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lead hr business partner

OpenGov

<div>OpenGov is the leader in AI and ERP solutions for local and state governments in the U.S. More than 2,000 cities, counties, state agencies, school districts, and special districts rely on the OpenGov Public Service Platform to operate efficiently, adapt to change, and strengthen the public trust. Category-leading products include enterprise asset management, procurement and contract management, accounting and budgeting, billing and revenue management, permitting and licensing, and transparency and open data. These solutions come together in the OpenGov ERP, allowing public sector organizations to focus on priorities and deliver maximum ROI with every dollar and decision in sync. Learn about OpenGov&rsquo;s mission to power more effective and accountable government and the vision of high-performance government for every community at OpenGov.com.<h2 class="jobSectionHeader">
Job Summary:</h2> 
The Lead HR Business Partner (HRBP) is a strategic, hands-on individual contributor who partners closely with senior leaders to drive people strategies that support business objectives in a fast-paced, evolving environment. Acting as a trusted advisor, this role blends business acumen with deep HR expertise to influence organizational design, talent strategies, and workforce planning. The Lead HRBP is not only a strategic thinker but also a roll-up-your-sleeves partner who collaborates across functions and HR Centers of Excellence (COEs) to develop and implement effective, scalable solutions. This role plays a critical part in fostering a high-performance culture, enhancing employee engagement, and enabling long-term organizational success.<h2 class="jobSectionHeader">
Responsibilities:</h2>
Strategic HR Partnership<ul><li>
Act as a primary HR advisor to senior leaders, using advanced expertise to provide strategic guidance on workforce planning, talent strategies, and organizational design.</li><li>
Tackle complex business challenges by evaluating variable factors, adapting and refining processes, and proposing creative solutions.</li><li>
Develop and execute HR strategies that align with business goals to enhance long-term organizational effectiveness.</li><li>
Collaborate with senior leaders and HR Centers of Excellence (COEs) to influence the design and execution of scalable programs, ensuring integration with broader business initiatives.</li><li>
Build and maintain strong relationships with internal and external stakeholders to influence key decisions and ensure alignment with company-wide goals.</li><li>
Act as a change agent, leading change management efforts through clear communication, stakeholder engagement, and effective cross-functional collaboration.</li></ul>
Employee Engagement &amp; Retention<ul><li>
Lead company-wide initiatives to promote employee satisfaction, engagement, and a culture of inclusion and innovation.</li><li>
Act as a key advisor to leadership on complex employee relations matters, navigating ambiguity and balancing legal, ethical, and business considerations.</li><li>
Partner and implement retention programs and career development initiatives tailored to address workforce needs.</li></ul>
Talent Management &amp; Leadership Development<ul><li>
Lead performance management processes, ensuring alignment of goal-setting, feedback, and rewards with business objectives.</li><li>
Collaborate closely with managers and the HR COEs team to deliver high-impact people programs, including compensation, benefits, organizational development, performance management, and talent development.</li><li>
Develop leadership capabilities by coaching managers and aligning their practices with organizational priorities.</li><li>
Partner with Learning &amp; Development to design and implement targeted training programs that address skill gaps and build future-ready talent.</li><li>
Lead succession planning efforts to ensure organizational readiness for key leadership transitions.</li></ul>
HR Analytics &amp; Data-Driven Decision Making<ul><li>
Analyze HR metrics to identify trends and deliver actionable insights to leadership.</li><li>
Use data to inform and improve HR processes, programs, and organizational strategies.</li><li>
Influence decision-making by tailoring communication strategies to diverse audiences, including executives, managers, and external partners, ensuring clarity, alignment, and engagement.</li><li>
Foster trust and credibility through proactive, transparent communication and reliable follow-through on high-stakes, often time-sensitive issues.</li></ul><h2 class="jobSectionHeader">
Requirements and Preferred Experience:</h2><ul><li>
Bachelor&rsquo;s degree in Human Resources, Business Administration, or a related field.</li><li>
7+ years of progressive HR experience, with at least 3 years in an HRBP role.</li><li>
Demonstrated expertise in handling complex organizational challenges with advanced problem-solving skills.</li><li>
Strong ability to align HR strategies with organizational objectives using a strategic, data-driven approach.</li><li>
Proficiency in navigating employee relations, organizational development, and performance management in dynamic environments.</li><li>
Excellent communication, relationship-building, and influencing skills.</li><li>
Requires up to 25% travel for onsite meetings, team collaboration, and business support.</li></ul><h2 class="jobSectionHeader">
Preferred Qualifications:</h2><ul><li>
Experience in SaaS, technology, or high-growth industries.</li><li>
Familiarity with global HR practices and compliance standards.</li><li>
HR certification (e.g., SHRM-SCP, PHR) is highly desirable.</li><li>
Experience working in a fast-paced, high-growth, or matrixed environment.</li><li>
Expertise in change management, leadership coaching, and organizational design.</li></ul>
Compensation:
Chicago, IL: $125,000 - $150,000
On target ranges above include base plus a portion of variable compensation that is earned based on company and individual performance.
The final compensation will be determined by a number of factors such as qualifications, expertise, and the candidate&rsquo;s geographical location.<h1 class="jobSectionHeader">
Why OpenGov?</h1>
A Mission That Matters.
At OpenGov, public service is personal. We are passionate about our mission to power more effective and accountable government. Government that operates efficiently, adapts to change, and strengthens public trust. Some people say this is boring. We think it&rsquo;s the core of our democracy.
Opportunity to Innovate
The next great wave of innovation is unfolding with AI, and it will impact everything&mdash;from the way we work to the way governments interact with their residents. Join a trusted team with the passion, technology, and expertise to drive innovation and bring AI to local government. We&rsquo;ve touched 2,000 communities so far, and we&rsquo;re just getting started.
A Team of Passionate, Driven People
This isn&rsquo;t your typical 9-to-5 job; we operate in a fast-paced, results-driven environment where impact matters more than simply clocking in and out. Our global team of 800+ employees is united in our commitment to challenge the status quo. OpenGov is headquartered in San Francisco and has offices in Atlanta, Boston, Buenos Aires, Chicago, Dubuque, Plano, and Pune.
A Place to Make Your Mark
We pride ourselves on our performance-based culture, where every employee is encouraged to jump in head-first and take action to help us improve. If you have a great idea, we want to hear it. Excellent performance is recognized and rewarded, and we love to promote from within.
Compensation Range: $125K - $150K</div>

Lead HR Business Partner

YMCA

<div><div><div>We are The Y, an association that values and is made stronger by its diverse people.
</div><div><div>Job Description
</div><div>The Vice President, Human Resources Operations is the operational backbone and strategic right hand to the Chief People and Culture Officer. This leader brings deep generalist expertise across the full HR life cycle, paired with advanced knowledge in Total Rewards and positive employee relations.
This role leads enterprise-wide HR operations, governance, compensation, benefits, HR policy, compliance, HR technology, and operational strategy. The VP ensures HR systems, policies, rewards programs, and operational practices are people centered, equity grounded, scalable, and responsive to a complex federated environment.
Ideal candidates are seasoned HR leaders with executive depth in compensation and benefits, a strong employee relations philosophy, and a proven history of building trust, operational excellence, and clarity in large, multi-entity organizations.
YMCA of the USA (Y-USA) embraces a remote-first working environment which means most employees work remotely from a home office within the continental United States.
We offer a full benefits package including medical, dental, vision, defined benefit plan (retirement savings), defined contribution plan (403(b) plan, life and disability insurances, technology stipend, and generous paid time off, all in a work from anywhere in the U.S. workplace.
</div></div><div><div>Qualifications
</div><div><ul><li>Bachelor&rsquo;s degree in Human Resources, Business Administration, Organizational Development, or related field.
</li><li>Total Rewards Certifications (Certified Compensation Professional or Certified Benefits Professional) Preferred.
</li><li>Significant progressive HR leadership experience in HR operations and Total Rewards, ideally in a large, matrixed, multi-site, or multi-entity organization.
</li><li>Advanced expertise in compensation structure design, job architecture, benefits strategy, pay equity, and reward system governance.
</li><li>Demonstrated leadership in positive employee relations, including investigations, conflict resolution, and complex performance matters.
</li><li>Strong experience with HRIS systems, HR technology strategy, data governance, and people analytics.
</li><li>Experience in mission driven or nonprofit organizations is highly desirable. Experience with federated models is a strong plus
</li></ul>KNOWLEDGE, SKILLS AND ABILITIES
<ul><li>Advanced expertise in Total Rewards, including compensation design, benefits, market pricing, and long-term reward strategies.
</li><li>Strong positive employee relations foundation, including investigations, conflict management, complaint resolution, and coaching.
</li><li>Full HR life cycle expertise, including onboarding, development, performance, compensation, employee relations, and separations.
</li><li>Workforce planning capability, including forecasting, org design, talent mobility, and capacity planning.
</li><li>Secondary expertise in talent acquisition, learning and development, and performance management.
</li><li>Deep knowledge of employment law and HR compliance.
</li><li>Ability to build and lead high performing teams with clarity, coaching, and accountability.
</li><li>Strong communication skills with the ability to translate complex HR topics into accessible language.
</li><li>Capacity for systems thinking, operational clarity, and continuous improvement.
</li><li>Ability to build trust across multiple levels, functions, geographies, and organizational identities.
</li></ul>WORK ENVIRONMENT AND TRAVEL
<ul><li>Based in Chicago at the Y-USA National Resource Office.
</li><li>May reside anywhere within the continental United States and work remotely or hybrid per policy.
</li><li>Travel required for team meetings, leadership gatherings, and Y-USA engagements.
</li></ul></div></div><div><div>Essential Functions
</div><div>HR Operations Leadership
<ul><li>Lead enterprise HR operations strategy and daily execution, including HR service delivery, HR policy development, HR compliance, and process improvement.
</li><li>Partner with HR leadership to oversee HR operational risk management, including policy governance, employment practices, and regulatory requirements.
</li><li>Create and refine an HR operations roadmap that enhances clarity, consistency, efficiency, and user experience across Y-USA.
</li><li>Help build a modern HR team structure that integrates HR Business Partners, Talent and Learning, Organizational Development, HR technology, and other enterprise functions.
</li><li>Ensure that operational practices support an enterprise consistent People and Culture strategy that remains adaptable within a federated model.
</li></ul>Total Rewards Strategy and Governance (Primary Focus)
<ul><li>Serve as the organization&rsquo;s senior expert for Total Rewards, including compensation, benefits, wellness, recognition, and reward philosophy.
</li><li>Lead the design, refinement, and governance of competitive, equitable compensation structures for all Y-USA roles.
</li><li>Oversee the strategy and administration of benefits, retirement plans, wellbeing programs, and recognition systems.
</li><li>Develop compensation and benefits scenario modeling, fiscal impact analysis, and long-term planning in partnership with Finance and the CPCO.
</li><li>Establish transparent governance, policies, communication plans, and education strategies related to Total Rewards.
</li><li>Ensure that all compensation and benefits programs are equitable, mission aligned, market based, and financially sustainable.
</li></ul>Positive Employee Relations and Culture
<ul><li>Provide organization wide leadership and guidance for positive employee relations.
</li><li>Oversee employee relations practices, investigations, conflict resolution, and workplace issue resolution that honor fairness, consistency, respect, and psychological safety.
</li><li>Coach and support leaders to build competency in performance conversations, conflict management, and equitable application of policy.
</li><li>Strengthen a culture of inclusion, belonging, accountability, and values alignment.
</li><li>Ensure all ER practices are aligned with federal and state laws, organizational values, and best practices in equitable leadership.
</li></ul>HR Technology, HRIS, and People Data
<ul><li>Oversee HR technology platforms, data strategy, and HRIS functionality in partnership with internal HR technology teams and Y-USA shared services partners.
</li><li>Serve as strategic partner and liaison to external shared services providers to ensure seamless integration of payroll, benefits administration, and related workflows.
</li><li>Build analytic tools, dashboards, and reporting capabilities that enable informed decisions related to retention, pay equity, workforce trends, workforce planning, and HR operations.
</li><li>Ensure that HR information systems support efficiency, accuracy, data integrity, compliance, and a positive staff experience.
</li></ul>Strategic Partnership with the Chief People and Culture Officer
<ul><li>Serve as the operational right hand to the CPCO, translating strategy into executable people centric plans.
 
Provide trusted counsel on HR operations, compensation, benefits, employee relations, risk, policy, operational change, and workforce matters.
</li><li>Lead major cross functional HR projects and enterprise initiatives.
</li><li>Mentor HR team members and strengthen leadership and technical capability across the HR function.
</li><li>Model collaboration, clarity, equity, and mission driven decision making across the organization.</li></ul></div></div></div></div>

Vice President, Human Resources Operations - National Office (Remote)

Follett Corporation

<div><div>Company Overview:

Everything we do is for educators. We're partnering with them to advance a bold vision for education that boosts district performance and student success. At Follett Software, we empower educators across roles with technology that streamlines processes and manages information and resources to improve their schools, increase student success, and drive the future of education. We believe that by empowering educators to amplify their impact on students' lives, we can change the world. Our goal and mission is to drive the future of education. We are inspired by educators to deliver transformative technology. Our innovative, connected solutions simplify challenges and offer a seamless and intuitive experience.</div> 
We're looking for a hands-on People leader who are as passionate about people as they are about data; who's energized by crafting people-centered benefits and total rewards strategies&mdash;and rolling up their sleeves to make those strategies work in real life. You'll think of employees as our internal customers and go above and beyond to deliver thoughtful, timely, and creative solutions that truly make a difference. This role owns the full scope of our benefits and people programs while also driving the day-to-day HR operations that keep everything running smoothly.

You'll lead a small team and work cross-functionally to ensure employees get the clear, high-touch support they need to navigate benefits, compensation, and core HR processes. You pair analytical thinking with real empathy, stay relentlessly curious, and use AI as a natural extension of your toolkit. You appreciate that employees don't live and breathe HR like we do, so &quot;high-touch, high-care&quot; support is your default. If you love building thoughtful programs and being deep in the work, you'll thrive here.

Position Scope:

Total Rewards
<ul>
<li>Design, implement, and continuously refine benefits and compensation programs using data-driven insights to optimize competitiveness and ensure they're both equitable and aligned with business strategies.</li>
<li>Lead the full open enrollment cycle&mdash;plan evaluation, vendor coordination, communications, and post-OE analysis&mdash;ensuring accuracy, clarity, and strong employee support.</li>
<li>Oversee year-round benefits compliance, using systems and AI-assisted workflows to track deadlines, audit accuracy, and maintain required documentation.</li>
<li>Oversee annual compensation cycles, bonus program, and conduct market pricing, salary benchmarking, and job architecture updates using reliable data sources and modern analytical methods.</li>
<li>Oversee the administration of employee leaves of absence, including FMLA, disability, parental, and other statutory or company-sponsored leaves; ensures compliance with applicable laws and provide compassionate, clear guidance to employees throughout the process.</li>
<li>Monitor rewards trends, evaluate ROI, and recommend thoughtful adjustments backed by data.</li>
</ul>
People Operations
<ul>
<li>Lead People operations, ensuring our processes, policies, and systems are accurate, compliant, and built for scale.</li>
<li>Directly manage a small team and support their development through coaching in systems thinking, process discipline, and effective problem-solving.</li>
<li>Oversee core HR technologies, vendor relationships, and automation opportunities, using analytics to identify opportunities to streamline, automate, or improve accuracy and experience.</li>
<li>Ensure HR compliance, overseeing adherence to labor laws, company policies, and regulatory requirements while managing audits and reporting.</li>
<li>Build repeatable, organized processes and calendars for key HR cycles (open enrollment, merit, audits, compliance milestones).</li>
<li>Drive continuous improvement: identify bottlenecks, pressure-test assumptions, and build better ways of working.</li>
</ul>
Employee Experience &amp; Support
<ul>
<li>Act as a high-EQ, high-touch resource for employees and managers navigating total rewards and HR processes and partner closely with People Partners on the same.</li>
<li>Translate policies and programs into clear, easy to understand language that helps employees feel confident and informed.</li>
<li>Identify themes in employee questions or issues and use that insight to improve processes, clarify resources, or enhance communication.</li>
<li>Partner with teams across the business to strengthen understanding and adoption of people programs, tailoring communication to different audiences.</li>
<li>Use modern tools&mdash;including AI where appropriate&mdash;to elevate clarity, efficiency, and responsiveness in employee support.</li>
<li>Other duties as assigned</li>
</ul>
Leadership Responsibilities
<ul>
<li>Act as a mentor and coach, guiding team members in their professional growth, and providing continuous feedback and conducting regular one-on-one meetings to discuss goals, challenges, and achievements.</li>
<li>Lead by setting a positive example, prioritizing the needs of the team, removing obstacles that hinder their success, and empowering team members by providing the tools, resources, and support they need to excel in their roles.</li>
<li>Identify and nurture individual varying strengths and specialized abilities to foster career development and job satisfaction.</li>
<li>Create and maintain a positive, inclusive, and collaborative work environment, promoting open communication and a sense of belonging within the team.</li>
<li>Set clear expectations and performance goals aligned with the broader organizational strategy, ensuring everyone understands their role in achieving company objectives.</li>
<li>Ensure regular, clear, and transparent communication with the team about organizational updates, changes, and expectations, facilitating open dialogue and encouraging feedback from all team members.</li>
<li>Partner with recruiting in driving recruitment processes to attract top talent, and develop strategies to retain high-performing team members by recognizing achievements and creating opportunities for advancement.</li>
</ul>
Qualifications:
<ul>
<li>Bachelor's degree in a related field required</li>
<li>7+ years of progressive HR experience with significant responsibility in benefits, compensation, and HR Operations with multi-state employer(s); prior experience in a leadership role preferred.</li>
<li>Experience supporting or overseeing benefits and rewards outside the U.S., or demonstrated ability to learn and navigate international nuances in partnership with vendors and local experts.</li>
<li>Deep understanding of benefits programs (healthcare, retirement plans, etc.) and experience managing retirement plan audits, including collaboration with external auditors and internal stakeholders.</li>
<li>Expertise with regulatory requirements (e.g., FMLA, FLSA, ERISA, ACA, HIPPA).</li>
<li>Strong analytical skills with the ability to interpret data, spot patterns, and translate insights into practical recommendations.</li>
<li>Strong communication and stakeholder-management skills, including the ability to present to executives and translate complex benefits and compensation information into clear, human language for audiences without deep subject expertise.</li>
<li>High emotional intelligence with a track record of delivering thoughtful, supportive employee guidance.</li>
<li>Insatiable curiosity and a continuous-improvement mindset; you're someone who enjoys rethinking processes and building better ones.</li>
<li>Proven success using AI to streamline work, analyze information, or generate insights.</li>
<li>Excellent judgment and emotional intelligence; you know when to lead with structure and when to lead with empathy.</li>
<li>A service mindset: you understand that employees rely on you to help make the complex feel easy.</li>
<li>Experience with HRIS systems (e.g. Rippling, Awardco, Lattice, etc.) and a passion for systems thinking.</li>
<li>Comfort balancing strategy and execution&mdash;some days you're designing benefits strategies, other days you're rolling up your sleeves to fix a workflow.</li>
</ul><div>
EEO

Follett Software provides equal employment opportunities to applicants and employees without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, protected veteran status, or disability. We are committed to providing reasonable accommodations to, among others, individuals with disabilities and disabled veterans. If you are interested in applying for employment and need assistance or an accommodation in the application process due to a disability, please contact us by email and let us know the nature of your request and your contact information.

 Email: recruiting@follettsoftware.com

CCPA Notice for California Residents: https://follettsoftware.com/wp-content/uploads/2024/10/Notice-to-California-Applicants.pdf</div></div>

Manager, Total Rewards & People Operations

People People

<div>Position: HR Business Partner Location: Chicago &ndash; In Person
Are you the kind of HR professional who lights up when employees feel supported, leaders feel empowered, and culture thrives?
Our client is searching for a people-first, culture-obsessed HR Business Partner to join their growing team - and this isn't just any HR role. This is a career-launching opportunity, complete with mentorship and a clear path to become a Director of HR in the next couple of years, guided by a seasoned Strategic HR Director who's ready to pass on everything you need to set you up for success. If you're serious about this position and meet the qualifications, those sending a thoughtful cover letter explaining why and what you can bring to the table will most definitely be considered first &ndash; we'd like to get to know you a little before we speak!
This team is all about collaboration, growth, and making work a place people genuinely love. If you're someone who's organized yet earnest, proactive yet approachable - and you get a thrill out of problem solving - keep reading. This could be the best move you make.
What You'll Be Doing:<ul><li>
Shape the culture every day by nurturing a workplace that's inclusive, energizing, and rooted in the principles and the success of the business.</li><li>
Learn the business of the business to align company goals and outcomes with people strategies.</li><li>
Be the trusted point of contact for employees and leaders alike - offering support, insight, and a personal touch.</li><li>
Drive employee engagement efforts that spark connection, motivation, and long-term commitment - with the support of your Strategic HR Director.</li><li>
Help recruit top talent by crafting thoughtful job postings, screening with care and culture in mind, and helping hiring managers build strong, diverse teams.</li><li>
Own onboarding like a pro - ensuring every new hire feels confident, connected, and excited from day one &ndash; and that everything is handled as they're welcomed into the fold.</li><li>
Co-develop standout benefits programs that reflect care and competitiveness, while overseeing day-to-day benefits administration.</li><li>
Handle employee relations with empathy, fairness, and clarity, creating a safe space for resolution, feedback, and growth.</li><li>
Answer everyday HR questions from &quot;how do I update my benefits?&quot; to &quot;Can you help me understand this policy&quot; with patience, precision, and empathy.</li><li>
Keep things running smoothly by managing documentation related to FMLA, ADA, Workers' Comp, VOEs, and more.</li><li>
Collaborate with leadership to offer people smart insights that influence decision-making and organizational development.</li><li>
Continuously improve processes to help make HR even more efficient, engaging, and impactful.</li><li>
All with the support and mentorship of a Strategic HR Director who is invested in your success.</li></ul>
What Skills You Need to Bring With You:<ul><li><ul><li>
3&ndash;5+ years of well-rounded HR experience (generalist or business partner roles preferred). If you've done a little of everything HR related, it would be a great launchpad for you in this role.</li><li>
A bachelor's degree, ideally with an HR or related focus. SHRM certification would also be considered a plus.</li><li>
Solid knowledge of HR compliance, employee relations, and full-cycle recruiting &ndash; as well as being inquisitive enough to immerse yourself in the business of the business.</li><li>
Exceptional communication skills - you're easy to talk to, clear, emotionally intelligent, and really invested in the success of the people you support.</li><li>
Curiosity and initiative - you're the kind of person who sees a challenge and says, &quot;Let's figure it out.&quot;</li><li>
Superhuman organizational skills - you can juggle priorities without dropping the ball and do it with a smile.</li><li>
Passion for culture and the employee experience - you believe that when people thrive, companies do too.</li></ul></li><li>
Familiarity with HRIS platforms and modern HR tools is a definite plus along with solid technology skills.</li></ul>
Why You'll Love Working Here:<ul><li>
You'll have real influence and the opportunity to shape the employee experience from the inside out.</li><li>
This is a people-first workplace that balances hard work and drive with fun &ndash; but with a healthy respect for your personal time.</li><li>
Your ideas and input will matter - and they'll help shape a growing company's future.</li><li>
You'll have a front-row seat to your own professional growth, with a clear path to HR leadership.</li><li>
Did we mention the people? You'll be surrounded by smart, kind, motivated teammates and leadership.</li></ul>
Your Care Package Includes:
A competitive salary, great benefits, and the kind of work environment where people genuinely enjoy showing up fully each day. If this sounds just the role for you, send us your resume and a thoughtful cover letter about why this opportunity feels like the right one for you - we're excited to hear from you!</div>

HR Business Partner

Daniels Health

<div><div>We&rsquo;re implementing Workday across HCM, Payroll, Benefits, Absence, Time Tracking, Talent, Advanced Compensation, Learning and Expenses. This role sits at the heart of that transformation. As our HRIS Analyst, you&rsquo;ll be a frontline champion during go live and a trusted system expert long after deployment. You&rsquo;ll help teams navigate the new system, troubleshoot issues, configure changes and shape how Workday supports the full employee lifecycle.</div>
<h3 class="jobSectionHeader">Key role focus</h3><ul><li>
Serve as the first point of contact for Workday issues during go live, including access, workflow and data concerns.</li><li>
Monitor system performance, identify issues quickly and resolve or escalate while keeping stakeholders informed.</li><li>
Support user communication and create training materials that help teams adapt to Workday with confidence.</li><li>
Act as the subject expert across Workday modules including Core HCM, Benefits, Compensation, Time Tracking, Talent, Learning, Absence, Payroll and Expenses.</li><li>
Configure business processes, reporting, security roles, integrations and system updates.</li><li>
Manage changes to business processes and integrations and ensure security groups align with governance and audit requirements.</li><li>
Lead or participate in Workday upgrade cycles, regression testing and user acceptance testing.</li><li>
Conduct regular data audits, lead data cleansing efforts and complete root cause analysis to prevent recurring issues.</li><li>
Develop and maintain reports and dashboards that support HR and business decision making.</li><li>
Produce compliance reporting and support regulatory needs.</li><li>
Partner with HR, IT and business leaders to improve adoption and ensure Workday delivers value.</li><li>
Provide training, documentation and ongoing support to help users build confidence in the system.</li><li>
Stay current with Workday updates and propose, test and implement enhancements, automation and process improvements.</li></ul><h3 class="jobSectionHeader">
What we are looking for</h3><ul><li>
Workday HCM certification or accreditation.</li><li>
At least three years as a Workday HRIS Analyst or in a similar role.</li><li>
At least three years of HR experience with strong understanding of core HR processes and data.</li><li>
Strong knowledge of HRIS configuration, data hygiene and HCM processes.</li><li>
Experience supporting system rollouts, upgrades or major configuration projects.</li><li>
Strong analytical and problem solving skills with attention to detail.</li><li>
Confident communicator who can work across HR, IT and business teams.</li><li>
Ability to manage multiple priorities in a fast paced environment and join occasional global calls.</li><li>
Experience with additional Workday modules, reporting tools such as Power BI or Tableau, and integrations or data migration.</li></ul><div>
Actual compensation within this range will depend on factors unique to each candidate, such as prior experience, skill, certifications, and work location. Pay variations by location reflect local conditions and differences in the cost of labor.</div><div>
At Daniels Health, we are committed to supporting our employees&rsquo; well-being, work-life balance, and career growth through a comprehensive benefit package. Eligible employees enjoy benefits such as medical, dental, and vision insurance, retirement savings plans with company match contributions, paid vacation and sick time, wellness resources, life insurance, and professional development opportunities.&rdquo;</div><div>
Daniels Health &amp; Sharpsmart is an equal opportunity employer. In accordance with anti-discrimination law, it is the purpose of this policy to effectuate these principles and mandates. Daniels Health &amp; Sharpsmart prohibit discrimination and harassment of any type and affords equal employment opportunities to employees and applicants without regard to race, color, religion, sex, age, national origin, disability status, protected veteran status, or any other characteristic protected by law. Daniels Health &amp; Sharpsmart conforms to the spirit as well as to the letter of all applicable laws and regulations.</div>

We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us.</div>

HRIS Analyst Workay

<div>
 
 We&rsquo;re implementing Workday across HCM, Payroll, Benefits, Absence, Time Tracking, Talent, Advanced Compensation, Learning and Expenses. This role sits at the heart of that transformation. As our HRIS Analyst, you&rsquo;ll be a frontline champion during go live and a trusted system expert long after deployment. You&rsquo;ll help teams navigate the new system, troubleshoot issues, configure changes and shape how Workday supports the full employee lifecycle.
 
 
 
 
 
 
 Key role focus
 
 <ul>
 <li>
 Serve as the first point of contact for Workday issues during go live, including access, workflow and data concerns
 </li>
 <li>
 Monitor system performance, identify issues quickly and resolve or escalate while keeping stakeholders informed
 </li>
 <li>
 Support user communication and create training materials that help teams adapt to Workday with confidence
 </li>
 <li>
 Act as the subject expert across Workday modules including Core HCM, Benefits, Compensation, Time Tracking, Talent, Learning, Absence, Payroll and Expenses
 </li>
 <li>
 Configure business processes, reporting, security roles, integrations and system updates
 </li>
 <li>
 Manage changes to business processes and integrations and ensure security groups align with governance and audit requirements
 </li>
 <li>
 Lead or participate in Workday upgrade cycles, regression testing and user acceptance testing
 </li>
 <li>
 Conduct regular data audits, lead data cleansing efforts and complete root cause analysis to prevent recurring issues
 </li>
 <li>
 Develop and maintain reports and dashboards that support HR and business decision making
 </li>
 <li>
 Produce compliance reporting and support regulatory needs
 </li>
 <li>
 Partner with HR, IT and business leaders to improve adoption and ensure Workday delivers value
 </li>
 <li>
 Provide training, documentation and ongoing support to help users build confidence in the system
 </li>
 <li>
 Stay current with Workday updates and propose, test and implement enhancements, automation and process improvements
 
 </li>
 </ul>
 
 
 
 
 What we are looking for
 
 <ul>
 <li>
 Workday HCM certification or accreditation
 </li>
 <li>
 At least three years as a Workday HRIS Analyst or in a similar role
 </li>
 <li>
 At least three years of HR experience with strong understanding of core HR processes and data
 </li>
 <li>
 Strong knowledge of HRIS configuration, data hygiene and HCM processes
 </li>
 <li>
 Experience supporting system rollouts, upgrades or major configuration projects
 </li>
 <li>
 Strong analytical and problem solving skills with attention to detail
 </li>
 <li>
 Confident communicator who can work across HR, IT and business teams
 </li>
 <li>
 Ability to manage multiple priorities in a fast paced environment and join occasional global calls
 </li>
 <li>
 Experience with additional Workday modules, reporting tools such as Power BI or Tableau, and integrations or data migration
 
 </li>
 </ul>
 
 
 
 
 
 
 
 Daniels Health &amp; Sharpsmart is an equal opportunity employer. In accordance with anti-discrimination law, it is the purpose of this policy to effectuate these principles and mandates. Daniels Health &amp; Sharpsmart prohibit discrimination and harassment of any type and affords equal employment opportunities to employees and applicants without regard to race, color, religion, sex, age, national origin, disability status, protected veteran status, or any other characteristic protected by law. Daniels Health &amp; Sharpsmart&nbsp; conforms to the spirit as well as to the letter of all applicable laws and regulations.
 
 
 
 
 We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us.
 
 
 
 
 Actual compensation within this range will depend on factors unique to each candidate, such as prior experience, skill, certifications, and work location. Pay variations by location reflect local conditions and differences in the cost of labor.
 
 
 At Daniels Health, we are committed to supporting our employees&rsquo; well-being, work-life balance, and career growth through a comprehensive benefit package. Eligible employees enjoy benefits such as medical, dental, and vision insurance, retirement savings plans with company match contributions, paid vacation and sick time, wellness resources, life insurance, and professional development opportunities.&rdquo;
 
</div>

Angi

<div><div>At Angi&reg;, we've had one simple mission for 30 years: get jobs done well. We make it happen by connecting homeowners with reliable pros who have the skills they need &mdash; and connecting pros with homeowners who have the jobs they want.

Angi at a glance:
<ul>
<li>Homeowners have turned to Angi for more than 300 million projects</li>
<li>1,000+ home service tasks covered</li>
<li>2,800 employees worldwide</li>
</ul>
Why join Angi:

Angi&reg; is defining the future of the home services industry, creating an environment where homeowners, pros, and employees benefit from more jobs done well.

For homeowners, our platform is a reliable way to find skilled pros. For pros, we're a reliable business partner who helps them find the winnable work they want, when they want. For employees, we're an amazing place to call home. We can't wait to welcome you.</div>
About the team

The People Ops team at Angi partners across all areas of the business, supporting leaders and employees through both day-to-day people needs and long-term organizational strategy. The team is focused on driving engagement, supporting growth, and helping the company navigate change through thoughtful people practices. They work closely with leaders across functions to align people, process, and culture in support of the business.

While this is a remote position, we are a global company and are looking for applicants located in eastern or central time zones to align with our team's working hours.

What you'll do

Angi is looking for a Senior HR Business Partner to join the People Ops team. We are looking for someone who is strategic and data-driven to partner with our leaders at all levels within the organization to implement people-based initiatives to achieve both business and HR strategies. This role will partner primarily with our Corporate teams (Marketing, Accounting &amp; Finance, Legal, Corporate Communications, Facilities), as well as a subset of our PTUD (Product, Tech, UX, and Data) organization.
<ul>
<li>Build strong, trusted relationships with business leaders to create and execute on organizational and people strategies</li>
<li>Partner with leaders to evaluate and positively impact organizational health utilizing data such as survey scores, turnover data, promotion rates etc.</li>
<li>Support evolving global teams through growth and change</li>
<li>Interpret and provide guidance to leaders utilizing qualitative and quantitative data</li>
<li>Drive performance management initiatives to ensure engagement and retention of top performers.</li>
<li>Design and implement organizational or enterprise-wide solutions</li>
<li>Build processes and standards to ensure efficient and effective people operations</li>
<li>Collaborate closely with COE Partners to deliver work to leaders, organization and total company</li>
<li>Investigate escalated employee concerns and resolve employee relations issues; provide recommendations and guidance to the business</li>
<li>Provide policy guidance and interpretation</li>
<li>Develop and provide training on HR-related topics</li>
<li>Mitigate risk to the organization and ensure compliance with state, federal, and global regulations</li>
</ul>
Who you are
<ul>
<li>Bachelor's degree or equivalent work experience</li>
<li>4 - 5+ years of HRBP experience in a fast-paced and high-growth environment, global experience is a plus</li>
<li>Ability to review, analyze and tell a story with data so as to influence and drive the business</li>
<li>Strong working knowledge of employment laws and HR best practices and practical application in the workplace</li>
<li>Must be willing and able to flex between high-level, strategic thinking to diving deep and hands-on execution</li>
<li>Must be self-driven and able to work autonomously</li>
<li>Focus on agility and working effectively with different people, departments and levels within the organization</li>
<li>Demonstrated history of influencing senior level business leaders to adopt best practices in HR; dynamic interpersonal skills including influencing, coaching, facilitations, and conflict resolution</li>
<li>Compelling and naturally persuasive communicator with the ability to influence direction of the ultimate outcome in a collaborative manner; ability to communicate decisions in a style that reflects a team-oriented culture</li>
<li>Demonstrated competence in supporting multiple projects simultaneously with a solid orientation on results and effective program management</li>
<li>Strong written and verbal communications skills, and executive presence</li>
</ul>
We value diversity

We know that the best ideas come from teams where diverse points of view uncover new solutions to hard problems. We welcome and value individuals who bring diverse life experiences, educational backgrounds, cultures, and work experiences.

Compensation &amp; Benefits
<ul>
<li>The salary band for this position ranges $90,000 - $130,000 commensurate with experience and performance. Compensation may vary based on factors such as cost of living.</li>
<li>This position will be eligible for a competitive year end performance bonus &amp; equity package.</li>
<li>Full medical, dental, vision package to fit your needs</li>
<li>Flexible vacation policy; work hard and take time when you need it</li>
<li>Pet discount plans &amp; retirement plan with company match (401K)</li>
<li>The rare opportunity to work with sharp, motivated teammates solving some of the most unique challenges and changing the world</li>
</ul>
#LI-Remote</div>

Sr HR Business Partner, Corporate

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