hr compliance manager

ENFRA

<div>About Us:

At ENFRA, we blend a rich history with a forward-looking vision. With over 100 years of experience, we are a pillar of stability in the energy infrastructure industry and a leader in innovative energy solutions. Our commitment to leveraging emerging technologies ensures that we remain at the forefront of the Energy-as-a-Service sector. 
We believe in growth&mdash;not just for our business, but for our people. Our team members have the opportunity to advance their careers in a supportive environment that values continuous learning and development. We embrace innovation and encourage creative problem solving to tackle the energy infrastructure and energy challenges of tomorrow. 
Inclusion is at the heart of our culture. We strive to create a workplace where every voice is heard and valued, fostering a collaborative environment where diverse perspectives drive our success. 
Join us to be part of a legacy of excellence and a future of groundbreaking advancements. At ENFRA, stability, innovation, and growth are more than just values&mdash;they are the pillars of our continued success.
Overview:

The HR Compliance Manager is responsible for providing support across all divisions with a primary focus on creating a strong culture of compliance at all levels. They are responsible for reviewing, drafting and implementing the Company's HR Policies and Procedures, as well as partnering with operations to deliver training and continuously evaluating the Company's compliance efforts
Responsibilities:
<ul><li>Working in coordination with the legal team to communicate the requirements associated with all applicable HR-related legal/regulatory and compliance programs.</li><li>
Stays abreast of all employee-related legislative and regulatory changes and/or developments and ensure changes to rules and regulations are restructured with HR systems, policies, articles, and practices.</li><li>
Research changes in laws and regulations and analyzes their impact on the organization and communicates findings to stakeholders.</li><li>
Responsible for drafting policies and procedures to improve on the compliance posture of the organization.</li><li>
Responsible for ensuring the Company's compliance with OFCCP and EEO-1 requirements and other governmental surveys.</li><li>
Collaborates with other stakeholders in the preparation and delivery of compliance programs and training to employees; may have to participate in training, as needed.</li><li>
Provides compliance guidance and support to the HR team during employee relations investigations involving regulatory or policy-related matters, without direct responsibility for leading investigations.</li><li>
Discreetly handles sensitive employee reports or information.</li><li>
Advises HR Leadership team on HR Compliance risks and mitigation efforts.</li><li>
Coordinates annual policy updates and distributions to applicable employee groups</li><li>
Immigration support for current and prospective visa holders</li><li>
Coordinates New State Setup tasks as required</li><li>
Conducts regular audits of HR forms, documents and compliance data</li><li>
Coordinates labor law poster distribution and subscriptions</li></ul>
Qualifications:
<h4 class="jobSectionHeader">Required Education, Experience, and Qualifications</h4><ul><li>
Bachelor's degree in Human Resources, Business Administration, or related field.</li><li>
7-10 years of HR Compliance experience</li><li>
Overall understanding of employment laws and regulations.</li><li>
Experience with drafting HR policies and procedures.</li><li>
Microsoft Excel, and other MS Office programs (Outlook, Word, Access, PowerPoint), as well as other packages necessary for analyzing data to support decision making.</li><li>
Demonstrates ability to provide business-oriented compliance advice and recommendations.</li><li>
Excellent business judgment and appropriate decision-making ability.</li><li>
Strong analytical and problem-solving skills combined with attention to detail and thoroughness.</li><li>
Ability to synthesize and discuss complicated matters.</li><li>
Adherence to ethical principles and strict compliance with confidentiality obligations.</li><li>
Ability to work effectively with a diverse level of business personnel.</li><li>
Ability to work both independently and as part of a team.</li><li>
Effective verbal and written communication skills.</li><li>
Detail-oriented and willing to tackle various ongoing projects in a fast-paced environment.</li><li>
Ability to multitask and perform duties outside of the scope of work when necessary.</li></ul><h4 class="jobSectionHeader">
Preferred Education, Experience, and Qualifications</h4><ul><li>
UKG Pro experience.</li><li>
Experience in the construction and/or EaaS.</li></ul><h4 class="jobSectionHeader">
Travel Requirements</h4><ul><li>
5% of time will be spent traveling to job site(s)/office location.</li></ul><h4 class="jobSectionHeader">
Physical/Work Environment Requirements</h4><ul><li>
Prolonged periods of sitting at a desk and working on a computer.</li><li>
Climbing stairs.</li><li>
Remaining in a stationary position, often kneeling, standing or sitting for prolonged periods.</li><li>
Repeating motions that may include the wrists, hands and/or fingers.</li><li>
Quiet environment.</li><li>
Light work that includes adjusting and/or moving objects up to 20 pounds.</li></ul> 
#LI-CG1
Pay Range: USD $88,380.00 - USD $117,970.00 /Yr. EEO Statement:

ENFRA is proud to be an Equal Opportunity Employer of Minorities, Women, Protected Veterans, and Individuals with Disabilities, and participates in the e-Verify program. All qualified applicants will receive consideration for employment without regard to race, creed, color, religion, sex, age, sexual orientation, gender identity, national origin, veteran status, disability, or any other classification protected by law.</div>

HR Compliance Manager

Nabors Industries

<div>The Senior HR Manager &ndash; HR Compliance, Governance &amp; Immigration plays a critical role in strengthening the company&rsquo;s HR operational compliance, employee relations practices, and immigration programs across the organization.
This position serves as the company&rsquo;s subject matter expert in workplace investigations, HR policy compliance, and employment-related risk management, partnering closely with HR Business Partners, Legal, and leadership to ensure consistent application of employment policies and regulatory requirements.
The role will also oversee the company&rsquo;s immigration sponsorship programs and provide guidance to leaders and HR teams on employment compliance matters.</div>
 <div><ul><li>Bachelor&rsquo;s degree in Human Resources, Business Administration, or related field
</li><li>10+ years of progressive HR experience, with significant focus on employee relations and HR compliance
</li><li>Strong knowledge of U.S. employment law and HR compliance practices
</li><li>Experience supporting multi-site or multi-state organizations
</li><li>Solid experience conducting workplace investigations and managing complex employee relations issues
</li><li>Experience managing or supporting employment-based immigration programs
</li></ul>Key Competencies
<ul><li>Ability to influence leaders and navigate complex employee situations
</li><li>Sound judgment and discretion in handling sensitive matters
</li><li>Strong investigative and analytical skills
</li><li>Excellent communication and documentation skills
</li>High integrity and professionalism 
<li>
</li></ul>#LI-JA1</div>
 <div>HR Governance &amp; Workplace Investigations
<ul><li>Lead and manage workplace investigations related to employee complaints, ethics concerns, harassment, discrimination, policy violations, and other employee relations matters.
</li><li>Provide expert guidance to HR Business Partners and leaders on complex employee relations cases.
</li><li>Ensure investigations are conducted fairly, confidentially, and in alignment with company policies and legal requirements.
</li><li>Prepare investigation documentation, findings, and recommendations for appropriate resolution.
</li>Identify trends and recommend proactive solutions to reduce employee relations risk. 
<li>
</li></ul>HR Compliance &amp; Risk Management
<ul><li>Support the development and implementation of HR compliance processes and best practices across the organization.
</li><li>Partner with Legal and HR leadership to ensure HR policies remain compliant with federal, state, and local employment laws.
</li><li>Conduct periodic HR operational reviews or audits to identify compliance risks and improvement opportunities.
</li><li>Provide guidance to HR teams and managers on policy interpretation and employment regulations.
</li><li>Track and report key employee relations and compliance metrics. 
</li></ul>Immigration &amp; Work Authorization
<ul><li>Oversee the company&rsquo;s employment-based immigration programs, including visa sponsorship and work authorization compliance.
</li><li>Provide guidance to HR and business leaders on immigration processes, timelines, and regulatory requirements.
</li><li>Partner with external immigration counsel to manage employment visa programs.
</li><li>Ensure compliance with applicable immigration laws and reporting requirements. 
</li></ul>HR Policy &amp; Manager Support
<ul><li>Partner with HR leadership to develop and maintain HR policies and procedures related to employee relations and compliance.
</li><li>Provide training and coaching to managers and HR partners on workplace conduct, investigations, and compliance standards.
</li><li>Support consistent application of policies across business units and locations. 
</li></ul>Cross-Functional Collaboration
<ul><li>Work closely with HR Business Partners, Legal, and leadership teams to address employment risk and policy matters.
</li><li>Support HR leadership on sensitive employee relations matters and organizational initiatives.
</li><li>Contribute to the continuous improvement of HR practices that support a fair, compliant, and respectful workplace.</li></ul></div>
 <div>Nabors is a leading provider of advanced technology for the energy industry. With operations in about 20 countries, Nabors has established a global network of people, technology and equipment to deploy solutions that deliver safe, efficient and responsible hydrocarbon production. By leveraging its core competencies, particularly in drilling, engineering, automation, data science and manufacturing, Nabors aims to innovate the future of energy and enable the transition to a lower carbon world. 
<div></div> 
<div>Equal Opportunity Employer 
</div><div></div> 
<div>Nabors is committed to providing equal employment opportunities to all employees and applicants and prohibiting discrimination and harassment of any type without regard to race, religion, age, color, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state, or local laws.&amp;nbsp; This applies to all terms and conditions of employment including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leave of absence, compensation, and training.&amp;nbsp; To learn more about our Fair Employment practices, please refer to the Nabors Code of Conduct .</div></div>

Senior HR Manager – HR Compliance, Governance & Immigration

HR POD Careers

<div>
 
 
 Requirements:
 
 
 
 
 <ul>
 <li>
 Bachelor's degree in Human Resources, Business Administration, or a related field.
 </li>
 <li>
 5+ years of progressive HR experience, preferably in e-commerce, BPO, or high-growth service environments.
 </li>
 <li>
 Strong experience in HR operations, compliance management, and employee lifecycle processes.
 </li>
 <li>
 Solid understanding of labor laws, employment regulations, and HR policy implementation.
 </li>
 <li>
 Experience managing employee relations, grievances handling, and conflict resolution.
 </li>
 <li>
 Proven experience in building and maintaining a positive workplace culture and employee engagement initiatives.
 </li>
 <li>
 Experience handling recruitment coordination, onboarding processes, and employee documentation.
 </li>
 <li>
 Experience managing attendance, leave management, and HRIS systems.
 </li>
 <li>
 Strong interpersonal, leadership, and communication skills.
 </li>
 <li>
 Ability to handle sensitive employee matters with professionalism and confidentiality.
 </li>
 <li>
 Strong organizational and problem-solving skills with attention to detail.
 </li>
 <li>
 Ability to work in fast-paced operational environments and manage multiple priorities.
 
 
 
 </li>
 </ul>
 
 
 Responsibilities:
 
 
 
 
 <ul>
 <li>
 Manage day-to-day HR operations and ensure smooth execution of HR processes across the organization.
 </li>
 <li>
 Ensure full compliance with labor laws, company policies, and regulatory requirements.
 </li>
 <li>
 Develop, update, and implement HR policies, procedures, and employee guidelines.
 </li>
 <li>
 Handle employee relations matters, including grievances, conflict resolution, and disciplinary processes.
 </li>
 <li>
 Promote a positive workplace culture and implement employee engagement initiatives.
 </li>
 <li>
 Oversee the employee lifecycle, including onboarding, confirmations, transfers, and exit processes.
 </li>
 <li>
 Maintain employee records, documentation, and HR databases with high accuracy and confidentiality.
 </li>
 <li>
 Monitor attendance, leave management, and workforce compliance with internal policies.
 </li>
 <li>
 Support recruitment processes by coordinating with hiring managers and assisting with candidate onboarding.
 </li>
 <li>
 Conduct employee feedback sessions and identify opportunities to improve employee satisfaction and retention.
 </li>
 <li>
 Provide guidance to managers on HR policies, performance management, and employee issues.
 </li>
 <li>
 Assist leadership in developing HR strategies aligned with business goals.
 </li>
 <li>
 Track HR metrics and prepare reports related to workforce performance, employee turnover, and compliance.
 </li>
 <li>
 Support training, development, and people management initiatives across teams.
 </li>
 <li>
 Ensure consistent communication of HR policies, company updates, and organizational initiatives.
 
 </li>
 </ul>
</div>

HR Manager (Onsite, Lahore, PKR Salary)

HR POD

Requirements:<ul><li>Bachelor's degree in Human Resources, Business Administration, or a related field.</li><li>5+ years of progressive HR experience, preferably in e-commerce, BPO, or high-growth service environments.</li><li>Strong experience in HR operations, compliance management, and employee lifecycle processes.</li><li>Solid understanding of labor laws, employment regulations, and HR policy implementation.</li><li>Experience managing employee relations, grievances handling, and conflict resolution.</li><li>Proven experience in building and maintaining a positive workplace culture and employee engagement initiatives.</li><li>Experience handling recruitment coordination, onboarding processes, and employee documentation.</li><li>Experience managing attendance, leave management, and HRIS systems.</li><li>Strong interpersonal, leadership, and communication skills.</li><li>Ability to handle sensitive employee matters with professionalism and confidentiality.</li><li>Strong organizational and problem-solving skills with attention to detail.</li><li>Ability to work in fast-paced operational environments and manage multiple priorities.</li></ul>Responsibilities:<ul><li>Manage day-to-day HR operations and ensure smooth execution of HR processes across the organization.</li><li>Ensure full compliance with labor laws, company policies, and regulatory requirements.</li><li>Develop, update, and implement HR policies, procedures, and employee guidelines.</li><li>Handle employee relations matters, including grievances, conflict resolution, and disciplinary processes.</li><li>Promote a positive workplace culture and implement employee engagement initiatives.</li><li>Oversee the employee lifecycle, including onboarding, confirmations, transfers, and exit processes.</li><li>Maintain employee records, documentation, and HR databases with high accuracy and confidentiality.</li><li>Monitor attendance, leave management, and workforce compliance with internal policies.</li><li>Support recruitment processes by coordinating with hiring managers and assisting with candidate onboarding.</li><li>Conduct employee feedback sessions and identify opportunities to improve employee satisfaction and retention.</li><li>Provide guidance to managers on HR policies, performance management, and employee issues.</li><li>Assist leadership in developing HR strategies aligned with business goals.</li><li>Track HR metrics and prepare reports related to workforce performance, employee turnover, and compliance.</li><li>Support training, development, and people management initiatives across teams.</li><li>Ensure consistent communication of HR policies, company updates, and organizational initiatives.</li></ul>Job Type: Full-timePay: Rs115,000.00 - Rs120,000.00 per monthWork Location: In person

HR Manager

EWC Growth

<div>
 The Human Resources Business Partner (HRBP) serves as a strategic and operational partner to field leadership in a fast-paced, multi-unit retail and sales environment. This role is responsible for supporting leaders and employees across multiple states while ensuring compliance with employment laws and company policies.
 
 
 The HRBP will lead and support employee relations, compliance initiatives, leave of absence administration, ADA accommodations, employee engagement efforts, HR operations and more. This role requires a strong ability to balance employee advocacy with business needs while partnering closely with operational leaders to maintain a positive, compliant, and high-performing workplace culture. Below are the essential functions for this position:
 
 
 
 Employee Relations
 
 
 
 <ul>
 <li>
 Serve as the primary HR partner for field leaders and employees regarding workplace concerns, conflict resolution, and employee relations matters
 </li>
 <li>
 Conduct thorough and objective HR investigations related to complaints, policy violations, and workplace concerns
 </li>
 <li>
 Provide coaching and guidance to leaders on performance management, corrective actions, documentation, and terminations
 </li>
 <li>
 Partner with leadership to ensure consistent and fair application of company policies and procedures
 
 
 </li>
 </ul>
 
 Compliance &amp; Risk Management
 
 
 
 <ul>
 <li>
 Ensure compliance with federal, state, and local employment laws across multiple states
 </li>
 <li>
 Provide guidance to leaders on wage and hour compliance, workplace policies, and employment practices
 </li>
 <li>
 Support the development and implementation of HR policies and procedures to mitigate organizational risk
 </li>
 <li>
 Maintain accurate and compliant documentation related to employee relations and HR matters
 
 
 </li>
 </ul>
 
 Leave of Absence &amp; ADA Management
 
 
 
 <ul>
 <li>
 Manage and support the administration of leave of absence programs, including medical leave, personal leave, and other statutory leave programs
 </li>
 <li>
 Lead the ADA interactive process, working directly with employees and leadership to evaluate accommodation requests
 </li>
 <li>
 Coordinate medical documentation and determine appropriate workplace accommodations in compliance with applicable laws
 </li>
 <li>
 Partner with legal and HR leadership when necessary to ensure compliance and best practices
 
 
 </li>
 </ul>
 
 Process Development, Rollouts &amp; Training
 
 
 
 <ul>
 <li>
 Lead the development, documentation, and implementation of HR processes to support scale and consistency
 </li>
 <li>
 Manage HR program rollouts across field and corporate populations, including communication plans and change management support
 </li>
 <li>
 Design and facilitate HR-led training for leaders on topics such as performance management, employee relations, compliance, and HR best practices
 </li>
 <li>
 Continuously evaluate and improve HR workflows for efficiency and effectiveness
 
 
 </li>
 </ul>
 
 Employee Engagement &amp; Leadership Partnership
 
 
 
 <ul>
 <li>
 Support employee engagement initiatives designed to enhance workplace culture and the overall employee experience
 </li>
 <li>
 Partner with operational leaders to identify opportunities to improve retention, morale, and team effectiveness
 </li>
 <li>
 Assist with employee recognition programs, engagement strategies, and culture-building initiatives
 </li>
 <li>
 Build strong relationships with regional and operational leaders to provide proactive HR guidance
 </li>
 <li>
 Serve as a trusted advisor on leadership challenges, team dynamics, and workforce planning
 </li>
 <li>
 Provide coaching to managers on leadership development, communication, and employee performance
 
 
 </li>
 </ul>
 
 HR Operations Support
 
 
 
 <ul>
 <li>
 Partner with HR leadership to support day-to-day HR operations across the organization
 </li>
 <li>
 Assist with onboarding processes, HR system updates, and employee documentation
 </li>
 <li>
 Support HR reporting, workforce data analysis, and organizational insights to inform leadership decisions
 </li>
 <li>
 Collaborate cross-functionally with Talent Acquisition, Payroll, Operations, and HR Operations teams
 </li>
 <li>
 Any other duties assigned by management
 
 
 </li>
 </ul>
 
 Requirements
 
 
 
 <ul>
 <li>
 Required:
 </li>
 <ul>
 <li>
 Minimum 5 years of progressive Human Resources experience, including significant employee relations experience
 </li>
 <li>
 Experience supporting multi-state and multi-unit operations, preferably in retail, hospitality, or sales environments
 </li>
 <li>
 Strong knowledge of employment law, compliance requirements, and HR best practices
 </li>
 <li>
 Experience managing leave of absence programs and ADA accommodation processes
 </li>
 <li>
 Ability to conduct workplace investigations and manage complex employee relations issues
 </li>
 </ul>
 <li>
 Preferred:
 </li>
 <ul>
 <li>
 Bachelor's degree in Human Resources, Business Administration, or a related field
 </li>
 <li>
 Professional HR certification such as SHRM-CP, SHRM-SCP, PHR, or SPHR
 </li>
 <li>
 Experience supporting high-growth or fast-paced organizations
 
 </li>
 </ul>
 </ul>
 Knowledge &amp; Skill Requirements:
 
 
 <ul>
 <li>
 Hands-on experience with HRIS platforms (e.g., Rippling, Workday, ADP, UKG, Paycom, or similar)
 </li>
 <li>
 Advanced proficiency in Google Workspace systems
 </li>
 <li>
 Exceptional judgment, discretion, and emotional intelligence
 </li>
 <li>
 Strong project management and process-building capabilities
 </li>
 <li>
 Ability to balance strategic thinking with tactical execution
 </li>
 <li>
 Clear, confident communicator with the ability to train and influence leaders
 </li>
 <li>
 Highly organized with strong attention to detail
 </li>
 <li>
 Comfortable operating in a fast-paced, growth-oriented retail environment
 </li>
 <li>
 Ability to assume responsibility &amp; exercise good judgment when making decisions within the scope of the position
 </li>
 <li>
 Ability to perform the job safely &amp; within respect for others, for property and for individual safety
 
 
 </li>
 </ul>
 Working Conditions:
 
 
 The working conditions described here are representative of those an employee encounters while performing the essential functions of this position. Please refer to the physical &amp; environmental requirements of the position on the next page for specific information related to this role.
 
 
 In certain assignments or if an employee is engaging in a non-routine or offsite activity; an employee may occasionally work near moving equipment &amp; be exposed to toxic or caustic chemicals, biological hazards, airborne fumes, outdoor weather conditions &amp; loud, prolonged noise.
 
 
 Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. All requests for reasonable accommodation should be directed to the HR team.
 
 
 
 Please note, we are only able to support remote employment in the following states &amp; prefer candidates based in IL/central time zone:
 
 
 
 <ul>
 <li>
 Arizona
 </li>
 <li>
 Connecticut
 </li>
 <li>
 Florida
 </li>
 <li>
 Illinois
 </li>
 <li>
 Indiana
 </li>
 <li>
 Kansas
 </li>
 <li>
 Massachusetts
 </li>
 <li>
 Missouri
 </li>
 <li>
 Nevada
 </li>
 <li>
 New Jersey
 </li>
 <li>
 New York
 </li>
 <li>
 Oklahoma
 </li>
 <li>
 Pennsylvania
 </li>
 <li>
 Texas
 
 
 </li>
 </ul>
 
 Benefits
 
 
 
 <ul>
 <li>
 Base salary range of $70,000-$75,000
 </li>
 <li>
 Medical, Dental &amp; Vision Insurance
 </li>
 <li>
 401(k) with Company Match
 </li>
 <li>
 WFH/Cellphone Stipend
 </li>
 <li>
 Paid Time Off &amp; Holidays
 </li>
 <li>
 Paid Parental Leave
 </li>
 <li>
 Life &amp; Disability Insurance
 </li>
 <li>
 FSA &amp; HSA Accounts
 </li>
 <li>
 Complementary Waxing &amp; Product Discounts
 </li>
 </ul>
</div>

Human Resources Business Partner

Philips

<div><h3 class="jobSectionHeader">Job Title
</h3>People Partner
<h3 class="jobSectionHeader">Job Description
</h3>As a People Partner you are responsible for delivering professional guidance and expert advice to People Leader Partners, People Leaders and PPS on HR related topics, ensuring compliance with country labor law and organizational policies. In the role, you will focus on delivering consistent and high-quality HR service, and you will act as a key driver of employee and labor relations strategies, contributing to organizational stability and a positive employee experience. Your geographical scope will be United Arab Emirates and other assigned countries with your remote support .
 
 
Your role:
<ul><li>Interacts with the Management Board and executes on the resolutions of the Management Board. If relevant, interacts with relevant external institutions and audits while ensuring related internal and external communications.
</li><li>Ensure commercial offices are operating in line with evolving local labor law requirements, develop and lead nationalization programs. Monitor and ensure adherence.
</li><li>Ensure legally required benefits and Health and Well-being initiatives are provided.
</li><li>Execute on relevant Crisis Management Team decisions related to People matters in United Arab Emirates and other countries assigned
</li><li>Advise and execute on M&amp;A, divestitures, Go to market changes and reorganizations impacting local teams
</li></ul>Employee Relations
<ul><li>Provide professional guidance and support for performance improvement plans (PIP) ensuring adherence to local policies and best practices.
</li><li>Oversee and manage absence and sick leave cases, collaborating with People Leaders to ensure compliance with legal and organizational requirements. If required, engage with authorities and experts (internal or external) on sick leave-related cases.
</li><li>Handle disciplinary and grievance cases, ensuring accurate documentation and timely resolution with fairness and consistency.
</li><li>Conduct and support GBP investigations.
</li><li>Act as a point of escalation for complex employee relations matters, providing resolutions that balance compliance with business and employee needs.
</li><li>Address and provide advisory support on rewards-related questions, ensuring alignment with local guidelines and internal equity.
</li></ul>Labor Relations
<ul><li>Act as a representative in legally required councils such as Social Fund, H&amp;S, Pension, etc.
</li><li>Bring specialized expertise in specific labor relations domains, workforce transition, or compliance with regional labor laws.
</li><li>May lead negotiations with local social partners: employee representatives and work councils, ensuring outcomes align with organizational goals while maintaining constructive relationships.
</li><li>Ensure consistent application of HR and labor relations policies and practices across the organization.
</li><li>Monitor adherence to local labor laws, escalating potential risks to appropriate stakeholders.
</li><li>Ensure compliance and check of holiday balances to ensure they get taken in time.
</li><li>Organize for government funding support where applicable on people functions initiatives (training, diversity, etc.).
</li><li>Drive merit-based hiring and inclusive practices and ensure compliance with local employment legislation, including equal employment opportunity where applicable
</li><li>Obtain Legal approval to enable local implementation of sales incentives.
</li><li>Supported by Rewards Services, structure local grading. Consult on merit adjustments during ACR and salary increases.
</li><li>Support local Audit readiness, GBP self-assessment, DEKRA, SOX investigations. 
</li></ul> 
You're the right fit if:
<ul><li>Min 8 years of experience in HR with a strong focus on employee relations, labor relations and compliance in a multinational or complex organizational environment.
</li><li>Bachelor's /Masters in areas such as People Management, Change Management, HR Processes or equivalent.
</li><li>Knowledge of employment laws, labor regulations with experience ensuring compliance and advising people leaders on evolving legal or local requirements.
</li><li>Strong ability to handle complex employee relations cases, including performance improvement plans (PIPs), disciplinary actions, grievances and sick leave cases, with a resolution mindset
</li><li>Experience partnering with social partners and committees based on the labor code.
</li><li>Ability to advise and execute on workforce transitions, including M&amp;A, divestments, outsourcing and reorganizations at the country level.
</li><li>Multi Country working experience is a strong asset.
</li><li>Proven stakeholder management and communication skills, with the ability to influence across multiple levels of people leaders.
</li><li>Fluent in English 
</li></ul> 
How we work together
 
We believe that we are better together than apart. For our office-based teams, this means working in-person at least 3 days per week.
 
Onsite roles require full-time presence in the company&rsquo;s facilities.
 
Field roles are most effectively done outside of the company&rsquo;s main facilities, generally at the customers&rsquo; or suppliers&rsquo; locations.
 
this role is a /office/ role. 
 
<div>About Philips
 
We are a health technology company. We built our entire company around the belief that every human matters, and we won't stop until everybody everywhere has access to the quality healthcare that we all deserve. Do the work of your life to help the lives of others.
 
<ul><li>Learn more about our business .
</li><li>Discover our rich and exciting history .
</li><li>Learn more about our purpose .
</li></ul>If you&rsquo;re interested in this role and have many, but not all, of the experiences needed, we encourage you to apply. You may still be the right candidate for this or other opportunities at Philips. Learn more about our culture of impact with care here .
</div>#LI-EU
#LI-HYBRID</div>

People Partner

Arizona State University

<div>Job Profile:
HR Services Manager 2
Job Family:
HR Services
Time Type:
Full time
Max Pay &ndash; Depends on experience:
$90,000.00 USD Annual
Apply before 11:59 PM Arizona time the day before the posted End Date.
Minimum Qualifications:
Bachelor's degree and five (5) years of experience appropriate to the area of assignment/field including two (2) years managerial experience; OR, Any equivalent combination of experience and/or training from which comparable knowledge, skills and abilities have been achieved.
Job Description:
The Assistant Director supports the operational and workforce initiatives of the John Shufeldt School of Medicine and Medical Engineering and School of Technology for Public Health (collectively, &ldquo;the Schools&rdquo;) and serves as a key partner to the Executive Director in advancing employee engagement, organizational culture, and HR operations. Working under the supervision of the Executive Director, the Assistant Director coordinates and implements programs, processes, and initiatives that align with the Schools&rsquo; mission, values, and strategic priorities.
The role provides operational leadership across HR services, payroll administration, compliance oversight, personnel coordination, and culture and engagement initiatives. The successful candidate will demonstrate the ability to maintain effective working relationships within a diverse population, provide excellent customer service, handle confidential and sensitive information, and work efficiently in an environment with frequently changing priorities. 
 
Pay Range : $70,000 - $90,000; DOE
Essential Duties:
HR Liaison &amp; Employee Relations
<ul><li>Serve as a primary liaison between the Schools, the Dean&rsquo;s Office, and university HR partners.
</li><li>Partner with central HR to advise on employee relations matters, assist in resolving workplace concerns, and ensure departmental practices align with university policies.
</li><li>Promote a positive employee relations environment by establishing trust, maintaining confidentiality, and providing responsive support to faculty and staff.
</li><li>Balance organizational needs with employee concerns while maintaining professionalism and fairness.
</li><li>Coordinate employee leave and accommodation processes, including support related to the Family and Medical Leave Act and the Americans with Disabilities Act, working in collaboration with central HR and appropriate university offices to ensure compliance and appropriate documentation.
</li></ul>Recruitment &amp; Faculty Hiring Coordination
<ul><li>Coordinate recruitment processes for staff and student employees in collaboration with the Executive Director, hiring managers, and university HR partners.
</li><li>Serve as a key resource for hiring managers throughout the recruitment lifecycle, including job postings, applicant tracking, interview coordination, and onboarding activities.
</li><li>Collaborate with the Academic Personnel team to ensure faculty personnel actions are processed accurately and in a timely manner within the university HR system.
</li><li>Ensure recruitment and hiring activities comply with institutional guidelines, equal employment opportunity requirements, and applicable laws.
</li></ul>Organizational Culture &amp; Engagement
<ul><li>Support the Executive Director in fostering a workplace culture that reflects the Schools&rsquo; mission, values, and expectations.
</li><li>Assist in the development and implementation of programs that promote employee engagement, collaboration, and organizational alignment.
</li><li>Help analyze results and support initiatives designed to strengthen engagement, creativity, and commitment to the organization.
</li></ul>Payroll &amp; Workforce Administration
<ul><li>Serve as subject matter expert for payroll reconciliation and timekeeping processes.
</li><li>Monitor timesheet accuracy and ensure timely payroll processing for staff, faculty and student employees.
</li><li>Investigate discrepancies and coordinate resolution with appropriate university offices.
</li><li>Coordinate personnel actions related to faculty, staff, and student employees.
</li></ul>Audit Coordination &amp; Compliance
<ul><li>Lead preparation for internal and external audits related to HR and payroll operations.
</li><li>Maintain documentation verifying salary levels, approval hierarchies, and reconciliation processes.
</li><li>Ensure compliance with institutional policies, procedures, and reporting requirements.
</li></ul>Talent Development &amp; Workforce Support
<ul><li>Assist with programs that integrate organizational values into onboarding, talent acquisition, professional development, and employee recognition initiatives.
</li><li>Support workforce planning, retention strategies, and career progression opportunities for employees.
</li><li>Serve as a resource for faculty, staff, and students regarding HR policies, personnel processes, and benefits-related inquiries.
</li></ul>Data, Metrics &amp; Reporting
<ul><li>Support the development and implementation of data collection and reporting processes related to engagement initiatives and workforce operations.
</li><li>Establish and track metrics that measure progress toward organizational goals.
</li><li>Prepare reports and presentations for leadership to support informed decision-making.
</li></ul>Administrative &amp; Operational Support
<ul><li>Maintain personnel files and HR documentation in accordance with university guidelines.
</li><li>Prepare confidential correspondence and high-level reports for departmental leadership.
</li><li>Utilize HR and administrative software systems to support efficient workflows and accurate recordkeeping.
</li><li>Represent the department in university meetings and collaborative initiatives when appropriate.
</li></ul>Leadership &amp; Supervision
<ul><li>Supervise, train, and mentor assigned staff and student workers.
</li><li>Provide performance feedback and support professional development opportunities.
</li><li>Assist the Executive Director in monitoring employee performance and addressing workplace concerns when necessary.
</li></ul>Other duties
<ul><li>Regular activities require ability to quickly change priorities, which may include and/or are subject to resolution of conflicts.
</li><li>Regular review of completed tasks.
</li><li>Ability to lift and transport objects/items up to 20 pounds (light).
</li><li>Use critical thinking to make decisions and/or analyze and report data/results of tests conducted.
</li><li>Deliver presentations to a variety of audiences.
</li><li>Initiate confidential correspondence on behalf of the project.
</li><li>Conduct interviews over the phone or in person.
</li><li>Supervise staff and/or student employees.
</li><li>Work both independently and within a complex structured team.
</li><li>Able to exercise judgment within generally defined practices &amp; policies to determine appropriate action.
</li><li>Use office equipment.
</li></ul>Desired Qualifications:
<ul><li>Experience working in higher education, government, or nonprofit environments.
</li><li>Master&rsquo;s degree in Human Resources, Organizational Development, Business Administration, Public Administration, or related field.
</li><li>Four or more years of progressively responsible Human Resources experience.
</li><li>Demonstrated ability to collaborate effectively with diverse stakeholders across departments and organizational levels within a complex organization.
</li><li>Demonstrated ability to communicate effectively with employees, leadership, and stakeholders through written, verbal, and presentation formats.
</li><li>Experience managing sensitive employee relations situations, including conflict resolution and de-escalation.
</li><li>Demonstrated knowledge of supervisory practices, leadership principles, and employee engagement strategies.
</li><li>Experience supporting HR functions within healthcare, academic medicine, or complex organizational environments.
</li></ul>Working Environment:
<ul><li>Activities are performed in an environmentally controlled office setting subject to extended periods of sitting, keyboarding and manipulating a computer mouse.
</li><li>Required to stand for varying lengths of time and walk (moderate) distances to perform work.
</li><li>A hybrid work schedule may be considered.
</li><li>Position may involve shared offices/space.
</li><li>The primary work location is the Downtown Phoenix campus, but a presence on other campuses or at off-campus locations may be required.
</li></ul>Department Statement:
<div>The John Shufeldt School of Medicine and Medical Engineering at Arizona State University, a flagship component of the broader ASU Health initiative, is boldly re-imagining medical education by merging clinical medicine, biomedical science, engineering, and technology into one integrated student experience. Built from the ground up for today&rsquo;s health-care challenges, the school trains physicians who not only provide exceptional patient care but also lead innovation, applying artificial intelligence, advanced diagnostics, and human-centered design to transform the future of medicine.
The School of Technology for Public Health at ASU is pioneering a new field that re-imagines public health infrastructure for the 21st century by creating more integrative, responsive and resilient systems to protect the health of people in Arizona and beyond. By teaching students to be &ldquo;technofluent,&rdquo; the School serves as a catalyst to build and deploy the products, programs and systems needed to shape the future of public health this decade and beyond.
Currently located on ASU&rsquo;s Tempe campus, the Schools will be headquartered on the Downtown Phoenix campus with operations transitioning in Spring 2026.
Join us and you&rsquo;ll be part of a team that is redefining health care &mdash; from clinic to community, from research to practice &mdash; and making a real impact for individuals, families, and populations today and for the future.
</div>Driving Requirement:
Driving is not required for this position.
Location:
Off-Campus: Phoenix
Funding:
No Federal Funding
Instructions to Apply:
Current employees, student workers seeking staff opportunities, and students applying for student worker positions must apply directly through the Workday Jobs Hub.
Please use the link below to log in using single sign-on.
https://www.myworkday.com/asu/d/inst/1$9925/9925$19537.htmld
To be considered, your application must include all of the following attachments:
<ul><li>Cover letter
</li><li>Resume or CV
</li></ul>Multiple documents may be uploaded in the attachments section. Alternatively, applicants may combine all required materials into a single PDF for submission. Please ensure uploaded documents are clearly labeled and include your name.
Please ensure your resume includes all employment information in month and year format, for example 6/04 to 8/14, along with job title, job duties, and employer name for each position. Your resume should clearly demonstrate how your experience and background meet the minimum and desired qualifications for this position. Incomplete applications or missing required materials may not be considered.
Important: Do not withdraw your application to make edits. Once an application is withdrawn, it cannot be edited, reactivated, or replaced with a new submission. If you have questions or need assistance, please contact HR Talent Acquisition before the posting close date to request edits.
Graduate Assistant, Intern and part-time positions are counted as half time for experience equivalency, meaning one year equals six months of experience.
Only electronic applications will be accepted for this position. By submitting an application, you confirm that the information provided is accurate and complete.
ASU Statement:
Arizona State University is a new model for American higher education, an unprecedented combination of academic excellence, entrepreneurial energy and broad access. This New American University is a single, unified institution comprising four differentiated campuses positively impacting the economic, social, cultural and environmental health of the communities it serves. Its research is inspired by real world application blurring the boundaries that traditionally separate academic disciplines. ASU serves more than 100,000 students in metropolitan Phoenix, Arizona, the nation's fifth largest city. ASU champions inclusive excellence, and welcomes students from all fifty states and more than one hundred nations across the globe.
ASU is a tobacco-free university. For details visit https://wellness.asu.edu/explore-wellness/body/alcohol-and-drugs/tobacco
All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, disability, protected veteran status, or any other basis protected by law.
Notice of Availability of the ASU Annual Security and Fire Safety Report:
In compliance with federal law, ASU prepares an annual report on campus security and fire safety programs and resources. ASU&rsquo;s Annual Security and Fire Safety Report is available online at https://www.asu.edu/police/PDFs/ASU-Clery-Report.pdf . You may request a hard copy of the report by contacting the ASU Police Department at 480-965-3456.
Relocation Assistance &ndash; For information about schools, housing child resources, neighborhoods, hospitals, community events, and taxes, visit https://cfo.asu.edu/az-resources .
Employment Verification Statement:
ASU conducts pre-employment screening which may include verification of work history, academic credentials, licenses, and certifications.
Background Check Statement:
ASU conducts pre-employment screening for all positions which includes a criminal background check, verification of work history, academic credentials, licenses, and certifications. Employment is contingent upon successful passing of the background check.
Fingerprint Check Statement:
This position is considered safety/security sensitive and will include a fingerprint check. Employment is contingent upon successful passing of the fingerprint check.</div>

Assistant Director, People and Talent

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