from military service, physical or mental disability, or on any other basis prohibited by applicable law. #LI-Hybrid #LI-NK1

The Global Director of Human Resources provides critical strategic leadership by developing, executing, and managing organization-wide human resources initiatives in the areas of workforce planning, talent management, performance management, training and development, employee relations and engagement. This position serves as a true business partner to provide human capital expertise and leadership to achieve operational excellence. This includes enterprise risk mitigation, organizational culture change initiatives, and continuous improvement activities. Supervisory Responsibilities: * This position has matrixed responsibility for HR teams across the Motion Control Technologies business, within the Hydraulics Segment of Helios Technologies, with local Managing Directors. Direct responsibility for regional Safety Manager. Duties/Responsibilities: * Management and oversight of the Human Resources function to ensure that all programs and initiatives are integrated and effective in supporting the overall mission, goals, and strategy of the Motion Control Technologies business within the Hydraulics Segment. * Directly participate in the planning and decision-making as a member of the Senior Leadership Team, and providing broad leadership and coordination to the business * Serve as internal consultant and strategic advisor to the Senior Leadership Team on people and culture development * Align our talent strategy to be an employer of choice within our industry * Establish a plan of management succession that corresponds to the strategy and objectives of the business * Provide oversight for safety culture and practices within the Motion Control Technologies business. * Provide organizational leadership around culture assessment and development, introducing and managing organizational change and development initiatives * Build a robust recruitment strategy that is aligned with our Core Values and drives towards current and future talent needs * Provides support on compensation and benefits, ensuring regulatory compliance, equity, and competitive salary levels necessary to attract and retain qualified staff in conjunction with the Helios Technologies framework * Directs, with support of Helios' Talent Development Team, the development of training and organizational development programs through staff or external consultants that address personal, professional, and organizational needs of employees and departments, supporting equitable opportunities for continuous learning * Provide coaching/advising of senior leaders on team development and key organizational and management issues by offering a unified approach and corresponding tools for executive and senior leaders to evaluate, design and align their structures to build high-performing teams * Function as Human Resources lead in due diligent practices in support of the M&A initiatives * Responsible for budgeting departmental needs * Other duties as assigned

The Human Resources Director (HRD) leads and oversees several HR functions to include: employee relations, HR systems, recruitment and retention, reporting, legal compliance, ensuring a positive and compliant work environment. This position will collaborate with leadership across the organization to develop and implement strategic HR initiatives, fostering a culture of diversity and inclusion while attracting and retaining top talent. Ensures compliance with all federal and state employment laws and regulations. Serves as a go-to resource for employee relations matters, providing guidance and support. Manages and maintains the Human Resource Information System (HRIS) as the super-user. Conducts training sessions for managers and supervisors on HR policies and procedures. ESSENTIAL JOB DUTIES AND FUNCTIONS While living and demonstrating our Core Values, the HR Director will: General HR Responsibilities: Administer various human resources plans and procedures for all company personnel; assists in development and implementation of personnel policies and procedures Maintain compliance with federal and state regulations concerning employment Responsible for the administration of the performance management process inclusive of probationary reviews, annual performance review process Recommend new approaches, policies, and procedures to effect continual improvements in efficiency of department and services performed Be the HR liaison and project manager as it relates to opening new clinical sites to ensure HR requirements are met timely Assist with annual orientation of new class of residents/fellows with GME and HR team Assist HR team with employee events and projects Conduct training sessions for the management team as it relates to recruitment and selection, manager 101 on administering employee coaching, disciplines and performance improvement plans, harassment, etc. Continue to improve processes and complete required PDSAs, SAFE Report, and community events Provide annual UDS employee data for required health center report Responsible for the oversight and timely filing of the annual EEO-1 report Respond to data requests for grant submissions and other organizational reports such as board meetings, HRSA reports etc. Regularly attend clinic huddles, operational meetings, and management meetings to disseminate critical HR updates, announcements, and policy changes Work closely with other members of the HR team to maintain a high level of organization within Provide HR support for HRSA site visits and applications Responsible for clinician contract renewals Assist and provide support to VP as needed Special projects as requested/needed Employee Relations: Develop and implement HR policies and procedures related to employee relations. Partner with all levels of management to communicate HR policies, procedures, and legal requirements to employees across all levels Serve as a go-to resource for urgent employee matters, providing timely guidance and support on employee misconduct, employee personal crisis situations, and performance issues Serve as a trusted advisor to managers, providing a confidential sounding board for complex employee situations. Collaborate with them to explore resolution options and develop effective strategies Lead and guide involuntary employee separations in collaboration with relevant managers. Ensure a professional, compliant, and respectful process is followed throughout Recommend and implement employee relations best practices to foster a positive work environment, high morale, and motivation Conduct confidential investigations into employee complaints, concerns, and potential harassment, utilizing strong interpersonal and active listening skills to mediate solutions Provide coaching and guidance to managers and supervisors on progressive discipline procedures and best practices as well as performance improvement plan administration, tracking and resolution. (e.g., TWCGME and TWCCH) Conduct training sessions for managers and supervisors on handling employee relations matters Maintain confidentiality throughout the employee relations process. Maintain visibility to provide guidance and support to employees on a broad range of HR-related issues across all locations HR Systems Partner with stakeholders to select HR systems that meet the organization's needs, as needed, and manage the implementation process of the chosen systems, ensuring a smooth transition for all users Maintain the Human Resource Information System (HRIS) as the super-user. This includes managing the following modules: HR data: Create, update, and maintain employee information in the HRIS system, ensuring data accuracy and integrity Time and attendance: Configure and oversee timekeeping functions, including setting up rules, managing exceptions, and generating reports. Document workflows: Streamline document management processes within the HRIS, including onboarding documents, new and annual signing of policies and procedures, agreements and acknowledgements to ensure compliance. Data insights: Generate and analyze HR data reports to identify trends, inform strategic decision-making, and support workforce planning. Web link configuration: Manage web link integrations within the HRIS to ensure seamless data flow and user experience. Security: Administer user access control and security protocols. Configuration: Ensure all settings are configured and updated as needed due to policy/procedure changes, new locations, legal updates, etc. Community: Communication through HRIS to employees of HR-related information, events, updates and important notifications. Troubleshoot complex system problems and identify root causes. Collaborate effectively with system administrators and vendors to resolve system issues. Develop and implement solutions to optimize HR and payroll processes, fostering strong collaboration between the departments Partner with Payroll and Finance to ensure proper administration of system functions, processing and data auditing inclusive of FTE allocations Make recommendations for electronic solutions to reduce usage of paper processes Proactively recommend new applications for current and emerging technologies, such as AI, to streamline workflows, enhance communication channels, and foster a more engaged workforce Manage bulk data uploads to ensure accuracy and integrity Ensure timely completion of annual system maintenance and updates, to include the end/beginning of fiscal year changeover of all employee time off programs Deliver training to introduce new functionalities and easier methods to end-users Conduct system security audits to identify and mitigate vulnerabilities and inaccurate date. Compliance: Comply with and stay up-to-date on all labor laws and regulations to ensure compliance and reporting requirements, including any related to the Equal Employment Opportunity (EEO), the Americans with Disabilities Act (ADA), the Family and Medical Leave Act (FMLA), Fair Labor Standards Act's (FLSA), the Department of Labor, and so forth Proactively minimize the company's exposure to employment-based lawsuits through adherence to legal best practices and a commitment to fair treatment of all employees Champion a positive and respectful work environment to foster employee engagement and retention, reducing the potential for disputes Protect the interests of employees in accordance with TWCGME and TWCCH Human Resources policies and governmental laws and regulations Resolve complaints received through TWC's reporting mechanisms such as SAFE and Direct Access Ensure all TWC locations have required labor law and federal posting requirements as well as other organizational posting requirements Requirements REQUIRED QUALIFICATION: Meet The Wright Center for Community Health and its affiliated Enterprise entities' EOS People Analyzer Tool Buy in and experience working in the EOS model (strongly preferred) Bachelor's degree in Human Resources or a closely related field. A Master's degree in Human Resources, Business Administration, Organizational Management, or similar experience is a strong plus. 10+ years of progressive leadership experience within Human Resources, ideally in a healthcare setting Strong understanding of employee relations, HRIS implementation, maintenance and administration, data reports, legal compliance, and the ability to translate organizational strategy into effective HR initiatives Proven ability to motivate, engage, and coach a team, fostering a positive and productive work environment Proven track record of successfully guiding teams through organizational change and fostering a culture of innovation Exceptional analytical and financial analysis skills with a passion for using data to inform strategic decisions Ability to leverage strong spreadsheet skills (e.g., Excel formulas and functions) and independently gather data from various sources and transform it for analysis in spreadsheets Strong proficiency to extract, clean, and analyze data for dashboards Critical thinking ability to collaborate with stakeholders to understand data requirements and translate them into actionable reports and dashboards Ability to manage multiple complex projects simultaneously with meticulous attention to detail and follow-through Excellent verbal and written communication skills, adept at presenting information to diverse audiences. Ability to build strong relationships and collaborate effectively with all levels of the organization, including the executive tea. Strong computer skills including advanced Excel and proficiency in other MS Office Suite applications (Word, PowerPoint) and Google Workspace Strong background and proven experience in the selection and administration of an HR system, as well as other HR systems Deep understanding of and commitment to creating a healthy, inclusive, and diverse work environment Possesses sound business judgment, strategic thinking, and the ability to influence others while maintaining high ethical standards Energetic and results-oriented with a proven ability to thrive in a fast-paced environment, adapt to evolving business needs, and remain calm under pressure Strong mentoring, coaching, and leadership skills to develop the talents of others A mindful and engaged listener who fosters open communication and mutual learning across all departments Maintains strict confidentiality and adheres to all HR-related policies and regulations

Join one of the most influential, most quoted and most trusted think tanks! The Brookings Institution is a nonprofit public policy organization based in Washington, DC. Our mission is to conduct in-depth research that leads to new ideas for solving problems facing society at the local, national and global level. We bring together leading experts in government and academia from all over the world, rooted in open-minded inquiry and representing diverse points of view, who provide the highest quality research, policy recommendations, and analysis. Research topics cover a full range of public policy issues in economics, foreign policy, development, governance and metropolitan policy. With fair and transparent business practices, clear communication, mutual respect, and a collaborative atmosphere that offers both professional and personal development opportunities, Brookings offers an inclusive and welcoming workplace that values the efforts of all contributors. Brookings' Human Resources (HR) department actively develops and implements HR best practices aligned with organizational priorities. The HR team delivers high quality HR services and ensures the recruitment, development, recognition, and retention of a diverse, high performing and engaged workforce, and smooth and efficient operations. We are a collaborative HR team of 17, including Employment, Benefits, Compensation & HR Systems, and Learning & Development, working to provide a supportive and well managed workplace where all employees have a sense of belonging and can contribute in an impactful and meaningful way. Position Location: This position is hybrid. Hybrid positions combine regular in-person presence at our Washington, DC office with the option of two days of remote work each week. Responsibilities Ready to contribute to Brookings success? The Director, HR Systems, oversees all aspects of HR systems and is responsible for delivering best-in-class HR systems support to the Institution's research programs and business units. They lead the HR systems team and play a key role in the stewardship of Brookings' enterprise systems landscape, which is anchored by Workday. The Director oversees a team of two staff. Reporting to the Deputy Chief Human Resources Officer (DCHRO), this position works in close partnership with colleagues across the Institution to maintain and enhance HR systems that support Brookings' strategic objectives. This includes identifying opportunities for improvement, solving operational challenges, and leveraging technology to simplify and standardize HR processes. The Director is responsible for the day-to-day operations of HR systems (including Workday Human Capital Management or HCM, and related tools) and cross-functional support of related systems (including Workday Payroll, Absence, and Time-Tracking or PATT), encompassing system administration, feature adoption, incident resolution, release planning, and overall systems governance. They will set HR systems roadmap in alignment with institutional priorities and will build internal capacity to support and enhance Brookings' HR systems environment over time. HR Systems Oversight, Administration, and Analytics (40%) * Lead the administration and governance of HR systems - including Workday (Core HR, Benefits, Absence, and Learning Management), ICIMS (Recruiting), and SharePoint (Workflows) and provide cross-functional support for related systems - including Workday (Payroll and Time tracking) and third party integrations- to ensure reliable performance, data integrity, and alignment with institutional needs. Oversee system operations such as configuration, troubleshooting, incident, request and change management, release planning, and vendor coordination. * Serve as a subject matter expert and partner to internal stakeholders to maintain and optimize HR systems and integrations. * Champion user adoption by developing and promoting effective training, documentation, and system communications. * Lead the development of HR analytics capabilities by delivering consistent, accurate, and actionable reports, dashboards, and executive summaries that inform decision-making. * Ensure compliance with relevant HR laws and data governance protocols through appropriate system design and reporting practices. Systems Strategy, Improvement, and Project Leadership (40%) * Define and lead the HR systems and data strategy in alignment with institutional goals and evolving needs. * Guide full project lifecycles for new system initiatives - including scoping, requirements gathering, vendor selection, testing, and change management. * Manage the HR systems project pipeline and participate in cross-functional governance efforts to align priorities across HR, Finance, and Technology. * Propose, Evaluate and Redesign core HR processes to improve efficiency, user experience, and strategic alignment. * Stay abreast of emerging HR technologies and trends to ensure Brookings remains responsive and forward-looking. * Ensure a smooth transition of implemented solutions to operational support. Team Leadership and Cross-Functional Collaboration (20%) * Supervise and support HR Systems staff, including performance management, coaching, and workload oversight. * Foster a collaborative, high-performing team culture grounded in continuous improvement and accountability. * Establish long-term priorities and annual goals for the HR systems function in partnership with the DCHRO and HR Management Team. * Build strong relationships across HR, Finance, Technology, and program areas to support system effectiveness and strategic alignment. * Contribute to broader HR planning efforts and support cross-functional projects as needed. Qualifications Ready to make an impact? In this role, you will support Brookings values of collegiality, respect, inclusion, diversity and community, and bring the following qualifications: Education/Experience Requirements Bachelor's degree with a minimum of ten years progressing responsible experience in HCM system (Workday, Oracle, PeopleSoft) administration and data management. Minimum five years of management/supervisory experience. Minimum three years of Workday experience required. Strong preference for candidates with previous large enterprise Workday implementation or administration experience; Workday, CCP, CEBS, or other relevant certifications preferred. Must be authorized to work for any employer in the U.S. Knowledge/Skill Requirements Ability to lead efforts to ensure optimization of HR technology platforms. Expert proficiency in Microsoft Office Suite (Excel, Word, PowerPoint). Excellent project management skills and ability to meet deadlines. Must be able to thrive in a demanding, change-oriented, fast-paced environment. Ability to think strategically about problems and possesses skill in tactical execution. Demonstrated ability to audit data and identify, analyze, and develop solutions. High degree of executive presence and professionalism with the ability to engage with all levels of an organization and maintain confidentiality. Well organized and confident, team player and team leader with excellent communication and presentation skills. Working knowledge of regulatory and governing standards for compensation, payroll, health and welfare benefits, retirement plans, FMLA, workers' compensation and disability. Additional Information What can we offer you? Brookings provides a generous benefit package that is comprehensive and includes both traditional benefits and unique offerings. Our comprehensive benefits package includes medical, dental, and vision benefits, generous time off, and workplace flexibility. For more information, please visit Brookings Benefits. Brookings requires that all applicants submit a cover letter and resume. Please attach your cover letter and resume as one document when you apply. Please note: if you have applied to more than one Brookings job opening you should add a position-specific cover letter as a separate attachment. Successful completion of a background investigation is required for employment at Brookings. Brookings welcomes and celebrates diversity in all its forms, including diversity of experience, thought, and personal background. We welcome applications that reflect a variety of backgrounds based on ideology, race, ethnicity, religion, national origin, gender, sexual orientation, gender identity or expression, disability, veteran status, first generation college goers, and other factors protected by law. Brookings is proud to be an equal-opportunity employer that is committed to promoting a diverse and inclusive workplace. All selection decisions are based upon merit, skills, abilities and experience.

(Full-Time, Exempt Position) Inner City Law Center (ICLC) is a nonprofit law firm located in the Skid Row neighborhood of Los Angeles. We are looking for extraordinary people to help us end homelessness in Los Angeles. Founded on the fundamental principle that every person should always be treated with dignity and respect, ICLC fights for justice for low-income tenants, working-poor families, people who are disabled or experiencing homelessness, people living with HIV/AIDS, and homeless veterans. Position Description: The Director of Human Resources plans, leads, directs, develops, and coordinates the policies, activities, and staff of the Human Resources (HR) department, ensuring legal compliance and implementation of the organization's mission and talent strategy. They are responsible for developing training and initiatives that create and foster an open and inclusive environment. Working alongside the Chief Operating Officer, the Director of Human Resources will develop and execute diversity, equity, and inclusion strategies for the organization. The Director of Human Resources' areas of responsibility include, but are not limited to: Responsibilities: Human Resources (Culture, Development, Employee Relations, HRIS, Recruiting & Compliance) Provide support and oversight to all human resources programs, including compensation, benefits, employee relations, union relations, and performance management. Ensure all recruitment, hiring, and onboarding is up to organizational standard with clear systems and processes. Promote an organizational culture that embraces diversity, inclusiveness, and the fair and respectful treatment of all people as a core value. Partner with the leadership team to understand and execute the organization's human resources and talent strategy particularly as it relates to current and future talent needs, recruiting, retention, and succession planning. Provide support and oversight in the implementation of the performance management process, including employee evaluations, documentation, and coaching. In conjunction with HR Administrator, advise supervisors on complex employee situations. Provide support and oversight regarding all employee disciplinary meetings, terminations, and investigations. In conjunction with the Senior HR Manager, manage the employee time-keeping system and supervise input of data into payroll system. Manage staff separations, including exit interviews and succession planning. Maintain accurate, complete, and confidential employee records. Ensure compliance with all laws related to human resources. Interact professionally with a customer service attitude with all members of the ICLC team. Create clear professional development plans and HR Education strategies to ensure professional growth and retainment. Diversity, Equity & Inclusion Translate strategies into tactical plans with clear actions, accountability, and goals to promote best in class equitable DEI practices. Oversee the collaborative process between HR and leaders on sourcing, hiring and retaining diverse candidates by connecting with professional organizations and leveraging social media and community connections. Develop programs to attract, retain, and promote a diverse workforce. Work to improve our organization's environment, ensuring we foster a culture that is inclusive, innovative, willing to take risks, and proactively leverage multiple dimensions of diversity. Develop training opportunities to educate employees and managers on how to recognize, accommodate and appreciate individual differences and how these can be bridged back to assist in meeting the business plan. Serve as a change agent to provide solutions, resources and training on DEI related topics. Research and develop metrics for measuring the effectiveness of diversity initiatives implemented and prepare quarterly reports to senior management on the value of the initiatives. Develop, improve, and oversee DEI metrics and dashboards. Track & analyze key metrics. Partner with leaders to drive improvement. Supervision Responsible for the direct supervision of the Senior HR Manager and HR Administrator. Perform other duties as assigned. Hiring Criteria: Commitment to ICLC's mission and values. Mission driven and dedicated to eradicating homelessness and dismantling the systems that contribute to it. Committed to equity, diversity, and racial justice. Minimum 5 years in a senior-level human resources position. Professional Human Resources certification (or equivalent). Experience with administering salary and benefits programs. Knowledge of payroll, timekeeping, and HRIS. Thorough knowledge of human resources laws and employment-related laws and regulations. Organized, detail oriented, and able to assume responsibility quickly and work independently in a rapidly growing organization. Excellent verbal and written communication skills. Excellent interpersonal, negotiation, and conflict resolution skills. Ability to prioritize tasks and to delegate them when appropriate. Ability to exercise good judgment and act with integrity, professionalism, and confidentiality. Must have access to reliable transportation. Compensation: Annual compensation ranges from $120,000 - $160,000 per year and is commensurate with qualifications and experience. Excellent benefits. How to Apply: Cover letters and resumes are reviewed upon receipt and applications will be accepted until the position is filled. To apply, please upload your resume and cover letter detailing interest in the position directly to our website at ******************************** Applications will not be considered if both resume and cover letter are not provided. Inner City Law Center is committed to having a diverse staff and an equitable and inclusive workplace. To read our full DEI Statement, please click here. ICLC is an equal opportunity employer and all qualified applicants will receive consideration without regard to their race, religion, ancestry, national origin, sex, sexual orientation, gender identity, transgender status, age, disability, marital status, or medical condition. All qualified applicants with criminal histories shall be considered in a manner consistent with the requirements of the Los Angeles Fair Chance Initiative for Hiring. To keep our staff and clients safe, ICLC requires all staff to be fully vaccinated against COVID-19 and undergo TB testing upon hire.