hrbp

PayerMax

<div>
 
 
 
 ABOUT US
 
 
 
 
 PayerMax is a global fintech company rooted in emerging markets, offering seamless global payment solutions, including acquiring, payouts, and collections. Beyond payments, we deliver value-added services such as risk management, foreign exchange, multi-currency accounts, payment marketing, and tax services, designed to simplify and enhance the global payment experience
 
 
 Driven by a long-term strategic vision, we have steadily expanded our global payment network since our founding in 2018 and now serve over 150 markets worldwide. We&rsquo;ve built local offices in 18 countries and secured financial licenses and regulatory accreditations in key regions including Singapore, the UAE, Saudi Arabia, Hong Kong (China), Thailand, Indonesia, and the Philippines. Rooted in emerging markets, our mission is to help merchants make the most of every minute and every cent, while continuing to drive innovation in digital finance
 
 
 
 
 
 
 
 ABOUT THE ROLE
 
 
 
 
 As a member of our Global HR Team, you will have the opportunity to work closely with different HR function team and regional business teams. You will act as a
 
 Human Resources and Admin Expert
 
 , providing strong support for PayerMax's MENA business and contributing to the company's future growth
 
 
 
 
 
 
 
 KEY RESPONSIBILITIES
 
 
 
 
 
 HR Business Partner
 
 
 <ul>
 <li>
 Partner closely with business leaders to gain a deep understanding of business strategies and talent needs, and accordingly formulate and execute annual/periodic HR plans; conduct regular talent reviews to identify critical talent and capability gaps, and collaborate with the recruitment team to establish hiring priorities
 </li>
 <li>
 Drive the annual and quarterly performance review processes, coaching managers on goal setting, performance feedback, and improvement conversations; identify high-potential employees, develop Individual Development Plans (IDPs) for them, and coordinate training resources to support their professional growth
 </li>
 <li>
 Act as a communication bridge between employees and management, addressing employee concerns and resolving conflicts in a timely and appropriate manner to maintain a positive labor climate; lead various employee interviews (onboarding, probation, offboarding, career development, etc.) to continuously enhance employee satisfaction and retention; work with the C&amp;B team to clearly communicate compensation and benefits policies to employees, ensuring accurate and timely information delivery
 </li>
 <li>
 Actively promote and embody company culture and values; plan and organize team-building activities, employee care initiatives, and internal communication events to strengthen team cohesion
 </li>
 <li>
 Ensure all HR activities are conducted in full compliance with local labor laws and company policies, and stay updated on regulatory changes to mitigate compliance risks
 </li>
 </ul>
 
 
 
 
 
 Administration
 
 
 <ul>
 <li>
 Oversee the day-to-day administrative operations of the Dubai office, including office environment maintenance, facility management, office supplies procurement, and visitor reception; manage administrative vendors and service contracts, continuously optimizing administrative costs and service efficiency
 </li>
 <li>
 Coordinate communications with local government authorities (e.g., DMCC, MOHRE, Immigration, etc.) to ensure the company&rsquo;s business licenses and related documents remain fully compliant at all times
 </li>
 <li>
 Assist in arranging employee business travel (flights, hotels, ground transportation) and short-term accommodation; coordinate logistics for company meetings and client visits
 </li>
 </ul>
 
 
 
 
 
 
 REQUIREMENTS
 
 
 
 <ul>
 <li>
 Bachelor degree or above, preferably in Human Resources, Business Administration, or a related field; candidates with relevant industry experience are also considered
 </li>
 <li>
 8+ years of HR-related experience, with at least 3 years in an HRBP role; experience in administration management is required, and prior work experience in Dubai or the broader Middle East region is strongly preferred
 </li>
 <li>
 Solid knowledge and practical understanding of performance management, talent development, and other core HR modules
 </li>
 <li>
 Results-oriented, able to thrive in a fast-paced environment, with strong resilience to pressure and adaptability to change
 </li>
 <li>
 Excellent written and spoken English and Chinese, combined with outstanding communication and interpersonal skills; ability to quickly build and maintain effective relationships with internal and external stakeholders at all levels
 </li>
 <li>
 Familiarity with HR-related laws and regulations in the UAE and neighboring countries/regions is a plus
 </li>
 </ul>
</div>

HRBP & Admin Expert – Dubai

Flora Food Group

<div>Assistant HRBP &amp; WTS Manager

Job Location: Karachi, Pakistan

About the Role

We are seeking an experienced Assistant HR Business Partner (HRBP) &amp; Work Travel Services (WTS) Manager to join our South &amp; Central Asia HR team based in Karachi, Pakistan.

Reporting to the Regional HR Lead you will play a key part in driving people, performance, and operational excellence across the market unit.

What you will do
<ul><li>Support HR strategy execution, performance improvement, and annual appraisals</li>
<li>Drive change management initiatives in alignment with leadership</li>
<li>Use HR analytics to generate insights and action plans, and monitor HR KPIs including engagement, retention and productivity</li>
<li>Oversee monthly payroll inputs and medical insurance processes</li>
<li>Ensure HR compliance and Handle talent-related queries to support career &amp; management development initiatives.</li>
</ul>
 WTS Responsibilities
<ul>
<li>Manage office facilities, fleet operations, and vendor relationships, ensuring cost-effective planning, maintenance, and compliance</li>
<li>Support budget management, purchase orders, and vendor invoicing</li>
<li>Provide training on WTS processes and documentation and oversee third-party services and asset maintenance schedules.</li>
</ul>
 What Does It Take to Be Successful
<ul>
<li>A Bachelor's degree in HR, Business Administration, or related field</li>
<li>2+ years of HR and Work Travel Services/Facilities Management experience</li>
<li>Knowledge of labour laws; strong communication, leadership, and business acumen</li>
<li>Experience working in matrix organisations and SAP is an added advantage.</li>
</ul>
What's next?

This is a fantastic opportunity to grow and be part of a team that values innovation, collaboration, and excellence.

If you are passionate about people, HR operations,Work Travel Services/Facilities Management and driving impact across a dynamic region, apply now and submit your application. We prefer to receive your application before 6th July 2026.<div>
We understand your resume might not be up to date and recommend that you apply with what you have or your LinkedIn Profile. Flora Food Group is dedicated to building an inclusive and diverse workplace, we understand that you might not meet all the requirements stated in the description, but we encourage you to apply anyway. You might be the right candidate for this role or other roles.

Flora Food Group is an employer committed to diversity and inclusion in the workplace and equal opportunities for all. We recruit based only on values, qualifications, performance, skills, behaviours, experience, and knowledge. We ensure job advertisements are free from unintentional bias.

No personal characteristics should be a barrier to joining Flora Food Group. We prohibit discrimination and harassment based on race, color, sex, religion, sexual orientation, national origin, disability, genetic information, pregnancy, or other personal characteristics.</div></div>

Assistant HR Business Partner (HRBP) & WTS Manager

KU MedWest Ambulatory Surgery Center, LLC

Human Resources Business Partner (HRBP)Position SummaryThe Human Resources Business Partner (HRBP) serves as a strategic partner to leaders and teammates across KU MedWest ASC facilities. This role provides guidance and consultation on employee relations, performance management, workforce planning, talent development, organizational effectiveness, policy interpretation, and employee engagement initiatives. The HRBP aligns HR strategies with business objectives while supporting a positive workplace culture and ensuring compliance with employment laws and company policies.Essential ResponsibilitiesStrategic Partnership&middot; Partner with facility leaders to develop and implement workforce strategies that support organizational goals.&middot; Provide coaching and consultation to managers on leadership, team effectiveness, and employee performance.&middot; Identify workforce trends and recommend solutions to improve retention, engagement, and productivity.&middot; Support succession planning and talent development initiatives.Employee Relations&middot; Serve as the primary HR contact for employee relations matters.&middot; Conduct investigations involving workplace concerns, policy violations, and complaints.&middot; Provide recommendations regarding corrective actions, performance improvement plans, and employment decisions.&middot; Ensure consistent application of company policies and practices.Performance Management&middot; Coach leaders on performance management processes and documentation.&middot; Support performance evaluations, goal setting, and development planning.&middot; Assist leaders in addressing performance concerns and developing action plans.Organizational Development&middot; Partner with leaders to assess staffing needs and organizational structure.&middot; Support change management initiatives and organizational transitions.&middot; Identify training and development opportunities for teams and leaders.Talent Acquisition &amp; Onboarding&middot; Collaborate with leaders on recruiting strategies and workforce planning.&middot; Participate in interviewing and selection processes for key positions.&middot; Support onboarding efforts to ensure successful integration of new teammates.Compliance &amp; Policy Administration&middot; Ensure compliance with federal, state, and local employment laws.&middot; Interpret and communicate HR policies and procedures.&middot; Partner with HR leadership on policy development and updates.Employee Engagement&middot; Support employee engagement initiatives and culture-building activities.&middot; Analyze engagement trends and recommend improvement strategies.&middot; Facilitate conflict resolution and promote positive working relationships.Collaboration&middot; Partner with the HR Director, HR Specialist, Payroll &amp; Benefits team, and HRIS team to ensure seamless HR service delivery.&middot; Maintain regular presence at assigned facilities through weekly office hours and leadership meetings.&middot; Participate in HR projects and organizational initiatives as assigned.Qualifications&middot; Bachelor&rsquo;s degree in Human Resources, Business Administration, or related field preferred.&middot; Minimum of 3 years of progressive HR experience.&middot; PHR, SHRM-CP, or ability to obtain certification within one year of employment preferred.&middot; Strong employee relations and investigation experience.&middot; Knowledge of employment laws and HR best practices.&middot; Excellent communication, coaching, and relationship-building skills.Reporting RelationshipReports to: HR DirectorFacilities SupportedProvides HR Business Partner support to all KU MedWest ASC locations, including leadership consultation, employee relations, workforce planning, and organizational effectiveness initiatives.Pay: $90,000.00 - $115,000.00 per yearWork Location: In person

HR Business Partner - Associate- On Site

Parfums Christian Dior

<div>
 Position
 
 
 
 Company Description
 
 
 
 LVMH Beauty's activities benefit from exceptional dynamism that relies on both the longevity and development of key lines, and on the boldness of new creations.
 
 
 All are driven by the same values: a quest for excellence, creativity, innovation, and perfect mastery of their image.
 
 
 The brands cultivate what makes them unique and are guaranteed to make them stand out in a highly competitive global market. The success of the LVMH Beauty Division depends on finding the right balance between major historic Houses, such as Parfums Christian Dior, Parfums Givenchy, Acqua di Parma, Guerlain, and newer brands with strong potential like Kenzo Parfums, Fresh, and Make Up For Ever.
 
 
 LVMH Beauty invites you today to join its North America teams.
 
 
 LVMH Beauty is part of the LVMH Group.
 
 
 
 Job Description
 
 
 
 The Manager, Human Resources Business Partner (HRBP) plays a critical role in driving business performance through people strategy across a complex, multi-dimensional scope. Reporting directly to the Vice President, Human Resources, LVMH Beauty, with a matrix reporting line to the Director, HRBP, Multi-brands, this role supports two distinct yet interconnected client groups:
 
 
 <ul>
 <li>
 Beauty Tech Americas (Americas scope), partnering closely with the CIO and technology leadership and employees to enable transformation, innovation, and workforce evolution.
 </li>
 <li>
 LVMH Beauty Multi-brands (North America scope), supporting leadership and employees across a portfolio of Maisons with diverse operating models and talent needs.
 
 
 </li>
 </ul>
 The Manager, HRBP acts as a trusted advisor to leadership, translating business priorities into focused people strategies. This role balances strategic partnership with strong operational execution, ensuring consistent application of LVMH and Group HR frameworks while tailoring solutions to business realities.
 
 
 Strategic Business Partnership
 
 
 <ul>
 <li>
 Serve as a trusted advisor to leadership and employees across Beauty Tech Americas and the Multibrands organization, shaping people strategies that strengthen performance, engagement, and culture.
 </li>
 <li>
 Connect business objectives to workforce decisions by understanding value creation, operating models, and talent implications across technology and brand‑led environments.
 </li>
 <li>
 Collaborate with leaders and teams on organizational design, workforce planning, and change initiatives, offering an enterprise perspective and thoughtful challenge grounded in sound judgment.
 
 
 </li>
 </ul>
 Talent &amp; People Strategy
 
 
 <ul>
 <li>
 Translate business strategy into actionable talent priorities across performance management, succession planning, internal mobility, and leadership development.
 </li>
 <li>
 Lead and facilitate performance and talent discussions, leveraging assessment tools, data, and calibrated insights to drive high performance and future readiness.
 </li>
 <li>
 Design and deploy development approaches that integrate learning programs, coaching, mentoring, and experiential opportunities aligned with LVMH competency frameworks.
 </li>
 <li>
 Support career pathways and mobility across functions, brands, and geographies, ensuring alignment with role requirements and business needs.
 
 
 </li>
 </ul>
 Job responsibilities
 
 
 Employee Relations &amp; Engagement
 
 
 <ul>
 <li>
 Manage complex employee relations matters, including conducting thorough and impartial workplace investigations, with discretion, consistency, and compliance, providing practical guidance to leaders and employees.
 </li>
 <li>
 Strengthening team effectiveness and engagement through targeted interventions, culture initiatives, and feedback-driven action plans.
 </li>
 <li>
 Equip managers with the skills and confidence to address employee issues proactively, reinforcing a culture of accountability, trust, and inclusion.
 </li>
 <li>
 Ensure consistent application of policies and practices, adapting communication and training to local and business-specific contexts.
 
 
 </li>
 </ul>
 HR Operations &amp; Execution Excellence
 
 
 <ul>
 <li>
 Ensure high-quality execution of core HR processes, including performance cycles (RISE), compensation reviews (ICR), talent reviews (OMR), and policy revision and deployment.
 </li>
 <li>
 Analyze workforce data and trends to generate insights, inform decision-making, and anticipate risks or opportunities.
 </li>
 <li>
 Partner closely with Centers of Excellence (Talent Development, Talent Acquisition, Total Rewards and HR Controlling, HR Operations) to deliver integrated, fit-for-purpose solutions.
 </li>
 <li>
 Drive HR initiatives with disciplined project management, clear milestones, and effective stakeholder communication.
 
 
 </li>
 </ul>
 Leadership &amp; Collaboration
 
 
 <ul>
 <li>
 Operate effectively within a matrix environment, balancing priorities across Americas and North America scopes.
 </li>
 <li>
 Collaborate with HR colleagues across brands, regions, and functions to ensure alignment, consistency, and knowledge sharing.
 </li>
 <li>
 Representing HR with credibility, discretion, and professionalism, reinforcing LVMH values and standards in all interactions.
 
 
 </li>
 </ul>
 
 Skills Associated
 
 
 
 <ul>
 <li>
 Hard Skills:
 </li>
 <ul>
 <li>
 Business Acumen, Competency Assessment, Data Analysis, Employee Relations, Ethics &amp; Compliance, HR Information Systems, HR Operations, Labor Law, Performance Management
 </li>
 </ul>
 <li>
 Soft Skills:
 </li>
 <ul>
 <li>
 Active Listening, Coaching, Conflict Resolution, Interpersonal Savviness, Interviewing Skills, Problem Solving, Talent Management
 
 </li>
 </ul>
 </ul>
 Profile
 
 
 <ul>
 <li>
 Bachelor&rsquo;s degree required; advanced degree or HR certification preferred.
 </li>
 <li>
 7+ years of progressive HR experience in complex, fast-paced organizations.
 </li>
 <li>
 Experience supporting senior leaders and aligning people strategies with business goals.
 </li>
 <li>
 Strong understanding of P&amp;L, operating models, and tech-driven environments.
 </li>
 <li>
 Knowledge of U.S. employment law, employee relations, and HR best practices.
 </li>
 <li>
 Proven success in matrixed, multi-stakeholder settings.
 </li>
 <li>
 Excellent interpersonal, coaching, and influencing skills.
 </li>
 <li>
 Analytical, with the ability to translate data into actionable recommendations.
 
 
 </li>
 </ul>
 
 Preferred Experience
 
 
 
 <ul>
 <li>
 Experience supporting technology, digital, or transformation-driven client groups.
 </li>
 <li>
 Exposure to multi-brand or division (multi-entity) environments, preferably within luxury, consumer, or global organizations.
 
 
 </li>
 </ul>
 Additional information
 
 
 This job description is intended to cover the core accountabilities of the position and is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities that are required of the employee. Duties, responsibilities, and activities may change, or new ones may be assigned at any time with or without notice.
 
 
 All your information will be kept confidential according to EEO guidelines.
 
 
 LVMH Inc. uses the published salary range as a guideline to provide our employees with market competitive pay while allowing for flexibility to recognize and reward various levels of expertise, performance, and tenure.
 
 
 While the published salary range is a good faith reflection of the targeted salary level for the position, LVMH Inc. reserves the right to pay outside of the published range of $115,000.00 - $140,000.00.
</div>

Manager, Human Resources Business Partner

CarDon & Associates

<div>Human Resources Business Partner (HRBP) Wanted at CarDon - Why Choose CarDon?
 
We're dedicated to supporting your goals-both personally and professionally. If you're looking to elevate your career, we provide real opportunities to step into leadership roles and make a meaningful impact. With over 20 locations across Indiana, CarDon is seeking a Human Resources Business Partner (HRBP) who is passionate about providing exceptional care and eager to grow with us.
Career Growth
 
Your professional development is a priority at CarDon. We're committed to promoting from within and supporting your advancement every step of the way. With tuition assistance and access to CarDon University, you'll have hundreds of educational videos and opportunities to build new skills. Interested in leadership? Our Leadership Acceleration Path (LeAP) is designed for associates ready to invest in their development and take the next step in their careers.
Great Pay &amp; Benefits
 
Enjoy weekly pay (or daily, if you prefer), paid time off, and a comprehensive benefits package-including pet insurance for your furry family members and much more.
A Family-Oriented Team
 
As a family-owned organization, we treat our team members like our own. From team celebrations to ongoing support, we're here to help you succeed.
About the Role
The Human Resources Business Partner plays a critical role in aligning business objectives with employees and management in designated business units. This position serves as a consultant to management on human resource-related issues. The HR Business Partner develops and implements HR strategies and initiatives that support the organization's goals, particularly in healthcare settings. They work closely with leadership to improve workforce performance, employee engagement, and compliance with healthcare regulations. Ultimately, this role ensures that HR practices contribute to a positive work environment and the delivery of high-quality resident care.
Job Responsibilities
<ul><li>Collaborate with management to develop and execute HR strategies that support resident care and operational goals.
</li><li>Provide guidance and support on employee relations, performance management, and conflict resolution.
</li><li>Ensure compliance with healthcare regulations related to infection control, wound care, and resident safety.
</li><li>Partner with clinical teams to understand workforce needs and support training in vital signs monitoring and basic resident care.
</li><li>Utilize HR data and metrics to inform decision-making and improve workforce planning and development.
</li><li>Responsible for the timely submission of all payroll data to the corporate payroll department and the administration of company sponsored employee benefits in a timely and accurate manner.
</li><li>Recruiting new staff, attending job fairs and networking opportunities, interviewing, making hiring decisions, and onboard new associates.
</li></ul>Minimum Qualifications
<ul><li>If no degree, may substitute 4 years' work experience in Human Resources, including Benefits and Leave Administration, preferably in a long-term or other health care setting
</li><li>Strong knowledge of employment laws and healthcare compliance standards.
</li><li>Proficiency in basic computer applications including HR information systems and Microsoft Office.
</li><li>Excellent communication and interpersonal skills to effectively partner with diverse teams.
</li></ul>Preferred Qualifications
<ul><li>A bachelor's degree is preferred with at least 1 year of experience as a Human Resource Generalist.
</li><li>Experience working directly with clinical staff in resident care settings.
</li><li>Familiarity with healthcare-specific HR challenges such as infection control protocols and wound care staffing.
</li><li>Advanced skills in data analysis and HR metrics reporting.
</li><li>Training or certification in healthcare-related topics such as resident safety or clinical compliance.</li></ul></div>

Human Resources Business Partner - LifeSpan Companion Care

CommonSpirit Health

<div>Job Summary and Responsibilities 
As our Human Resources Business Partner (HRBP), you will play a pivotal role in supporting the Human Resources Leadership team by driving the full spectrum of operational HR activities across your assigned facility and/or service area.
 
 
Every day, you will provide strategic HR guidance on employee relations, compensation, conflict management, and organizational development. Partnering closely with staff, you'll implement impactful HR programs to ensure compliance, drive engagement, and align facility HR with Service Area strategies. 
 
To excel in this role, you recognize that people are our most valuable asset and the key driver of our success, and you consistently promote diversity while fostering an inclusive environment through compassion and cultural sensitivity. 
<ul><li>
Strategic Alignment - Partner with clients to understand and assess business direction based on the local Market &amp; CommonSpirit Health&rsquo;s Strategic Plan. Create specific business plans in support of HR-related goals that will meet department needs, address weaknesses, capitalize on strengths, and take advantage of opportunities. Work with leadership to regularly interpret results and progress of HR related goals. Prepare presentations for respective client groups and follow up with leadership regarding the status and progress of their HR business plans.</li><li>
Employee Relations &ndash; Partner with and serve as a resource to employees, management and Human Resources team to promote and maintain positive employee relations. Proactively identify, manage and facilitate the equitable resolution of job-related complaints and concerns.</li><li>
Labor Relations - Provides direction and support to management regarding interpretation of policies and procedures and collective bargaining agreements. Partners with Employee/Labor Relations CoE in providing education and advice on proper documentation and/or legal requirements for performance improvement and termination process.</li><li>
Performance and Leadership Coaching - Provides appropriate advice, feedback and development to improve the effectiveness of individual leaders and their team members. Provides guidance and advice addressing issues that pertain to engagement, performance management, employee relations, training and other areas of Human Resources. Serves as a thought partner to assigned clients. Focus on development, collaboration and assessments; coaches leaders and employees at all levels on a variety of topics such as management skills, conflict resolution and communications.</li><li>
Culture &ndash; Integrate culture standards consistent with the CommonSpirit Health&rsquo;s mission, vision and values into business unit/facility/market/division practices and processes to ensure all employees experience and engage in supporting the desired work culture. Understands and promulgates approaches that lead to a positive, desired work culture. Applies results of culture diagnostic tools, e.g., My Culture to help craft appropriate plans for addressing culture development needs identified in the business unit/facilities/markets/divisions served.</li><li>
Centers of Expertise (CoE) Utilization: Collaborates with CoEs to support the accomplishment of business goals, objectives, and outcomes:</li></ul>
Job RequirementsRequired<ul><li>
Bachelors Other and 3 years HR or leadership experience, upon hire or</li><li>
Minimum of 5 years HR or leadership experience in the discipline or</li><li>
Masters Other and (With relevant experience; equivalent education and/or experience; experience through certifications.), upon hire and</li><li>
HR experience should encompass generalist experience or at least 2 or more areas of specialty, e.g., compensation, benefits, employee/labor relations, talent acquisition, etc. and</li><li>
Demonstrated employee relations experience with a working knowledge of recruitment, training delivery, benefits and compensation theory/administration.
</li></ul> 
Preferred<ul><li>
Professional in Human Resources, upon hire or</li><li>
Senior Professional in Human Resources, upon hire or</li><li>
SHRM Cert Professional, upon hire
</li></ul>Where You'll Work 
Founded in 1946, Dignity Health - French Hospital Medical Center is a 112-bed, acute care, nonprofit hospital located in San Luis Obispo, California. Serving over 150,000 patients annually, the hospital offers a full complement of services including heart care, orthopedics, and a family birthing center. Additionally, French Hospital Medical Center has been recognized as an LGBTQ+ Healthcare Equality Leader by the Human Rights Campaign Foundation. It is a Joint Commission-certified Primary Stroke Center, and has achieved an &ldquo;A&rdquo; Hospital Safety Grade from The Leapfrog Group for every reporting period since 2012.
One Community. One Mission. One California 
Pay Range 
$36.00 - $51.08 /hour</div>

HR Business Partner

United Mechanical

<div>The HR Business Partner (HRBP), Talent, Benefits &amp; Compensation serves as a strategic and operational partner to leaders and employees across the organization. This role is responsible for overseeing key employee lifecycle functions, with primary ownership of talent acquisition, benefits administration, compensation support, and offboarding, while also providing day to day HR partnership to assigned leaders and teams. This position plays a critical role in helping the business attract, retain, and support employees through consistent HR practices, sound judgment, strong follow through, and responsive service. The role requires someone who can balance strategic partnership with hands on execution and who is comfortable driving processes, holding managers accountable, and ensuring a high level of accuracy and professionalism across core HR functions.
Reports To: Vice President of People Operations
Responsibilities
Strategic Partnership<ul><li>
Partner with leaders to understand business objectives and develop people strategies that support growth and scalability.</li><li>
Provide guidance on organizational design, team development, and workforce planning.</li><li>
Contribute to succession planning, talent reviews, and career development initiatives.</li></ul>
Talent Acquisition<ul><li>
Lead full cycle recruiting for assigned positions across the organization</li><li>
Partner with hiring managers to conduct intake meetings, define hiring needs, clarify role requirements, and align on candidate profile, timeline, and recruiting strategy</li><li>
Create and post job openings using approved job descriptions, compensation guidance, and internal processes</li><li>
Oversee and drive candidate sourcing strategies through job boards, LinkedIn, referrals, networking, career fairs, and other recruiting channels</li><li>
Manage candidate flow from application through offer stage, including screening, interview coordination, feedback collection, and communication with hiring managers</li><li>
Ensure timely movement on open requisitions by following up with hiring managers, identifying bottlenecks, and maintaining accountability throughout the hiring process</li><li>
Prepare and extend offers in partnership with HR leadership and hiring managers, ensuring internal equity and alignment with compensation guidelines</li><li>
Track recruiting activity, pipeline progress, aging requisitions, and hiring trends and provide updates and recommendations to leadership</li><li>
Continuously evaluate and improve recruiting processes, service levels, and candidate experience</li></ul>
Benefits and Leave Administration<ul><li>
Oversee day to day benefits administration, including enrollments, qualifying life events, status changes, and terminations</li><li>
Serve as a primary point of contact for employee benefits questions and provide timely and accurate support</li><li>
Partner with brokers, carriers, payroll, and internal team members to resolve benefits issues and ensure accurate plan administration</li><li>
Lead open enrollment planning, employee communications, meetings, follow up, and issue resolution</li><li>
Manage benefits audits, reconciliations, reporting, and process improvement efforts</li><li>
Ensure benefit data is accurate across HRIS, carrier platforms, and internal records</li><li>
Administer leave of absence processes, including employee communication, documentation, tracking, and coordination related to FMLA, CFRA, PDL, ADA leave interactions, personal leaves, and other applicable leave programs</li><li>
Coordinate leave related notices, medical certifications, benefit continuation, payroll changes, return to work communication, and related status updates</li><li>
Partner with managers, payroll, carriers, and internal stakeholders to ensure leaves are managed consistently, timely, and in compliance with company policy and applicable laws</li><li>
Track leave activity, maintain accurate records, and help identify process gaps, trends, or compliance concerns</li><li>
Escalate complex leave, accommodation, and return to work matters to HR leadership as appropriate</li></ul>
Compensation<ul><li>
Partner with leadership on compensation related matters including offer alignment, pay recommendations, market review support, and internal equity considerations</li><li>
Assist in reviewing and maintaining job descriptions to support compensation structure and role clarity</li><li>
Support annual compensation review processes, promotional increases, equity adjustments, and other employee pay changes as assigned</li><li>
Prepare compensation documentation and maintain organized records related to pay decisions and approvals</li><li>
Partner with HR leadership to ensure compensation practices are consistent, practical, and aligned with company philosophy</li><li>
Manage compensation data, trends, and reporting as needed</li></ul>
Offboarding and Employee Transitions<ul><li>
Own and manage the company&rsquo;s offboarding process for voluntary and involuntary separations</li><li>
Prepare and coordinate separation documentation, final process steps, benefits notifications, COBRA coordination, system updates, and internal handoffs</li><li>
Partner with managers, payroll, IT, and other departments to ensure smooth, timely, and compliant employee separations</li><li>
Conduct or coordinate exit interviews, track trends, and share relevant feedback with HR leadership as appropriate</li><li>
Maintain complete and accurate offboarding records and audit the process for consistency and compliance</li></ul>
HR Partnership and Employee Support<ul><li>
Provide guidance to employees and managers on routine HR matters, policy interpretation, and general workplace concerns</li><li>
Support managers with performance management, employee communication, documentation, and routine employee relations matters, escalating more complex issues as appropriate</li><li>
Help reinforce consistency in people practices, company policies, and employee lifecycle processes</li><li>
Partner with HR leadership and other HR team members on projects, process improvements, audits, and organizational initiatives</li><li>
Support employee lifecycle changes including transfers, promotions, organizational changes, and related documentation</li></ul>
Qualifications<ul><li>
Bachelor&rsquo;s degree in HR, Business Administration, or related field; PHR/SPHR or SHRM-CP/SHRM-SCP a plus.</li><li>
7+ years of progressive HR experience, with at least 2 years in a business partner or advisory role.</li><li>
Strong experience in full cycle recruiting, benefits administration, compensation support, and offboarding required</li><li>
Working knowledge of California employment practices and HR compliance requirements</li><li>
Strong organizational skills, attention to detail, and follow through</li><li>
Ability to manage multiple priorities with urgency and professionalism</li><li>
Strong judgment and discretion in handling sensitive employee and compensation matters</li><li>
Excellent written and verbal communication skills</li><li>
Ability to build trust and credibility with employees, managers, and leaders at all levels</li><li>
Proficient in Microsoft Office and HR systems; experience with HRIS, applicant tracking systems, and benefits platforms preferred</li></ul>
United Mechanical is an Equal Opportunity Employer and embraces diversity in our employee population. We provide equal opportunity to all qualified applicants and employees without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, protected veteran status, special disabled veteran, marital status, pregnancy, genetic information, or any other legally protected status.</div>

Human Resources Business Partner - Talent, Benefits & Compensation

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