human resources coordinator Jobs in Atlanta

human resources coordinator

hr business partner

hr business partner - corporate & commercial Jobs in Atlanta

hr business partner - corporate & commercial

hr employee relations consultant sr. Jobs in Atlanta

hr employee relations consultant sr.

human capital consultant

senior human resources business partner

Veritiv

<div>
 Atlanta -Hybrid. Seeking a Strategic HR Partner&mdash;Empower People, Drive Strategy, and Deliver Impact Across Our Commercial Business.
 
 
 
 Job Purpose
 
 
 
 Our Senior HR Business Partner (HRBP) will serve as a strategic partner and consultant to the business unit leaders and management teams, aligning HR strategies with business objectives to drive organizational performance. This role will provide expertise in areas such as talent management, organizational development, employee relations, performance management, and HR policy implementation.
 
 
 
 Job Responsibilities
 
 
 
 <ul>
 <li>
 Partner with business leaders to understand their strategic goals and develop HR strategies to support these objectives.
 </li>
 <li>
 Provide insights and recommendations to improve organizational effectiveness and performance.
 </li>
 <li>
 Serve as a trusted advisor on HR-related matters, including workforce planning, succession planning, and change management.
 </li>
 <li>
 Partner with Talent Acquisition team ( COE) in efforts to ensure the organization attracts and retains top talent.
 </li>
 <li>
 Help implement and communicate the organization's talent management programs, including performance reviews, career development, and succession planning.
 </li>
 <li>
 Identify and address skill gaps within the organization through targeted training and development initiatives.
 </li>
 <li>
 Lead the performance management process, including setting performance standards, conducting performance reviews, and developing performance improvement plans.
 </li>
 <li>
 Provide coaching and feedback to managers and employees to drive high performance and development.
 </li>
 <li>
 Analyze performance data to identify trends and develop strategies for improvement.
 
 
 </li>
 </ul>
 
 Additional Responsibilities &amp; Qualifications
 
 
 
 <ul>
 <li>
 Ensure compliance with all federal, state, and local employment laws and regulations.
 </li>
 <li>
 Develop, implement, and communicate HR policies and procedures to ensure consistency and compliance across the organization.
 </li>
 <li>
 Conduct regular audits of HR practices and processes to identify areas for improvement and ensure alignment with best practices.
 </li>
 <li>
 Conduct organizational assessments to identify areas for improvement and develop action plans to address gaps.
 
 
 </li>
 </ul>
 
 Work Experience
 
 
 
 <ul>
 <li>
 5-10 years of related job experience.
 </li>
 <li>
 Ability to manage multiple projects, work under pressure, and adapt to sudden changes in the work environment.
 </li>
 <li>
 Ability to work quickly and efficiently.
 </li>
 <li>
 Excellent verbal, written, people, and diplomacy skills are required.
 </li>
 <li>
 Experienced in providing leadership to others regarding work related systems, processes, and challenges.
 </li>
 <li>
 Experience of planning, managing and organizing resources within short/medium timescales within the overall policy framework.
 </li>
 <li>
 Proficient with Microsoft Office Suite.
 </li>
 <li>
 Strong customer service skills (friendly, courteous and helpful).
 </li>
 <li>
 Strong planning and organization skills are required.
 
 
 </li>
 </ul>
 
 Education
 
 
 
 <ul>
 <li>
 Bachelor's Degree
 </li>
 <li>
 Master's Degree Preferred
 </li>
 <li>
 Senior Professional in Human Resources (SPHR) - Human Resources Certification Institute (HRCI)
 
 
 </li>
 </ul>
 
 What We Offer
 
 
 
 <ul>
 <li>
 Engaging and inclusive culture with employee-led Employee Resource Groups, Veritiv Cultural Alliance, recognition platform, etc.
 </li>
 <li>
 Extensive training opportunities, professional development programs, career pathing, and mentorship opportunities.
 </li>
 <li>
 Collaborative atmosphere with our customers and suppliers to create healthier, safer and more sustainable communities through our responsible operations and innovative solutions.
 </li>
 <li>
 Healthcare benefits, 401k, paid time off and tuition reimbursement.
 
 
 </li>
 </ul>
 
 About Veritiv
 
 
 
 Together with its subsidiaries, Veritiv is the leading full-service provider of packaging solutions. Veritiv also provides JanSan, hygiene, print and publishing products and services. Veritiv serves customers in a wide range of industries, through team members around the world helping shape the success of its customers. For more information, visit www.veritiv.com and connect with the Company on LinkedIn.
 
 
 Veritiv is an Equal Opportunity/Affirmative Action employer.
 
 
 EEO Policy US | EEO Policy Mexico
 
 
 This description does not attempt to define the job's essential functions as defined by applicable disabilities law.
</div>

Senior Human Resources Business Partner

State of Georgia

<div><div>Additional Information
</div><ul><li>Agency Logo:</li>
<li>Requisition ID: HUM026P</li>
<li>Number of Openings: 1</li>
<li>Advertised Salary: $100,000 (N)</li>
<li>Shift: Day Job</li>
<li>Posting End Date: Sep 23, 2025</li></ul></div>
 <div>HRM011, Human Resources Sr Manager (pay grade N)
&ldquo;Senior HR Operations Mgr&rdquo;
Job Salary: $100,000
Description of Duties: Directs and coordinates human resource management and/or human resource development activities of an organization to maximize the strategic use of human resources. Maintains functions such as employee compensation, recruitment, policy development, and regulatory compliance. Oversees the development and implementation of human resources policies. Directs subordinate managers and staff.
Job Specific Duties: The Senior HR Operations Manager oversees the execution and continuous improvement of HR processes, transactions, and systems to ensure accuracy, efficiency, and compliance. This role is responsible for the oversight of day-to-day HR operations, analyzing workforce data, and developing dashboards and metrics to provide actionable insights. The Senior HR Operations Manager partners closely with HR leadership and business units to drive operational excellence, support data-driven decision-making, and enhance the employee experience.
Key Responsibilities:<ul><li> Manage and monitor HR transactions including onboarding, offboarding, job changes, compensation updates, leave administration, and benefits processing.</li><li> Ensure accuracy, timeliness, and compliance of all HR data and transactions within HRIS and related systems.</li><li> Oversee HR data integrity, conduct audits, and implement process improvements to reduce errors and streamline workflows.</li><li> Design, build, and maintain HR dashboards and reports to track key workforce metrics (e.g., headcount, turnover, time-to-fill, diversity, engagement, leave utilization).</li><li> Analyze HR data to identify trends, risks, and opportunities; present insights and recommendations to HR leadership and business stakeholders.</li><li> Partner with IT teams to optimize data access, system functionality and reporting capabilities.</li><li> Develop and maintain standard operating procedures (SOPs) for HR operational processes.</li><li> Support compliance with federal, state, and local employment regulations, as well as internal policies.</li><li> Lead or support special HR projects such as process automation, system implementations, and organizational initiatives.</li></ul>
MINIMUM QUALIFICATIONS
The selected candidate must meet the advertised minimum qualifications to include State Entry Qualifications as well as Agency Specific Minimum Qualifications 
STATE ENTRY QUALIFICATIONS:<ul><li> High school diploma/GED and four (4) years of managerial or supervisory experience in human resources;</li><li> OR two (2) years of experience required at the lower level Mgr, Human Resources (HRM010) or position equivalent.</li></ul>
Note: An equivalent combination of knowledge, education, job or intern experience, training, or certifications that provides the necessary knowledge and skills to successfully perform the job at the level listed may be substituted year-over-year.
AGENCY MINIMUM QUALIFICATIONS:<ul><li> Bachelor&rsquo;s degree in Human Resources, Business Administration, or related field required</li><li> 5+ years of progressive experience in HR operations, HRIS, or HR data analysis.</li><li> Strong knowledge of HR processes, employment regulations, and compliance standards.</li><li> Proficiency in HRIS systems (e.g., Workday, Oracle, SAP, UKG) and advanced reporting/analytics tools (e.g., Power BI, Tableau, Excel).</li><li> Demonstrated ability to analyze complex data, create dashboards, and provide actionable insights.</li><li> Excellent organizational skills with strong attention to detail and process improvement mindset.</li><li> Strong communication and stakeholder management skills, with the ability to explain data findings in a clear, actionable way.</li><li> Commitment to providing quality customer service</li><li> Analytical Thinking &amp; Problem-Solving</li><li> Process &amp; Data Integrity Focus</li><li> Collaboration &amp; Relationship Building</li><li> Change Management &amp; Adaptability</li><li> Confidentiality &amp; Professional Integrity</li></ul><div></div><div> 
</div>AGENCY PREFERRED QUALIFICATIONS:<ul><li> Possession of a Master&rsquo;s degree</li><li> Leadership experience managing HR teams or HR operations</li></ul><div>
</div>IMPORTANT INFORMATION FOR ALL GDOT JOBS
The interview is just one part of the overall selection process and is not the only criteria used to make the final selection. In addition to the interview, the final selection is based on the applicant&rsquo;s work history and performance (documented in HR and/or Office files), PeopleSoft/employee status (i.e. rehire code), employee performance reviews, personnel file review (HR &amp; Office Files), criminal background check, employment reference checks (including references and commendations from Managers and other relevant documentation) and, for supervisory positions, demonstrated leadership skills based on past and current work history will be considered.
Good Employment Standing:
In accordance with the Interview and Selection Process (ISP), an applicant must have no active disciplinary actions to be in good employment standing. Actions that may disqualify an applicant include letters of reprimand (active for 12 months after issuance date); suspension without pay or disciplinary demotion (active for 12 months from the effective date); Performance Improvement Plans (PIP) and Leave Restriction Plans (active until 12 months after the date of conclusion). In addition, an employee must have an overall ePerformance rating score of three (3) or higher on their most current evaluation. Please note that Memorandums of Concern are not considered disqualifying factors. Human Resources may remove any employee from consideration for selection who is pending a disciplinary action; however, if the action is resolved in the employee&rsquo;s favor, he or she will be allowed to compete.
THIS IS AN INTERNAL AND EXTERNAL JOB ANNOUNCEMENT
THIS IS AN UNCLASSIFIED POSITION.
THE SELECTED APPLICANT FOR THE POSITION WILL BE SUBJECT TO A REFERENCE CHECK AND CRIMINAL BACKGROUND CHECK, WHERE APPLICABLE
PLEASE INCLUDE ALL RELEVANT JOB INFORMATION ON THE APPLICATION FOR
CONSIDERATION. ALL APPLICATIONS WILL BE PRESCREENED.
UPON PROMOTION, THE SELECTED CANDIDATE WILL RECEIVE 10% or THE GDOT JOB SPECIFIC MINIMUM SALARY, WHICHEVER IS GREATER.
GDOT IS AN EQUAL OPPORTUNITY EMPLOYER
<div>High school diploma/GED and four (4) years of managerial or supervisory experience in human resources; or two (2) years of experience required at the lower level Mgr, Human Resources (HRM010) or position equivalent. Note: An equivalent combination of knowledge, education, job or intern experience, training, or certifications that provides the necessary knowledge and skills to successfully perform the job at the level listed may be substituted year-over-year.</div></div>

Human Resources - HRM011, Mgr 2, Human Resources "Senior HR Operations Mgr" (pay grade N) - Atlanta, GA

Cotulla Education

<div><div>Training Tomorrow's Technicians to Become Skilled, Employable, and Essential

ABOUT US - Big Changes, Better Benefits - Join us today!

 At Cotulla Education, home to the Aviation Institute of Maintenance, Centura College, and Tidewater Tech, we are dedicated to transforming lives through hands-on, career-focused education. Our mission is to empower students to achieve their professional dreams in high-demand fields like aviation, healthcare, information technology, and skilled trades. With experienced faculty providing personalized support, our graduates emerge as future leaders ready to make a significant impact in their communities. Join us in shaping the careers of those who will build and maintain our world and embark on a transformative journey towards a fulfilling career.</div>
Position Purpose 
 
The Senior Director of Human Resources and Employee Relations is a strategic and people-centered leadership role, responsible for guiding and supporting the company's regional HR managers across multiple sites. This leader will ensure consistent HR practices, compliance, and alignment with company goals while serving as a strategic partner for employee relations of employee relations across the organization

In addition to leading, mentoring, and managing a team of Regional HR professionals, this role will focus on creating and sustaining a positive, inclusive, and productive workplace culture. The Senior Director will serve as the go-to advisor for complex employee relations matters, ensuring fair, consistent, and legally sound practices that reinforce employee trust and organizational integrity.

The ideal candidate will bring a strong background in employee relations, conflict resolution, and workplace culture development, paired with strategic HR leadership skills to empower teams and influence outcomes in a dynamic, high-growth environment.

Job Functions, Duties, and Responsibilities
<h3 class="jobSectionHeader">
Employee Relations &amp; Compliance (Core Focus)</h3>
<ul>
<li>Serve as the company's senior-level advisor on employee relations, overseeing escalated and sensitive workplace matters to ensure timely, fair, and compliant resolutions.
</li>
<li>Develop, implement, and continuously improve employee relations strategies, policies, and tools that support consistency across all regions.
</li>
<li>Partner with leaders to foster a workplace culture rooted in trust, accountability, and respect, proactively addressing trends and potential challenges.
</li>
<li>Provide coaching and training to regional HR teams and managers on conflict resolution, investigations, progressive discipline, and performance improvement planning.
</li>
<li>Monitor regional compliance with federal, state, and local labor laws, while driving proactive adjustments to policies and practices.
</li>
</ul><h3 class="jobSectionHeader">Strategic Leadership &amp; Team Management</h3>
<ul>
<li>Lead, mentor, and develop Regional HR Managers, equipping them to effectively manage both day-to-day HR needs and complex employee relations cases.
</li>
<li>Translate corporate HR initiatives into employee-focused regional strategies, ensuring consistent and meaningful implementation.
</li>
<li>Champion a culture of collaboration, transparency, and continuous improvement across the HR function.
</li>
<li>Establish performance metrics for HR and ER effectiveness, using insights to strengthen engagement and reduce employee relations risks.
</li>
</ul>Talent Management &amp; Support
<ul>
<li>Ensure Regional HR Managers provide effective HR cross-functional support to the Talent Acquisition and Onboarding teams, coordinating regional HR processes as needed.</li>
Oversee how Regional HR Managers support recruitment- and onboarding-related HR activities, ensuring compliance and consistent employee experience across campuses. 
<li>
</li>
<li>Guide regional HR Managers in implementing effective performance management processes, talent development initiatives, leadership pipeline, career growth frameworks, and succession planning within their regions.</li>
</ul><h3 class="jobSectionHeader">HR Operations Oversight</h3>
<ul>
<li>Collaborate with benefits, payroll, and HRIS teams to ensure employee relations cases and outcomes are documented and reflected with accuracy and sensitivity.
</li>
<li>Ensure compliance in employment transactions, while supporting processes that consider the employee impact of HR operations.
</li>
</ul><h3 class="jobSectionHeader">Additional Leadership Responsibilities</h3>
<ul>
<li>Build and maintain strong, trust-based relationships with regional leadership, corporate departments, and C-level executives.
</li>
<li>Act as a key liaison between corporate and regional HR teams, ensuring seamless communication and alignment of employee-first practices.
</li>
<li>Lead or contribute to special initiatives focused on workplace culture, employee engagement, and organizational effectiveness.
</li>
</ul>What Makes This Role Unique 
 
This is not just a traditional HR leadership role&mdash;it is an opportunity to shape how employees experience work at every level of the company. The Senior Director of Human Resources &amp; Employee Relations will balance strategy with hands-on influence, ensuring that every policy, process, and interaction reflects our commitment to fairness, respect, and growth.
<h2 class="jobSectionHeader">
Certificates, Licenses, Registrations</h2>

SHRM CP/SCP or CPTD (preferred, but not required)
<div>
<h4 class="jobSectionHeader">Work Schedule</h4>
<ul><li>Full-Time Role: Standard business hours, Monday through Friday 
</li>
<li>This position is primarily remote and the ability to commute to our corporate office located in Virginia Beach, VA once per month is required. Must reside in Eastern Standard Time. 
</li>
<li>This role is anticipated to require some travel</li>
</ul>
What We Offer

The compensation for this position ranges from $125,000 - $150,000 per year, based on experience, qualifications, and other relevant factors. In addition to a competitive base salary, we offer a comprehensive benefits package, including:
<ul>
<li>401(k) and Matching: Secure your future with our competitive retirement savings plan.</li>
<li>Comprehensive Health Coverage: Enjoy Health, Dental, and Vision insurance to keep you and your family healthy.</li>
<li>Life Insurance: Peace of mind with life insurance options.</li>
<li>Parental Leave: Support for new parents during important life transitions.</li>
<li>Paid Time Off: Recharge with paid time off to promote work-life balance.</li>
<li>Employee Assistance Program: Access to resources for personal and professional support.</li>
<li>Tuition Reimbursement: Invest in your future with financial support for further education.</li>
</ul>
</div><div>We are committed to providing a rewarding compensation package that supports both your professional growth and personal well-being
</div><div>
Cotulla Education is a proud equal-opportunity employer. We celebrate diversity and are committed to creating an inclusive environment for all employees. We do not discriminate on the basis of race, religion, color, national origin, gender, sexual orientation, age, marital status, veteran status, disability status, or any other characteristic protected by applicable law. We believe that a diverse workforce contributes to the success of our company and are dedicated to fostering a culture of respect, equity, and inclusion.</div></div>

Senior Director of Human Resources and Employee Relations

City of Atlanta

<div>
 
 Job Description
 
 
 
 
 Posting expires: 9/22/2025
 
 
 
 
 Salary: $75,000.00
 
 
 
 
 General Description and Classification Standards:
 
 
 
 Works closely with management in the implementation of City policies related to human resources, organizational and employee development within assigned City department(s). This is an experienced, professional level capable of carrying out most assignments typical of the profession with limited guidance or review. This level would be considered a promotional level and attainable by any incumbents in a work group who demonstrate the necessary knowledge, ability, and performance. Could be the only professional in this specialty in a work group.
 
 
 
 Supervision Received:
 
 
 
 Performs work under general supervision with review and advice from manager or a senior level professional. Work methods and assignment results are typically reviewed by a more experienced professional or a manager prior to final action.
 
 
 
 Essential Duties and Responsibilities:
 
 
 
 
 These are typical responsibilities for this position and should not be construed as exclusive or all inclusive.
 
 
 
 <ul>
 <li>
 Works closely with management in the implementation of City policies related to human resources, organizational and employee development within assigned City department(s).
 </li>
 <li>
 Consults with employees and managers to address root causes of human resources issues, attempting to resolve employee relations issues with a systemic approach.
 </li>
 <li>
 Participates in City-wide programs and initiatives such as salary reviews, workforce planning, organizational changes.
 </li>
 <li>
 Assists senior management in development of solutions through organizational development and cultural and process-oriented perspectives.
 </li>
 <li>
 Demonstrates skills and abilities in coaching, influencing, facilitation, presentation, communication and process development.
 </li>
 <li>
 Applies organizational policies.
 </li>
 <li>
 May interpret organizational policies and recommend exceptions.
 </li>
 <li>
 Routinely provides work group leadership, guidance, and/or training to less experienced support staff.
 </li>
 <li>
 May perform other duties as assigned.
 
 
 </li>
 </ul>
 
 The above statements reflect the general duties, responsibilities and competencies considered necessary to perform the essential duties and responsibilities of the job and should not be considered as a detailed description of all the work requirements of the position. COA may change the specific job duties with or without prior notice based on the needs of the organization.
 
 
 
 
 Knowledge Skills and Abilities:
 
 
 
 
 This is a partial listing of necessary knowledge, skills, and abilities required to perform the job successfully, it is not an exhaustive list.
 
 
 
 <ul>
 <li>
 Good working knowledge of Human Resources including employment, compensation, benefits, employee relations, equal employment opportunity, organizational development, affirmative action, HRIS and health and safety services programs.
 </li>
 <li>
 In-depth knowledge of department policies, processes and organizational structure.
 </li>
 <li>
 Strong planning, organizational, presentation and interpersonal skills.
 </li>
 <li>
 Strong influencing and facilitation skills.
 </li>
 <li>
 Strong Microsoft Office and database skills.
 </li>
 <li>
 Ability to coach, influence and facilitate solutions.
 </li>
 <li>
 Ability to analyze situations and processes and suggest/sell process improvement solutions.
 
 
 </li>
 </ul>
 
 Minimum Qualifications:
 
 
 
 Education and Experience - Bachelor&rsquo;s degree in Human Resources, business or related field (Equivalent professional experience may be considered for substitution for the required degree on an exception basis). Two to three (2-3) years of HR generalist experience. Some project management experience. This job requires mandatory in office work only.
 
 
 Licensures and Certifications - None required. PHR or SPHR preferred.
 
 
 Preferred Requirements - Bachelor&rsquo;s degree in Human Resources, business or related field (Equivalent professional experience may be considered for substitution for the required degree on an exception basis) with two to three (2-3) years of HR generalist experience. Some project management experience.
 
 
 
 Work Environment:
 
 
 
 Required physical, lifting, and sensory capabilities are requirements to perform the job successfully. Typical environmental conditions associated with job.
 
 
 
 Lifting Requirements:
 
 
 
 Sedentary work : Exerting up to 10 pounds of force occasionally and/or negligible amount of force frequently or constantly to lift, carry, push, pull or otherwise move objects, including the human body.
 
 
 Light work: Exerting up to 20 pounds of force occasionally, and/or up to 10 pounds of force to move objects.
 
 
 Medium work: Exerting up to 50 pounds of force occasionally, and/or up to 30 pounds of force frequently, and/or up to 10 pounds of force constantly to move objects.
 
 
 Heavy work: Exerting up to 100 pounds of force occasionally, and/or up to 50 pounds of force frequently, and/or up to 20 pounds of force constantly to move objects.
 
 
 Very heavy work: Exerting in excess of 100 pounds of force occasionally and/or in excess of 50 pounds of force frequently, and/or in excess of 20 pounds of force constantly to move objects. [SR1]
 
 
 
 It is the policy of the City of Atlanta (&ldquo;COA&rdquo;) that qualified individuals with disabilities are not discriminated against because of their disabilities regarding job application procedures, hiring, and other terms and conditions of employment. It is further the policy of the COA to provide reasonable accommodations to qualified individuals with disabilities in all aspects of the employment process. The COA is prepared to modify or adjust the job application process or the job or work environment to make reasonable accommodations to the known physical or mental limitations of the applicant or employee to enable the applicant or employee to be considered for the position he or she desires, to perform the essential functions of the position in question, or to enjoy equal benefits and privileges of employment as are enjoyed by other similarly situated employees without disabilities, unless the accommodation will impose an undue hardship. If reasonable accommodation is needed, please contact the Human Resources Director for your department.
 
 
 
 
 The City of Atlanta is an Equal Opportunity Employer and does not unlawfully discriminate on the basis of race, color, religion, age, disability, sex, sexual orientation, ender identity, marital status, veteran&rsquo;s status or national origin, or any other basis prohibited by federal, state, or local law. We value and encourage diversity in our workforce.
 
</div>

Human Resources Business Partner

<div>Build your Career with an Industry Leader
As the global leader of premium labels, MCC helps brands stand out in competitive markets and inspire positive consumer experiences. Backed by over a century of printing experience, MCC is focused on the future by developing consumer-driven innovations and sustainable packaging solutions. Working for our team, you can truly make a difference.
The HR Business Partner Commercial &amp; Corporate Functions plays a critical operational role in supporting employees across Commercial, Finance, Legal, IT, Supply Chain, and other enterprise functions. This role ensures consistent execution of HR processes, provides hands-on support for employee relations, and serves as the first point of contact for HR-related inquiries. The HRBP will collaborate closely with Strategic HR Partners to implement people initiatives and maintain a positive employee experience across all levels of the organization.
 Why work at MCC:<ul><li>
Compensation: Competitive Compensation</li><li>
Generous benefits package including medical, dental, vision, disability, life insurance and 401(k)</li><li>
Paid Holidays: New Years, Memorial Day, Fourth of July, Labor Day, Thanksgiving, Day after Thanksgiving, Christmas Eve, Christmas Day, plus two floating Holidays</li></ul>
Responsibilities:
Employee Support &amp; Relations<ul><li>
Serve as the primary HR contact for employees in corporate functions, addressing questions, concerns, and resolving issues in a timely and empathetic manner.</li><li>
Support onboarding, orientation, and offboarding processes to ensure smooth transitions.</li><li>
Manage employee relations cases, conduct investigations, and partner with legal and compliance teams as needed.
</li></ul>HR Process Execution<ul><li>
Administer core HR processes including performance reviews, compensation cycles, promotions, and policy updates.</li><li>
Ensure accurate and timely documentation of employee records and transactions in HRIS systems.</li><li>
Partner with payroll and benefits teams to resolve employee issues and ensure compliance.</li></ul>
Operational Excellence<ul><li>
Monitor and report HR metrics such as turnover, engagement, headcount, turnover, etc.</li><li>
Identify process improvement opportunities and support implementation of operational enhancements</li><li>
Maintain consistency in HR practices across corporate functions and ensure alignment with enterprise policies</li></ul>
Program Implementation<ul><li>
Support rollout of enterprise-wide HR programs (e.g., learning &amp; development, DEI initiatives, wellness campaigns).</li><li>
Coordinate logistics and communications for HR events, training, and campaigns.</li></ul>
 Collaboration &amp; Escalation<ul><li>
Work closely with Strategic HR Partners to escalate complex issues and align talent strategies</li><li>
Partner with HR COEs to deliver consistent support in areas such as talent acquisition, employee development and compliance
</li></ul>Qualifications:
To perform this job successfully, an individual must be able to perform each essential duty at the highest level. Below are the minimum requirements of the education, experience, knowledge, and skills required to competently perform in this position. Reasonable accommodation may be made to enable individuals with disabilities to perform the essential functions.<div> 
</div><ul><li>
Bachelor&rsquo;s degree in human resources, Business Administration, or related field.</li><li>
5+ years of experience in HR operations or generalist roles, preferably supporting corporate functions.</li><li>
Strong interpersonal and problem-solving skills with a customer-service mindset.</li><li>
Proficiency in HRIS systems and Microsoft Office Suite.</li><li>
Ability to manage multiple priorities and maintain confidentiality.</li><li>
Familiarity with employment laws and HR compliance requirements.</li></ul>
Diversity &amp; Inclusion:
Multi-Color is committed to providing equal employment opportunities and prohibits discrimination based on race, color, religion, sex, national origin, age, disability, veteran status, or any other protected characteristic under applicable law. If you need assistance or an accommodation in applying, please contact our Human Resources Department at recruiting@mcclabel.com.
#SD-1
#LI-Remote</div>

HR Business Partner - Corporate & Commercial

AIG Employee Services, Inc.

<div>American International Group, Inc. (AIG) is a leading global insurance organization. AIG member companies provide a wide range of property casualty insurance in approximately 70 countries and jurisdictions. These diverse offerings include products and services that help businesses and individuals protect their assets and manage risks.
We are also committed to making a positive difference for our colleagues and in the communities where we work and live. We encourage colleagues to give back to the causes they care most about, supporting these efforts through our Volunteer Time Off and Matching Grants Programs.
About the role:
AIG is seeking an experienced Global Mobility Manager responsible for managing and executing AIG&rsquo;s Mobility program related to relocation, immigration, and compliance, with a primary focus on the Americas region. This role will ensure seamless employee transitions across borders while maintaining compliance with local and international regulations. The Global Mobility Manager will collaborate with TA, HRBPs, Compensation, Legal, Employee Relations, Finance and Tax, as needed to ensure alignment and mitigate risks.
Reporting to the Head of Global Mobility, the Global Mobility Manager is a key member of the Total Rewards team. This leader will serve as a strategic thought partner to the HR team and Sr. Leaders within AIG. 
Key responsibilities:
<ul><li>Ensure global mobility compliance by managing immigration, tax, legal and regulatory requirements, seeking legal and tax counsel as necessary to mitigate risks and maintain adherence to international tax and labor laws.</li><li>
Provide thoughtful, holistic, and timely mobility consultation to business leaders and other key internal stakeholders in alignment with business strategy; create fit for purpose flexible relocation packages within guidelines and business budgets.</li><li>
Manage the end-to-end global mobility process, including relocation services, immigration, and tax services, together with vendor partners, to ensure an excellent employee experience. Partner with internal stakeholders and external immigration counsel to manage visa petitions and permanent residency.</li><li>
In collaboration with our external immigration partner and HR Ops, create and roll out global RTW governance and guidelines; assist local country HR with the onboarding of our preferred global immigration partner. Provide guidance and periodic training to HR and the Business regarding immigration requirements, guidelines, process and roles and responsibilities.</li><li>
Oversee vendor management and selection, ensuring that all vendor partners are working in alignment with company guidelines and approvals and deliver consistent, high-quality service to AIG and its employees at highly competitive and agreed fees.</li><li>
Continuously drive ongoing operational efficiencies, enhancing guidelines and processes and identifying and leveraging new vendor technology offerings to maximize automation and further limit risks associated with personal data sharing.</li></ul>
Job requirements:
<ul><li>Bachelor&rsquo;s degree in Human Resources, Business Administration, or related field.</li><li>
5+ years of mobility experience, including knowledge of immigration, tax regulations, and global mobility best practices.</li><li>
Experience managing mobility vendor partners.</li><li>
Experience working independently in an environment requiring strong multi-tasking abilities and tight deadlines.</li><li>
Strong business and HR acumen including excellent decision making, problem-solving and critical thinking.</li><li>
Ability to analyze large volumes of data, draw conclusions and make strategic actionable recommendations.</li><li>
Ability to deal with ambiguity and work well under pressure while maintaining attention to detail and accuracy.</li><li>
Superior written and verbal communication skills appropriate for all levels of the organization.</li><li>
Proficiency in Microsoft Office and advanced knowledge of Excel.</li><li>
SHRM, GMS, or CRP Certifications preferred.</li><li>
Knowledge of Workday and mobility software preferred.</li></ul><ul><li>
For positions based in New Jersey, the base salary range is $95,000 to $132,000. For positions based in New York City, the base salary range is $99,000 to $138,000. In addition, the position is eligible for a bonus in accordance with the terms of the applicable incentive plan. In addition, we&rsquo;re proud to offer a range of competitive benefits, a summary of which can be viewed here: US Benefits Overview.</li></ul>
#LI-CY1
At AIG, we value in-person collaboration as a vital part of our culture, which is why we ask our team members to be primarily in the office. This approach helps us work together effectively and create a supportive, connected environment for our team and clients alike.
Enjoy benefits that take care of what matters
At AIG, our people are our greatest asset. We know how important it is to protect and invest in what&rsquo;s most important to you. That is why we created our Total Rewards Program, a comprehensive benefits package that extends beyond time spent at work to offer benefits focused on your health, wellbeing and financial security&mdash;as well as your professional development&mdash;to bring peace of mind to you and your family.
Reimagining insurance to make a bigger difference to the world
American International Group, Inc. (AIG) is a global leader in commercial and personal insurance solutions; we are one of the world&rsquo;s most far-reaching property casualty networks. It is an exciting time to join us &mdash; across our operations, we are thinking in new and innovative ways to deliver ever-better solutions to our customers. At AIG, you can go further to support individuals, businesses, and communities, helping them to manage risk, respond to times of uncertainty and discover new potential. We invest in our largest asset, our people, through continuous learning and development, in a culture that celebrates everyone for who they are and what they want to become.
Welcome to a culture of inclusion
We&rsquo;re committed to creating a culture that truly respects and celebrates each other&rsquo;s talents, backgrounds, cultures, opinions and goals. We foster a culture of inclusion and belonging through learning, cultural awareness activities and Employee Resource Groups (ERGs). With global chapters, ERGs are a cornerstone for our culture of inclusion. The talent of our people is one of AIG&rsquo;s greatest assets, and we are honored that our drive for positive change has been recognized by numerous recent awards and accreditations.
AIG provides equal opportunity to all qualified individuals regardless of race, color, religion, age, gender, gender expression, national origin, veteran status, disability or any other legally protected categories.
AIG is committed to working with and providing reasonable accommodations to job applicants and employees with disabilities. If you believe you need a reasonable accommodation, please send an email to candidatecare@aig.com.<div><div><div><div><div><div><div>
Functional Area:</div></div></div></div></div></div></div>
HR - Human Resources
AIG Employee Services, Inc.</div>

Manager, Global Mobility

<div>Make your mark for patients<div> 
We are looking for a Learning Manager &ndash; US Neurology with experience in sales, implementing and coordinating learning projects, and facilitation to join our US Learning &amp; Development Team. This hybrid role is based in our U.S. Headquarters Office in Smyrna, GA.</div><div></div><div> 
About the role</div><div>
You will create and execute learning experiences that build confidence and competence, to contribute towards an individual's and team&rsquo;s development. You will be accountable for knowing current learning trends and implementing into learning initiatives. You will lead the content development process including alignment, creation, and execution/facilitation that aligns with the overall business strategy.</div><div></div><div> 
Who you&rsquo;ll work with</div><div>
You will partner with key internal stakeholders regarding new hire training, launch preparation, national meeting planning/execution and pull-through. These stakeholders include learners, national/first line sales leaders, marketing leaders, and peer learning managers/leaders.</div><div></div><div> 
What you&rsquo;ll do
</div><ul><li>Engage with participants to successfully lead them to attain learning outcomes during blended learning experiences: face-to-face, virtual sessions</li><li>
Maintain communication with learners for the duration of the course/learning journey</li><li>
Utilize learning systems to monitor, track, and report learning activities &ndash; attendance, performance, learner feedback</li><li>
Oversee the learning environment for classroom setup, course materials, media and co-facilitator coordination</li><li>
Operate with a business owner mindset identifying if content is currently available, can be built internally, or requires external partner assistance</li><li>
Select and negotiate with appropriate external partners</li><li>
Own end to end development and delivery of aligned content</li><li>
Remain current and proficient on business and technological evolutions, (including scientific knowledge) course materials, and facilitation best practice, methods and trends</li><li>
Gather and monitor feedback on content, facilitation and the learning experiences and outcomes</li><li>
Propose innovative solutions based on learning and development expertise, provide insight based on information gathered, and give feedback to the Learning and Development Team for continuous improvement of competency expertise</li><li>
Establish and maintain contacts with people throughout the UCB Learning Function and share best practice knowledge and experience with them to improve facilitation expertise and learning quality throughout the organization</li></ul><div> 
Interested? For this role we&rsquo;re looking for the following education, experience and skills
</div>Minimum:<ul><li>
Bachelor&rsquo;s Degree in Business, Human Resources, Business, Education, Organizational Psychology, Business or experience equivalent.</li><li>
3-5+ years&rsquo; experience in in pharmaceutical/Biotech industry with preference in the Neurology/Epilepsy space.</li></ul>
Preferred:<ul><li>
Experience in sales, implementing and coordinating learning projects, marketing, and facilitation is a plus.</li><li>
Experience working with content creation platforms as a tool for creating, managing, and delivery of training content as well as SharePoint, Microsoft Teams, Microsoft 365, AI platforms and Vyond.</li></ul> 
This positions reasonably anticipated base salary range is $104,800 - $137,600 per year. The actual salary offered
will take into account internal equity and may also vary depending on the candidate&rsquo;s geographic region, job-related
knowledge, skills, and experience, among other factors. 
Are you ready to &lsquo;go beyond&rsquo; to create value and make your mark for patients? If this sounds like you, then we would love to hear from you!
About us 
UCB is a global biopharmaceutical company, focusing on neurology and immunology. We are around 8,500 people in all four corners of the globe, inspired by patients and driven by science.
Why work with us? 
At UCB, we don&rsquo;t just complete tasks, we create value. We aren&rsquo;t afraid to push forward, collaborate, and innovate to make our mark for patients. We have a caring, supportive culture where everyone feels included, respected, and has equal opportunities to do their best work. We &lsquo;go beyond&rsquo; to create value for our patients, and always with a human focus, whether that&rsquo;s on our patients, our employees, or our planet. Working for us, you will discover a place where you can grow, and have the freedom to carve your own career path to achieve your full potential.
UCB is an equal opportunity employer. All employment decisions will be made without regard to any characteristic protected by applicable federal, state, or local law. UCB invites you to voluntarily self-identify during the application process. Provision of self-identification information is entirely voluntary and a decision to provide or not provide such information will not have any effect on your application for employment, your employment with UCB, or otherwise subject you to any adverse treatment. Any information you provide will be considered confidential and will be kept separate from your application and/or personnel file and will only be used in accordance with applicable laws, orders, and regulations. 
 
Should you require any adjustments to our process to assist you in demonstrating your strengths and capabilities contact us on US-Reasonable_Accommodation@ucb.com for application to US based roles. Please note should your enquiry not relate to adjustments; we will not be able to support you through this channel.</div>

Learning Manager Epi/Rare US

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