strategic hr business partner

Harris Health

<div><div><div><p>Community Health Choice, Inc. (Community) is a non-profit managed care organization (MCO), licensed by the Texas Department of Insurance. Through its network of more than 10,000 providers and 94 hospitals, Community serves over 400,000 Members with the following programs:</p><ul><li>Medicaid State of Texas Access Reform (STAR) program for low-income children and pregnant women</li><li>Children&rsquo;s Health Insurance Program (CHIP) for the children of low-income parents, which includes CHIP Perinatal benefits for unborn children of pregnant women who do not qualify for Medicaid STAR</li><li>Health Insurance Marketplace Plans that offer individual health coverage that includes preventive care, emergency services, prescription drugs, and hospitalization available to all, regardless of pre-existing conditions.</li><li>Community Health Choice (HMO D-SNP), a Medicare Advantage Dual Special Needs plan for people with both Medicare and Medicaid that combines Medicare Part A and Part B benefits, Medicare Part D prescription drug coverage, and Medicaid benefits with additional health benefits like dental, vision, transportation, and more.</li></ul><p>
Improving Members' experiences is at the heart of every Community position. We strive every day to make sure that our Members have access to the high-quality health care they need and deserve.</p><p>
Community is accredited by URAC for its health plan operations. We offer care management programs for asthma, diabetes, and high-risk pregnancy. An affiliate of the Harris Health System (Harris Health), Community is financially self-sufficient and receives no financial support from Harris Health or from Harris County taxpayers.</p></div><div><p><b>
JOB SUMMARY</b><br>
The Strategic HR Business Partner (HRBP) at Community Health Choice plays a critical role in shaping and executing talent strategies that enhance the employee experience, support business objectives, and drive organizational success. As a trusted advisor, the HRBP proactively identifies workforce trends and partners with leaders to develop and implement people strategies aligned with Community's mission and values.<br>
<br>
The HRBP ensures data integrity by working closely with the HRIS team to validate and analyze workforce metrics, providing actionable insights that support business decision-making. Additionally, the HRBP develops and delivers presentations to executive leadership, ensuring that data-driven insights effectively guide workforce and business strategies.<br>
<br>
Maintaining a strong understanding of Community's business operations, financial position, and industry trends, the Strategic HRBP provides HR solutions that foster employee engagement, leadership effectiveness, and organizational health.<br>
<br>
<b>JOB SPECIFICATIONS AND CORE COMPETENCIES</b><br>
Strategic HR Consulting &amp; Business Partnership:<br>
Act as a trusted advisor to business leaders, providing expert HR guidance to align workforce strategies with Community's business priorities.<br>
Lead the rollout of key people initiatives, including leadership effectiveness programs, organizational planning, and workforce optimization efforts.<br>
Utilize deep knowledge of HR best practices and business acumen to influence and drive leadership decisions that enhance operational and employee performance.<br>
<br>
Organizational Effectiveness, Change Management &amp; Data-Driven Decision Support:<br>
Partner with leaders to drive organizational health by optimizing workforce structures, role designs, and transformation initiatives.<br>
Advise on change management strategies to foster adaptability and resilience in evolving business environments.<br>
Analyze HR and workforce data to identify trends, risks, and opportunities. Work closely with HRIS to ensure data integrity and develop actionable insights for leadership.<br>
Present workforce analytics on retention, performance, and engagement to support evidence-based decision-making.<br>
<br>
Workplace Culture, Employee Experience &amp; Strategic Engagement:<br>
Champion a culture of respect, accountability, and belonging by driving initiatives that reinforce Community's values.<br>
 Partner with leadership to enhance employee experience through engagement strategies, workplace representation, and equitable workforce practices.<br>
Design and implement programs that promote collaboration, recognition, and a positive work environment.<br>
<br>
Talent Strategy, Leadership Development &amp; Employee Performance:<br>
Partner with leadership to assess and strengthen talent pipelines, ensuring workforce readiness and succession planning.<br>
Collaborate with HR Centers of Excellence (COEs) to execute talent acquisition, total rewards, and professional development initiatives.<br>
Collaborate with Learning and Experience to Guide leaders in performance management strategies, coaching, and career development to foster high-performance teams.<br>
Partner with Learning and Experience providing consultative guidance on engagement surveys and focus groups. Assist with analyzing feedback and develop action plans to enhance employee experience and organizational effectiveness.<br>
<br>
Other Duties as Assigned:<br>
Contribute to departmental goals, process improvements, and special HR initiatives.<br>
Participate in cross-functional projects to enhance HR service delivery.<br>
<br>
<b>QUALIFICATIONS:</b><br>
Education/Specialized Training/Licensure: Bachelor's degree in human resources, Business or Behavioral Science or related field required.<br>
<br>
Master's degree in human resources, Business, or Organizational Development or related field preferred.<br>
<br>
Certification: SHRMP-CP or SCP or HRCI-PHR or SPHR preferred.<br>
<br>
Five (5) years of progressively responsible in HR Consultative role with at least (4) years HR Business Partner experience or equivalent consultative HR role required.<br>
<br>
Equivalent consultative HR roles include HR Generalist, HR Consultant, Employee Relations Specialist, or People Partner roles that involve advising leaders and supporting employee relations or workforce matters; Administrative HR roles, payroll-only, benefits-only, or recruitment-only roles are not considered equivalent required.<br>
<br>
High proficiency with HR Information systems and Microsoft Office (Word, Excel, PowerPoint, Outlook) and HRIS software required.<br>
<br>
Advanced MS Office Skills (Word, Excel, PowerPoint, Outlook) preferred.<br>
<br>
Job Family/Job Title Competencies<br>
Leadership<br>
Analytical Thinking<br>
Coaching<br>
Presentation<br>
<br>
List any additional competencies not indicated above:<br>
Business and Financial Acumen - Demonstrates strong business acumen by understanding organizational practices and processes, communicating confidently across all areas of the business, making recommendations aligned with organizational goals, making decisions that strengthen people capabilities, and clearly using financial concepts and metrics when presenting recommendations or new initiatives.<br>
<br>
Needs Analysis - Continuously monitors HR best practices and aligns recommendations to organizational strategy, evaluates and prioritizes stakeholder needs, conducts internal and external scans to identify short and medium-term barriers and opportunities, identifies gaps between current HR initiatives and business needs, and recommends timely initiatives that address emerging or immediate organizational and stakeholder priorities.<br>
<br>
Data Literacy - Effectively uses relevant data to inform decisions and recommendations, interprets metrics and visualizations to identify patterns and insights, follows established processes to maintain data quality within HR systems, and applies clear storytelling to communicate analysis results and influence business decisions.<br>
<br>
Relationship Building - Builds strong relationships across divisions by proactively connecting with peers, clients, employees, and leaders, acts as a network broker who facilitates meaningful connections, influences and builds support through impact, values good ideas from any source, identifies opportunities to increase efficiencies for internal and external stakeholders, and fosters an environment where others feel empowered to step into leadership when appropriate.<br>
<br>
Problem Solving - Demonstrates strong decision-making capability by using a broad range of information sources, investing time in planning and analysis, leveraging hard data and abstract insights to guide choices, coaching others in effective decision practices, delegating authority appropriately, anticipating outcomes and risks when determining next steps, and establishing meaningful metrics to support sound decisions for self and teams.<br>
<br>
INTERPERSONAL SKILLS<br>
Emotional Intelligence (EQ) - Understanding and managing emotions, demonstrating empathy, and responding effectively to different personalities and workplace challenges.<br>
Communication Skills - Ability to convey complex HR concepts clearly, both verbally and in writing, while adapting communication styles to different audiences (executives, managers, employees).<br>
Active Listening - Engaging with employees and leaders to fully understand concerns, needs, and perspectives before offering solutions.<br>
Influencing &amp; Persuasion - Building trust and credibility with business leaders to drive HR initiatives and advocate for workforce strategies.<br>
Conflict Resolution - Navigating and resolving workplace disputes, coaching leaders on difficult conversations, and maintaining a fair and objective stance.<br>
Relationship Building -</p></div></div></div>

Strategic HR Business Partner

alliantgroup

<div>
 The
 <strong>
  Director, People Partner
 </strong>
 , acts as a strategic partner and talent expert in designated business units (e.g. R&amp;D, BD/Sales, Operations). This role is responsible for driving the people agenda within their assigned group, ensuring that all people initiatives including organizational design, performance management, succession planning, and workforce analytics are executed successfully and directly support alliant&rsquo;s strategic growth priorities while also aligning with alliant&rsquo;s culture and core values. The Director, People Partner is a key member of the People Experience Leadership Team, serving as the voice of the business to People Experience and the voice of People strategy to the business. Additionally, this role will work with business leaders to provide consultation and coaching on performance management tools and solutions, as well as support with the resolution of employee issues, investigations, career counseling, and employment actions.
 <br/>
 <br/>
 <strong>
  Responsibilities:
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   Strategic Partnerships and Organization Design:
  </li>
  <li>
   Develop a thorough understanding of the business unit&rsquo;s operational challenges, financial goals, and P&amp;L drives to ensure HR solutions are commercially sound and impact driven.
  </li>
  <li>
   Embed within the business unit&rsquo;s leadership team to participate in strategic planning. Proactively identify future talent needs, skills gaps, and organizational design opportunities necessary for anticipated growth and change (in response to market or regulatory shifts).
  </li>
  <li>
   Lead strategic workforce planning efforts, including headcount projections, talent segmentation, and location strategy (US and India team), aligning with the VP of Talent/People Experience goals.
  </li>
  <li>
   Act as the lead consultant for organizational effectiveness initiatives, including restructuring, team alignment, and change management, ensuring decisions are data driven and mitigate employee experience risks
  </li>
 </ul>
 <ul>
  <li>
   Talent Management and Leadership Development:
  </li>
  <ul>
   <li>
    Consult with senior leaders on performance management, coaching them on difficult employee relationship issues, high-potential development, and succession planning. Drive accountability for consistent performance review standards across the organization.
   </li>
   <li>
    In partnership with the Learning and Development CoE, identify and address specific leadership skill gaps within the business unit (e.g. managing high-performing, innovative teams, as per internal feedback).
   </li>
   <li>
    Orchestrate and facilitate annual talent reviews and quarterly succession planning sessions for critical roles, ensuring robust talent pipelines are maintained for both newly promoted and existing leadership positions. Identify development plans for associates in the business area(s) supported.
   </li>
   <li>
    Advise management on competitive compensation strategies, internal equity adjustments, and retention plans for high-performers or those with in-demand skills, leveraging HRIS data for insights.
   </li>
   <li>
    Oversee and maintain awareness of associate inquires and issues in order to identify trends and recommend solutions to mitigate their impact and achieve optimal outcomes.
    <br/>
    <br/>
   </li>
  </ul>
 </ul>
 <ul>
  <li>
   Operational Excellence and Data Governance
  </li>
  <ul>
   <li>
    Use HR data (turnover, promotion velocity, engagement metrics) to diagnose organizational health issues, present key trends to the business unit&rsquo;s leadership, and propose data-backed solutions.
   </li>
   <li>
    Ensure the business unit&rsquo;s people policies and processes adhere to all federal and local employment las (including FLSA and EEO guidelines). Proactively manage employee relations issues and internal investigations to protect the business.
   </li>
   <li>
    Champion the adoption of core HR systems (e.g., Workday) and processes within the business unit, ensuring managers are utilizing self-service capabilities for real-time data access and accurate record-keeping.
   </li>
   <li>
    Partner with corporate HR expertise to develop and deliver comprehensive solutions to internal customers.
    <br/>
   </li>
  </ul>
 </ul>
 <strong>
  Qualifications:
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   Bachelor&rsquo;s degree in Human Resources, Business Administration, or related field. HR certification (SHRM-SCP, SPHR) highly preferred.
  </li>
  <li>
   Minimum 8+ years of progressive HR experience, with at least 3 years operating as a senior-level HR Business Partner consulting with executive or C-level leaders.
  </li>
  <li>
   Proven ability to leverage HRIS systems (e.g., Workday) for data analysis, reporting, and proven execution.
  </li>
  <li>
   Exceptional interpersonal skills and proven ability to build credibility and influence outcomes across all levels of the organization, often without direction.
  </li>
  <li>
   Strong working knowledge of employment law and government regulations including EEOC, OSHA, and FLSA.
  </li>
  <li>
   High proficiency/expertise in Microsoft Office Suite with a strong comfort level working in HR systems or learning new systems.
  </li>
  <li>
   Demonstrated success leading organizational change efforts and managing the resulting communication and behavior adoption challenges.
  </li>
  <li>
   Functional knowledge of Workday preferred.
  </li>
  <li>
   Ability to work collaboratively in a fast-paced environment.
  </li>
  <li>
   High sense of urgency with the ability to meet deadlines and changing priorities.
  </li>
  <li>
   Receptiveness to performance feedback within a team environment is essential.
  </li>
  <li>
   Preferred candidate will reside or relocate to Houston.
   <br/>
   <br/>
  </li>
 </ul>
 alliant offers a comprehensive compensation and benefits package including 100% employer paid medical /dental premiums for single coverage for certain options, 401(k) matching, PTO, company provided life insurance and disability, onsite gym and group exercise classes, paid covered parking, daily allowance for onsite caf&eacute; and Starbucks, and more!
 <br/>
 <br/>
 Doing Work That Matters.
 <strong>
  alliant
 </strong>
</div>


Director, People Partner

Primoris Services Corporation

<p></p><div><div><div><p>Primoris Energy Services, a subsidiary of Primoris Services Corporation, located in Pearland, TX is searching for an experienced HR Business Partner. In this full-time role, you will work side by side with leadership and employees to strengthen HR practices, support business operations, and ensure seamless alignment with corporate objectives. We&rsquo;re seeking a collaborative professional who excels at building relationships, providing hands-on guidance, and creating lasting impact. The successful candidate will have experience establishing and driving HR programs/talent initiatives forward. Primoris is ranked in the top 1% of the prestigious Top 600 Specialty Contractors List by Engineering News-Record (ENR). Join our team today!</p>
<p><b>
Job Summary:</b></p>
<p>
The HR Business Partner will join a transformational human resources (HR) team supporting the growth of our business and ensuring smooth and efficient business operations. This individual will be a trusted partner within our department and throughout the organization and be able to sharpen their skills, learn and grow as an HR professional. The HR Business Partner supports the operational and functional teams within the business unit; they work closely with management and employees providing hands-on and strategic input, insight, and advice on people-related issues: talent management, employee relations, coaching/development, compensation, conflict management, organizational development, and training. The HR Business Partner plays an essential role in establishing and driving HR programs/talent initiatives forward, while ensuring they align with the company's business objectives.</p>
<p><b>
Duties and Responsibilities:</b></p>
<ul>
<li>Build meaningful relationships with professional and craft personnel to improve the brand of the HR function (beyond tactical)</li>
<li>Partner with senior operations leaders to advise on best business practices and strategic direction</li>
<li>Advise, coach, and consult with senior operations leaders and field leadership on employee concerns and issues regarding policies, practices, terminations, discipline, compensation, and performance</li>
<li>Partner with field leadership to mitigate and decrease escalated employee relations concerns, as well as consult on best business practice</li>
<li>Identify areas where HR related processes could be improved or made more efficient for end-users</li>
<li>Perform effective and timely investigations into employee relations concerns in the offices and field</li>
<li>Develop and complete on-site/in-person training for managers on HR-related policies and legislation</li>
<li>Perform effective and concise exit interviews with all professional personnel departing the organization</li>
<li>Ensure compliance and advise on mandatory and non-mandatory training, drug screens, and background policies</li>
<li>Conduct training for all employees on new HR policies, as applicable</li>
<li>Interpret and clarify employment legislation questions and queries, and ensure compliance with such legislation</li>
<li>Act as a representative for escalated unemployment claims</li>
<li>Assist in the advisement and monitoring of leave management and ADA accommodation processes</li>
<li>Other duties as required by management</li>
</ul>
<p><b>Travel Requirements:</b></p>
<ul>
<li>This is an onsite position for 5 days a week; flexibility may be discussed at a later date dependent on role performance</li>
<li>In order to build meaningful relationships and support our field leaders, travel may be required on a monthly basis to our various project locations. Dependent on jobsite, this may be up to 5 business days (requiring overnight stays)</li>
</ul>
<p><b>Required Skills/Qualifications:</b></p>
<ul>
<li>Bachelor&rsquo;s degree preferred, with a focus in Human Resources, Business Administration or related field preferred or equivalent work experience</li>
<li>6 - 8 years of HR Generalist/Business Partner experience is required, with experience supporting industrial construction/oil and gas workforces considered a strong asset</li>
<li>Skilled in the use of MS Office (Word, Excel, Outlook, PowerPoint) and office 365</li>
<li>Experience with talent management programs (such as UltiPro, iCIMS, Workday, HireDesk, or Taleo)</li>
<li>Experience with HRIS programs such as UltiPro, ADP, and/or Workday</li>
<li>Demonstrated ability to provide beneficial recommendations to resolve HR-related issues related to employee relations issues, regulations, laws, and policies</li>
<li>Must be able to work under pressure, to multi-task, and to meet deadlines</li>
<li>Effective communication skills with individuals at all levels of the organization</li>
<li>A PHR or SHRM-CP designation (or working towards a designation) would be considered an asset</li>
</ul>
<p><b>Benefits:</b></p>
<ul>
<li>Competitive compensation paid weekly</li>
<li>Best-in-class; Medical, Dental, Vision, and LTD/STD</li>
<li>401(k) with company match, vested day-one</li>
<li>Employee Stock Purchase Plan [ESPP]</li>
<li>Tuition Reimbursement</li>
<li>Paid Time Off, Holiday Pay, and Community Service Paid Time Off</li>
<li>Pet Coverage &quot;For our Furry Friends&quot;</li>
<li>Legal Assistance Coverage</li>
<li>Award winning safety programs</li>
</ul>
<p><b>Company Overview:</b></p>
<p>
Primoris was formed in 2004 as the parent company and is traded on the NYSE under the symbol PRIM. We provide a wide range of construction, maintenance, and engineering services for power generation, oil and gas, chemical, pipeline, utilities and distribution, and civil infrastructure clients. Primoris is ranked in the top 1% of the prestigious Top 600 Specialty Contractors List by Engineering News-Record (ENR), having built projects throughout the U.S. and Canada. For additional information, please visit www.prim.com.</p>
<p>
Primoris Energy Services is a major direct-hire contractor in the U.S. delivering self-performed turnkey industrial construction and EPC services. We offer these services to our clients within the refining, gas processing, chemical/petrochemical, hydrogen, power generation, mining, pulp and paper industries from the first groundbreaking activity all the way through commissioning and start-up of the project. Primoris forms a partnership with our customers and major stakeholders from early-stage engineering through construction completion and commercial operation, safely, on-time, and within budget.</p>
<p><b>
Third-Party Agency Notice:</b></p>
<p>
Primoris will not accept any unsolicited resumes from any third-party recruiting agencies either domestic or international. Primoris nor its subsidiaries will be responsible for any fees from the use of any unsolicited resumes either through our ATS or via electronic mail systems from any agency representative or agency consultant unless your firm is an approved vendor partner with a current executed agreement.</p></div></div><div><br>
<div>
</div></div><p></p><p>Equal Opportunity Employer<br>
This employer is required to notify all applicants of their rights pursuant to federal employment laws. For further information, please review the Know Your Rights notice from the Department of Labor.</p></div>

HR Business Partner - Primoris Energy Services

Group 1 Automotive

<div>Overview:
<div>
Are you ready to gain real-world, strategic experience in Human Resources? <b>Group 1 Automotive</b> is seeking a motivated <b>Human Resources Intern</b> for Summer 2026 to partner with multiple HR teams and gain hands-on exposure to the full spectrum of HR functions in a fast-paced, multi-location organization.</div><div></div><div><br>
This internship offers an opportunity to work in 1-2 of the following HR teams based off your career goals/education desire: <b>Talent Acquisition, HR Business Partners &amp; HRSS, Compensation &amp; Total Rewards, HRIS, and Learning &amp; Development</b>, contributing to meaningful projects while developing foundational and strategic HR skills. You will gain insight into how a large, complex organization manages its workforce, supports employee development, ensures compliance, and drives people-focused initiatives.</div><div></div><div><b><br>
What You&rsquo;ll Do:</b></div><div></div><div><b><br>
Talent Acquisition</b></div><ul><li>
Support recruiting initiatives including posting jobs, assisting with candidate sourcing, and contributing to interview preparation and coordination.</li><li>
Support TA projects that enhance candidate experience and pipeline development.</li></ul><div><b>
HR Partnerships</b></div><ul><li>
Maintain and audit employee records for accuracy and compliance.</li><li>
Assist HR Business Partners with employee inquiries and general HR support.</li><li>
Contribute to compliance-related initiatives, including policy updates and required documentation management.</li><li>
Assist with onboarding activities, preparing new hire materials and coordinating orientation logistics.</li></ul><div><b>
Compensation &amp; Total Rewards</b></div><ul><li>
Support the Compensation &amp; Total Rewards team with market research, benchmarking, and data analysis. Assist in preparing reports and presentations that inform HR and leadership decision-making.</li></ul><div><b>
HRIS &amp; Data Management</b></div><ul><li>
Aid in system updates, data entry, and reporting to ensure accurate HRIS records. Support creation of dashboards, analytics, and metrics that track workforce trends and performance indicators.</li></ul><div><b>
 </b><b>Learning &amp; Development</b></div><ul><li>
Assist with employee training initiatives, including scheduling, tracking completion, and preparing learning materials.</li><li>
Participate in projects that support engagement, professional development, and process improvement.</li></ul><div><b>
HR Shared Services</b></div><ul><li>
Maintain and audit employee records for accuracy and compliance.</li><li>
Assist the national business with general HR inquiries through the centralized HR help desk</li><li>
Coordinate the preemployment process by launching action items and monitoring resulting</li><li>
Assist with onboarding activities, preparing new hire materials and coordinating orientation logistics.</li></ul><div><b>
 </b><b>Qualifications</b></div><ul><li>
Junior or Senior pursuing a degree in Human Resources, Business Administration, Psychology, or a related field.</li><li>
Minimum 3.0 cumulative GPA preferred.</li><li>
Strong written and verbal communication, with professional interpersonal skills.</li><li>
High attention to detail, organizational skills, and ability to manage multiple priorities.</li><li>
Professionalism and discretion handling confidential information.</li><li>
Proficiency in Microsoft Office (Word, Excel, PowerPoint).</li><li>
Self-starter with the ability to work independently and as part of a team.</li><li>
Interest in learning multiple HR functions and contributing to strategic projects.</li></ul><div></div><div><i><br>
*All applicants must pass pre-employment testing to include; background checks, MVR, and drug testing in order to qualify for employment*</i></div><div><br>
</div><div></div><div>We are an Equal Employment Opportunity Employer and participates in E-Verify</div></div><p></p>

Human Resources Intern

Sidley Austin

<div>Summary:
<div>
The Practice Group Manager (PGM) for the Energy Global Practice Group (GPG) will support the group&rsquo;s strategic, operational, administrative and talent-management needs across offices. The role includes driving the development and execution of strategic plans/initiatives for the Energy GPG and its Practice Area Teams (PATs), improving operational processes, providing administrative support to Global Practice Leaders (GPLs), PAT leaders and local Practice Group Heads (PGHs), and managing associate talent.
</div>Duties and Responsibilities:
<ul><li>Provide hands-on support for the GPG and its PATs by building strong relationships with Global Practice Leaders (GPLs) and Practice Group Heads (PGHs), partners, associates and staff to understand and advance the group&rsquo;s goals.</li><li>
Provide administrative support to the Global Practice Group (GPG) and its Practice Area Teams (PATs) through organization of practice group meetings and through the development and management of communications, including presentation materials and meeting documentation.</li><li>
Work with GPLs, PGHs and Accounting to design customized KPI and other reports.</li><li>
Work with the GPLs and PGHs to create and implement a strategic business plan or select strategic objectives; stay abreast of industry trends to help inform and augment those strategic priorities.</li><li>
In coordination with the relevant departments and practice groups, support cross practice or firm wide strategic initiatives/special projects (e.g., working with Marketing/Business Development to capture and monitor cross-practice group referrals).</li><li>
Manage special projects for the GPG and its PATs, such as operational or process improvement projects.</li><li>
Function as a liaison for other administrative departments and existing resources, i.e. Learning &amp; Development; Inclusion; Knowledge Management; Marketing and Business Development; Accounting; Finance, etc.</li><li>
Maintain and administer resource management-dashboards; act as a liaison and advocate to facilitate workflow and evaluate associate capacity and skill development needs for staffing purposes. Responsible for assessing the GPG associates across offices to ensure associates are sharing equal workloads to maximize performance and eliminate disparate hours amongst lawyers and to ensure associates are building appropriate skills in accordance with rubrics and their career development goals.</li><li>
Track and analyze utilization to guide staffing or talent decisions, including recruiting.</li><li>
In connection with the GPG, its PATs, and the appropriate functional departments, help determine hirings needs and facilitate practice-group recruiting, onboarding and integration of entry-level and lateral associates.</li><li>
In connection with Learning &amp; Development, help support mentoring and other morale and retention initiatives for the GPG and its PATs.</li><li>
Collaborate with GPLs, PGHs, HR and others to oversee attorney performance and career development initiatives, including managing the performance appraisal process and supporting the partner and counsel promotion process.</li></ul><div>
Salaries vary by location and are based on numerous factors, including, but not limited to, the relevant market, skills, experience, and education of the selected candidate. If an estimated salary range for this role is available, it will be provided in our Target Salary Range section. Our compensation package also includes bonus eligibility and a comprehensive benefits program. Benefits information can be found at Sidley.com/Benefits.</div><br>
Target Salary Range: $176,800 to $252,000 if located in Houston Qualifications:
<div>
To perform this job successfully, an individual must be able to perform the Duties and Responsibilities (Duties) above satisfactorily and meet the requirements below. The requirements listed below are representative of the minimum knowledge, skill, and/or ability required. Reasonable accommodations will be made to enable individuals with disabilities to perform the essential functions of the job. If you need such an accommodation, please email sidleytalentacquisition@sidley.com (current employees should contact Human Resources).</div><div><br>
</div><div>Education and/or Experience:
</div><div>Required:</div><ul><li>
J.D. with several years of law firm practice experience; candidates with prior in-house legal experience are also strongly considered.</li><li>
Proficient in the understanding of law firm economics, attorney incentives, staffing dynamics, and overall practice operations.</li><li>
Proficient in Microsoft Office, Resource Management/Scheduling Tools, Excel and other related applications.</li><li>
Strong presence in the face of complexity and time-constrained challenges.</li><li>
Proficient at negotiating and managing conflict.</li><li>
Proven client service focus, with an ability to resolve issues quickly and a sense of urgency.</li></ul><div></div><div><br>
Other Skills and Abilities:<br>
The following will also be required of the successful candidate:</div><br>
<ul><li>
Strong organizational skills</li><li>
Strong attention to detail</li><li>
Good judgment</li><li>
Strong interpersonal communication skills</li><li>
Superior relationship building skills</li><li>
Strong analytical and problem-solving skills</li><li>
Able to work harmoniously and effectively with others</li><li>
Able to preserve confidentiality and exercise discretion</li><li>
Able to work under pressure</li><li>
Able to manage multiple projects with competing deadlines and priorities</li></ul><p>
Sidley Austin LLP is an Equal Opportunity Employer</p><p></p><p><br>
#LI-KG1</p></div>

Practice Group Manager - Energy

<div><p><b>I.Job Summary</b></p><p>
At WM, early career talent is more than the future of our business&mdash;they're a vital part of our present.
</p><p>WM's Summer Internship Program is a 12-week paid experience designed to bridge classroom learning with real-world application. Interns are empowered from day one to contribute meaningfully, explore new areas of the business, and grow their professional skillsets in a supportive, purpose-driven environment.
</p><p><b>The Internship Experience
</b></p><p>As a WM Intern, you won't be sitting on the sidelines, you'll be in the mix. You will work alongside experienced professionals on real projects that make an impact for WM. You'll get real-world experience in key aspects of our business, including a meaningful project you'll own and present to senior leaders at the end of the summer, while discovering what we're all about. Outside of your core work, you'll join skill-building workshops, connect with leaders through executive roundtables, and build community with fellow interns from across the country. When summer wraps- the connection doesn't stop there. You'll walk away with meaningful experience for your resume, a strong network, and a clear path to stay connected to future opportunities at WM. Come build your career with us!
</p><p>This internship is part of the <b>HR Sustainability team- </b>a group of HR Business Partners who are frontline to the business. We work side-by-side with leaders guiding them through all people-related decisions. Our team uses data to drive impact, helping leaders make informed choices and shaping the employee experience at every level. You'll gain exposure to real-time HR strategy, decision making, and the dynamic intersection of people and business.</p><p><b>
II.Essential Duties and Responsibilities</b></p><ul><li>Support HR Operations by assisting with daily HR activities including payroll exceptions, employee inquiries and general process support.</li><li>Review our &ldquo;People Pulse&rdquo; and look for themes within the organization to make recommendations on.</li><li>Research emerging trends in AI and help create a practical guide for business leaders on its application in HR. Present findings to key leaders at the end of the internship.</li><li>Conduct Paid Time Off (PTO) audits with guidance from the HR team and analyze trends to help leaders make informed decisions.</li><li>Collaborate with HR Business Partners and business leaders to support the development and execution of the Voice of the Employee action plans</li><li>Work closely with our Absence Management team to produce monthly reports on leave of absences and workplace accommodations.</li><li>Participate in team meetings and gain exposure to strategic HR decision-making and data-driven leadership support.</li></ul><p><b>
III. Qualifications</b>
</p><p><b>A. Required Qualifications</b></p><ul><li>
Interns must have a High school diploma or GED (accredited) and be pursuing or have recently completed a Bachelor&rsquo;s degree (accredited) in a field of study relevant to the internship.
</li></ul><p><b>IV. Physical Requirements</b></p><p>
Listed below are key points regarding physical demands, physical and occupational risks, and the work environment of the job. Reasonable accommodation may be made to enable individuals with disabilities to perform the essential functions of the job.</p><p>
We are open to this role being <b>in office out of our Houston, TX</b> location or <b>Los Angeles, CA.
</b></p><ul><li>Office This job primarily operates in a professional office environment and routinely requires the use of standard office equipment such as computers, phones, copy machines, etc.</li></ul><p>
If this sounds like the opportunity that you have been looking for, please click &ldquo;Apply&rdquo;.</p></div>

HR Intern - Sustainability

Enterprise Electrical

<p></p><div><p>The Compensation and Benefits Supervisor supports Enterprise Electrical&rsquo;s multi state workforce by overseeing all compensation and benefits programs, ensuring they are competitive, compliant, and aligned with business strategy. This role is responsible for creating wage scales, determining pay rates, administering benefits programs, and serving as the subject matter expert for compensation, benefits, and regulatory compliance.</p><p>
Enterprise Electrical is a fast-growing commercial electrical contractor specializing in design build projects. We value integrity, teamwork, accountability, and continuous improvement. The Compensation and Benefits Supervisor plays a critical role in supporting employee retention, compliance with prevailing wage and Davis Bacon requirements, and leading the transition to a new benefits provider while maintaining a positive employee experience across the organization.</p><p></p><p><b>
Essential Functions, Duties, and Responsibilities</b></p><p><b>
Tasks may include, but are not limited to the following:</b></p><ul><li>Design, implement, and maintain wage scales and pay structures for hourly and salaried roles.</li><li>Determine competitive pay rates using market data, internal equity analysis, and business needs.</li><li>Partner with leadership on job evaluations, pay leveling, and compensation planning.</li><li>Administer compensation programs including merit increases, promotions, and market adjustments.</li><li>Develop, implement, and manage bonus and incentive plans aligned with company and project performance.</li><li>Administer all employee benefit programs including medical, dental, vision, life, disability, 401(k), FSA, HSA, PTO, and voluntary benefits.</li><li>Lead the transition and rollout of a new benefits provider, including planning, communication, and implementation.</li><li>Support and coordinate open enrollment activities, including employee communications and system setup.</li><li>Serve as the primary point of contact for employee compensation and benefits inquiries.</li><li>Assist employees with benefit enrollments, life event changes, claims resolution, and offboarding transitions.</li><li>Ensure compliance with federal, state, and local regulations including ACA, COBRA, HIPAA, ERISA, FMLA, prevailing wage laws, and Davis Bacon requirements.</li><li>Support certified payroll considerations and wage determinations for applicable projects.</li><li>Maintain accurate and confidential compensation and benefits records within HRIS and carrier systems.</li><li>Audit benefit invoices and partner with payroll and accounting to ensure accurate deductions and payments.</li><li>Serve as the primary liaison with benefits brokers, carriers, and vendors.</li><li>Prepare and analyze compensation and benefits reports and metrics; present insights to leadership.</li><li>Identify opportunities to streamline compensation and benefits processes through automation and system improvements.</li><li>Partner collaboratively with HR, Payroll, Finance, Accounting, and Operations teams.</li></ul><p>
</p><p><b>Qualifications: Education, Experience, and Skills</b></p><p><b>
Required:</b></p><ul><li>Bachelor&rsquo;s degree in Human Resources, Business Administration, Finance, or a related field.</li></ul><p>
</p><p><b>Experience Requirements:</b></p><ul><li>Minimum of 5 years of experience in compensation and benefits administration.</li><li>Demonstrated experience creating wage scales and determining pay rates.</li><li>Hands-on experience administering employee benefits and leading open enrollment.</li><li>Experience supporting or leading a benefits provider transition.</li><li>Experience working with prevailing wage and Davis Bacon projects.</li><li>Strong understanding of compensation best practices and benefits compliance.</li></ul><p>
</p><p><b>Required Knowledge, Skills, and Abilities:</b></p><ul><li>Strong analytical and data interpretation skills.</li><li>Excellent interpersonal, communication, and organizational skills.</li><li>Ability to handle confidential information with discretion.</li><li>Strong problem solving and critical thinking abilities.</li><li>Ability to explain complex compensation and benefits topics clearly to employees and leaders.</li></ul><p>
</p><p><b>Associated Knowledge, Skills, and Abilities</b></p><ul><li>Ability to maintain professionalism and composure in sensitive compensation and benefits matters.</li><li>Strong organizational and time management skills to manage a high-volume workload.</li><li>Ability to partner collaboratively with field leadership, operations, and HR team members.</li><li>Skill in collecting, analyzing, and presenting compensation and benefits data to influence decision making.</li><li>Ability to uphold and model Enterprise Electrical&rsquo;s core values.</li></ul><p>
 </p><p><b>Enterprise Electrical&rsquo;s Core Values &amp; Job Competencies</b></p><p><b>
To perform the job successfully, an individual should demonstrate the following job competencies:</b></p><p><b>
Cooperation/Teamwork</b> &ndash; Works collaboratively, supports team goals, and communicates effectively.</p><p><b>
Oral/Written Communication</b> &ndash; Communicates clearly, professionally, and accurately.</p><p><b>
Attention to Detail</b> &ndash; Completes tasks with accuracy, reliability, and consistency.</p><p><b>
Attendance/Punctuality</b> &ndash; Maintains dependable attendance and punctuality standards.</p><p><b>
Managing Work</b> &ndash; Plans, prioritizes, and organizes tasks to meet deadlines.</p><p><b>
Results Orientation</b> &ndash; Sets goals, follows through on commitments, and achieves outcomes.</p><p><b>
Problem-Solving</b> &ndash; Identifies issues, proposes solutions, and takes initiative to resolve challenges.</p><p>
</p><p><b>License/Certification</b></p><p><b>
Preferred: </b>SHRM CP, SHRM SCP, PHR, CCP, CEBS, or similar certification.</p><p>
</p><p><b>Working Environment &amp; Conditions/Physical Requirements</b></p><ul><li>Primarily office based with occasional travel to project sites and regional offices.</li><li>Must be able to walk job sites, climb stairs, and navigate commercial facilities as needed.</li><li>May require occasional evening or weekend work during open enrollment or implementation periods.</li></ul><p>
</p><p><b>Equipment or Machines Routinely Used in This Position</b></p><ul><li>Computer, HRIS systems, payroll systems, compensation and benefits platforms, Microsoft Office Suite, digital communication tools, and standard office equipment.</li></ul><p>
 </p><p><b>Benefits
</b></p><ul><li>Close-knit, team-oriented work environment</li><li>Medical, Dental, and Vision Insurance</li><li>401(k)</li><li>Bonus opportunities</li><li>PTO</li><li>Paid Holidays</li><li>Continuing education opportunities</li></ul></div>

Compensation and Benefits Supervisor

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