Human Resources

• Conducts investigations of complaints and concerns, including allegations of policy violations, working conditions, disciplinary actions, and employee grievances, including harassment, discrimination, retaliation, etc.
• Make recommendations on the appropriate course of action in partnership with the key stakeholders for Employee Relations issues
• Document findings and write investigation summaries to be maintained in ThinkLP.
• Coach and advise all levels of management through employee relations matters (e.g. performance management, corrective action processes, policy interpretation, conflict resolution, terminations, etc).
• Monitor and ensure compliance with federal, state, and local employment laws, and Identify emerging employee relations and compliance risks and coordinate with appropriate stakeholders to support timely mitigation
• Perform other related duties as required.
• **Must be willing to travel** at least 90% of the time to visit sites in your region.

Employee Relations Specialist II

• Conducts investigations of complaints and concerns, including allegations of policy violations, working conditions, disciplinary actions, and employee grievances, including harassment, discrimination, retaliation, etc.
• Make recommendations on the appropriate course of action in partnership with the key stakeholders for Employee Relations issues.
• Document findings and write investigation summaries to be maintained in ThinkLP.
• Coach and advise all levels of management through employee relations matters (e.g. performance management, corrective action processes, policy interpretation, conflict resolution, terminations, etc).
• Monitor and ensure compliance with federal, state, and local employment laws, and Identify emerging employee relations and compliance risks and coordinate with appropriate stakeholders to support timely mitigation.
• Perform other related duties as required.
• Must be willing to travel at least 90% of the time to visit sites in your region.

Employee Relations Specialist

• Conducts investigations of complaints and concerns, including allegations of policy violations, working conditions, disciplinary actions, and employee grievances, including harassment, discrimination, retaliation, etc.
• Make recommendations on the appropriate course of action in partnership with the key stakeholders for Employee Relations issues
• Document findings and write investigation summaries to be maintained in ThinkLP.
• Coach and advise all levels of management through employee relations matters (e.g. performance management, corrective action processes, policy interpretation, conflict resolution, terminations, etc).
• Monitor and ensure compliance with federal, state, and local employment laws, and Identify emerging employee relations and compliance risks and coordinate with appropriate stakeholders to support timely mitigation
• Perform other related duties as required.
• Must be willing to travel at least 90% of the time to visit sites in your region.

• Develop and implement HR processes, practices, and programs
• Ensure proactive planning and effective execution of HR functions
• Partner with leaders in managing the business
• Assist leaders in promoting proactive changes
• Research, analyze, and respond to leader and employee questions
• Conduct exit interviews and investigate concerns
• Support HR data/reporting needs
• Assist leaders in effective communication and problem analysis
• Provide counsel in design and implementation of new structures
• Partner with Talent Acquisition to ensure timely approvals
• Anticipate, identify, and facilitate resolution of employee relations issues
• Implement employee and leadership development strategies
• Communicate compensation and benefits programs

Human Resources Business Partner

• Independently own the full range of day-to-day HR operations for the organization
• Administer benefits, compliance, HRIS, employee relations, and onboarding
• Provide support and guidance to managers and employees on policy interpretation, disciplinary procedures, and conflict resolution
• Maintain and update the employee handbook and policy library
• Create and manage onboarding and orientation processes for new hires
• Track and manage mandatory training programs (anti-harassment, security awareness)
• Maintain the integrity of employee records and compliance documentation
• Support office-wide communication and coordination for HR-related announcements
• Partner with leadership to implement company-wide initiatives as directed

Senior HR Generalist

• Apply HR skills in support of managers, program staff and customers on the full range of HR topics including but not limited to staffing, classification, processing, benefits, recruitment, compensation, SES programs, work life programs, policy and employee and labor relations
• Processing personnel and payroll actions, keying payroll documents, processing leave audits
• Creating vacancy, retirement and payroll folders
• Researching waiver and hearing requests
• Scanning documents into various personnel record systems
• Assisting with drafting SOP’s
• Processing personal liability insurance reimbursement claims
• Initiating tentative selection notifications, notice of results or disposition letter
• Researching and compiling information on the full range of federal HR topics
• Responding to and providing general HR guidance to applicants and staff, maintain employee files
• Provide wide ranging administrative support to managers and program staff

Junior Human Resource Specialist

• Partner with department heads and the Director – HR to open roles, run a hiring process, and close the right people.
• Make sure every new hire has the tools, access, and context to be productive.
• Single point of contact for every U.S. employee on HR, travel, and admin questions.
• Champion Dozee's culture in the U.S. and ensure distributed team cohesiveness.
• Align U.S. practices with global policy and partner with the India HR team.
• Manage payroll coordination, expense policy, contractor and vendor payments, and compensation administration for U.S. staff.
• Be the first responder when issues arise for U.S. employees.
• Handle U.S. HR compliance and manage U.S. vendor relationships.

HR Manager

• Support onboarding and offboarding processes (new hire setup, orientation coordination, exit documentation)
• Support day to day Human Resource Operations
• Maintain and update employee records in ADP
• Full cycle payroll processing
• Respond to employee inquiries regarding HR policies, procedures, and programs
• Ensure compliance with company policies and applicable labor laws
• Coordinate HR communications, meetings, and training sessions
• Full cycle recruitment activities to include job posting, candidate screening, scheduling interviews and preparing offer materials
• Maintain confidentiality of sensitive employee information
• Schedule interviews, meetings on behalf of HR Director, hiring managers and Chief Operating Officer
• Review and audit timekeeping entries in ADP Workforce Now
• Point of contact for payroll processing, including reviewing pending approvals and resolving discrepancies
• Generate standard and ad hoc reports from ADP as needed
• Ensure data accuracy and integrity within the ADP system

Human Resources Coordinator

• Develop and update employee handbooks and HR policies for clients
• Conduct comprehensive benefits audits and recommend improvements
• Build and maintain organizational charts and workforce planning tools
• Define, track, and analyze HR‑related KPIs
• Create and support ongoing employee growth and development plans
• Manage onboarding and offboarding processes
• Administer and track leaves of absence
• Partner with managers on disciplinary actions and performance improvement plans
• Ensure HR compliance across multiple states and regulatory environments
• Optimize existing HR technology and support implementation of new systems

Human Resources Management Consultant

• Set and execute the strategy for Employee Relations and Investigations, including the team’s mandate, service model, escalation paths, governance, operating rhythms, and measures of success.
• Lead, develop, and scale a team of experienced ER and investigations professionals; establish clear quality standards, decision frameworks, and coaching practices that produce consistent, defensible outcomes.
• Oversee the intake, triage, investigation, and resolution of the company’s highest-risk and most sensitive workplace matters, including allegations of harassment, discrimination, retaliation, misconduct, conflicts of interest, workplace violence, and other policy violations.
• Personally advise on or lead matters involving senior leaders, significant reputational or legal risk, cross-functional complexity, or novel questions; ensure investigation strategy matches the risk, sensitivity, confidentiality, and facts of each case.
• Establish rigorous, fair, and trauma-informed investigation practices, including evidence review, interviewing, credibility assessments, documentation, findings, recommendations, and appropriate follow-through.
• Own the broader ER framework across performance management, workplace conflict, disciplinary action, accommodations and leave-related escalations, employee concerns, separations, and other critical moments in the employment relationship.
• Serve as a trusted advisor to executives, people leaders, and HR Business Partners, helping them make principled, timely, and well-calibrated decisions under ambiguity.
• Partner closely with Employment Legal, Compliance, Security, People Operations, and HR leadership to assess risk, manage claims or regulatory matters, and ensure practices reflect applicable laws and OpenAI’s policies and values.
• Build scalable policies, playbooks, case-management practices, and decision tools that improve consistency and transparency while preserving the judgment required for complex situations.
• Use case data, employee signals, and trend analysis to identify systemic issues, surface emerging risk, and recommend proactive interventions to leadership.
• Develop and deliver practical training for leaders, managers, HR partners, and employees on respectful workplace expectations, investigations, performance management, conflict resolution, and manager accountability.
• Represent the ER and Investigations perspective in major people programs, organizational changes, and culture initiatives so that employee experience, fairness, and risk are considered early.

Senior Director, Employee Relations – Investigations

• Partner with site leaders in the oversight and execution of key talent management processes such as workforce planning, talent acquisition, onboarding, talent development, promotions, change leadership, and organizational design and development
• Take a true hands-on approach with leaders to help drive business results, improve working relationships, strengthen morale, and increase productivity and employee engagement
• Serve as a trusted advisor to leadership, influencing business decisions and results
• Partner with key members of the HR team to analyze trends and metrics which inform meaningful program and policy decision and creation
• Manage and resolve complex employee relations issues. Conduct effective, thorough, and objective investigations
• Maintain knowledge of legal requirements related to day-to-day management of associates, reducing legal risks, and ensuring regulatory compliance
• Provide day-to-day performance management guidance to managers (coaching, counseling, career development, corrective actions)
• Collaborate with other HR team members to manage projects or provide input on HR-related programs and practices
• Act as a neutral party, providing a balanced perspective for both employees and leaders

• Assists the HR department by performing various tasks, either as a generalist or area specific
• Communicates, administers, and enforces policies, procedures, and documentation related to HR
• FMLA administration including certification and designation processing
• Processing and maintenance of personnel records including deductions, direct deposits, and employee status changes within SAP SuccessFactors
• Manage employee paperwork to verify that all documents are complete and accurately processed
• Administer drug screen process
• Address and resolve employee questions in regard to benefits
• Assist in the hiring process by pre-screening applications, setting up interviews, and preparing and conducting orientations
• Benefits administration and changes
• Prepare exit interview packets, perform exit interviews, and separation notices
• Assist in preparing reports as needed using Excel and HRIS software
• Print employee identifications and coordinate access with security
• Partake in facilitating and coordinating special HR projects, including events, studies, and newsletters
• Point of contact for building maintenance and requests
• Performs other activities as needed or as directed
• Provides initial contact and service to employees and visitors for the Manufacturing Human Resource department and ensures that their needs or requests are addressed in a positive, professional, and timely manner
• Enters and maintains accuracy and organization of assigned employee data, records, and files including, but not limited to; timekeeping, attendance, vacation, sick days, leaves, disciplinary actions, and other necessary employment information into HR information system
• Posts communication memos and other company related materials on company bulletin boards, and ensures all boards are current and organized
• Processes paperwork for terminated hourly employees

Human Resources Specialist

• Serve as primary point of contact for managers and employees on day-to-day people matters
• Provide hands-on HR guidance and own a broad range of employee relations cases
• Coach managers through performance and employee relations issues
• Own end-to-end case management for assigned HR matters
• Partner with HR Operations to audit and ensure seamless execution of transactional HR work
• Conduct initial investigations and assess severity, risk, and appropriate next steps

HR Advisor

• The Business Insights Manager is responsible for understanding business needs and providing actionable insights to support strategic decision-making across the organization specifically in one of these focus areas - customer experience, employee experience or market insights.
• This role ensures that market, customer and employee signals are systematically collected, rigorously analyzed and translated into insights the business can act on.
• The role will oversee the development, implementation and management of a specified insights program consisting of the collection, analysis, reporting and interpretation of research and data, leveraging artificial intelligence (AI) and advanced analytics to work faster and surface deeper insights.
• The role balances an always-on listening capability with targeted research projects to uncover insights that inform business strategy, co-developing the research plan with cross-functional stakeholders, aligning work to business priorities and partnering with technical teams to operationalize advanced analytics and AI-enabled solutions.
• This role serves as a strategic partner and insights advisor within the EX ecosystem, responsible for the Voice of Employee (VoE) listening and analysis infrastructure and collaborating closely with HR and the business on insight-driven recommendations and priorities.
• Responsible for the VoE program (engagement surveys, pulse surveys and other feedback mechanisms), including listening architecture design, touchpoint coverage, survey design, vendor management and data quality.
• Collect and analyze employee feedback across channels and career-lifecycle stages to understand the end-to-end employee experience.
• Identify and synthesize patterns and themes in employee data; co-develop data-informed improvement recommendations with HR and EX leaders to inform decisions about people-facing programs, processes and touchpoints that drive engagement and retention.
• Track key EX metrics and measure shifts in employee feedback signals, interpreting what those shifts reveal about the employee experience and providing HR and EX leaders with the analytical foundation to assess the effectiveness of engagement and retention initiatives.
• In partnership with HR, corporate communications, and other teams, ensure employee insights are embedded into strategic decision-making.
• In collaboration with business partners, design, operate and continuously evolve an always-on listening system that captures structured and unstructured signal across touchpoints, channels and lifecycle stages, in partnership with technical teams to enable scalable data flow and integration.

Business Insights Manager – Employee Experience

• Oversee the daily operations of the Human Resources IT Technology team.
• Oversee the development and implementation of new HR systems and solutions.
• Recommend changes to HR CoE procedures by developing systematic and automated processes to improve work efficiency.
• Prioritize and oversee the HR technology project portfolio, balancing business priorities, resource availability, and system enhancement opportunities.
• Partner with HR Leadership and the CHRO to develop and maintain the HR technology roadmap, identifying opportunities to improve processes, enhance employee experience, and support organizational objectives.
• Serve as the primary HR technology liaison to HR leadership, IT, and key business stakeholders to align technology solutions with organizational priorities.
• Coordinate with IT staff on system upgrades and maintenance.
• Keep abreast of developments in the field of Workday and HR systems to bring innovative solutions and make recommendations for improvements or new technologies.
• Manage and oversee HR’s full technical systems landscape, maintaining secure, available and performant systems.
• Partner with HR leadership to establish and maintain HR technology governance practices, data standards, and system controls to support compliance, reporting accuracy, and operational effectiveness.
• Delegates tasks to team members and third-party consultants and vendors ensuring everyone is working on the right projects.
• Must know how to oversee technical issues and train systems analysts.
• Assist in developing and maintaining documentation, training materials, and functional standards for HR systems and integrations.

HR Technology Manager

• Ensuring the applicable onboarding package is initiated and completed
• Entering and verifying the accuracy of new or returning employee data in the HRIS and associated timekeeping systems
• Scheduling necessary orientation or pre-employment training as required
• Validating necessary documentation (I-9’s, E-Verify)
• Ensuring all information is present to support timely payroll processing
• Receiving and processing employee transactions in the HRIS
• Responding to internal customer phone calls and emails regarding system access or data issues
• Utilizing knowledge of legislation and regulations related to Payroll and/or Human Resources, along with company policies and procedures to accurately complete employee changes in the HRIS
• Ensuring employee status changes are updated in the system in a timely manner
• Auditing employee files to confirm the presence of documentation required by law
• Auditing processes initiated by users to ensure accuracy, providing instruction and additional training as necessary
• Answering Service Center calls, emails, text messages and answering questions, or escalating issues as appropriate
• Keeping a log of all customer inquiries, and reporting on activity weekly
• Preparing templated responses for frequently asked questions
• Assisting Managers with workflows related to employee changes and approvals in the HRIS
• Identifying process issues within the HRIS, and referring them to the HRIS technical team for attention
• Updating organizational information and documents in an intuitive manner on the HRIS for user reference
• Reporting metrics related to Service Center activity

HR Service Center Advisor – Contract

• The Strategic HR Business Partner for Insurance will play a critical role in leading the HR strategy for the Insurance division within the Americas region.
• This role requires a strategic thinker with deep expertise in HR, analytics, and digital transformation.
• The HRBP will act as a trusted advisor to senior leadership, driving organizational effectiveness, talent management, resource management, team management and culture transformation aligned with the company’s objectives.
• The HRBP will be bringing strong blend of hands-on experience with strategic leadership skills.

Strategic HR Business Partner – Insurance

• Partner with Clinical teams to align people strategies with operational goals
• Provide guidance on organizational design and team structure
• Analyze workforce data and support workforce planning efforts
• Serve as the primary HR advisor on employee relations matters
• Lead and support performance management processes
• Develop understanding of clinical roles and challenges
• Support initiatives to improve retention and engagement
• Ensure compliance with employment laws and regulations

HR Business Partner

• work with professionals looking to grow their careers in HR
• guidance on HR strategy, talent acquisition, employee engagement, and performance management
• helping clients build fluency in AI fundamentals and AI automation
• help clients navigate their career path with resume review, cover letters, LinkedIn review, interview prep, behavioral interview prep, networking strategy, promotion strategy, salary negotiation, freelancing, and ongoing skill building

Human Resources Coach

• Align business objectives with associates and management for communities within an assigned region.
• Serve as a consultant to management on human resource-related issues.
• Act as a culture driver, associate champion and change agent.
• Assess and anticipate HR-related needs.
• Communicate needs proactively with our Centers of Expertise (COE) and Operational Leadership to develop integrated solutions.
• Formulate partnerships across the HR function to deliver value-added service to management and associates that reflects the business objectives of the organization.
• Develop and implement human resources policies to meet organizational needs and comply with state and federal laws.
• Manage and resolve complex associate relations issues. Conduct effective, thorough and objective investigations.
• Monitor associate counseling, corrective action, and performance improvement plans; oversee involuntary termination procedures.

Human Resources jobs in United States

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Employee Relations Specialist II

Employee Relations Specialist

Employee Relations Specialist

Human Resources Business Partner

Senior HR Generalist

Junior Human Resource Specialist

HR Manager

Human Resources Coordinator

Human Resources Management Consultant

Senior Director, Employee Relations – Investigations

HR Manager

Human Resources Specialist

HR Advisor

Business Insights Manager – Employee Experience

HR Technology Manager

HR Service Center Advisor – Contract

Strategic HR Business Partner – Insurance

HR Business Partner

Human Resources Coach

HR Business Partner