human resources advisor

Deutsche Bank

<div><h2 class="jobSectionHeader"><b>Job Description:
</b></h2><p><b>Job Title </b>Human Resources Business Advisor
</p><p><b>Corporate Title </b>Associate
</p><p><b>Location </b>New York, NY
</p><p></p><p><b>Overview
</b></p><p>Human Resources plays a pivotal role in shaping the Bank&rsquo;s culture, talent agenda, and employee experience. As an Human Resources Business Advisor (HR BA), you will partner closely with local and regional leadership support divisional HR Business Partners to execute people‑related strategies, provide advisory support, and help cultivate an engaging, diverse, and high‑performing work environment. HR advisor will also support within a global operating environment, partnering with global HR Product &amp; Advisory teams, along with business leaders overseas as appropriate.
</p><p></p><p><b>What We Offer You
</b></p><ul><li><p>A diverse and inclusive environment that embraces change, innovation, and collaboration
</p></li><li><p>A hybrid working model, allowing for in-office / work from home flexibility, generous vacation, personal and volunteer days
</p></li><li><p>Employee Resource Groups support an inclusive workplace for everyone and promote community engagement
</p></li><li><p>Competitive compensation packages including health and wellbeing benefits, retirement savings plans, parental leave, and family building benefits
</p></li><li><p>Educational resources, matching gifts and volunteer programs
</p></li></ul><p></p><p><b>What You&rsquo;ll Do
</b></p><ul><li><p>Provide advisory support to business leaders on a broad range of people‑related topics including compensation, performance management, policy interpretation, alternative hybrid work arrangements, internal/international mobility including immigration requirements related to visa/work permit/green cards for, new and existing staff
</p></li><li><p>Deliver people programs and projects that align with organizational strategy and business priorities as well as support the Business Partners in the preparation and facilitation of talent assessment, leadership development, succession planning, and broader talent agenda initiatives while utilizing management information (MI) and HR analytics to prepare, interpret, and act on data/workforce trends
</p></li><li><p>Coordinate with Benefits and Leave administrator to support employees with various types of employee leaves including FMLA, Disability, Personal leave, as well as ADA -medical accommodation requests
</p></li><li><p>Conduct intake meetings into concerns and complaints related to conduct, performance, and employee relations matters, including consequence management and formal and gathering formal investigation
</p></li><li><p>Act as Subject Matter Expert or lead for ad hoc HR projects and taking the lead on initiatives across key people processes, such as organization of restructuring efforts, FLSA reviews, promotions eligibility and tracking, while working across and partnering with various HR groups, such as employment legal, product specialist, and business line management
</p></li><li><p>Play a critical role in the delivery of the year‑end processes as it relates to promotion, fixed pay and variable compensation process, well as off cycle award support throughout the year.
</p></li></ul><p></p><p><b>Skills You&rsquo;ll Need
</b></p><ul><li><p>Previous relevant HR experience in business advisory, generalist, or specialist roles
</p></li><li><p>Excellent verbal and written communication skills across all organizational levels
</p></li><li><p>Strong organizational skills with the ability to prioritize and manage multiple tasks
</p></li><li><p>High level of initiative, proactiveness, and ability to anticipate needs
</p></li><li><p>Advanced proficiency in Microsoft Office, with a heavy focus on Excel, including pivot tables, VLOOKUP, data modeling, and analysis of large datasets while utilizing AI powered platforms, such as Microsoft Co-Pilot
</p></li></ul><p></p><p><b>Skills That Will Help You Excel
</b></p><ul><li><p>Proficiency with Microsoft Office and key HR tools such as Workday or Qualtrics
</p></li><li><p>Bachelor&rsquo;s Degree preferred
</p></li><li><p>Knowledge of local employment laws in NY, California, Florida and Illinois
</p></li><li><p>Ability to build trusted relationships with senior business stakeholders
</p></li><li><p>Strong attention to detail, critical thinking approach, and problem‑solving mindset
</p></li></ul><p></p><p><b>Expectations
</b></p><p></p><p>It is the Bank&rsquo;s expectation that employees hired into this role will work in the New York office in accordance with the Bank&rsquo;s hybrid working model.
</p><p></p><p>Deutsche Bank provides reasonable accommodations to candidates and employees with a substantiated need based on disability and/or religion.
</p><p></p><p>The salary range for this position in New York City is $ $65,000 to $105,500 . Actual salaries may be based on a number of factors including, but not limited to, a candidate&rsquo;s skill set, experience, education, work location and other qualifications. Posted salary ranges do not include incentive compensation or any other type of remuneration.
</p><p></p><p><b>Deutsche Bank Benefits
</b></p><p>At Deutsche Bank, we recognize that our benefit programs have a profound impact on our colleagues. That&rsquo;s why we are focused on providing benefits and perks that enable our colleagues to live authentically and be their whole selves, at every stage of life. We provide access to physical, emotional, and financial wellness benefits that allow our colleagues to stay financially secure and strike balance between work and home. Click here to learn more!
</p><p></p><p>Learn more about your life at Deutsche Bank through the eyes of our current employees: https://careers.db.com/life
</p><p></p><p>The California Consumer Privacy Act outlines how companies can use personal information. If you are interested in receiving a copy of Deutsche Bank&rsquo;s California Privacy Notice please email HR.Direct@DB.com .
</p><p></p><p><b>#LI-HYBRID
</b></p><p></p><div><div><p>We strive for a culture in which we are empowered to excel together every day. This includes acting responsibly, thinking commercially, taking initiative and working collaboratively.
</p></div></div><p>Together we share and celebrate the successes of our people. Together we are Deutsche Bank Group.
</p><p></p><p>We welcome applications from all people and promote a positive, fair and inclusive work environment.
</p><p></p><p>Qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, protected veteran status or other characteristics protected by law. Click these links to view Deutsche Bank&rsquo;s Equal Opportunity Policy Statement and the following notices: EEOC Know Your Rights ; Employee Rights and Responsibilities under the Family and Medical Leave Act ; and Employee Polygraph Protection Act .</p></div><p></p>

Human Resources Business Advisor - Associate

ARCXIS

<div>Description:
<p><b>
Location:</b> Las Vegas, NV or Westlake Village, CA. This will be a hybrid role (4 days in office and 1 day remote).</p><p><b>
Company Overview:</b></p><p>
ARCXIS (Houston, Texas), is the largest provider of inspection, design, engineering, and quality assurance services for the U.S. residential construction industry. Formerly known as DPIS Builder Services, Ei Companies, Post-Tension Solutions, Ensign Building Solutions Home Energy Division, and Building Energy, ARCXIS brings together hundreds of years of expertise and experience under a single brand serving builders in over half of the states spanning the continental United States.</p><p>
The ARCXIS group of companies also includes ABCO Construction Services, LLC (Centennial, Colorado) and structural engineering firm United Structural Consultants (Houston, Texas). Both ABCO and USC service the multi-family, multi-use, and commercial sectors of the construction industry.</p><p>
ARCXIS is majority owned by Saw Mill Capital, LLC (Briarcliff Manor, New York). Visit us online at www.arcxis.com.</p><p><b>
Position Overview:</b></p><p><br>
ARCXIS is seeking a strategic Human Resources Business Partner (HRBP) to drive human capital initiatives that directly support our continued growth across the U.S., including employees in 24 states. This role serves as a critical link between Human Resources and business operations, acting as a trusted advisor to leaders, coaching managers, and enhancing the employee experience to improve engagement, productivity, and retention.</p><p><b>
Key Responsibilities:</b></p><ul><li><b>
Strategic Advisory:</b><br>
Partner with department leaders to align people strategies with business objectives. Provide guidance on organizational design, workforce planning, leadership development, and change management to support operational effectiveness and scalability.</li><li><b>
Talent &amp; Performance Management:</b><br>
Lead performance management initiatives, promoting continuous feedback, manager effectiveness, and career development. Support succession planning and talent development to build and sustain a strong leadership and talent pipeline.</li><li><b>
Data-Driven Decision Making:</b><br>
Analyze workforce trends, including turnover, retention, engagement, and performance metrics. Use data and insights to identify risks, recommend solutions, and proactively support organizational health and effectiveness.</li><li><b>
Employee Relations &amp; Culture:</b><br>
Manage complex employee relations matters, conducting fair, thorough, and objective investigations. Provide coaching to leaders and employees, and foster a culture of accountability, trust, inclusion, and high performance.</li><li><b>
Compliance &amp; Risk Management:</b><br>
Ensure compliance with all federal, state, and local employment laws and regulations. Provide policy guidance, mitigate organizational risk, and support a compliant, safe, and respectful workplace.</li></ul>
Requirements:
<ul><li>Bachelor&rsquo;s degree in HR or related field.</li><li>
3-5+ years of progressive HR experience, with 2+ years in an HRBP or advisory capacity.</li><li>
Experience in construction, engineering, or a similar industry supporting field employees is strongly preferred.</li><li>
Proficiency in HRIS and Microsoft Office Suite.</li><li>
Strong analytical skills, ability to interpret data into action.</li><li>
Federal and multi-state knowledge of employment regulations.</li></ul><p></p><p><b><br>
Benefits:</b></p><ul><li>
401(k)</li><li>
401(k) matching</li><li>
Dental insurance</li><li>
Employee assistance program</li><li>
Health insurance</li><li>
Health savings account</li><li>
Life insurance</li><li>
Paid time off</li><li>
Tuition reimbursement</li><li>
Vision insurance</li></ul><p><b>
Compensation</b></p><ul><li>
$60,000 &ndash; $70,000 annually (Compensation is commensurate with experience, qualifications, skills, and geographic location.)</li></ul></div>

HR Business Partner

<div>Description:
<p><b>
Location:</b> Las Vegas, NV or Westlake Village, CA. This will be a hybrid role (4 days in office and 1 day remote).</p><p><b>
Company Overview:</b></p><p>
ARCXIS (Houston, Texas), is the largest provider of inspection, design, engineering, and quality assurance services for the U.S. residential construction industry. Formerly known as DPIS Builder Services, Ei Companies, Post-Tension Solutions, Ensign Building Solutions Home Energy Division, and Building Energy, ARCXIS brings together hundreds of years of expertise and experience under a single brand serving builders in over half of the states spanning the continental United States.</p><p>
The ARCXIS group of companies also includes ABCO Construction Services, LLC (Centennial, Colorado) and structural engineering firm United Structural Consultants (Houston, Texas). Both ABCO and USC service the multi-family, multi-use, and commercial sectors of the construction industry.</p><p>
ARCXIS is majority owned by Saw Mill Capital, LLC (Briarcliff Manor, New York). Visit us online at www.arcxis.com.</p><p><b>
Position Overview:</b><br>
ARCXIS is seeking a strategic Human Resources Business Partner (HRBP) to drive human capital initiatives that directly support our continued growth across the U.S., including employees in 24 states. This role serves as a critical link between Human Resources and business operations, acting as a trusted advisor to leaders, coaching managers, and enhancing the employee experience to improve engagement, productivity, and retention.</p><p><b><br>
Key Responsibilities:</b></p><ul><li><b><br>
Strategic Advisory:</b> Partner with department leaders to align people strategies with business objectives. Provide guidance on organizational design, workforce planning, leadership development, and change management to support operational effectiveness and scalability.</li><li><b>
Talent &amp; Performance Management:</b> Lead performance management initiatives, promoting continuous feedback, manager effectiveness, and career development. Support succession planning and talent development to build and sustain a strong leadership and talent pipeline.</li><li><b>
Data-Driven Decision Making:</b> Analyze workforce trends, including turnover, retention, engagement, and performance metrics. Use data and insights to identify risks, recommend solutions, and proactively support organizational health and effectiveness.</li><li><b>
Employee Relations &amp; Culture:</b> Manage complex employee relations matters, conducting fair, thorough, and objective investigations. Provide coaching to leaders and employees, and foster a culture of accountability, trust, inclusion, and high performance.</li><li><b>
Compliance &amp; Risk Management:</b> Ensure compliance with all federal, state, and local employment laws and regulations. Provide policy guidance, mitigate organizational risk, and support a compliant, safe, and respectful workplace.</li></ul>
Requirements:
<ul><li>Bachelor&rsquo;s degree in HR or related field.</li><li>
3-5+ years of progressive HR experience, with 2+ years in an HRBP or advisory capacity.</li><li>
Experience in construction, engineering, or a similar industry supporting field employees is strongly preferred.</li><li>
Proficiency in HRIS and Microsoft Office Suite.</li><li>
Strong analytical skills, ability to interpret data into action.</li><li>
Federal and multi-state knowledge of employment regulations.</li></ul><p></p><p><b><br>
Benefits:</b></p><ul><li>
401(k)</li><li>
401(k) matching</li><li>
Dental insurance</li><li>
Employee assistance program</li><li>
Health insurance</li><li>
Health savings account</li><li>
Life insurance</li><li>
Paid time off</li><li>
Tuition reimbursement</li><li>
Vision insurance</li></ul><p>
 <b>Compensation</b></p><ul><li>
$60,000 &ndash; $70,000 annually (Compensation is commensurate with experience, qualifications, skills, and geographic location.)</li></ul></div>

Group 1 Automotive

<div>Overview:<div></div><div><br>
The Senior Human Resources Business Partner (Senior HRBP) serves as the strategic HR advisor to a multi-store dealership group, enabling revenue growth and customer experience through talent, culture, and workforce effectiveness across retail sales, service lanes (fixed operations), and parts operations. The role embeds deeply with General Managers, Regional Directors, and Fixed Ops leadership to translate store performance drivers into people strategies aligned to sales volume, CSI/SSI, technician productivity, parts availability, and F&amp;I outcomes.</div>
Responsibilities:
<div><b>
Position Details:</b><br>
<ul><li><b>Job Title:</b> Senior Human Resources Business Partner &ndash; People Advisory Group</li><li><b> Reports To</b>: People Ops Manager/Director, with strong dotted line to Regional Ops Leadership</li><li><b>Location</b>: Hybrid within assigned region; frequent onsite presence at stores and service centers</li><li><b>Coverage</b>: Multi-store dealership group (new/used sales, service, parts, F&amp;I)</li><li><b>Employment Type</b>: Full-time, Exempt</li><li><b>Experience Required</b>: 5-7 years of progressive HRBP experience with multi-site retail or dealership operations</li><li><b>Travel</b>: 50&ndash;70% including periodic evenings/weekends aligned to retail peaks</li></ul></div><div><b><br>
Key Responsibilities:</b><br>
<b>Field Operations Partnership &amp; Leadership</b><br>
<ul><li>Serve as primary HR advisor to General Managers, Regional Directors, and Fixed Ops leaders; co-create store-level people plans tied to sales targets, absorption, and guest experience goals.</li><li>Drive organizational design for showroom, BDC (internet/phones), service lanes, parts counters/warehouse, and centralized functions (title, accounting, HR shared services).</li><li>Align staffing models and labor budgets to seasonal demand, month-end closings, manufacturer campaigns, and service capacity (bays/technicians).</li><li>Partner with Sales and F&amp;I leadership on recruiting, onboarding, and ramp plans for sales consultants, desk managers, finance managers, and BDC teams.</li><li>Design incentive-aligned role profiles and career paths (e.g., Internet Floor F&amp;I Sales Management) with competency models and coaching cadence.</li><li>Strengthen compliance behaviors across sales and F&amp;I (fair lending, privacy, menu disclosures) through training, observation feedback, and consequence management in partnership with Compliance/Legal.</li><li>Develop workforce plans for advisors, dispatchers, technicians (A/B/C, Master, EV), and parts support based on hours-per-RO, effective labor rate, and bay utilization.</li><li>Improve advisor capability (walkaround, MPI presentation, upsell ethics) and technician productivity/efficiency via coaching, recognition, and skills-based pay structures where applicable.</li><li>Partner with EHS/Facilities to reinforce safety culture in shops (PPE, lift safety, lockout/tagout, hazardous materials handling) and incident response.</li><li>Develop career pathways for parts roles (counter lead manager) and cross-training with service to enhance throughput.</li></ul></div><div><b><br>
Employee Relations, Culture &amp; Engagement</b><br>
<ul><li>Set direction on field culture and engagement strategies that drive operational results, impact retention and customer experience.</li><li>Resolve escalated ER matters; coach leaders on consistent, documentation-backed decisions that align to policy and local law (wage &amp; hour, scheduling, anti-harassment).</li><li>Shape an inclusive, performance-driven culture with recognition programs tailored to sales and fixed ops (e.g., Sales Elite, Tech of the Month, Advisor CSI awards).</li></ul></div><div></div><div><b><br>
Talent Acquisition &amp; Development</b><br>
<ul><li>Collaborate with regional TAPs to build talent pipelines for hard-to-fill roles (experienced technicians, EV/hybrid techs, master diagnostics, F&amp;I) via schools, OEM programs, and military pathways.</li><li>Implement structured onboarding and 30/60/90 plans with early productivity gates (time-to-first-sale, billed hours ramp, RO close rate).</li><li>Deliver leadership development for GSMs, Fixed Ops Managers, and Parts Managers (people leadership, labor planning, coaching to metrics, ER basics).</li></ul></div><div></div><div><b><br>
Rewards, Scheduling &amp; Labor Cost Management</b><br>
<ul><li>Optimize schedules for sales floors, BDC, advisors, and techs to cover peak hours (nights/weekends, month-end) while controlling overtime and ensuring rest requirements.</li><li>Advise on market-competitive pay structures: commission plans, spiffs, flat-rate technician models, skill-based differentials, and shift premiums.</li><li>Monitor labor cost as a % of gross by department; recommend labor mix adjustments (apprentice/journeyman/master) to improve throughput and margin.</li></ul></div><div></div><div><b><br>
People Analytics &amp; Retail Metrics</b><br>
<ul><li>Build dashboards linking HR and store KPIs: CSI, sales volume, F&amp;I penetration, etc.</li><li>Use predictive analytics for turnover risk in critical roles (advisors, techs), correlating engagement, schedule stability, and manager behaviors to retention and performance.</li><li>Run monthly talent reviews per rooftop, track bench strength, internal movement, and diversity outcomes across departments and shifts.</li></ul><br>
<b>
Change Leadership &amp; Operations Enablement</b><br>
<ul><li>Lead organization transformation initiatives such as restructuring, process improvements, and system rollouts.</li><li>Create change plans with training, comms, adoption KPIs, and reinforcement to achieve sustained behavior change across stores.</li></ul></div><div><b><br>
Compliance &amp; Risk</b><br>
<ul><li>Partner with Compliance/Legal on employment law, safety, and retail selling practices; ensure policy training completion and audit readiness across rooftops.</li><li>Support investigations and corrective actions; maintain documentation standards and confidentiality</li></ul></div>
Qualifications:
<ul><li>Bachelor&rsquo;s degree in HR, Business, or related field (MBA or HR certification preferred).</li><li>5-7 years HR experience supporting multi-site retail, dealership, or service operations with direct partnership to store leadership.</li><li>Demonstrated success driving outcomes in sales and fixed ops through talent strategy, ER, and analytics.</li><li>Fluency with HRIS and DMS/CRM ecosystems; strong Excel/BI skills for operational dashboards.</li><li>Exceptional influence, coaching, and communication skills across frontline to executive audiences.</li><li>Preferred &ndash; Work experience within automotive retail multi-store groups and/or OEMs.</li><li>Preferred - Coaching certification or formal leadership development program facilitation.</li></ul><br>
<b>
Success Metrics</b><br>
<ul><li>Improved CSI/SSI and customer retention correlated with engagement and coaching metrics.</li><li>Reduced regrettable turnover in advisors, technicians, and sales roles, stronger bench and internal promotion rates.</li><li>Labor cost efficiency as % of department gross and improved absorption.</li></ul><br>
<b>
Working Conditions</b><br>
<ul><li>Frequent time on sales floors, service lanes, and parts areas; adherence to PPE and safety requirements in shop environments.</li><li>Evening/weekend presence during retail peaks (promotions, month/quarter-end) and support for emergent operational needs.</li><li>Regular travel across assigned rooftops; hybrid/remote work for planning, analysis, and follow-up.</li></ul><p><b><br>
Group 1 Automotive</b>, a Fortune 250 company, is a leading operator of automotive dealerships and collision centers across the United States and United Kingdom. If you are aligned with our values of integrity, transparency, professionalism, teamwork and respect - now might be the time for you to accelerate your career as part of the best company in automotive retail.</p><p>
To learn more about our company, visit www.group1auto.com. Apply today or reference a qualified friend.</p><p></p><p><br>
*<i>All applicants must pass pre-employment testing to include background checks, MVR, and drug testing to qualify for employment*</i></p><p><i>
Group 1 Automotive is an Equal Employment Opportunity employer and participates in E-Verify</i></p></div>

Senior Human Resources Business Partner - People Advisory Group

Capgemini

<div><div><div><p>Cairo</p><div>
Acculturation Advisor</div><p>
</p></div></div><div></div><div><div><div><div><div><p><b>
About Capgemini</b></p><p>
Capgemini is a global leader in partnering with companies to transform and manage their business by harnessing the power of technology. The Group is guided everyday by its purpose of unleashing human energy through technology for an inclusive and sustainable future. It is a responsible and diverse organization of 350,000 team members in more than 50 countries. With its strong 55-year heritage and deep industry expertise, Capgemini is trusted by its clients to address the entire breadth of their business needs, from strategy and design to operations, fueled by the fast evolving and innovative world of cloud, data, AI, connectivity, software, digital engineering and platforms. The Group reported in 2022 global revenues of &euro;22 billion.</p><div></div><div><div><div><p><b>
Role Description</b></p><p>
We are seeking a Cybersecurity Acculturation Advisor to strengthen our global cybersecurity culture. The role involves coordinating awareness initiatives, creating engaging learning experiences, leading phishing simulations, and driving activities that promote secure behaviors across the organization.</p><p>
</p><p></p><p><b>Responsibilities</b></p><p>
</p><ul><li>Create and update cybersecurity awareness content and CKC pages.</li><li>
Collaborate with Communications and Creative teams on materials and publishing.</li><li>
Define, track, and optimize awareness KPIs.</li><li>
Design and run Cyber Culture Challenge activities.</li><li>
Manage platform incidents, vendor coordination, and access rights.</li><li>
Validate micro/nano learning and game-based content.</li><li>
Lead global phishing simulations end-to-end.</li><li>
Support platform improvements and Proofs of Concept.</li><li>
Coordinate global campaigns with CISOs and IT teams.</li><li>
Build learning paths in Degreed with L&amp;D.</li><li>
Deliver Human Factor metrics (H1&ndash;H4) and monitor CKC/campaign performance.</li><li>
Automate dashboards, analyze behavior trends, and support remediation.</li><li>
Oversee platform administration and mandatory-training disablement.</li></ul><p>
</p><p></p><p><b>Experience &amp; Qualifications</b></p><p>
</p><ul><li>Strong cybersecurity knowledge and best-practice understanding.</li><li>
3&ndash;5 years&rsquo; experience in large/global matrixed environments.</li><li>
Creative and experienced in digital content and modern learning approaches.</li><li>
Excellent English communication skills.</li><li>
Strong analytics and data visualization abilities (Power BI, Excel, etc.).</li><li>
Familiarity with AI tools and emerging technologies.</li><li>
Able to prioritize, work independently, and collaborate across teams.</li><li>
Process driven, proactive, and rigorous, with a continuous improvement mindset.</li><li>
Knowledge of project management principles.</li></ul></div></div></div><div>
Choosing Capgemini means choosing a company where you will be empowered to shape your career in the way you&rsquo;d like, where you&rsquo;ll be supported and inspired by a collaborative community of colleagues around the world, and where you&rsquo;ll be able to reimagine what&rsquo;s possible. Join us and help the world&rsquo;s leading organizations unlock the value of technology and build a more sustainable, more inclusive world.
</div><div></div><div>Get the future you want | www.capgemini.com
</div></div></div><div><div><div><div><div>Ref. code</div><div>
420086-en_US</div></div><div><div>
Posted on</div><div>
17 Feb 2026</div></div><div><div>
Experience level</div><div>
Experienced Professionals</div></div><div><div>
Contract type</div><div>
Permanent</div></div><div><div>
Location</div><div>
Cairo</div></div><div><div>
Business unit</div><div>
Other Delivery units</div></div><div><div>
Brand</div><div>
Capgemini</div></div><div><div>
Professional communities</div><div>
Cybersecurity</div></div></div></div></div></div></div></div></div><p></p>

Acculturation Advisor

HRDelivered

<div><p>The Human Resources Consultant will be in control of a wide variety of assignments, including owning several different personnel related administrative tasks. This position will be providing HR and clerical support to various clients and employees regarding related activities, policies, processes, and procedures. Position will offer exposure to a variety of HR related tasks in a variety of industries. This role within the Human Resources Department is geared for driven professionals who are demonstrated independent thinkers with proficiency in providing service excellence.</p>
<p><b>
Job Duties:</b>
</p><ul><li>Provide human resource based consultative services to clients that focus on legal compliance, risk mitigation, and conflict resolutions.
</li><li>Serve as subject matter expert for employment law by advising in employee onboarding, employee management, and employee offboarding.
</li><li>Perform research on employment law and compliance to assist in advising clients on relevant risks and best practices.
</li><li>Maintain employee database records within the HRIS.
</li><li>Complete various HR projects in a timely manner
</li><li>Assist with planning new employee orientation meetings.
</li><li>Research solutions to complex issues and propose potential changes.
</li><li>Aid in policy related audits of handbooks for various industries and states
</li><li>Complete various verification of employment related tasks
</li><li>Address policy related issues with personnel
</li><li>Recruit for variety of roles within the organization
</li><li>Maintain up to date knowledge on change laws in relation to employment statuses and employment best practices.
</li></ul><p><b>Requirements</b>
</p><ul><li>Bachelor&rsquo;s Degree (preferred)
</li><li>Intermediate level proficiency in Microsoft Office (Word, Outlook, Excel, and PowerPoint)
</li><li>Excel in team and independent work
</li><li>Ability to conduct independent research.
</li><li>Approachable and appropriate behavior when interacting with personnel at all levels in a quickly changing environment.
</li><li>Ability to maintain confidentiality of information and exercise good judgment and discretion in handling and disseminating information.
</li><li>Excellent oral and written communications skills
</li><li>HR related experience desired</li></ul></div>

Human Resources Consultant

Piedmont Healthcare

<div>Overview:
<p>
This position will sit on-site at our office at Atlantic Station.</p>
Responsibilities: This person works in partnership with the Centers of Excellence to provide a high level of service to the entity by advising and assisting management and employees on employee issues and concerns through communicating, interpreting and recommending appropriate use of human resource policies, procedures, and services. This person develops and executes human resources (HR) practices to support and improve the daily operations of their supported entity. Qualifications: <b>Education</b><ul><li>
Bachelor&rsquo;s Degree in Human Resources, Business Administration, Health Care Administration, or an equivalent field Required
</li><li>Master&rsquo;s degree Master&rsquo;s degree Preferred
</li></ul><b>Work Experience</b><ul><li>
3 years of combined HR experience in a specialist of generalist capacity, with at least one (1) year of focused experience conducting employee relations investigations and handling employee relations issues Required
</li><li>Solid track record of successfully implementing HR programs and initiatives Required
</li><li>Extensive knowledge of HR core competencies: recruiting, benefits, compensation, technology, training, organizational development, and learning and development Required
</li><li>PeopleSoft experience Preferred
</li></ul><b>Licenses and Certifications</b><ul><li>
PHR or SHRM-CP or related certification Preferred
</li></ul>Business Unit : Company Name: Piedmont Healthcare Corporate</div>

Sr HR Generalist - Corporate Office

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