Job Summary:

• Participates in shaping and building our people systems and processes via participation on various workstreams and special projects. 
• Identifying and clarifying issues and priorities, communicating and coordinating requirements, expediting fulfillment, evaluating milestone accomplishments, evaluating choices, and changing assumptions and directions.
• Builds out a strategic roadmap including people, process and technology.
• Builds strategic relationships with IT, Division Presidents and divisional heads of People and their associated teams, establishing service level agreements, cost, risk and value analyses with the goal of providing comprehensive end-to-end service to our stakeholders, our leaders, employees and ultimately patients.
• Plans in close collaboration with the various HR Centers of Excellence (e.g., HRIS, Benefits, Employee/Labor Relations, Talent Acquisition, Talent Development), in terms of E2E processes, automation, data and reporting.
• Serves as a strategic business partner to Avamere and its business units, providing leadership design and implementation of a new HR Shared Service Center, oversight of pre-hire, onboarding, timekeeping systems, workers compensation, leave administration and benefits administration, employee records, background checks, and related employee administration.
• Leads and manages the People Operations Team, demonstrating capabilities to lead an HR operations/administration team, focused on end-to-end employee processes (e.g., employment processing, compensation, health and welfare benefits, training and development, records management, safety and health, succession planning, employee relations and retention, and regulatory ). 
• Setting productivity, quality, and customer-service targets, designing systems, resolving problems, and implementing change with a continuous improvement mindset.
• Establishes and maintains/improves the HR-Shared Services model/team, including a focus on Tier 0 (self-service knowledge base) and Tier 1 (call center) with key relationships with Tier 2 (e.g., HR Business Partners) and Tier 3 (HR Centers of Excellence such as Employee Relations).
• Complies with federal, state, and local legal requirements (multi-state) by studying existing and new legislation, anticipating legislation, enforcing adherence to requirements, advising management on needed
• Maintains a progressive approach to updating job knowledge, participates in conferences and educational opportunities, reads professional publications, maintains personal networks, and participates in professional organizations.
• Ensures business unit compliance with all federal, state and local corporate employment requirements, i.e. I-9, FAA, EEOC, OSHA and employee

Skills on Resume: 

• Strategic HR Planning (Hard Skills)
• Relationship Management (Soft Skills)
• Collaboration (Soft Skills)
• HR Leadership (Soft Skills)
• Process Improvement (Hard Skills)
• Compliance (Hard Skills)
• Technology Integration (Hard Skills)
• Training (Soft Skills)

Job Summary:

• Build and lead all people operations functions
• Lead recruiting team
• Create and manage benefits and compensation plans
• Implement learning and development programs
• Create levels, compensation and bonus plans for the company
• Build and execute performance review and leveling processes
• Maintain a workplace of respect and inclusion for Deliverr's diverse team
• Ensure compliance with applicable regulations
• Leads the implementation of company safety and health programs. 
• Monitors the tracking of OSHA-required data.
• Review team member appeals through the company complaint procedure.
• Enlivens the 1 Hotels sustainability culture by highlighting sustainable amenities and design features while engaging with team members and guest alike, recommending nature inspired activities that promote health, wellness and #daylife and sustainable sourced food establishments that offer organic, local and/or seasonal food.
• Leads and participates in all hotel sustainability initiatives such as recycling, waste management and other team member initiatives.

Skills on Resume: 

• People Operations Leadership (Soft Skills)
• Recruiting Management (Soft Skills)
• Compensation Planning (Hard Skills)
• Learning and Development (Hard Skills)
• Performance Management (Hard Skills)
• Diversity and Inclusion (Soft Skills)
• Compliance Management (Hard Skills)
• Safety Programs (Hard Skills)

Job Summary:

• Bring thought leadership, tailored insights, and strategic perspective to designing, implementing, and continuously improving high-impact People initiatives.
• Lead a high-performing People Operations team focused on various functional areas integrated within support for the business.
• Partner closely with peers and stakeholders across the People organization to assess existing People programs, processes, and practices, identify gaps and inefficiencies and drive innovative solutions to enhance the employee experience.
• Champion collaborative cross-functional relationships with talent acquisition, talent management, learning & development and total rewards to ensure a best-in-class on-boarding and off-boarding experience for new employees.
• Lead with best practices and proven methodologies for process improvement, scalability, and automation to support long-term growth objectives.
• Partner with leaders and stakeholders across the organization to innovate and achieve major improvements in efficiency and optimization within our People Operations organization.
• Drive continuous improvement in our People processes, policies, and workflows to ensure they are compliant, efficient, scalable, and reflect Arrive’s values.
• In partnership with the Employment Law contractor, maintain current knowledge and understanding of regulations, laws and industry best practices to ensure compliance with all applicable federal, state, and local laws and regulations related to personnel.
• Build strong relationships with leaders and employees across the organization and be known as a trusted advisor.
• Consistently coach and advise senior leaders on their leadership effectiveness and to employ various techniques including conflict resolution, team building, professional development, roles and responsibility clarity, resource planning and performance management through effective implementation and technical oversight.
• Lead organizational change and transformation initiatives to increase performance.
• Partner with talent management to lead holistic talent plans to identify, assess, build, and develop a diverse internal pipeline of talent for the organization.
• Champion a data-driven mindset to identify People Operations reports and analytics that drives insights, business decisions and actions to support long-term growth objectives.
• Be an ambassador of company culture and drive initiatives to constantly build upon and improve culture

Skills on Resume: 

• People Strategy (Soft Skills)
• Team Leadership (Soft Skills)
• Process Improvement (Hard Skills)
• Cross-Functional Collaboration (Soft Skills)
• Change Management (Soft Skills)
• Talent Development (Soft Skills)
• Data Analytics (Hard Skills)
• Culture Advocacy (Soft Skills)

Job Summary:

• Partner with Senior Leadership to create a productive and engaged working environment 
• Define and roll out a performance management culture and annual review process that promotes equity and opportunity for all employees 
• Own the end-to-end recruitment strategy and process 
• Partner with Senior Leadership on defining the organization’s compensation strategy including the corporate equity plan 
• Coach and guide managers on complex employee-related matters including performance improvement, career development, and conflict resolution
• Oversee and project manage the organization’s community outreach program and D&I initiatives 
• Improve employee onboarding by partnering with Senior Leadership on creating training and development opportunities
• Partner with PEO (TriNet) on all compliance requirements ensuring the company is always operating legally and maintaining best practices 
• Partner with VP, Finance & Operations on benefit and payroll management 
• Generates and distributes accurate reports needed for audits, compliance, and general business needs on a monthly and regular basis as
• Manages other HR projects and initiatives such as HR onboarding, background checks, recognition program tracking, etc.
• Maintains positive relationships and rapport with coworkers, facility personnel, and internal and external clients, modeling respectful behavior by exhibiting professionalism with coworkers.
• Validates which actions the organization considers exemplary, by demonstrating leadership principles in action.
• Demonstrates ability to work in cross-company and cross-functional teams.

Skills on Resume: 

• Employee Engagement (Soft Skills)
• Performance Management (Hard Skills)
• Recruitment (Hard Skills)
• Compensation Strategy (Hard Skills)
• Employee Coaching (Soft Skills)
• Community Outreach (Soft Skills)
• Onboarding (Hard Skills)
• Compliance Management (Hard Skills)

Job Summary:

• Prepare Shogun for our next phase of growth. 
• Streamline, expand, and systematize the People Operations processes and infrastructure.
• Build and grow the People Operations team at Shogun
• Serve as a business partner to the executive team, providing guidance on and frameworks for DEI, performance management, compensation, organizational development, compliance and more.
• Ensure compliance with local regulations in all jurisdictions where Shogun has People Operations
• Define, measure, analyze and report on People Operations KPIs to support effective decision making
• Work with the Director of Talent Acquisition and Marketing to build Shogun's employer brand
• Design and maintain compensation and total rewards programs in alignment with our company values
• Continuously improve our remote onboarding experience
• Develop strategy for ongoing L&D programs, and support departmental L&D initiatives.
• Acts as HR evangelist ensuring Company culture and values are consistent and in alignment with goals, vision, mission and guiding principles throughout various geographical
• Participates in and represents the Avamere Family of Companies in professional organizations both locally and nationally.
• Establish regional P&C objectives while contributing to and implementing the P&C strategy
• Remain organizationally astute and able to recognize sensitivities
• React in a diplomatic and tactful manner while demonstrating sound judgement to triage complicated or high-impacting requests

Skills on Resume: 

• Employee Engagement (Soft Skills)
• Performance Management (Hard Skills)
• Recruitment (Hard Skills)
• Compensation Strategy (Hard Skills)
• Employee Coaching (Soft Skills)
• Community Outreach (Soft Skills)
• Onboarding (Hard Skills)
• Compliance Management (Hard Skills)

Job Summary:

• Manage end-to-end People Operations for APAC region
• Lead, manage and grow your team (3 FTE), while fostering a collaborative, team-oriented work environment
• Partner with executives and managers to develop a culture of learning and continuous feedback by creating experiences that engage our team at all levels
• Build trust with employees across all layers of the organization and be an active listener and effective problem solver of people issues while aligning with expected business outcomes
• Utilize a data driven approach to identify trends and recommend proactive solutions for improving the employee experience
• Build out and execute the regional people operations strategy incorporating the global business and people strategy
• Take responsibility for a center of excellence (e.g. recognition, performance management) and rollout and implement the program globally (with help of peers in the regions)
• Partner with the Recruiting team to ensure we are attracting top talent and have a streamlined onboarding process across multiple sites and teams
• Manage P&L for our fast-growing People Operations Practice (HR, Payroll, Benefits).
• Provide leadership and strategic direction to 20+ team members spread across multiple geographies.
• Direct involvement and influence on organizational design and reporting structures.
• Develop the practice by creating a standardized client services delivery methodology.
• Manage internal staffing by recruiting, training, coaching, appraising, and reviewing team contributions to determine utilization and productivity.
• Partner with the executive team to develop short and long-term goals to ensure alignment to strategic priorities.
• Responsible for overall resource utilization, practice profitability, and client billing.

Skills on Resume: 

• People Operations Management (Hard Skills)
• Team Leadership (Soft Skills)
• Culture Development (Soft Skills)
• Employee Relations (Soft Skills)
• Data Analysis (Hard Skills)
• Strategic Execution (Hard Skills)
• Talent Acquisition (Hard Skills)
• P&L Management (Hard Skills)

Job Summary:

• Develop, mentor and retain top P&C talent to provide best-in-class support for the Division
• Support development through strong mentorship and effective coaching and team building
• Lead by example in building strong customer relationships within regional teams
• Hold self and P&C team accountable for achieving objectives and ensuring the delivery of commitments to the division in a timely manner
• Build a culture within the P&C team to be results-focused and persistent in facing setbacks and obstacles
• Accountable for all people-based activity within the division and oversees resource planning, performance management, compensation review, talent and succession planning in collaboration with Center-led P&C initiatives
• Establish service levels and ensure the P&C team meets expectations
• Establish regional P&C objectives while understanding frameworks, processes, policies and usual practices and deliver within those parameters
• Develop regional operational strategies by identifying and researching P&C issues, contributing information, analysis, and recommendations to regional leadership team members
• Ensure efficient resources are available to support the roll-out of P&C program initiatives and support change management efforts in relation to major changes or the launching of these initiatives
• Develop and manage divisional P&C budget
• Ensure quality and integrity of people data, ensuring security and accuracy of employee records
• Possess sound knowledge of metrics driving people forecasts
• Provide key strategic advice to Regional Executive Team Members
• Keep attuned to emerging local business needs and proactively address any potential gaps as well as areas of opportunities
• Act as a key change agent in building awareness of P&C initiatives and support region in necessary adjustments to behavior and cultural change

Skills on Resume: 

• Talent Development (Soft Skills)
• Mentorship (Soft Skills)
• Relationship Building (Soft Skills)
• Accountability (Soft Skills)
• People Operations (Hard Skills)
• Strategic Planning (Hard Skills)
• Budget Management (Hard Skills)
• Change Management (Soft Skills)

Job Summary:

• Create and implement human resource strategies, policies and plans while collaborating with business/key leaders.
• Drive recruiting for strategic positions, utilizing both internal and external resources and establishing a talent acquisition process that will scale
• Provide support for organizational and departmental planning
• Lead a company-wide performance management system by supporting managers with tools and processes
• Lead organizational development efforts including training programs and other development options for leaders and employees
• Work with the COO and HR Coordinator on compliance, regulatory, and any other concerns regarding employees
• Develop and document HR policies compliant with local laws
• Management of employee relations
• Establish and refine an employee compensation and benefits plan
• Review and provide suggestions regarding employee safety, welfare, wellness and health
• Lead employee communication and feedback efforts including established cadences of regular information updates and employee engagement feedback systems
• Lead investigations regarding policy violations or employee complaints
• Work with the Marketing team to establish and maintain community outreach efforts regarding Social Responsibility, Volunteerism, Community Events, Evangelism, and others
• Establish an employer brand for Talent Acquisition purposes
• Manage HR Team members, providing support and guidance
• Manage Career Fairs and Recruiting events

Skills on Resume: 

• HR Strategy Development (Hard Skills)
• Talent Acquisition (Hard Skills)
• Organizational Development (Soft Skills)
• Performance Management (Soft Skills)
• Employee Relations (Soft Skills)
• Compliance and Policy Creation (Hard Skills)
• Compensation and Benefits (Hard Skills)
• Employee Engagement (Soft Skills)

Job Summary:

• Translate the Business strategy, and our vision and values into a People Strategy, encompassing best HR practices like and not limited to induction, engagement, reward, retention and talent development.
• Directly, and through the HR Team, provide a framework, and support, for the Leadership Team in the development, achievement, and evaluation of their people management strategies and objectives.
• Working with, and through the Leadership Team, lead the development of our culture across the organization
• Provide clear and inspirational leadership to motivate and develop the HR team to deliver high quality, people-centered services.
• Develop, implement and continuously improve HR Business Partnering and People Management practice and performance including for Employee engagement, talent management, and employee relations to maximize individual performance, effectively balance the needs of the individual and the organization, and manage risk.
• Development of People Policy, and related systems and practices, that support our culture (the way things are done around here), reflect our mission and values and are fully implemented and adhered to at all times and, ensure that diversity is firmly embedded within the People strategy, policy, and practice, and the value of differences is realized.
• Lead the planning, implementation, and evaluation of a business-focused Organisational Development (including Learning & Development) function
• Supporting tools and interventions that identify and maximize the potential, and improves the capability, of individuals, teams, and the organization through continuous improvement, excellence in service delivery, and the flexibility to meet changing business needs and priorities.
• Develop & identify appropriate People metrics across the organization which enables the leadership team to monitor the impact of People strategies and where attention may require to be focussed at a strategic level in order to best support the delivery of our mission and vision.
• Develop, monitor, and regularly report on key People performance indicators, management processes, and compliance frameworks within areas of responsibility and take appropriate action to achieve improved service delivery and business objectives whilst appropriately controlling and mitigating risk.

Skills on Resume:  

• People Strategy Development (Hard Skills)
• Leadership and Team Development (Soft Skills)
• Culture Development (Soft Skills)
• HR Team Leadership (Soft Skills)
• HR Business Partnering (Hard Skills)
• Policy Development (Hard Skills)
• Organizational Development (Hard Skills)
• People Metrics and Reporting (Hard Skills)

Job Summary:

• Leading the People Services team to achieve strategic, compliance and operational objectives in the areas of reward, pensions, benefits, job evaluation, payroll, data, ER, policy and operations, ensuring effective systems are in place, and resources are aligned and appropriately deployed.
• Contributing to the School's People Strategy and leading the development and achievement of the People Services strategy and operational plans.
• Developing and agreeing Key Performance Indicators for the People Services team, driving performance and taking actions to ensure targets, objectives and standards are exceeded or met.
• Participating as a senior leader on PLT (the People Leadership team) and representing the People Team.
• Anticipating and identifying strategic, sector and compliance issues and creating plans to address these (policy, system, process)
• Analyzing and understanding key themes related to People Services and leading the team to identify and deliver improvements to policy, processes and systems
• Partner with the leadership team and employees to create and maintain a positive and engaging work environment that encourages the full use of the team's diverse talents and abilities
• Execute people strategies that foster growth and innovation while scaling and strengthening our culture
• Monitor the overall pulse of the organization
• Help resolve complex and unique employment-related issues and address and manage employee relations issues fairly, thoroughly, and proactively
• Partner with managers on complex performance matters and monitor progress by coaching managers and employees
• Create and implement the company's employee training and development programs including management training

Skills on Resume: 

• People Services Leadership (Soft Skills)
• People Strategy Development (Hard Skills)
• KPI Management (Hard Skills)
• Senior Leadership Representation (Soft Skills)
• Issue Resolution (Hard Skills)
• Process Improvement (Hard Skills)
• Employee Engagement (Soft Skills)
• Training Program Management (Hard Skills)

Job Summary:

• Responsible for functional areas including Compensation, Benefits, HRIS/Systems, Payroll, People Insights, and Talent
• Build and own Talent strategy, including Talent Acquisition, Talent Management, Talent Development and, growth
• Own HR technology and systems including ATS, Performance Management software, and payroll and timekeeping, and implement new solutions when necessary
• Partner with colleagues across the people team to enable the development of People products and workflows focused on enhancements throughout the employee lifecycle
• Manage the people operations team ensuring employee life cycle programs and projects are properly administered, launched, managed, and delivered timely
• Monitor the talent market and consult with leadership to provide actionable insights to be used in hiring and talent development
• Onboarding tools and resources to increase new team member ramp uptime
• An intentional, rewarding employee experience
• Performance management programs related to continuous performance management, performance improvement plans, coaching, and counseling across the organization
• Compliance with all governmental regulations and flawless maintenance of payroll and benefits
• Audit support, including 401k audits and other compliance-related business audits
• Tracking and evaluation of metrics and analytics to drive improvements related to performance, turnover, retention, diversity, leadership, and other factors
• Communicate effectively with decision-makers including the executive team. 
• Maintain in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance 
• Be hands-on with daily operational HR needs

Skills on Resume: 

• Talent Strategy Development (Hard Skills)
• HR Technology Management (Hard Skills)
• Employee Lifecycle Management (Soft Skills)
• Talent Market Analysis (Hard Skills)
• Onboarding Management (Soft Skills)
• Performance Management (Soft Skills)
• Compliance Management (Hard Skills)
• Data Analytics for HR (Hard Skills)

Job Summary:

• Conduct a full assessment of the People Operations function (inclusive of structure, process, and technology) and identify and implement recommendations that drive efficiency, while enhancing our ability to attract, engage, and retain top talent
• Proactively partner with the Finance department on budgeting and accrual of all total rewards programs
• Build, lead, and mentor a high-performing team
• Own the ongoing management and process improvements of Studs' compensation and benefits programs including payroll processing, bonus structuring, benefit program administration, and equity plan administration
• Partner with hiring managers to develop offers that are competitive and equitable and advise on performance-based compensation changes for existing team members
• Ensure payroll accuracy (timeoff, carryover, tips, etc.) for all salaried and hourly employees
• Oversee the design, funding, and administration of all annual benefits projects and programs
• Own the selection and management of all vendors, brokers, and administrative partners
• Develop a comprehensive internal total rewards education strategy to support employees' understanding of the value of their total rewards package
• Own the implementation and maintenance of a new fully integrated HR system platform that drives data-based decisions across the employee life cycle.
• Provide reporting and metrics to the P&C team and business leaders to identify trends and support talent and organizational development.
• Create a best-in-class hybrid workplace experience by overseeing day-to-day office operations, events, and facility management (including an upcoming office move) for our corporate team
• Ensure the seamless onboarding and offboarding of all employees
• Ensure all programs align with business objectives while remaining fully compliant with regulatory and employment requirements

Skills on Resume: 

• People Operations Assessment (Hard Skills)
• Financial Collaboration (Hard Skills)
• Team Leadership (Soft Skills)
• Compensation and Benefits Management (Hard Skills)
• Payroll Accuracy (Hard Skills)
• Vendor Management (Hard Skills)
• Total Rewards Strategy (Soft Skills)
• HR System Implementation (Hard Skills)

Job Summary:

• Act as the HR lead for the organizations you partner with, responsible for all people-related strategies and the execution of a human capital strategy (in partnership with the business and other supporting HR functions)
• Serve as an executive coach to business leaders, partnering closely to advise, influence and shape individual and team culture
• Leads vertically and horizontally as a partner to the business to develop and execute talent strategies aligned with business objectives, enabling the growth of the business while fostering an engaging, inclusive environment for employees
• Initiate and implement strategic initiatives and progressive Human Resource programs that will enhance overall culture and organizational effectiveness
• Ensure excellent HR practice and partnership for Red Ventures’ Education organization, which includes locations in multiple states
• Review and evaluate disciplinary actions to ensure consistent application of company policies, federal and state laws
• Foster an inclusive workplace.
• Craft employee recruiting and retention initiatives
• Make an impact with metrics, data analysis, and continuous improvement using the most innovative processes and HR systems
• Oversee and refresh the organization's HR policies and procedures and make sure the company is compliant
• Maintain knowledge of People trends, industry best practices, regulatory changes, and new technologies in HR and employment law to help us continuously evolve employee practices and policies
• Partner with Sr. Director of Talent Management and General Counsel to develop and deliver training that reinforce our employee handbook and comply with regulations (i.e. sexual harassment, LP, etc)
• Oversee all IT administration including Vendor management, configuration, deployment, and account provisioning (AV/hardware and software), Employee support (onboarding and IT issue resolution/escalation), Security enforcement for company data and resources

Skills on Resume: 

• Human Capital Strategy (Hard Skills)
• Executive Coaching (Soft Skills)
• Talent Strategy (Hard Skills)
• HR Program Implementation (Hard Skills)
• Disciplinary Action Review (Hard Skills)
• Workplace Inclusivity (Soft Skills)
• Data-Driven HR (Hard Skills)
• HR Compliance (Hard Skills)

Job Summary:

• Drive effectiveness and efficiency of processes and tools to achieve timely resolution of issues, and a high degree of customer satisfaction for interactions with HR, leaders, and team members.
• Set up processes and controls for data accuracy and maintenance in HR systems (Workday, etc).
• Build capability to process high-volume data changes and reporting.
• Establish and monitor processes and metrics to ensure customer and stakeholder needs are met. 
• Establish and track performance against Service Level Agreements (SLAs).
• Partner with IT and HR to develop a strategic roadmap for automation of administrative processes, Employee and Manager Self-Service capabilities, and knowledge management.
• Identify trends based on HR Service desk tickets and partner with key stakeholders to identify and address root cause issues, partner to reduce HR Service desk ticket volume by improving quality of/access to information.
• Create a closed-loop process between employee inquiries/HR service desk tickets and a company-wide knowledge base for policy and other HR-related information.
• Design and implement the future state operating model and organization structure in support of the People Ops strategic roadmap.
• Apply a data-informed approach to determine effective staffing levels and compositionEvaluate, implement, and manage all third-party People Ops technology, vendors, and partners.
• Serve as a key partner to our leadership in the growth and development of Finance, Legal, and selected verticals
• Develop and deliver Talent Development programs for Management and Leadership
• Support Employee growth and career development, guide management through performance evaluations and bonus recommendations
• Coach employees and management on disciplinary issues

Skills on Resume: 

• Process Optimization (Hard Skills)
• Data Accuracy Management (Hard Skills)
• High-Volume Data Processing (Hard Skills)
• Performance Monitoring (Hard Skills)
• HR Automation Strategy (Hard Skills)
• Problem Solving (Soft Skills)
• Knowledge Management (Hard Skills)
• Talent Development (Soft Skills)

Job Summary:

• Manage and implement various human resources strategies
• Coordinate and oversee benefits and payroll administration
• Lead talent acquisition efforts and new hire onboarding process
• Ensure that DEI initiatives and are put into practice and create consistency across the organization
• Act as a primary point of contact for all third-party vendors, and maintain those relationships
• Coordinate performance reviews, create benchmarking processes for current and new employees
• Oversee all offboarding processes
• Maintain a current knowledge of all trends in the HR sphere so as to keep the company policies and practices up to date
• Collaborate with Talent Acquisition and Senior Management for Hiring Requests, hiring progress and ensuring equal level among hires
• Be a point of contact for employee questions related to benefits, career development, payroll and formal complaints
• Uphold the highest level of professionalism and confidentiality
• Understand our business as a whole, and create the best environment for people to reach their full potential at work 
• Make competitive compensation/benefits planning, scalable onboarding programs and talent development/performance management across the organization 
• Drive the evolution of HR policies and practices within the company by identifying improvement opportunities and making fact-based recommendations. 
• Work with key collaborators to develop comprehensive, data-driven business cases to support recommendations. 

Skills on Resume: 

• HR Strategy Implementation (Hard Skills)
• Payroll Administration (Hard Skills)
• Talent Acquisition (Hard Skills)
• DEI Management (Soft Skills)
• Vendor Relationship Management (Soft Skills)
• Performance Review Coordination (Hard Skills)
• Offboarding Management (Hard Skills)
• HR Policy Improvement (Hard Skills)

Job Summary:

• Oversee the maintenance and ongoing evolution of Lovepops benefit offerings manage open enrollment, and ensure they are compliant with ACA and other legal requirements
• Manage benefit options for both hourly and corporate employees including retirement/401K, wellness and engagement initiatives, and other rewards programs that are competitive, comprehensive, and well-utilized
• Create and maintain HR policies and an employee handbook that provide clarity in an on-brand voice
• Update for new markets and retail-specific policies
• Create programs and tools that will be rolled out to all retail district and location managers with established HR processes and best practices for our retail field staff
• Act as point of contact for all employee relations questions or situations (e.g. employee complaints, performance management issues, harassment allegations, sensitive issues, etc.)
• Concerning employees at our corporate office or in our retail locations
• Manages to leave, short-term disability, long-term disability, accommodation, and worker’s comp processes 
• Initial responses, completion of the appropriate paperwork, and return to work
• Develop and lead compliant onboarding and termination processes
• Ensures a positive experience for all employees
• Manage and ensure compliance with I-9 Process
• Manage and ensure compliance with Unemployment claims and process
• Manage and ensure timely and accurate execution of the company’s HRIS system, payroll, and all related process
• Maintain employee files and record-keeping, auditing regularly for flawless execution
• Create and implement organizational design constructs and develop staffing plans for the organization at all levels including corporate and retail

Skills on Resume: 

• Benefit Program Management (Hard Skills)
• HR Policy Creation (Hard Skills)
• Employee Relations (Soft Skills)
• Leave and Disability Management (Hard Skills)
• Onboarding and Termination (Hard Skills)
• Compliance Management (Hard Skills)
• HRIS Management (Hard Skills)
• Organizational Design (Hard Skills)