Human resources manager jobs in Dallas, TX

-Must have Healthcare experience supporting physician groups We are seeking a seasoned and professional HR Manager to oversee and support the human resources needs of our physician workforce. This role requires a dynamic HR generalist with specialized experience in physician relations, a strong understanding of employee relations, and a solid foundation in compensation practices. The ideal candidate brings 5-8 years of progressive HR experience, excels in a fast-paced healthcare environment, and demonstrates a high level of polish, discretion, and professionalism. Key Responsibilities: Serve as the primary HR point of contact for physicians, providing support across all areas of the employee lifecycle Manage complex employee relations issues with discretion, consistency, and alignment to company policy and best practices Partner with leadership to support physician engagement, retention strategies, and performance management initiatives Interpret and apply HR policies, procedures, and employment laws specific to the physician workforce Provide generalist HR support including onboarding, training, leave management, and offboarding processes Collaborate with compensation and finance teams to analyze and support physician compensation structures Lead or contribute to special projects and initiatives that enhance HR service delivery within the clinical and physician environment Maintain compliance with all relevant regulations, certifications, and licensure requirements Qualifications: Bachelor's degree in Human Resources, Business Administration, or related field (Master's or HR certification preferred) Minimum 5-8 years of progressive HR experience with a strong generalist background Direct experience supporting physicians Solid understanding of employee relations and compensation principles Strong interpersonal, communication, and conflict-resolution skills Polished, professional demeanor with the ability to work with high-level clinical and administrative stakeholders Proficiency in HRIS systems and Microsoft Office Suite

Remote Contract Requirements • Strong domain expertise in HR and customer data processes • Hands-on experience with Workday data (no training ramp provided) • Working knowledge of: o SQL and data querying concepts o AWS services (S3 required; ECS/EKS and AWS SDK are a plus) • Familiarity with visualization tools (Power BI, Tableau) is a plus, but not a primary focus ________________________________________ Additional Requirements • Excellent written and verbal communication skills (American English) • Ability to work independently with minimal onboarding • Remote role; must be available during Central Time business hours Thanks, Vikas. ************************

We are seeking a highly skilled and proactive Human Resources Generalist to join our dynamic HR team. The ideal candidate will be responsible for managing a broad range of HR functions, including talent acquisition, employee relations, benefits administration, payroll and compliance. This role requires a strategic thinker with excellent communication skills and a comprehensive understanding of human capital management systems and employment laws. The Human Resources Generalist will play a vital role in fostering a positive work environment, supporting organizational development, and ensuring adherence to HR policies and procedures. Responsibilities Oversee talent acquisition processes, including recruiting, interviewing, and onboarding new employees . Manage employee orientation programs, performance management cycles, and employee evaluation processes to promote professional growth. Administer employee benefits programs and handle benefits administration tasks efficiently. Ensure compliance with employment & labor law, OSHA regulations, yearly filings & testing, and affirmative action planning. Support change management initiatives and assist in organization design and strategic planning efforts. Handle employee relations issues with professionalism and tact, including conflict management and resolution strategies. Maintain accurate HR data entry within HRIS systems like SAP SuccessFactors, ADP etc Conduct data collection and analysis for HR metrics to support workforce management decisions. Assist with HR sourcing activities to attract top talent through social media management and other channels. Collaborate with leadership on labor law compliance, contracts management, and policy updates. Education & Experience Bachelor's degree in Human Resources, Business Administration, or related field (preferred). 5+ years of HR experience; generalist experience strongly preferred. HR certification (PHR, SHRM-CP) is a plus. Proven experience in human resources management or related roles with a strong understanding of human capital management practices. Familiarity with employment & labor law regulations including FMLA, OSHA standards, and workers' compensation procedures. Experience working with HRIS platforms such as Workday, SAP SuccessFactors, ADP is highly preferred. Demonstrated ability in talent acquisition strategies including social media recruitment campaigns. Strong project management skills with the ability to handle multiple priorities effectively. Excellent communication skills for engaging with employees at all levels of the organization. Knowledge of benefits administration processes and employee relations best practices. This position offers an opportunity to contribute significantly to organizational success through strategic human resources initiatives while supporting a positive workplace culture. The ideal candidate will be detail-oriented with a proactive approach to problem-solving and continuous improvement within the HR function. Skills & Competencies Strong knowledge of HR laws and regulations. Excellent communication and interpersonal skills. Ability to handle confidential information with discretion. Strong organizational and multitasking abilities. Proficiency with HRIS systems; experience with payroll systems is a plus. Problem-solving, conflict-resolution, and decision-making skills. Adaptability and a customer service-oriented mindset. Personal Attributes Professionalism, integrity, and sound judgment. Ability to build trust and positive work relationships. Demonstrated initiative and willingness to learn.

Administrator, Department/Director Additional Information: Show/Hide Days: 226 Pay Grade: 111 * Please check the Salary Schedule for current rates and stipend eligibility. (Scroll down after clicking this link) Qualifications: Education/Certification: * Master's Degree in a related field * Valid Texas Administrator certificate * pHCLE, SHRM, PHR certification, preferred Experience: * Minimum of five (5) years of experience in PK-12 school administration * Minimum of three (3) years of experience as a supervisor * Human Resources experience, preferred * Please see attached for more information. Attachment(s): * Job Description - Director Elem HR

Hilltop Holdings is looking to hire a SVP, Director, Human Resources. The SVP, Director, HR Business Partner (HRBP) works as a strategic partner to own and drive business-level and enterprise-wide HR deliverables. This role will balance providing the day-to-day HR support for leaders and employees in the assigned business units, while also leading enterprise-wide initiatives. Reporting to the CHRO, the Director, HRBP, partners closely with the HR Shared Services team and other Directors. We're looking for someone with: ✅ Experience in a mid-size or regional bank (750+ employees) ✅ Strong HR leadership and business partnership skills ✅ Direct people management experience If this sounds like you-or you know someone who'd be a great fit-please send me your referrals or apply directly! Please note: We're not accepting candidates from agencies, and candidates must have banking experience. Location: Dallas, Texas (on-site only - located by Snider Plaza) Bachelor's degree with significant coursework in human resources, psychology, business, public administration or related field OR equivalent professional-level HR experience with increasing responsibility levels (substituted on a year-for-year basis) required. Master's degree preferred. Relevant industry accreditations and/or certifications such as SPHR or SHRM-SCP are preferred. Seven (7) years of related professional-level experience in human resources or organizational development. Experience in the Banking and/or Financial Services industry (i.e. banking, broker-dealer, mortgage) is strongly preferred. Excellent knowledge of current human resources rules, regulations, laws, principles, practices and policies related to administration of all aspects of human resources (i.e., Employee Relations, Staffing, Compensation). Ability to provide strategic level consulting to business leaders and to influence senior executives on key human capital related needs or problems. Proven skills in conflict resolution/management and negotiating activities, with the ability to resolve complaints and business issues while maintaining superior composure. Skilled in investigating complaints. Ability to apply reasoning in conducting research and analysis of a variety of HR initiatives and topics. Ability to understand and interpret current company policies, practices and procedures and to provide recommendations to improve relevant company policies, practices and procedures as needed. Excellent verbal, written, and interpersonal communication skills with the ability to interact effectively at all levels across the organization and with external business partners as needed. Must also have refined professional presentation skills with the ability to present to C-level executives. Advanced computer skills, with strong experience in Microsoft Office suite as well as the ability to learn and use other work-related systems and applications such as the HRIS, Compensation system, Learning Management system, etc. Excellent time management and organizational skills with the ability to multi-task and work in a fast-paced, deadline-driven, and rapidly changing work environment. Must be self-motivated team player with strong attention to detail, high level of accountability, and the ability to work independently or with a team. Must have proven ability to manage a staff of professionals. The above statements are intended to describe the general nature and level of work being performed by individuals in, or assigned to, the above position and are not intended to be construed as an exhaustive list of all responsibilities, duties and skills required and may be changed at the discretion of the Company. Essential Functions Serve as a strategic business partner for leaders and executives at PlainsCapital Bank, executing on programs and initiatives, managing employee relations matters, being a culture steward, and providing overall HR support to drive the Bank's growth vision. Provide leadership and direction on the Bank's key growth and development initiatives including Sales Recruiting and Banker Development Program. Drive strategy and execution for enterprise-wide HR initiatives including employee engagement survey, goal setting, performance reviews, succession planning, and other key initiatives. Directly lead, coach, support and manage a team of HR Business Partners delivering on both enterprise-wide and business unit specific HR tasks and initiatives. In partnership with CHRO, provide HR support to assigned Holding Company Corporate Departments and leaders. Partner closely with other HR Directors on enterprise-initiatives and HRBP coaching, alignment, and development finding the balance of driving consistency while also recognizing the unique needs of each business. Serve as a key leader on the Hilltop Holdings HR team serving as a respected and trusted partner providing guidance, input, and influence when needed or appropriate. Partner with the HR Shared Services teams to provide consultation and support in all talent management practices including employee engagement, total rewards, talent acquisition, performance management, and strategic workforce planning. Partner with the HR Shared Services teams to plan and implement HR strategies that support business needs. Analyze and compile information and statistics and develop reports and recommendations for executive-level meetings and decision-making. Ensure that HR-related and employment practices follow federal and state laws, regulations and guidelines. Manage employee relations to address workplace issues. Reviews results of investigations and make recommendations to resolve general, harassment and discrimination complaints.

Ready to build your future? We're Groundworks, North America's leading foundation repair and water management specialist. We're more than a company - we're a team driven by purpose. As a Top Workplace, we're looking for top talent to fuel our mission: to protect, repair, and improve our customers' greatest asset - their home. But what makes us a great place to work? Here, you'll find real career growth, comprehensive and affordable benefits, a culture that values hard work and innovation, and company ownership equity. Whether you're starting your career or looking for your next big move, we offer hands-on training, advancement opportunities, and the chance to make a real impact every day. Join us and lay the foundation for your success. Apply today! Groundworks is seeking a talented Director of Human Resources to join our tribe in Dallas, TX! The Director of Human Resources is a strategic role designed to align business objectives with employees and leaders across the organization. This position will focus on enterprise human resources initiatives that shape and enhance the organization's workforce strategy, providing a solid foundation for eventual direct support of the business. The Director will collaborate across the HR function to deliver value-added services that reflect organizational goals while maintaining a strong focus on project execution, business acumen, and operational excellence across locations in the US and Canada. This is an onsite position located at our corporate offices in Dallas, TX. Responsibilities Lead a distributed team of HR Business Partners and HR Generalists. Lead the development, documentation through creation of SOPs, and implementation of scalable HR processes and workflows to support organizational growth and operational efficiency. Design and execute change management communication strategies to ensure clear messaging and stakeholder alignment Manage cross-functional workforce initiatives, such as with operational stakeholders and partners. Analyze project outcomes and provide actionable insights to refine strategies and improve operational effectiveness. Develop and deliver high-quality presentations and reports, including data-driven insights, visuals, and strategic recommendations, tailored to executive leadership and key stakeholders. Drive people strategies that enable enterprise to achieve short- and long-term objectives. Lead change initiatives, including workforce development, succession planning, and performance management. Provide expert consultation on employee relations, organizational culture, and engagement strategies. Provide performance management guidance to business leaders through coaching, counseling, career development, and disciplinary actions when necessary. Work closely with leaders and employees to increase workforce productivity, engagement, and employee retention. Ensure HR practices align with regulatory requirements and minimize legal risks. Collaborate with cross-functional teams to support HR-related aspects of M&A, including workforce assessments, integration timelines, and communications planning. Identify and mitigate risks associated with employee transitions, role changes, and company cultural integration. Other duties as assigned. Requirements Bachelor's degree in Human Resources, Business Administration, or a related field. At least seven years of HR experience, with a focus on HR project management, M&A support, process development, or rapidly growing/scaling organizations. Experience with Workday preferred. Ability to travel across the United States and Canada as needed (up to 30-50% travel). Ability to support a distributed workforce of up to 10,000 employees across multiple locations. Qualifications Extensive knowledge of multiple human resource disciplines, including leadership development, organizational design, employee relations, diversity, performance management, and federal and state respective employment laws Excellent interpersonal skills with the ability to effectively engage and build relationships within HR and the broader business. Strong analytical skills with advanced proficiency in Microsoft Office Suite and Process automation. Proven experience managing HR teams, projects and initiatives in an uber fast-paced environment. What we Provide: Competitive Pay Employee Company Ownership Opportunities Industry Leading Training Programs Leadership Development and Career Growth Tracks Comprehensive and Affordable Benefits Package Top Workplace with Award Winning Culture

Full-time Description The VP of Human Resources will serve as a strategic partner to the Life Care Home Health Family executive team, driving talent strategy, organizational development, and culture-building across a multi-site footprint. This leader will be instrumental in shaping a high-performance, values-driven culture while building scalable HR systems that support rapid growth and operational complexity. Key Responsibilities Culture & Engagement Champion a unified, mission-driven culture across all locations Design and implement employee engagement strategies that foster retention, inclusion, and purpose Serve as a cultural ambassador during acquisitions and integrations Talent Strategy & Development Lead workforce planning, talent acquisition, and succession planning across all business units Build and scale leadership development programs, career pathways, and performance management systems Partner with clinical and operational leaders to ensure staffing models align with care delivery needs HR Infrastructure & Compliance Oversee HR operations including payroll, benefits, compliance, and employee relations Ensure adherence to federal and state employment laws across all operating regions Implement scalable HRIS and data analytics tools to support decision-making M&A & Integration Support due diligence and post-close integration for new acquisitions Align HR policies, benefits, and culture across newly acquired entities Executive Partnership Advise the CEO and executive team on organizational design, compensation strategy, and workforce trends Collaborate with private equity sponsors on human capital KPIs and reporting Requirements Ideal Candidate Profile 10+ years of progressive HR leadership experience, preferably in multi-site healthcare or PE-backed environments Proven success in building culture and developing talent in high-growth organizations Deep understanding of home health and hospice workforce dynamics preferred Strong operational mindset with the ability to scale systems and processes Exceptional communication and change management skills Willingness to travel across markets as needed

We are HR Data and Analytics, a centralized global team responsible for all aspects of workforce data strategy, analytics and data governance. We have a vision to help make individuals, teams, and businesses at JPMC among the most engaged and productive in the world. Our mission is to create workforce insights that allow leaders to make evidence-based people decisions that help drive measurable business outcomes. As a Data Science Lead in our HR Data & Analytics team, you are not only strong in both quantitative skills and business acumen, but also a great collaborator with your team members and internal clients. You translate abstract business asks to analysis tasks or agenda, conduct analysis, and communicate results with relevant parties. You are a valuable contributor to our intellectual capital - Accumulate institutional knowledge about our workforce, explore and develop different tools and analysis methods in the context of HR, and create relevant templates to drive synergy across HR analytics work. Last but not least, you embrace a mentoring mentality in developing junior team members through collaboration in analysis work. Job Responsibilities Conduct analysis based on past and current HR and business data to generate relevant, actionable insights that answer the question of “so-what,” and support leadership in making evidence-based decisions. In support of this analysis, design and implement relevant analytics, explanatory models, and, if appropriate, predictive models, including exploratory data analysis, feature engineering, , data quality checks, and model performance evaluation. Manage the design, build, and delivery of analytical solutions with a pragmatic approach in evaluating multiple solutions. Develop new analysis ideas based on observations in the existing book of work and data assets. Work with business users to measure the realized benefit of delivered solutions. Capture and understand end-user requirements, translate them into customized analytical solutions, and communicate results via reports, presentations, and insightful visualizations. Collaborate with team members to deliver analysis results to business leaders. Collaborate with data sourcing and technology teams for data acquisition, platform onboarding and enhancement, and production deployment. Adhere to relevant regulatory, compliance, and control policies and procedure. Follow best practices when handling proprietary and sensitive data. Required Qualifications, Capabilities, and Skills 7+ years of experience with a Bachelor's degree in a related social science, business, or quantitative analysis discipline (e.g., Economics, Business, IO Psychology, Statistics, Business Analytics, Computer Science), or 3+ years with a higher degree, and experience in industry or at a top management consulting firm. Experience in Human Resources for Financial Services, or allied areas, including people analytics, labor market research, finance, economics, consumer/user behavior, or the financial services industry Proficiency in quantitative analysis and statistical data modeling, and associated software (e.g., Python and its associated open source libraries, R, SPSS), to implement classical statistical techniques such as hypothesis testing, multiple regression, multivariate analysis, for regression analysis, as well as supervised and unsupervised algorithms for machine learning, and model performance evaluation. Experience with data wrangling tools (e.g., SQL, Alteryx) and working with large datasets (millions of records) for data exploration and analysis. Familiarity with modern techniques for natural language processing, including the use of contextualized embeddings and pretrained language models, including LLMs, for text classification, summarization, and named entity recognition Proficiency with reporting and visualization tools (e.g., Tableau, PowerBI) and advanced Excel skills (e.g., pivot tables, Analysis ToolPak). Ability to articulate data insights in a business context through customized reports, visualizations, and presentations, and discuss complex issues in easy-to-understand ways. Experience in consulting, client engagement, or technical project execution with a focus on data and analytics solution delivery. Preferred Qualifications, Capabilities, and Skills Experience with project planning and execution, such as agile practices, dependency planning, and tools like JIRA; pragmatic problem solving across multiple types of issues in project work. Experience managing ambiguity and stakeholder relationships across multiple business functions. Experience with cloud services and data analytics frameworks (e.g., AWS, SageMaker, Starburst/Trino, Databricks/Spark).

We Are Bosch. At Bosch, we shape the future by inventing high-quality technologies and services that spark enthusiasm and enrich people's lives. Our areas of activity are every bit as diverse as our outstanding Bosch teams around the world. Their creativity is the key to innovation through connected living, mobility, or industry. Let's grow together, enjoy more, and inspire each other. Work #LikeABosch Reinvent yourself: At Bosch, you will evolve Discover new directions: At Bosch, you will find your place Balance your life: At Bosch, your job matches your lifestyle Celebrate success: At Bosch, we celebrate you Be yourself: At Bosch, we value values Shape tomorrow: At Bosch, you change lives Job Description We are seeking a skilled and dedicated Human Resource (HR) Director to join our team. The role will be accountable for oversight of HR operations teams at all sites including Norman, Wichita, Fort Lauderdale, and Cienega. Serves as the HR business partner to the VP, Operations. Duties include, but are not limited to: Responsible HR business leader for the organization including setting strategic direction for plant HR staffs. Responsibility for the independent application and implementation of Human Resource Generalist (HRG) processes, standards, and guidelines. Technical and goal-oriented leadership of local HR management in alignment with regional and global HR strategy. Active participation in the Leadership Team HC/HR AME - co-design and joint further development of concepts, creation of transparency in one's own area of responsibility, and coordination of impacts on other HRG areas and locations. Ensuring that HR processes, standards, and guidelines are consistently applied and lived in the assigned HR locations. Close cooperation and coordination with the HRGs of the interface areas. Active involvement in the development, testing, and implementation of new HR concepts and improvement initiatives within the HRG Group - by contributing own ideas, suggestions, and participating in pilot projects. Support and coaching of local HR managers in the implementation of HRG and HR processes, as well as in site-specific challenges. Promotion of knowledge exchange, best practices, and cross-border collaboration. Active support of change processes and assistance to teams in dynamic phases. Monitoring and promotion of process quality, efficiency, and compliance in the HR area. Qualifications Required Qualifications: Bachelor's degree Human Resources, Business Administration, or related field 10+ years of HR experience with proven track record of broad HR knowledge matured in several roles and able to consult, partner and challenge business leaders. Experience in HRIS and HR analytics tools Preferred Qualifications: PHR or SHRM-CP certification preferred Strong communication and interpersonal skills with the ability to build relationships at all levels of the organization Strong analytical and problem-solving abilities Exceptional organizational skills and attention to detail In-depth knowledge of federal and state employment laws and regulations Ability to maintain confidentiality and handle sensitive information with discretion Strong time management skills and ability to prioritize multiple tasks Adaptability to changing priorities and deadlines in a fast-paced environment Conflict resolution and mediation skills Project management skills with the ability to manage multiple priorities Additional Information Equal Opportunity Employer, including disability / veterans *Bosch adheres to Federal, State, and Local laws regarding drug-testing. Employment is contingent upon the successful completion of a drug screen and background check. Candidates who have been offered the position must pass both screenings before their start date. Your well-being matters at Bosch! We offer a competitive compensation and a benefits package designed to empower you in every area of your life. This includes premium health coverage, a 401(k) with generous matching, resources for financial planning and goal setting, ample paid time off, parental leave, and comprehensive life and disability protection. We're investing in your success!

Witherite Law Group (WLG) is a personal injury law firm specializing in motor vehicle accidents. Our vision is to improve the life of each person we serve. Whether it is for our employees, our clients, or our community, WLG puts people first, provides unmatched expertise, and displays integrity in every situation. Our attorneys and staff are committed to helping injured clients get the care and service they deserve. We take care of the complex legal work so that our clients can focus on recovery and getting their lives back. We are determined to help our clients get the settlement they deserve, and we will be by our client's side every step of the way. This firm is a Top 100 Places to Work recipient and a National Top Workplace honoree. We are proud of these achievements and honored to be among this prestigious list of companies. Our culture is special. But you can't just take our word for it...apply today and join the WLG family. Position Summary: The Director of HR Operations is responsible for leading the firm's HR service delivery, ensuring consistent, compliant, and high-quality execution of HR processes across all offices. This role provides direct leadership to the HR Business Partner team and oversight of payroll operations, driving excellence in employee experience, operational efficiency, and policy adherence. The Director partners closely with firm leadership and the HR executive team to align HR operations with strategic business objectives and to build a culture of accountability, service, and continuous improvement. Key Responsibilities: Provide strategic and operational leadership to the HR Business Partner team, ensuring consistent and proactive support across all business units and locations. Oversee the payroll function, ensuring timely and accurate processing, compliance with wage and hour laws, and coordination with Accounting. Develop, document, and refine HR operational processes including onboarding, offboarding, employee status changes, leave management, and policy application. Ensure firmwide compliance with federal, state, and local employment regulations, including auditing, reporting, and record retention requirements. Serve as an escalation point for complex employee relations and performance management issues, partnering with leaders to resolve matters with fairness and consistency. Partner with the CHRO on workforce planning, organizational design, and policy development to support evolving firm needs. Implement operational metrics to monitor HR service quality, payroll accuracy, and employee experience. Drive process improvement initiatives that enhance accuracy, efficiency, and consistency across the HR function. Build strong partnerships with HR leaders to ensure seamless HR service delivery. Represent HR Operations in leadership strategy, contributing operational insight to firm-wide initiatives and strategic planning. Qualifications Master's degree required in Human Resources Management, Business Administration, Organizational Development, or a related field. Professional certification (SHRM-SCP, SPHR, or equivalent) required. 10+ years of progressive HR experience, including at least 5 years in a leadership role overseeing HR operations, payroll, or HR Business Partner functions. Demonstrated success managing HR teams in multi-office or professional services environments. Advanced understanding of employment laws, payroll processes, and HR compliance requirements. Exceptional communication, relationship-building, and stakeholder management skills. Proven ability to lead through change, streamline operations, and elevate HR service standards. Physical Requirements: Office environment with normal business hours necessary to satisfactorily perform job functions. Stationary Position - Must be able to remain in a stationary position up to 50% of the time. Move or Traverse - This position needs to occasionally move about inside the office to access file cabinets, meeting rooms, office machinery, etc. May occasionally ascends/descends the stairs to get to other floors, cafeteria and parking area. Dexterity - constantly operates a computer and other office machinery such as a copy machine/printer. Move, Transport, Position, Put, Install, Remove - Occasionally moves supplies weighing up to 10 pounds for various presentation and event needs. Communicate, Detect, Converse with, Discern, Convey, Express oneself, Exchange information - The ability to communicate information and ideas so others will understand. Must be able to exchange accurate information in these situations. Detect, Determine, Perceive, Identify, Recognize, Judge, Observe, Inspect, Estimate, Assess - The ability to observe details at close range (within a few feet of the observer). Benefits and Perks: Medical, dental, vision Company paid Life and AD&D Insurance Company Paid STD (with no waiting period) and LTD Insurance Option to purchase additional Life and AD&D Insurance Voluntary Critical Illness, Accident, and Hospital Indemnity Coverage 401(k) with company contributions Paid Time Off 10 Company Holidays Tuition Reimbursement Please note that this is intended to outline the primary duties of the role and is not intended to be an exhaustive list. The job description is subject to change with or without prior notice, and that a reasonable accommodation may be requested to perform the essential functions of the job. WLG and its affiliated companies provide equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state or local laws. WLG and its affiliated companies participate in E-Verify. For additional information please review the E-Verify Participation Poster and Right to Work Poster from the Department of Homeland Security.

**Who We Are** At Kyndryl, we design, build, manage and modernize the mission-critical technology systems that the world depends on every day. So why work at Kyndryl? We are always moving forward - always pushing ourselves to go further in our efforts to build a more equitable, inclusive world for our employees, our customers and our communities. **The Role** We are seeking a seasoned HR Technology leader with proven experience in large, global organizations to drive Kyndryl's HR technology strategy and transformation. This role is not about hands-on technical configuration, it is about strategic product leadership, enterprise-scale integration, and managing a team of Product Owners to deliver world-class HR solutions. The Director, HR Information Systems, will provide operational excellence and strategic, proactive support for the delivery and execution of Kyndryl's technical HR strategy. Lead the evaluation, implementation and adoption of advanced and transformative technology that advances the HR Strategy and the growth of Kyndryl. This position will lead and influence complex, people-centered HR Transformation programs, including: + Workday capabilities transformation + ServiceNow enhancements + Payroll modernization In addition, you will have the opportunity to contribute to other initiatives within the HR Transformation team, such as digital transformation, special projects, and employment-related programs. **Key Responsibilities** + **Lead Global HR Technology Strategy** Define and communicate the product vision for Workday, ServiceNow, and other HR platforms, ensuring alignment with Kyndryl's strategic goals and global HR transformation roadmap. + **Manage Product Ownership at Scale** Oversee a team of Product Owners responsible for Workday and Employee Experience platforms. Drive prioritization, trade-off decisions, and roadmap execution across multiple HR functional areas. + **Enterprise Integration & Employee Experience** Deliver solutions that integrate Workday with Professional Services Automation (PSA) or Projects modules and ensure seamless connectivity with Employee Experience platforms (ideally ServiceNow or equivalent). + **Stakeholder Engagement & Governance** Partner with HR Centers of Excellence, business leaders, and technology teams to architect scalable solutions using industry best practices. Establish governance and project management discipline for end-to-end delivery. + **Global Transformation Leadership** Lead complex HR transformation initiatives, including digital transformation, payroll modernization, and service delivery enhancements, ensuring consistent and exceptional employee experience worldwide. + **Continuous Improvement & Risk Management** Maintain platform health, monitor security and compliance, and proactively identify opportunities for optimization and innovation. **What We're Looking For** + **Global Enterprise Experience** Demonstrated success in leading HR technology strategy and transformation for a large, multinational organization. + **Workday Expertise Beyond Core HR** Experience with Workday in environments that include Professional Services Automation or **Projects** , not just core HCM. + **Employee Experience Platform Knowledge** Hands-on leadership experience with ServiceNow or similar platforms as part of an integrated HR ecosystem. + **Product Leadership** Proven ability to manage **Product Owners** , set vision, and deliver complex, cross-functional technology programs. + **Strategic & Operational Balance** Ability to align business priorities, make trade-offs, and balance strategic development with ongoing production support. **Your Future at Kyndryl** Every position at Kyndryl offers a way forward to grow your career, from Junior Administrator to Architect. We have training and upskilling programs that you find anywhere else, including hands-on experience, learning opportunities, and the change to certify in all four major platforms. One of the benefits of Kyndryl is that we work with customers in a variety of industries, from banking to retail. Whether you want to broaden your knowledge base or narrow your scope and specialize in a specific sector, you can find your opportunity here. Kyndryl currently does not require employees to be fully vaccinated against COVID-19, however, if you are hired to work at a client, customer, or partner location, you may be required to show proof of vaccination to align with their respective COVID-19 vaccination policies. Those who believe they are eligible may apply for a medical or religious accommodation prior to the start of employment. **Who You Are** You're good at what you do and possess the required experience to prove it. However, equally as important - you have a growth mindset; keen to drive your own personal and professional development. You are customer-focused - someone who prioritizes customer success in their work. And finally, you're open and borderless - naturally inclusive in how you work with others. **Required Skills, Experience and Circumstances:** + Minimum of 10 years experience as a Product Owner, Consultant or Business Analyst in the HRIS space across a variety of disciplines. + 7+ years Workday, ServiceNow and/or HR Systems experience with an in depth understanding of the product and business processes related to various functional areas within Workday, including understanding of E2E Workday integration points. + 5+ years leading Consulting teams focused on Systems Implementation. + Global experience with other HR Applications and vendors in the HR Technology tech stack including Service Now. + Experience with Product Roadmap development and influencing key collaborators for consensus on business priorities. Ability to facilitate complex discussions. + Project Management experience with focus on design, facilitating development, testing and delivery. + Demonstrates abilities and/or a proven record of success working in a consultative capacity on Human Capital technology projects. + A driver, decision maker, and effective team collaborator. Ability to acquire crucial information and key objectives. + Organized, self-motivated, highly adaptable, and have a strong desire to embrace change. + Outstanding leadership and motivational skills - possessing a willingness to empower as well as inspire commitment and positive attitude in the team + Ability and/or experience to work independently as well as in a team environment through collaboration and consultation skills while working with individuals from all backgrounds and organizational levels and across functional areas + Exposure to advanced technologies like AI **What We Offer:** + Competitive salary and benefits package. + Opportunities for professional growth and development. + A dynamic and inclusive work environment. + The chance to work with a leading global IT services company. **Compensation** The compensation range for the position in the U.S. is $150,720 to $286,200 based on a full-time schedule. Your actual compensation may vary depending on your geography, job-related skills and experience. For part time roles, the compensation will be adjusted appropriately. The pay or salary range will not be below any applicable state, city or local minimum wage requirement. There is a different applicable compensation range for the following work locations: California: $165,720 to $343,560 Colorado: $150,720 to $286,200 New York City: $180,720 to $343,560 Washington: $165,720 to $314,880 Washington DC: $165,720 to $314,880 This position will be eligible for Kyndryl's discretionary annual bonus program, based on performance and subject to the terms of Kyndryl's applicable plans. You may also receive a comprehensive benefits package which includes medical and dental coverage, disability, retirement benefits, paid leave, and paid time off. Note: If this is a sales commission eligible role, you will be eligible to participate in a sales commission plan in lieu of the annual discretionary bonus program. Applications will be accepted on a rolling basis. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or status as a protected veteran. Know Your Rights: Workplace Discrimination is Illegal (************************************************************************************** Pay Transparency Nondiscrimination Provision **Being You** Diversity is a whole lot more than what we look like or where we come from, it's how we think and who we are. We welcome people of all cultures, backgrounds, and experiences. But we're not doing it single-handily: Our Kyndryl Inclusion Networks are only one of many ways we create a workplace where all Kyndryls can find and provide support and advice. This dedication to welcoming everyone into our company means that Kyndryl gives you - and everyone next to you - the ability to bring your whole self to work, individually and collectively, and support the activation of our equitable culture. That's the Kyndryl Way. **What You Can Expect** With state-of-the-art resources and Fortune 100 clients, every day is an opportunity to innovate, build new capabilities, new relationships, new processes, and new value. Kyndryl cares about your well-being and prides itself on offering benefits that give you choice, reflect the diversity of our employees and support you and your family through the moments that matter - wherever you are in your life journey. Our employee learning programs give you access to the best learning in the industry to receive certifications, including Microsoft, Google, Amazon, Skillsoft, and many more. Through our company-wide volunteering and giving platform, you can donate, start fundraisers, volunteer, and search over 2 million non-profit organizations. At Kyndryl, we invest heavily in you, we want you to succeed so that together, we will all succeed. **Get Referred!** If you know someone that works at Kyndryl, when asked 'How Did You Hear About Us' during the application process, select 'Employee Referral' and enter your contact's Kyndryl email address. Kyndryl is committed to creating a diverse environment and is proud to be an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, gender, gender identity or expression, sexual orientation, national origin, genetics, pregnancy, disability, age, veteran status, or other characteristics. Kyndryl is also committed to compliance with all fair employment practices regarding citizenship and immigration status.

JOB TITLE: Human Resources Director DEPARTMENT: Human Resources FLSA STATUS: Exempt LAST REVISED: February 2023 Under the direction of the Chief Human Resources Officer, the Human Resources Director will oversee and lead the strategic HR function, ensuring alignment with organizational goals. The HR Director will act as a key advisor and partner to senior leadership, driving initiatives related to employee relations, organizational development, compliance, and talent management. This role requires the ability to foster collaborative partnerships across the organization to deliver value\-added HR strategies and initiatives that enhance organizational effectiveness. PRIMARY RESPONSIBILITIES Strategic Leadership: Partner with the Chief Human Resources Officer and senior leadership to develop and implement HR strategies that align with organizational objectives and business needs. Organizational Development: Design and lead initiatives to optimize organizational structure, culture, and workforce planning to achieve operational excellence. Employee Relations: Oversee complex employee relations matters, including investigations, resolution strategies, and compliance with employment laws and organizational policies. Talent Management: Lead the development and execution of talent acquisition, onboarding, and retention strategies to attract and retain high\-performing employees. Performance Management: Guide the organization's performance management processes, including goal setting, employee development, and performance reviews, to ensure alignment with strategic goals. Compliance and Policy Management: Ensure all HR\-related activities comply with applicable laws, regulations, and organizational policies. Update policies as needed to reflect changes in legislation or organizational needs. Training and Development: Identify organizational training needs and implement leadership development and employee skill\-building programs. HR Metrics and Reporting: Analyze HR metrics to monitor organizational health, identify trends, and provide actionable insights to senior leadership. Safety and Wellness: Oversee safety programs and initiatives to promote employee well\-being and ensure compliance with workplace safety regulations. Special Projects: Collaborate with the CHRO on research, special projects, and implementation of best practices across the HR function. MINIMUM REQUIREMENTS Bachelor's degree in Human Resources, Business Administration, or a related field. Seven (7) years of progressively responsible experience in human resources, including leadership roles. Equivalent professional\-level HR experience may substitute for the degree requirement on a year\-for\-year basis. KNOWLEDGE, SKILLS, & ABILITIES Comprehensive knowledge of human resources principles, practices, and regulations (e.g., employee relations, talent management, compensation, benefits, and compliance). Strong leadership and strategic planning skills with a focus on achieving organizational goals. Ability to provide expert consulting, mediate conflicts, and influence senior leadership. Proficiency in conducting investigations and resolving complex employee relations matters in compliance with EEOC and other regulations. Exceptional communication skills, both written and verbal, with the ability to connect with individuals across diverse backgrounds. Strong organizational and project management skills with the ability to prioritize competing demands. Analytical mindset with the ability to interpret HR data and develop actionable strategies. DESIRABLE QUALIFICATIONS HR Certification (PHR, SPHR, or SHRM\-CP\/SCP). Experience in manufacturing or similar industries. Fluency in Spanish. CORE COMPETENCIES Strategic Thinking: Anticipating future trends and developing strategies to address long\-term goals. Leadership: Inspiring and guiding individuals and teams toward a common vision. Change Management: Managing and leading organizational change initiatives effectively. Collaboration: Building relationships and partnerships to achieve shared goals. Customer Focus: Maintaining a strong focus on meeting the needs of internal and external customers. This job description provides an overview of the essential duties and requirements for the Human Resources Director role. Additional responsibilities may be assigned based on organizational needs. 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Job Requirements Alkegen brings together two of the world's leading specialty materials companies to create one new, innovation-driven leader focused on battery technologies, filtration media, and specialty insulation and sealing materials. Through global reach and breakthrough inventions, we are delivering products that enable the world to breathe easier, live greener, and go further than ever before. With over 60 manufacturing facilities with a global workforce of over 9,000 of the industry's most experienced talent, including insulation and filtration experts, Alkegen is uniquely positioned to help customers impact the environment in meaningful ways. Alkegen offers a range of dynamic career opportunities with a global reach. From production operators to engineers, technicians to specialists, sales to leadership, we are always looking for top talent ready to bring their best. Come grow with us! The HR Director - Filtration & Catalysis is part of the HR leadership team who are collectively responsible for driving and aligning people strategies across the Enterprise. This role partners directly with the President of Filtration & Catalysis and their direct reports to translate business priorities into talent strategies that build capability, enhance performance, and support the execution of the business units' strategies. Strategic HR Partnership Serve as the primary HR partner to executive and senior functional leaders. Align functional goals with enterprise people strategy and talent initiatives that serve the BU's overall strategic priorities. Guide leadership on organizational design, talent deployment, and workforce planning proactively. Help senior leaders work in the strategic space not tactical space to ensure the Enterprise gains maximum benefits from the partnership. Talent & Leadership Development Lead functional talent reviews and succession planning ensuring all critical roles have a successor. Develop and implement career pathing and leadership development tailored to each function. Collaborate with Learning & Development to close skill gaps and enhance functional expertise whilst maximizing automation within the system to alleviate administrative tasks. Organizational Effectiveness Drive org design, change management, and workforce restructuring where needed to meet the demands of the Enterprise future needs. Improve collaboration across functions and remove operational silos. Ensure compliance with international labor laws and best practices. Performance, Culture & Engagement Champion a high-performance culture by integrating goal setting, feedback, and recognition into daily operations. Partner with HR Centers of Excellence (COEs) to ensure engagement, DE&I, and wellness strategies are functionally embedded. Address employee relations issues at the strategic level to promote trust, equity, and retention. Metrics & Workforce Analytics Use data and analytics to inform talent decisions, identify trends, and drive functional performance. Monitor functional KPIs such as retention, mobility, diversity, and leadership readiness. Qualifications: Bachelor's degree in Human Resources, Business Administration, or a related field; Master's preferred. 10+ years of progressive HR experience, with at least 5 years in a leadership role supporting business unit leaders. In-depth experience of Workday is required. Strong project management skills with evidence of execution. Strong knowledge of international HR practices and compliance requirements. Proven ability to manage HR functions across diverse regions. Exceptional communication, leadership, and interpersonal skills. Strategic thinker with strong business acumen. Knowledge of automation and AI practices preferred. At Alkegen, we strive every day to help people - ALL PEOPLE - breathe easier, live greener and go further than ever before. We believe that diversity and inclusion is central to this mission and to our impact. Our diverse and inclusive culture drives our growth & innovation and we nurture it by actively embracing our differences and using our varied perspectives to solve the complex challenges facing our changing and diverse world. Employment selection and related decisions are made without regard to sex, race, ethnicity, nation of origin, religion, color, gender identity and expression, age, disability, education, opinions, culture, languages spoken, veteran's status, or any other protected class.

The Director of Human Resources is responsible for implementing and administering all Human Resources functions. The position will provide Human Resource expertise to all business lines within the Cantex network, including HR compliance, retention, onboarding and general training, compensation programs, employee relations, and employee benefits administration.

We're looking for bold, entrepreneurial talent ready to help build something extraordinary - and reshape the future of building products distribution. QXO is a publicly traded company founded by Brad Jacobs with the goal of building the market-leading company in the building products distribution industry. On April 30, 2025, QXO completed its first acquisition: Beacon Building Products, a leading distributor in the sector. We are building a customer-focused, tech-enabled, and innovation-driven business that will scale rapidly through accretive M&A, organic growth, and greenfield expansion. Our strategy is rooted in delivering exceptional customer experiences, improving operational efficiency, and leveraging data, digital tools, and AI to modernize a historically under-digitized industry. What you'll do: Job Summary: We are seeking an experienced and strategic Director, HR Business Partner (HRBP) to lead the HR strategy for our Sales organization in a fast-growing environment. This role you will serve as a trusted advisor to senior sales executives and collaborate closely with HR centers of excellence to drive organizational performance, talent strategies, and cultural alignment. The ideal candidate will bring a strong understanding of sales dynamics and incentive-driven cultures and will play a key role in scaling and optimizing the sales function in a dynamic, high-growth environment. Key Responsibilities Strategic Partnership * Partner closely with sales leaders to develop and implement people strategies that drive revenue growth, productivity, and talent retention. * Analyze sales performance trends and organizational data to influence decisions around workforce planning, organizational design, and effectiveness. * Coach and influence leadership on matters including employee relations, team dynamics, talent development, and change management. Talent Management * Collaborate with Talent Acquisition to attract and retain top sales talent. * Drive the performance management cycle including goal setting, feedback, reviews, and development planning for sales employees. * Identify and address capability gaps; facilitate training, coaching, and development programs tailored to sales needs. Employee Relations & Culture * Provide guidance on employee relations issues, ensuring fair and consistent application of policies and practices. * Support sales leaders in fostering a performance-driven, inclusive, and compliant culture. * Act as a culture carrier by promoting engagement strategies that align with business values and sales behaviors. Sales Compensation & Rewards Alignment * Partner cross-functionally with Compensation and Sales Operations to align on incentive structures, quotas, and recognition programs to business goals. * Provide insight into market competitiveness, equity, and motivation factors that impact the attraction and retention of high-performing sales talent. Organizational Development * Shape and reinforce a high-performance, inclusive, and values-driven sales culture. * Lead organizational health and engagement strategies, including targeted interventions based on employee feedback and business diagnostics. * Guide leaders through change management efforts related to structural changes, integrations, or business realignments. Risk & Compliance Leadership * Oversee employee relations, policy interpretation, and risk mitigation for the sales function, ensuring alignment with legal and regulatory standards. * Advise senior stakeholders on complex people matters with reputational or legal implications. Cross-Functional Influence * Represent the voice of the sales population in enterprise-wide HR strategy design and policy formation. * Build strong cross-functional partnerships with HR Centers of Excellence (Total Rewards, DEI, L&D, Talent Acquisition) to deliver scalable, tailored solutions. What you'll bring: Qualifications * Bachelor's degree in HR, Business, or related field; Master's degree or MBA preferred. * 10+ years of progressive HR experience with at least 3-5 years supporting sales or commercial organizations at a senior level. * Proven success partnering with executive leadership in matrixed and fast-paced business environments. * Deep knowledge of sales dynamics, incentive structures, quota-based management, and organizational scaling. * Exceptional analytical, communication, and influencing skills. What you'll earn * 401(k) with employer match * Medical, dental, and vision insurance * PTO, company holidays, and parental leave * Paid training and certifications * Legal assistance and identity protection * Pet insurance * Employee assistance program (EAP) QXO is an Equal Opportunity Employer. We value diversity and do not discriminate on the basis of race, color, religion, sex, national origin, age, disability, or any other protected status.

Your Job: Human Resources professional responsible for all aspects of Human Resources including policies and programs covering employment, compensation, benefits, performance management, employee relations, leadership development, recruiting and retention, and compliance with all applicable federal, state and local laws while supporting the mission, vision, values and strategic goals of Methodist Health System. Your Job Requirements: • Bachelors Degree in Human Resources or related field • 8 - 10 years of broad-based HR experience, six of which must be at the management level • Prefer 3 to 5 years in a healthcare setting • Very strong proficiency using Microsoft Office products • Detail oriented, logical, and methodological approach to problem solving • Demonstrated capability to interface and maintain effective relationships with all departments and employees in a team-oriented environment Your Job Responsibilities: • Participates in the development of the hospital's plans and programs as a strategic partner but particularly from the perspective of the impact on people. • Translates the strategic and tactical business plans into HR strategic and operational plans. • Acts as senior level advisor on human resources issues to other executives and all level of employees throughout the company. • Develops staffing strategies and implementation plans and programs to identify talent within and outside the corporation for positions of responsibility • Keen understanding of compensation and benefit strategies • Enhances and/or develops, implement and enforce human resources policies and procedures of the organization by way of systems that will improve the overall operation and effectiveness of the corporation. In particular, manages the human resource information systems database and necessary reports for critical analyses of the HR function and the people resources of the corporation • Provides technical advice and knowledge to others within the human resources discipline. • Maintains current knowledge and understanding of regulations, industry trends, current practices, new developments, and applicable laws regarding human resources. • Identifies appropriate and effective external sources for candidates for all levels within the company. • Other job duties as assigned Methodist Mansfield Medical Center is a 262-bed, full-service, acute care hospital serving Tarrant, Johnson, and Ellis counties in North Texas. We are an Advanced Primary Stroke Center and Advanced Primary Heart Attack Center certified by The Joint Commission. We also were the first in the Dallas-Fort Worth area to receive the Academy of Medical-Surgical Nurses PRISM Award for exemplary practice of medical-surgical units. We strive to have a diverse workforce that reflects the communities we serve and welcomes the skills and talents of all individuals. Our reputation as an award-winning employer shows in the honors we've earned: Magnet -designated hospital 150 Top Places to Work in Healthcare by Becker's Hospital Review , 2023 Top 10 Military Friendly Employer, Gold Designation, 2023 Top 10 Military Spouse Friendly Employer, 2023 Level III Neonatal Intensive Care Unit Level III Maternal Facility for perinatal care Level III Trauma Center

We are seeking an experienced Director of Human Resources to join the leadership team of a growing healthcare organization. This role will oversee all HR functions including talent acquisition, employee relations, compliance, benefits administration, performance management, and training and development. The Director of HR will be instrumental in shaping HR strategies, policies, and programs that support organizational growth and employee engagement. Key Responsibilities Strategic Leadership Develop and execute HR strategies aligned with company goals. Partner with leadership to identify workforce needs and development opportunities. Talent Acquisition & Retention Lead recruitment strategies to attract and retain high-performing talent. Design onboarding and retention programs to enhance employee experience. Employee Relations & Engagement Build and maintain a collaborative workplace culture. Advise managers and employees on performance, disciplinary actions, and conflict resolution. Implement engagement initiatives to improve satisfaction and reduce turnover. Compliance & Risk Management Ensure compliance with federal and state employment laws (HIPAA, OSHA, etc.). Maintain accurate employee files and HR documentation. Monitor regulatory changes and update policies as needed. Compensation, Benefits & Payroll Oversight Administer benefits programs to ensure competitive offerings. Collaborate on compensation structures aligned with benchmarks. Training & Development Develop professional growth programs for managers and staff. Address skill gaps with targeted training. Culture & Organizational Development Champion diversity, equity, and inclusion initiatives. Act as a trusted advisor to leadership and employees. Qualifications Bachelors degree in HR, Business Administration, or related field (Masters preferred). 8+ years of progressive HR experience, with 35 years in leadership. Strong knowledge of employment law and HR best practices (healthcare or pharmacy preferred). HR certifications (SHRM-CP, SHRM-SCP, PHR, or SPHR) are a plus. Excellent leadership, communication, and problem-solving skills. Ability to manage multiple priorities in a fast-paced, growth environment. Why Join Us Be part of a fast-scaling healthcare organization. Opportunity to shape HR strategy and infrastructure. Collaborative, mission-driven leadership team. Competitive compensation and amazing benefits package. Work closely with a dedicated executive team.

JobID: 210676756 JobSchedule: Full time JobShift: Day Base Pay/Salary: Chicago,IL $104,500.00-$166,000.00 Join our dynamic Human Resources Team as an Human Resources Business Advisor (HRBA) where you will play a crucial role in executing strategic HR priorities and supporting clients across the Commercial Banking front office clients. As the primary relationship manager to the client, this position offers an exciting opportunity to work within a Center of Excellence/Shared Service construct, providing support to senior HR Business Advisors and business leaders on core HR activities. As a Human Resources Business Advisor in the Commercial Banking front office, you will help deliver the end-to-end Talent Strategy by starting with business problems, curating the right solutions from product offerings, directly informing segmented product strategy and developing a uniform approach to talent processes. Job Responsibilities: * Implement people agenda initiatives for a business area and provide day-to-day advice on human capital matters. * Advise business leadership on structuring and organizational changes within Line of Business (LOB) areas. * Support the year-end compensation process and assist managers with compensation decisions. * Partner with leaders on performance and talent management cycles, including succession planning and promotions. * Facilitate feedback processes and employee input initiatives, such as action plans based on Employee Opinion Surveys. * Support development and coaching for managers and emerging leaders. * Provide front-line support for HR risk and controls initiatives, ensuring appropriate controls for critical processes. * Utilize workforce data to understand trends and drive talent outcomes. * Lead or participate in HR projects aligned with key HR priorities. * Leverage HR products and services to enhance business outcomes and co-create Segment Solutions. Required Qualifications, Capabilities, and Skills: * Proven ability to interact with business leaders at all levels and influence employee-related decision-making. * Project management abilities, including execution skills and end-to-end process improvement. * Ability to utilize critical thinking and analytical skills to identify issues and trends, develop solutions, and address root causes. * Strong relationship management skills and ability to navigate across the function and the firm. * Exceptional communication skills; written and verbal, able to present and articulate ideas to the business and HR colleagues. * Demonstrated ability to thrive in a fast-paced, collaborative, team-based culture and leverage a matrixed organization to problem-solve, design, and execute people priorities. * Ability to drive, implement and influence change across multiple stakeholders and within the HR Advisory team. * Comfortable partnering with employee relations and HR legal on complex and often time-sensitive employee matters. * Proficient and comfortable using technology, including the MS Office Suite. Preferred Qualifications, Capabilities, and Skills: * Human Resources experience preferred. * Proactively integrates innovative technologies into day-to-day work, including the use of AI tools like large language models (LLMs), and actively shares with fellow colleagues.

JobID: 210669502 JobSchedule: Full time JobShift: Day Base Pay/Salary: Chicago,IL $104,500.00-$166,000.00 Join our dynamic Human Resources Team as a Human Resources Business Advisor (HRBA), where you will play a crucial role in executing strategic HR priorities and supporting clients across Global Investment Banking. As the primary relationship manager and the face off to the client, this position offers an exciting opportunity to work within a Center of Excellence/Shared Service construct, providing support to senior HR Business Advisors and business leaders on core HR activities. As a Human Resources Business Advisor in Global Investment Banking, you will help deliver the end-to-end Talent Strategy by starting from business problems, curating the right solutions from product offerings, directly informing segmented product strategy and developing a uniform approach to talent processes. Job Responsibilities: * Implement people agenda initiatives for a business area and provide day-to-day advice on human capital matters. * Advise business leadership on structuring and organizational changes within Line of Business (LOB) areas. * Support the year-end compensation process and assist managers with compensation decisions. * Partner with leaders on performance and talent management cycles, including succession planning and promotions. * Facilitate feedback processes and employee input initiatives, such as action plans based on Employee Opinion Surveys. * Support development and coaching for managers and emerging leaders. * Provide front-line support for HR risk and controls initiatives, ensuring appropriate controls for critical processes. * Utilize workforce data to understand trends and drive talent outcomes. * Lead or participate in HR projects aligned with key HR priorities. * Leverage HR products and services to enhance business outcomes and co-create Segment Solutions. Required qualifications, capabilities, and skills: * Proven ability to interact with business leaders at all levels and influence employee-related decision-making. * Project management abilities, including execution skills and end-to-end process improvement. * Ability to utilize critical thinking and analytical skills to identify issues and trends, develop solutions, and address root causes. * Strong relationship management skills and ability to navigate across the function and the firm. * Exceptional communication skills; written and verbal, able to present and articulate ideas to the business and HR colleagues. * Demonstrated ability to thrive in a fast-paced, collaborative, team-based culture and leverage a matrixed organization to problem-solve, design, and execute people priorities. * Ability to drive, implement and influence change across multiple stakeholders and within the HR Advisory team. * Comfortable partnering with employee relations and HR legal on complex and often time-sensitive employee matters. * Proficient and comfortable using technology, including the MS Office Suite. Preferred Qualifications, Capabilities, and Skills: * Human Resources Business Advisor experience. * Proactively integrates innovative technologies into day-to-day work, including the use of AI tools like large language models (LLMs), and actively shares with fellow colleagues. * Strong technical skills with MS Office Suite, including excel and PitchPro.