Senior Human Resources Generalist remote jobs - 648 jobs

max RTE is on a mission to help hospitals and health systems maximize their revenue so they can focus on what matters most-caring for patients. We've been growing 30% year-over-year with industry-leading margins, and now we're looking for a VP of Finance & HR to build these functions from the ground up and help us scale to the next level. You'll be the CEO's right hand-translating vision into execution, building a world-class team, and ensuring our team and external stakeholders have an exceptional experience. You'll lead the strategy and execution across core processes such as invoicing, pricing, investor reporting and employee onboarding. This role is perfect for an ambitious operator who thrives in fast-growth environments and wants to make a tangible impact on healthcare. What You'll Do Reporting & Budgeting: Own budget, financial audit, and lender and Board reporting. Lead cross-functional alignment and approval processes. Finance Operations: Simplify and optimize financial processes, including reporting, invoicing, and collections, to ensure clarity and speed. HR Operations: Oversee compensation strategy, culture building and retention across functions. Lead recruitment efforts, enabling leadership to source high-quality candidates. Own payroll, onboarding and offboarding processes and 2x annual offsite planning. Pricing Optimization: Drive revenue growth by revamping our pricing strategy. Team & Function Building: Build a team of A-players, hiring and expanding the team as the company and its needs grow. Who You Are A proven builder: You have 5+ years of experience leading operations or finance in a high-growth SaaS or tech-enabled services company. You know what “good” looks like and how to get there. Detail-oriented: You take full responsibility & accountability for core processes (payroll, financial reporting), ensuring accuracy and timeliness of all deliverables. Execution-focused: You thrive in fast-paced, high-growth environments. You know how to prioritize, make tradeoffs, and deliver results without dropping the ball. Strategic + hands‑on: You can zoom out to set vision and strategy-and then roll up your sleeves to solve problems alongside your team. An exceptional communicator: You build trust quickly cross‑functionally. You can translate complex challenges into clear action plans and escalate issues timely. Mission-driven: You're passionate about making healthcare better for providers, patients, and their communities. Resourceful + entrepreneurial: You don't wait for answers-you create them. You have a bias for action and a knack for finding creative solutions. We're committed to investing in our people. As part of max RTE, you'll get: Competitive salary + bonus + equity Unlimited PTO 401k plan Health, dental, vision, and life insurance Career acceleration, mentorship, and training opportunities We're a fully remote, U.S.-based team. We stay connected through regular collaboration and 2x annual off‑site team events. #J-18808-Ljbffr

A global luxury brand is seeking a Human Resources Director for the Pacific Northwest. This pivotal role involves shaping a thriving work environment, optimizing talent acquisition, and managing HR strategies in line with local regulations. Candidates should have over 8 years of experience, strong communication skills, and be adept at developing training. The position is remote with significant travel and offers a salary range of $165,000 - $185,000 along with a comprehensive benefits package. #J-18808-Ljbffr

Senior HR Consultant, EOR (Fixed Term Contract) Rippling gives businesses one place to run HR, IT, and Finance. It brings together all of the workforce systems that are normally scattered across a company, like payroll, expenses, benefits, and computers. For the first time ever, you can manage and automate every part of the employee lifecycle in a single system. Take onboarding, for example. With Rippling, you can hire a new employee anywhere in the world and set up their payroll, corporate card, computer, benefits, and even third-party apps like Slack and Microsoft 365-all within 90 seconds. Based in San Francisco, CA, Rippling has raised $1.2B from the world's top investors-including Kleiner Perkins, Founders Fund, Sequoia, Greenoaks, and Bedrock-and was named one of America's best startup employers by Forbes. We prioritize candidate safety. Please be aware that all official communication will only be sent from @ Rippling.com addresses. What is an Employer of Record (EOR)? An Employer of Record (EOR) is a service provider that allows companies to legally hire and work with employees in foreign countries without establishing their own legal entity in that country. This is made possible through a legal arrangement where the EOR establishes its own legal entity in the country and hires employees on behalf of the client company. This arrangement offers a viable solution for companies that wish to expand their global reach without investing in setting up a legal entity in every country where they operate. As a Senior HR Consultant, you will play a critical role in launching our Employer of Record (EOR) services in Serbia. This temporary position is designed to support our team during the critical pre- and post-launch phases, ensuring a smooth setup of HR processes, compliance, and knowledge transfer to an existing HR Advisor. You will oversee HR operations for Serbia, develop compliance-driven policies and workflows, and act as the subject matter expert on local employment regulations. A key aspect of this role is training the HR Advisor who will take over responsibilities after your contract ends, ensuring long-term success for our EOR services in Serbia. This is an exciting opportunity to be at the forefront of our expansion into Serbia, directly influencing the success of our EOR service offering! Key Responsibilities Policy and Procedure Development : Draft and implement compliance-driven policies and detailed standard operating procedures (SOPs) for leave management, performance management, investigations, claims, terminations, unemployment benefits, workers' compensation, and grievance investigations. Employee Relations and Risk Mitigation : Handle complex employee relations issues, including leave management, terminations, and other matters posing regulatory risks. Workflow and System Setup : Collaborate with product, engineering, and compliance teams to configure and test workflows for hiring, onboarding, transitions, terminations, and statutory benefits. Client- and Employee-Focused Support : Respond to client and employee inquiries, develop programs and resources (e.g., help center articles, HR policies, etc.), and ensure the delivery of accurate, efficient HR services. Knowledge Transfer and Training : Train and coach internal HR Advisors on country-specific requirements to ensure continuity and compliance. Process Optimization : Design scalable, efficient processes that enhance the professionalization and delivery of HR services. Knowledge Transfer : Train and coach an HR Advisor on country-specific requirements to ensure a seamless handoff at the end of the contract. Required Skills and Qualifications 8+ years of experience in Serbia HR advisory or consulting services, or an internal HR role in a fast-paced organization. 8+ years of experience managing payroll administration in Serbia. Deep knowledge of local labor laws, employment regulations, and cultural nuances in Serbia. Expertise in managing employee claims related to unemployment benefits, disability/leave benefits, workers' compensation, and grievances. Demonstrated proficiency as a super-user of HRIS platforms. Strong project management and organizational skills, with exceptional attention to detail and time management. Excellent verbal and written communication skills, with a client-focused approach. Professional working proficiency in Serbian and English. Experience with benefits and pension administration is a plus. Experience providing HR support or managing HR processes across multiple countries is highly desirable. Rippling is an equal opportunity employer. We are committed to building a diverse and inclusive workforce and do not discriminate based on race, religion, color, national origin, ancestry, physical disability, mental disability, medical condition, genetic information, marital status, sex, gender, gender identity, gender expression, age, sexual orientation, veteran or military status, or any other legally protected characteristics, Rippling is committed to providing reasonable accommodations for candidates with disabilities who need assistance during the hiring process. To request a reasonable accommodation, please email **************************. #J-18808-Ljbffr

Planisware is a global provider of software solutions for project portfolio management. Planisware solutions are specifically designed to support product development, engineering and IT business processes. For more than 25 years, Planisware has been helping its customers to achieve strategic and innovative excellence, make valid business decisions and increase portfolio value. Today, over 1,000 companies worldwide rely on Planisware products to manage their projects, resources and portfolios. A global organization, Planisware offices are located in the United States, Canada, United Kingdom, Germany, France, and Japan. What you'll do Planisware is seeking a motivated and detail-oriented Junior HR Business Partner (Jr. HRBP) to join our dynamic team. In this role, you will work closely with our Operations teams to address strategic HR challenges and opportunities. Your responsibilities will include addressing employee needs and concerns, collaborating with team leaders to identify talent needs, develop workforce plans, and resolve employee relations issues. You will support and drive HR initiatives, including implementing commission plans, managing recruitment and onboarding efforts, fostering a culture of engagement and inclusion, and ensuring compliance with policies and procedures. As a trusted partner, you will help improve work relationships, build morale, and increase productivity and retention to inform business decisions. This role will initially serve as a generalist, providing broad support across HR functions while learning and understanding the organizations' process, culture, and business needs. As the individual becomes more familiar with the company's strategic goals, the role will transition into a business partner position to our Sales and Marketing teams, taking on more specialized responsibilities and working closely with Business Unit Heads to drive organizational success and align HR strategies with the business objectives. If you excel at building strong relationships and are passionate about integrating HR practices with business objectives, we encourage you to apply. Job Duties General: Serve as the first point of contact for employees, addressing needs and concerns. Collaborate with team leaders to identify talent needs, develop workforce plans, and resolve employee relation issues. Support change management initiatives and foster a culture of engagement and inclusion. Drive HR initiatives by working closely with management and employees to improve work relationships, build morale, and increase productivity and retention Support the planning, implementation, and monitoring of commission plans to ensure alignment with business goals and accurate payouts. Act as a change management agent to drive organizational and team effectiveness. Talent Acquisition & Onboarding: Coordinate with the HR, training and sales enablement team to ensure seamless onboarding experiences. Partner with business units to support workforce planning and recruitment strategies. Manage full-cycle recruitment efforts, including sourcing, interviewing, hiring, and onboarding. Employee Relations: Support performance improvement plans and address employee relations concerns. Ensure compliance with HR policies, address concerns about compensation, benefits, and workplace conditions, and maintain accurate personnel records. Support in monitoring and handling performance improvement plans Training & Compliance: Partner with HR and Training teams to ensure employee participation in learning and development programs. Ensure compliance with Return-to-Office (RTO) policies and other organizational requirements. Support the performance management system to drive continuous improvement. Ensure compliance with hybrid RTO policy HR Administration & Data Management: Maintain accurate employee records in systems such as ADP and HR databases. Ensure compliance with documentation requirements (e.g., I-9 forms). Generate HR reports and provide data insights to support business decisions. Planisware currently has a hybrid policy of working in the office four days per week, with remote work allowed on Friday. This is subject to change as the company sees fit. What is expected from you Qualifications Required: Bachelor's degree (BA or BS) and 2-4 years of experience in HR or related fields. Excellent written and verbal communication skills. Strong organizational skills with the ability to multitask effectively. Proficiency in Microsoft Office Suite (Excel, Word, PowerPoint). Preferred: Prior experience in a HR Coordinator, Administrator, or Generalist role. Experience with talent acquisition and recruitment efforts. Experience in designing and implementing commission and bonus plans. Medical, dental, and vision insurance 3 weeks of paid vacation 9 paid holidays Up to 4 months maternity leave Paternity leave Life, short and long-term disability insurance 401(k) plan with company variable contribution Profit sharing FSA and HSA plan, including employer contribution Cell phone, internet and wellness allowance Company annual kick-off trip Quarterly events/monthly happy hours Community outreach Annual stipend for education, training, or courses Please, tick here to confirm you accept our data protection policy . We will only use your data for the application. * #J-18808-Ljbffr

CDM Smith is currently seeking a Senior Human Resources Business Partner to join our Technical Services Unit (TSU), providing HR support to the Water Services Group. Reporting to and working in partnership with the Manager, Human Resources Business Partner, this role will provide strategic HR leadership, driving initiatives that align with corporate objectives. The Senior HR Business Partner will play a key role in mitigating organizational risk and ensuring compliance with company policies and procedures. This role will be an advisor to business leaders for matters regarding talent initiatives, employee relations, compensation, training, and other HR programs and policies that impact business unit's ability to successfully achieve its objectives. The ideal candidate will: - Provide strategic HR leadership and guidance to managers and employees across designated regions or divisions, ensuring alignment with enterprise-wide HR strategies, policies, and programs. - Administer a broad range of HR functions including employment, compensation, benefits, employee relations, engagement, workforce and succession planning, employee development, performance management, organizational development, HRIS, recruitment support, and relocation. - Identify and escalate emerging HR trends and issues, collaborating with business leaders to support workforce planning. This includes conducting workforce reviews, identifying high-potential talent, implementing succession plans, and continuously refining workforce strategies to meet evolving business needs. - Serve as a trusted advisor on employee relations matters, managing conflict resolution, disciplinary actions, grievances, and discrimination concerns. Provide policy guidance and seek legal counsel when necessary to ensure compliance and mitigate risk. - Partner with other HR teams to address organizational challenges, recommending innovative approaches to enhance departmental efficiency and service delivery. - Advise managers on performance feedback strategies to support employee growth and development. - Lead or contribute to HR initiatives, projects, and program development efforts that drive organizational effectiveness. - Perform additional responsibilities as needed to support the success of the HR function and the broader organization. This role can be based in Chicago, IL, Denver, CO, or Houston, TX. \#LI-LP2 \#LI-HYBRID **Job Title:** Senior Human Resources Business Partner (Hybrid Work Options) **Group:** WSO **Employment Type:** Regular **Minimum Qualifications:** - Bachelor's Degree. - 5 years of related experience. Equivalent additional directly related experience will be considered in lieu of a degree. Domestic and/or international travel may be required. The frequency of travel is contingent on specific duties, responsibilities, and the essential functions of the position, which may vary depending on workload and project demands. **Preferred Qualifications:** - Minimum of 2 years of experience as an HR Business Partner or HR Generalist, preferably within the Architecture, Engineering and Construction (AEC) industry. **EEO Statement:** We attract the best people in the industry, supporting their efforts to learn and grow. We strive to create a challenging and progressive work environment. We provide career opportunities that span a variety of disciplines and geographic locations, with projects that our employees plan, design, build and operate as diverse as the needs of our clients. CDM Smith is an Equal Opportunity/Affirmative Action employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex (including pregnancy, pregnancy related conditions, childbirth and related medical conditions, sexual orientation, gender identity or gender expression), national origin, age, marital status, disability, veteran status, citizenship status, genetic information or any other characteristic protected by applicable law. **Why CDM Smith?:** Check out this video and find out why our team loves to work here! (************************************************* **Join Us! CDM Smith - where amazing career journeys unfold.** Imagine a place committed to offering an unmatched employee experience. Where you work on projects that are meaningful to you. Where you play an active part in shaping your career journey. Where your co-workers are invested in you and your success. Where you are encouraged and supported to do your very best and given the tools and resources to do so. Where it's a priority that the company takes good care of you and your family. Our employees are the heart of our company. As an employer of choice, our goal is to provide a challenging, progressive and inclusive work environment which fosters personal leadership, career growth and development for every employee. We value passionate individuals who challenge the norm, deliver world-class solutions and bring diverse perspectives. Join our team, and together we will make a difference and change the world. **Job Site Location:** United States - Nationwide **Agency Disclaimer:** All vendors must have a signed CDM Smith Placement Agreement from the CDM Smith Recruitment Center Manager to receive payment for your placement. Verbal or written commitments from any other member of the CDM Smith staff will not be considered binding terms. All unsolicited resumes sent to CDM Smith and any resume submitted to any employee outside of CDM Smith Recruiting Center Team (RCT) will be considered property of CDM Smith. CDM Smith will not be held liable to pay a placement fee. **Amount of Travel Required:** 20% **Assignment Category:** Fulltime-Regular **Visa Sponsorship Available:** No - We will not support sponsorship, i.e. H-1B or TN Visas for this position **Skills and Abilities:** - Strong organizational skills and ability to successfully manage moderately complex projects to a successful outcome. - Demonstrated ability to work in a team environment. - Excellent Microsoft Office skills with ability to effectively use intermediate to advanced level Excel features. - Ability to work with detail, oversee multiple priorities, and work within deadlines. - Excellent written and verbal communication skills. **Background Check and Drug Testing Information:** CDM Smith Inc. and its divisions and subsidiaries (hereafter collectively referred to as "CDM Smith") reserves the right to require background checks including criminal, employment, education, licensure, etc. as well as credit and motor vehicle when applicable for certain positions. In addition, CDM Smith may conduct drug testing for designated positions. Background checks are conducted after an offer of employment has been made in the United States. The timing of when background checks will be conducted on candidates for positions outside the United States will vary based on country statutory law but in no case, will the background check precede an interview. CDM Smith will conduct interviews of qualified individuals prior to requesting a criminal background check, and no job application submitted prior to such interview shall inquire into an applicant's criminal history. If this position is subject to a background check for any convictions related to its responsibilities and requirements, employment will be contingent upon successful completion of a background investigation including criminal history. Criminal history will not automatically disqualify a candidate. In addition, during employment individuals may be required by CDM Smith or a CDM Smith client to successfully complete additional background checks, including motor vehicle record as well as drug testing. **Pay Range Minimum:** $77,667 **Pay Range Maximum:** $128,128 **Additional Compensation:** All bonuses at CDM Smith are discretionary and may or may not apply to this position. **Work Location Options:** Hybrid Work Options may be considered for successful candidate. **Massachusetts Applicants:** It is unlawful in Massachusetts to require or administer a lie detector test as a condition of employment or continued employment. An employer who violates this law shall be subject to criminal penalties and civil liability.

A global consulting firm seeks a Senior Director for its Mergers & Acquisitions team in San Francisco. This role involves generating M&A revenue, managing a team of 25 consultants, and developing client relationships to drive business growth. Applicants should have 10+ years in M&A, strong analytical and communication skills, and an undergraduate degree. The position offers a competitive salary range and comprehensive benefits package, with the option for remote work. #J-18808-Ljbffr

A premier research institution is seeking a Senior HR Strategy Partner to provide strategic HR consultation within the Human Resources Division. This role involves diagnosing complex personnel challenges and leading HR initiatives to enhance organizational effectiveness. Applicants should have a Bachelor's degree in Human Resources, a minimum of eight years of HR experience, and a proven ability to engage with senior leaders. The position offers a hybrid work schedule and a competitive salary range of $136,000 to $166,000, depending on experience and qualifications. #J-18808-Ljbffr

A leading technology services firm is seeking a Strategic People Partner in San Francisco to provide comprehensive guidance for cross-functional teams. This role requires over 12 years of HR experience and influences senior leaders to drive people strategies. The candidate should excel in a fast-paced environment, possess strong problem-solving skills, and demonstrate the capacity for data-driven decision-making. Competitive pay ranging from $248,000 to $330,000 annually, along with extensive health benefits and employee programs. #J-18808-Ljbffr

A global healthcare company located in Foster City, California, is looking for a Director, HR Business Partner. This role involves partnering with the U.S. Commercial organization, providing strategic HR support, and participating in leadership teams while promoting an inclusive culture. Candidates should have extensive experience in HR, strong communication skills, and the ability to manage complex organizational dynamics. The position offers a hybrid work model, a competitive salary range, and comprehensive benefits. #J-18808-Ljbffr

A consulting firm for social impact organizations is seeking a Principal HR Consultant to serve as a trusted advisor for nonprofit clients. You will lead employee relations, performance management, and compliance. The ideal candidate has over 8 years of HR experience, strong knowledge of employment law, and a passion for equity-focused practices. This is a remote position available to candidates in the US, requiring Eastern Time Zone availability. #J-18808-Ljbffr

A dynamic educational organization is seeking a Director of HR Business Partnering to lead a team of HR Business Partners. This strategic role involves acting as an advisor to senior leaders, enhancing organizational effectiveness, and managing HR processes. Ideal candidates should have extensive experience in HR strategy and team leadership, with strong coaching and analytical skills. This position is remote, offering a competitive salary range of $163,000 to $179,000. #J-18808-Ljbffr

Job Information State of Tennessee Job InformationOpening Date/Time01/20/2026 12:00AM Central TimeClosing Date/Time01/26/2026 11:59PM Central TimeSalary (Monthly)$4,057.00 - $5,078.00Salary (Annually)$48,684.00 - $60,936.00Job TypeFull-TimeCity, State LocationNashville, TNDepartmentHuman Services LOCATION OF (1) POSITION(S) TO BE FILLED: DEPARTMENT OF HUMAN SERVICES, ADMINISTRATION DIVISION, DAVIDSON COUNTY For more information, visit the link below: This is a remote position This position requires a criminal background check. Therefore, you may be required to provide information about your criminal history in order to be considered for this position. Qualifications Education and Experience: Graduation from an accredited college or university with a bachelor's degree and experience equivalent to one year of professional human resources work. Substitution of Education for Experience: Additional graduate coursework in human resources administration or other related acceptable fields may be substituted for the required experience, on a year-for-year basis, to a maximum of one year. Substitution of Experience for Education: Qualifying full-time professional or paraprofessional human resources experience may be substituted for the required education on a year-for-year basis to a maximum of four years.Necessary Special Qualifications: None. Examination Method: Education and Experience, 100%, for Preferred Service positions. Overview Summary: Under direction, performs human resources administrative work of average difficulty; and performs related work as required. Distinguishing Features: This is the second level in the HR Generalist series. An incumbent in this class is employed in the Department of Human Resources (DOHR) or one of the shared services agencies. An employee in this class is responsible for implementing human resources services including: prepare, process and maintain complex human resources transactions and analysis; may act as the human resources generalist for a medium to large size field office or institution such as a correctional facility, or for a medium to large sized department. This class differs from the HR Generalist 1 in that an incumbent of the latter performs work of a lesser scope and complexity. This class differs from the HR Generalist 3 in that an incumbent of the latter may act as the human resources generalist for a large sized department and may lead employees of this class. Responsibilities Interprets a variety of current human resources rules, regulations, policies, procedures, and documents for internal and external business partners to facilitate understanding, enhance communications, and ensure compliance. Prepares, processes, reviews, audits and corrects and analyzes human resources documents such as employee appointments, promotions, demotions, reclassifications, flex class changes, separations, terminations, transfers, retirement, security access changes, highly confidential transactions, information changes, leave and attendance, overtime reports, pay differentials, longevity, supplemental payroll, unemployment and performance management processing and in addition to other human resources activities. Enters employee information, including but not limited to schedule information, general and personal information, leave information, worker's compensation, and other human resources related transactions, into appropriate database tracking software specific to the state and agency, electronic and paper tracking logs and spreadsheets, and other forms. Conducts agency specific and specialized training, orientation/on-boarding, and benefits meetings for agency employees to comply with departmental, state, and federal laws, rules, regulations, guidelines, processes, and procedures and prepares standard operating procedure documentation. Assists internal business partners with investigations of employee relations issues according to departmental, state, and federal laws, rules, regulations, guidelines, processes, and procedures to develop an action plan for resolving the issue. Determines employee qualifications for a variety of employment benefits, including but not limited to FMLA, worker's compensation, and qualifying events for insurance to ensure compliance with standards and identify next steps. Collects and provides survey data to determine its relevancy to and effects on human resources processes and procedures and inform reporting. Resolves benefit, time and attendance, pay, and other issues using departmental, state, and federal laws, rules, regulations, guidelines, processes, and procedures to ensure accurate and timely processing. Evaluates qualifications and background check results to determine if candidate/employee is in compliance with minimum qualifications and/or necessary special qualifications and inform decisions on who should be interviewed. Prepares, analyzes, audits and maintains a variety of reports with recommendations for action in areas including but not limited to: attendance, benefits, equal employment opportunity issues; classification and organizational structure; selection and retention; occupational safety and health; employee relations; salary plan reports for submission to Finance and Administration using a variety of information to identify corrections for classification and compensation issues; and other general human resources issues. Assists in the development of first round interview and supplemental questions, and competency and behavioral based interview process to ensure compliance with departmental, state, and federal laws, rules, regulations, and policies. Evaluates employment and retention decisions made by employees and management against EEO planning action to determine compliance with departmental, state, and federal laws, rules, regulations, guidelines, processes, and procedures. Evaluates time and attendance for employees worker's compensation, FMLA, 120 day appointments, leave without pay, and other types of extended leave to determine compliance with departmental, state, and federal laws, rules, regulations, guidelines, processes, and procedures. Evaluates employee pay and salary recommendations submitted by internal business partners to determine compliance with departmental, state, and federal laws, rules, regulations, guidelines, processes, and procedures. Calculates salary, service and longevity dates, leave balance adjustments, overtime, timesheet corrections and other adjustments as required. Controls the ordering and/or distribution of insurance, benefits, and employee handbooks, employee badges, parking decals, service awards, and state ID cards. Handles employee files and other departmental documentation to facilitate file organization, research, and requests from business partners. Competencies (KSA's) Competencies: Customer Focus Communicates Effectively Instills Trust Organizational Savvy Decision Quality Knowledge: Intermediate knowledge of personnel and human resources policies, procedures, and best practices as applied to the public sector Basic knowledge of customer and personal service best practices Intermediate knowledge of law and government as it pertains to human resources work in the public sector Intermediate knowledge of office productivity software including but not limited to Microsoft Office Suite Basic knowledge of mathematics (arithmetic) Intermediate knowledge of clerical processes and procedures related to office work Skills: Critical Thinking Basic time management skills Active listening skills Active learning skills Basic social perceptiveness skills Service orientation skills Intermediate coordination skills Intermediate reading comprehension Intermediate writing skills Intermediate speaking skills Intermediate instructing skills Basic mathematics skills (arithmetic) Basic judgment and decision making skills Basic quality control analysis skills Basic systems analysis skills Abilities: Deductive reasoning ability Problem sensitivity ability Inductive reasoning ability Intermediate time sharing ability Information ordering ability Intermediate written comprehension ability Intermediate written expression ability Intermediate oral comprehension ability Intermediate oral expression ability Intermediate mathematical reasoning ability Static strength Speech clarity Category flexibility ability Speech recognition Tools & Equipment 1. Personal Computer 2. Telephone 3. Fax Machine 4. Printer 5. Copy Machine 6. Scanner 7. Calculator 8. Other office related equipment as required

Source One is a consulting services company and we're currently looking for the following individual to work as a remote consultant to our direct client, a global pharmaceutical company in Basking Ridge, NJ. Job Title: Manager, Employee Relations (Contractor) Pay Rate: $47/hr (W-2) Schedule: 37.5 hours/week, Mon-Fri, 100% remote for duration of assignment Summary: This role has responsibility for managing employee relations cases with business stakeholders with guidance and oversight, which includes but is not limited to intake, interviews, documentation review, coaching and closeouts. Accountable for end-to-end processing of employee relations concerns including creating issues summaries, pre-investigation plans, writing investigation reports and maintaining ER case files for reporting purposes. Responsibilities: • Employee relations and investigations: uses business acumen, policy interpretation and risk mitigation to conduct effective investigations and coach/counsel employees and management with guidance and oversight. • Manages the exit interview process and metrics, which includes conducting exit interviews, reviewing exit trends and synthesizing data on a quarterly basis. • Project management as assigned for employee relations initiatives, policy administration and HR compliance and regulatory reporting/FDA readiness. • Effectively triages potential issues compliance/legal to ensure appropriate approach is taken. • With oversight, conducts investigations in response to employee or management complaints of inappropriate conduct/behavior or matters concerning performance and recommends disciplinary actions in accordance with company policy. • Works directly with business stakeholder using HRBP as information intake as necessary managing performance improvement plans in accordance with company policies. • Elevates issues to the employee relations head for possible program changes and learning and development opportunities. • Supports employees throughout the issues escalation process and tracks the incident to ensure proper issue closure. • Provides coaching to managers and employees on preventing or resolving employee relations issues based on guidance and direction from ER head. • Properly documents all employee relations data and documents. • Ability to project manage ER initiatives or implementation of HR best practices and training. • Assist as needed with policy administration, HR compliance, and regulatory reporting and FDA readiness and ADA accommodation requests. Required Skills: • Human Resources experience • Pharmaceutical industry experience • Demonstrate a strong understanding of employee and manager needs • Ability to exercise sound judgment and make connections between HR processes/policies and the businesses we serve and in a highly regulated pharmaceutical environment • Strong written communication and verbal communication skills, ability to translate processes into training and other presentation/policy/program documents • Ability to work effectively with management and all levels of HR partners • Ability to ensure a high level of discretion and confidentiality • Ability to complete multiple duties with accuracy shifting from one to another with frequent interruptions and competing deadlines • Familiarity with Affirmative Action Program development • Strong computer skills including proficiency with Microsoft Word, Excel, PowerPoint, Access, Outlook, HRIS systems and web-browsers Education: • Bachelor's Degree in Human Resources, Behavioral Sciences, Humanities or Liberal Arts is required

Employee Relations Partner 100% remote - Boston Area only Working hours: 8:30-5, flexible Type of contract - temp to perm potential Contract Duration: 3 months to start Compensation: $40- $55 depending on experience, looking for 3-5 years Must use own equipment for this position. Top 3 must haves: experience in HR related investigation, Employee relations skills such as conflict resolution and manager guidance, understanding of employment law JOB OVERVIEW: Under the direction of the Director of Human Resources-Employee Relations, the Employee Relations Partner is responsible for advising managers and HR Business Partners (HRBPs) at Brigham & Women's Hospital (BWH) regarding employee relations situations and the interpretation of personnel policies, State/Federal and employment laws. The incumbent will provide comprehensive internal employee consultation throughout BWH, may be asked to prepare responses to internal and external complaints, conduct investigations, write reports and present findings and recommendations. The incumbent will develop and evaluate overall employee relations trends/themes and proactively make recommendations to address root cuses. The incumbent will assess and conduct training on employee relations and will partner with the HRBPs to implement recommendations to address employee relations issues. The incumbent may need to partner with MGB Centers of Execellent (COEs) including the Employee Relations/ Labor Relations team as well as the Office of General Counsel, as needed. 1. Advises HRBPs, Managers and Executives system wide concerning employee relations issues around concerns in scope of workplace violence, discrimination, harassment, substance abuse, abusive conduct, reductions in force, diversion, privacy breach etc. 2. Conducts sensitive, confidential, objective and thorough investigations. Prepares reports of the findings, presents findings to specific audiences, and makes recommendations to address root cause issues.Consults, as needed and/or directed, with ER/LR COE, HRBPs, and HR Leadership as appropriate. 3. Partners with Sr. Employee Relations Consultant to develop and evaluate overall employee relations trends/themes across organization and system to understand and address root causes. 4. Works with HRBPs, Learning & Organizational Development, Employee/Labor Relations, and local Employee Relations colleagues to address root causes. Educates employees, managers, and leaders at all levels about effective management practices and leadership styles. 5. Using data and analytics, provides guidance and direction to managers to enhance diversity and inclusion efforts, support workplace culture, and improve employee engagement 6. Partners with system ER/LR COE and Office of General Counsel to assist with the preparation of a response to complaints filed with the MCAD, EEOC or other relevant agencies. May be required to attend and/or testify at hearings and arbitrations as appropriate. 7. Consults with HRBPs and managers concerning the processing of problem resolution cases, assists with gathering all required documentation and takes lead on problem resolution cases directly related to investigations that the ERP conducted, as necessary. 8. Partners with ER/LR Center of Excellence to creates, customizes, and presents workshops concerning employee relations issues, such as Harassment, Progressive Discipline, Employment and Labor Laws, Workplace Violence and ADA/FMLA to managers and HR professionals. 9. Conducts complex climate surveys to assess the general environmental tone within a department or between departments to determine areas of employee concern. Partners with ER/LR, HRBP and Manager to develop action plans to address issues. 10. Manages Interactive Dialogue for requests for Reasonable Accommodations in partnership with Occupational Health, HRBPs, and Operational leadership, and partners with ER/LR as necessary on complex cases. 11. Maintains a current body of knowledge of employment and labor laws. 12. Assists with the development, updating, and interpretation of employee relations policies and procedures. 13. Develops and maintains positive and effective working relationships with all colleagues. 14. May be asked to support and partner in HRBP responsibilities as needed including, but not limited to, areas of Organizational Change and Development, data analytics and dashboard management, intervention and coaching, policy interpretation and communications, training development, committee participation, etc. 15. Using independent judgment, escalates issues to senior leadership as needed. 16. Performs other duties and projects as assigned Requirements: Bachelors degree or equivalent experience, plus two to three year's in Employee Relations/Labor Relations Consultant or Human Resources Business Partner Level role or equivalent experience to be qualified for Senior Employee Relations/Labor Relations Consultant or Senior HR Business Partner. Must have experience with employee relations issues and/or investigations. Case management system experience is preferred.

Are you ready to take the next step in your Human Resource (HR) career? The Office of Administration, Department of Corrections Human Resource Office is seeking a dedicated Human Resource Analyst 1 to join our team in Region 1. If you have exceptional analytical and organizational skills and are eager to develop expertise in labor relations, this is the opportunity for you! DESCRIPTION OF WORK As a Human Resource Analyst 1, you will partner with Employee Relations Managers to support labor relations across the Cambridge Springs, Albion, and Mercer State Correctional Institutions (SCI). You will investigate performance and disciplinary issues, facilitate formal conferences, and issue official correspondence. Your role also includes reviewing Workers' Compensation claims for accuracy and system entry, as well as assisting with recruitment and staffing initiatives. Your contributions will be key to operating our institutions effectively and fostering a positive workplace for everyone. Interested in learning more? Additional details regarding this position can be found in the position description. Work Schedule and Additional Information: Full-time employment, 37.5 hours per week Work hours are 8:00 AM to 4:00 PM, Monday - Friday, with a 30-minute lunch. This position is based at SCI Mercer. However, you will be required to travel throughout the region as necessary. Telework: You may have the opportunity to work from home (telework) part-time upon successful completion of a 6-month probationary period. In order to telework, you must have a securely configured high-speed internet connection and work from an approved location inside Pennsylvania. If you are unable to telework, you will have the option to report to the headquarters office in Mercer. The ability to telework is subject to change at any time. Additional details may be provided during the interview. Salary: In some cases, the starting salary may be non-negotiable. You will receive further communication regarding this position via email. Check your email, including spam/junk folders, for these notices. REQUIRED EXPERIENCE, TRAINING & ELIGIBILITY QUALIFICATIONS Minimum Experience and Training Requirements: Successful completion of the Human Resource Management Trainee program (Commonwealth job title or equivalent Federal Government job title, as determined by the Office of Administration); or One year as a Human Resource Assistant 2 or an Equal Opportunity Assistant (Commonwealth job title or equivalent Federal Government job title, as determined by the Office of Administration); or One year of paraprofessional analytical experience and a bachelor's degree; or An equivalent combination of experience and training. Other Requirements: You must meet the PA residency requirement. For more information on ways to meet PA residency requirements, follow the link and click on Residency. You must be able to perform essential job functions. Legal Requirement: You must pass a background investigation and meet Criminal Justice Information Services (CJIS) compliance requirements. How to Apply: Resumes, cover letters, and similar documents will not be reviewed, and the information contained therein will not be considered for the purposes of determining your eligibility for the position. Information to support your eligibility for the position must be provided on the application (i.e., relevant, detailed experience/education). If you are claiming education in your answers to the supplemental application questions, you must attach a copy of your college transcripts for your claim to be accepted toward meeting the minimum requirements. Unofficial transcripts are acceptable. Your application must be submitted by the posting closing date . Late applications and other required materials will not be accepted. Failure to comply with the above application requirements may eliminate you from consideration for this position. Veterans: Pennsylvania law (51 Pa. C.S. *7103) provides employment preference for qualified veterans for appointment to many state and local government jobs. To learn more about employment preferences for veterans, go to ************************************************ and click on Veterans. Telecommunications Relay Service (TRS): 711 (hearing and speech disabilities or other individuals). If you are contacted for an interview and need accommodations due to a disability, please discuss your request for accommodations with the interviewer in advance of your interview date. The Commonwealth is an equal employment opportunity employer and is committed to a diverse workforce. The Commonwealth values inclusion as we seek to recruit, develop, and retain the most qualified people to serve the citizens of Pennsylvania. The Commonwealth does not discriminate on the basis of race, color, religious creed, ancestry, union membership, age, gender, sexual orientation, gender identity or expression, national origin, AIDS or HIV status, disability, or any other categories protected by applicable federal or state law. All diverse candidates are encouraged to apply. EXAMINATION INFORMATION Completing the application, including all supplemental questions, serves as your exam for this position. No additional exam is required at a test center (also referred to as a written exam). Your score is based on the detailed information you provide on your application and in response to the supplemental questions. Your score is valid for this specific posting only. You must provide complete and accurate information or: your score may be lower than deserved. you may be disqualified. You may only apply/test once for this posting. Your results will be provided via email.

What Makes a Honda, is Who makes a Honda Honda has a clear vision for the future, and it's a joyful one. We are looking for individuals with the skills, courage, persistence, and dreams that will help us reach our future-focused goals. At our core is innovation. Honda is constantly innovating and developing solutions to drive our business with record success. We strive to be a company that serves as a source of “power” that supports people around the world who are trying to do things based on their own initiative and that helps people expand their own potential. To this end, Honda strives to realize “the joy and freedom of mobility” by developing new technologies and an innovative approach to achieve a “zero environmental footprint. We are looking for qualified individuals with diverse backgrounds, experiences, continuous improvement values, and a strong work ethic to join our team If your goals and values align with Honda's, we want you to join our team to Bring the Future! Job Purpose: The BHR Principal Specialist supports the BHR Sr. Leader and partners with business leaders to provide end-to-end Human Capital solutions that advance the business agenda. The BHR Principal Specialist serves as a strategic partner and provides guidance and advice to leaders across the organization to support organizational objectives and business strategies. The BHR Principal Specialist acts as a leadership coach, strategic partner, and change agent. Partners with management and HR CoEs to improve working relationships, build engagement, increase productivity and retention. The role includes skilled input into a broad range of HR policy work, developing and implementing capacity building and managing complex and varied enterprise level HR projects and initiatives. Key Accountabilities: • Partner with business units / plants to integrate people strategies with overall organizational strategy • Address HR related trends and issues impacting the business and provide insights, recommendations, plans, tools, and develop forward thinking solutions • Ensure HR programs, processes and services delivery are based on the business environment/strategy and talent implications by working with Circle of Expertise (COE), HR Ops, and HR Leaders • Function as a strategic thought partner to collaborate with and influence the decisions of business unit / plant leaders • Partner with business / plant leaders and HR CoE's to provide HR solutions to meet business needs • Analyze data to identify trends, gaps, and priorities, particularly in the areas of performance management, talent development, and workforce planning • Provide leadership to the business maintaining strategic alignment between the business and HR policies and programs • Provide HR consulting services to business /plant leaders as it relates to human resources programs and policies, often encompassing all areas of human resources Qualifications, Experience, and Skills: • Bachelor's degree with an advanced degree preferred. • 10+ years relevant HRBP or Sr. HR Generalist experience with considerable experience in one or more of the following: compensation, associate relations, talent management, continuous process improvement, change management, D & I, and OD. • Outstanding leadership and coaching skills • Experience in consulting with business units about workforce planning, talent assessments and performance management. • Demonstrated success in developing and implementing a variety of human capital strategies in support of business objectives and goals. • Strong understanding of federal and state employment laws and regulations as it pertains to employment related matters. • Experience managing other HR teams. • Excellent communication, problem solving, and negotiation skills. • Strong collaboration skills with all levels within the organization. Working Conditions: • Some remote work available for this position • 5-10 hours OT / week • Travel (10%) require What differentiates Honda and make us an employer of choice? Total Rewards: Competitive Base Salary (pay will be based on several variables that include, but not limited to geographic location, work experience, etc.) Regional Bonus (when applicable) Manager Lease Car Program (No Cost - Car, Maintenance, and Insurance included) Industry-leading Benefit Plans (Medical, Dental, Vision, Rx) Paid time off, including vacation, holidays, shutdown Company Paid Short-Term and Long-Term Disability 401K Plan with company match + additional contribution Relocation assistance (if eligible) Career Growth: Advancement Opportunities Career Mobility Education Reimbursement for Continued Learning Training and Development Programs Additional Offerings: Lifestyle Account Childcare Reimbursement Account Elder Care Support Tuition Assistance & Student Loan Repayment Wellbeing Program Community Service and Engagement Programs Product Programs Honda is an equal opportunity employer and considers qualified applicants for employment without regard to race, color, creed, religion, national origin, sex, sexual orientation, gender identity and expression, age, disability, veteran status, or any other protected factor.

At Globe Life, we are committed to empowering our employees with the support and opportunities they need to succeed at every stage of their career. We take pride in fostering a caring and innovative culture that enables us to collectively grow and overcome challenges in a connected, collaborative, and mutually respectful environment that calls us to help Make Tomorrow Better. Role Overview: Could you be our next Manager, Workday HR Admin & Product Owner? Globe Life is looking for a Manager, Workday HR Admin & Product Owner to join the team! In this role, you will serve as a key strategic business leader at the intersection of HR process, people, and technology - driving innovation, efficiency, and excellence in our people systems. This role will partner with business leaders and IT to enhance the vision for Workday's HCM functionality, ensuring workflows align with business objectives, meet compliance requirements, and deliver excellent employee experience. Acting as the voice of the customer within HR Technology as the Product Owner, the Manager will collaborate closely with HR leaders, IT technical teams, and stakeholders to translate strategic priorities into scalable Workday solutions that enable data-driven decisions and operational success. As the Manager of the HR Admin team, this role will lead and develop Workday administrators, each specializing in specific workstreams such as Core HCM, Compensation, Benefits, Learning, Talent, and Payroll. The Manager will oversee productivity, ensuring their collective work aligns to a unified product vision and consistently delivers value-driven support to the organization. This is a remote / work-from-home position. What You Will Do: Product Owner Responsibilities: Own and prioritize the product backlog for Workday HCM features based on business value, stakeholder feedback, and technical dependencies. Translate business requirements into detailed user stories with clear acceptance criteria and definition of final deliverables. Collaborate directly with development and configuration teams to ensure user stories are well-defined and actionable. Facilitate sprint planning, backlog refinement, and sprint reviews to maintain development velocity and quality. Conduct regular stakeholder demos and gather feedback to validate deliverables and inform backlog priorities. Make tactical product decisions within the established product roadmap and strategy. Coordinate user acceptance testing and validate that delivered features meet acceptance criteria. Manage release coordination with IT teams to ensure proper testing and deployment processes. Serve as the primary point of contact between HR stakeholders and the technical delivery team. People Leadership Responsibilities: Lead and develop a team of Workday HR administrators across Core HCM, Compensation, Benefits, Talent, Learning, and Payroll modules. Set clear performance expectations and provide regular coaching and feedback to team members. Conduct performance reviews and create individual development plans aligned with career growth objectives. Foster cross-functional collaboration and knowledge sharing among team members to build expertise across modules. Ensure team adherence to governance standards, security protocols, and best practices. Manage team capacity and workload distribution to optimize delivery and prevent burnout. Recruit, onboard, and retain top talent for the Workday administration team. What You Can Bring: Bachelor's degree in business administration, computer science, or related field. 3-5 years Workday HCM experience with hands-on configuration and administration. 2-3 years of leadership experience with technical or HR teams. Workday certification, preferred. Knowledge of employee lifecycle, compensation planning, benefits administration, talent management, and payroll operations. Knowledge of data privacy, compliance requirements, and security protocols. Understanding of Workday APIs, data flows, integration requirements, and system architecture principles. Scrum, sprint planning, backlog management, and user story writing. Able to translate business needs into technical language and specifications. Relationship and expectation management across multiple departments. Able to balance competing priorities based on business value, technical constraints, and stakeholder priorities. Understanding of UAT processes and validation of acceptance criteria. Understanding of HR processes and compliance requirements. Experience creating clear requirements, process maps, and decision logs. Able to translate between technical and business stakeholders. Successful record of leading teams through system updates and process improvements. Development of team members' technical, professional, and specialized functional skills. Able to facilitate successful cross-training programs. Applicable To All Employees of Globe Life Family of Companies: Reliable and predictable attendance of your assigned shift. Ability to work full time and/or part time based on the position specifications. How Globe Life Will Support You: Looking to continue your career in an environment that values your contribution and invests in your growth? We've curated a benefits package that helps to ensure that you don't just work, but thrive at Globe Life: Competitive compensation designed to reflect your expertise and contribution. Comprehensive health, dental, and vision insurance plans because your well-being is fundamental to your performance. Robust life insurance benefits and retirement plans, including company-matched 401k and pension plan. Paid holidays and time off to support a healthy work-life balance. Parental leave to help our employees welcome their new additions. Subsidized all-in-one subscriptions to support your fitness, mindfulness, nutrition, and sleep goals. Company-paid counseling for assistance with mental health, stress management, and work-life balance. Continued education reimbursement eligibility and company-paid FLMI and ICA courses to grow your career. Discounted Texas Rangers tickets for a proud visit to Globe Life Field. Opportunity awaits! Invest in your professional legacy, realize your path, and see the direct impact you can make in a workplace that celebrates and harnesses your unique talents and perspectives to their fullest potential. At Globe Life, your voice matters.

The Regional Human Resources Director provides strategic guidance and support to leadership in designated geographic regions regarding best practices on key HR functions including employee relations, affirmative action, employment law compliance, performance management, policy implementation, compensation, succession planning, change management, retention, talent development and conflict resolution. Leads and delivers high quality HR services to all levels of employees. This is a remote position with travel to clinics. Candidates should reside in the Salt Lake City, UT, Denver, CO or Phoenix, AZ area. Essential Duties and Responsibilities include the following. Other duties and tasks may be assigned. Objectively and effectively manage and investigate highly sensitive and complex employee relations issues and provide recommendations for resolution to Leadership. Align HR strategy with business goals; perform as internal consultant to leaders on organizational effectiveness and emerging HR initiatives. Serve as a seasoned change agent with proven ability to drive and influence strong and seasoned business leaders and implement improvements. Build strong working relationships with leadership, management and employees through proactive, thorough and timely response and resolution to all employee relations concerns. Collaborate with and engage with HR subject matter experts including Compensation, Training, Recruiting to execute on strategic plans for assigned business areas. Facilitate meetings, develop and present training programs on HR Related topics as needed. Oversee the performance management process and provide managers with appropriate guidance on documentation, coaching, and performance improvement plans. Provide policy guidance and interpretation of state specific and Federal labor law. Uphold management goals of corporation by leading staff in team concepts and promoting a team effort. Maintain effective personnel management and employee relations, including evaluating the performance of all personnel; approving and submitting all hours worked and counseling and disciplining employees. May recruit, train, develop, and supervise personnel.

Salary: $62,100 - $65,000 annually Hillsborough County is committed to supporting the health and wellbeing of the people who serve our community. The Human Resource Wellness Coordinator (Nutrition-Focused) plays a key role in that mission by designing and delivering engaging wellness programs that help employees eat well, feel better, and prevent chronic disease. In this role, you'll blend your expertise in nutrition with corporate wellness program management to create budget-friendly cooking classes, evidence-based education, and creative wellness initiatives that support the County's Well4Life programs. You'll help employees make informed choices about their health while supporting a culture of wellbeing across the organization. How You'll Make an Impact Wellness Program Management Develop, plan, and implement wellness initiatives that support the County's overall HR and benefits strategy. Monitor, evaluate, and report on wellness metrics, including employee participation and health outcomes. Partner with the County's health plan (e.g., Cigna) and other vendors to enhance preventive health and lifestyle management programs. Research best practices and trends in workplace wellness and recommend new ideas. Assist the Wellness Manager with policies, procedures, and incentive programs that encourage healthy behaviors. Nutrition Education & Programming Design and deliver nutrition-focused programs to support employees managing or preventing conditions such as diabetes, high blood pressure, and high cholesterol. Create interactive workshops, seminars, and digital content on topics like healthy eating, meal planning, label reading, and portion control. Plan and lead budget-friendly healthy cooking demonstrations and classes aligned with wellness themes (e.g., heart health, stress management, mindful eating). Develop and share practical educational materials (for example: “Fuel for Energy,” “Eat Smart on a Budget,” “Healthy Lunches at Work”). Collaborate with local chefs, vendors, and community partners to expand nutrition and cooking offerings. Collaboration & Communication Serve as the subject matter expert in nutrition and wellness for HR and County departments. Lead internal communications for nutrition and wellness campaigns (e.g., Meal Prep Mondays, Tasty Tuesdays, Eat Well-Work Well content on COIN). Work closely with HR Benefits, Communications, and other departments to ensure programs align with County goals and employee needs. Coordinate and support the Wellness Influencers network with resources, education, and friendly wellness challenges. Help support, monitor, and promote the use of on-site wellness and fitness spaces. Evaluation & Reporting Track participation and outcomes for wellness and nutrition initiatives using data and analytics. Prepare clear, professional reports and presentations for leadership to demonstrate progress toward wellness goals. Recommend program improvements based on trends, outcomes, and employee feedback. Ideal Candidate Profile Passionate about public service and improving the health of a diverse workforce. Strong background in nutrition, dietetics, or public health, with an understanding of how nutrition affects chronic disease and preventive health. Comfortable presenting to groups, engaging different audiences, and making complex health concepts easy to understand. Collaborative, relationship-focused, and able to work across departments and with external partners. Data-informed and comfortable using metrics to evaluate program success and make recommendations. Minimum Qualifications Education: Bachelor's degree in Nutrition, Dietetics, Public Health, or a related field; OR Credentialed as a Registered Dietitian (RD/RDN) or Certified Nutrition Specialist (CNS). Experience: At least two (2) years of experience in health promotion, nutrition education, or corporate/employee wellness programming. Licenses/Requirements: Possession of a valid Florida Driver's License. Reliable transportation to travel to various County worksites and field locations as needed. Preferred Qualifications Experience working in a corporate or employee wellness setting. Experience designing and delivering cooking demonstrations or hands-on nutrition programs. Familiarity with wellness technology platforms and digital engagement tools. Knowledge, Skills & Abilities Strong knowledge of nutrition, dietetics, and wellness promotion practices. Understanding of the relationship between nutrition, chronic disease management, and prevention. Familiarity with federal and state regulations impacting wellness programs (e.g., HIPAA, EEOC, GINA, ADA). Excellent presentation, public speaking, and group facilitation skills. Ability to research, analyze data, and evaluate program effectiveness. Strong interpersonal skills and the ability to build partnerships inside and outside the organization. Proficiency with Microsoft Office and comfort using wellness and digital engagement platforms. Physical & Work Conditions Regularly required to talk, hear, stand, walk, and use hands to handle or reach. Occasionally required to sit, climb, or kneel; must be able to lift up to 50 pounds (e.g., program materials, equipment). Classified as Medium Work - exerting up to 50 pounds occasionally and/or 20 pounds frequently to move objects. Emergency Management Responsibilities In the event of an emergency or disaster, an employee may be required to respond promptly to duties and responsibilities as assigned by the employee's department, the County's Office of Emergency Management, or County Administration. Such assignments may be for before, during or after the emergency/disaster. When you join Hillsborough County, you join a team dedicated to public service and making a difference in the community we serve. In addition to meaningful work, eligible employees enjoy a comprehensive benefits package that may include: Generous paid time off and holiday schedule Multiple health insurance plan options Dental and vision coverage Health Savings and Flexible Spending Accounts Life insurance and disability coverage Employee Assistance Program (EAP) Retirement plans and deferred compensation options Tuition reimbursement and professional development opportunities