Building Location: Business Service Center Department: 1007100 HR OPERATIONS - EH SS Job Description: The Benefits & Absence Representative is a subject matter expert (SME) in their respective fields of payroll, benefits, retirement, and/or other human resource (HR) policies and procedures. This person responds to complex telephone or written inquiries received from Essentia Health employees. He/she shares knowledge with and provides back-up and overflow telephone and email support to first level representatives. Identifies opportunities to update or change the information knowledge base utilized by representatives and represents his/her area of expertise on projects or initiatives. Education Qualifications: Required Qualifications: - Associates degree plus 1 year of experience OR - 3 years of experience in a customer service, human resources, or call center environment. Temporary Nature: - This role is a temporary position and role will be reevaluated for need toward the end of 2026 Remote Nature: - This role is remote, however, preference will be given to candidates local to Essentia Health service areas Licensure/Certification Qualifications: FTE: 1 Possible Remote/Hybrid Option: Remote Shift Rotation: Day Rotation (United States of America) Shift Start Time: Shift End Time: Weekends: Holidays: No Call Obligation: No Union: Union Posting Deadline: Compensation Range: $21.72 - $32.58 Employee Benefits at Essentia Health: At Essentia Health, we’re committed to supporting your well-being, growth, and work-life balance. Our comprehensive benefits include medical, dental, vision, life, and disability insurance, along with supplemental options to fit your needs. We offer a 401(k) plan with employer contributions to help you plan for the future, and we invest in your professional development through training, tuition reimbursement, and educational programs. To help you thrive both at work and at home, we provide flexible scheduling, generous time off, and wellness resources focused on your physical, mental, and emotional health. Please note that benefit eligibility may vary. For full details, refer to your benefit summary or contact our HR Service Center at (218) 576-0000.

Company Description Employer.com is revolutionizing the hiring landscape by streamlining recruitment processes and enhancing the job search experience for both employers and candidates. As part of a distinguished family of workplace solution companies, we work alongside recruiter.com, which specializes in talent acquisition services; BountyJobs, the leading marketplace for recruitment agencies; Bench Accounting, providing seamless financial management; and Before You Apply, offering comprehensive employer branding capabilities. Job Description Our well-known AI client is looking for a highly organized Compensation Programs Specialist to join their People team as a contractor. This individual will serve as the operational backbone for compensation, ensuring pay programs, equity grants, and bi-annual cycles run accurately and on time. Quick Stats - Pay Rate: $90/hr Fixed) - Duration: ~6 Months - Location: San Francisco (remote) - Department: Total Rewards Core Responsibilities - Program Administration: Own end-to-end administration of non-cyclical pay programs and award nominations. - Cycle Support: Support bi-annual compensation cycles, including data audits, equity reviews, and market survey submissions. - Cross-Functional Coordination: Partner with Finance, Payroll, and Recruiting Ops to ensure equity grants and pay changes are processed flawlessly. - System Maintenance: Update compensation hubs, job architecture tables, and playbooks to ensure data integrity. Qualifications - Experience: 3–5 years in Compensation, Total Rewards, or People Ops. - Technical Skills: Advanced Excel/Google Sheets (complex formulas, pivot tables, data modeling). - Tools: Experience with HRIS (Workday) and Equity platforms (Shareworks/Carta) is a major plus. - Soft Skills: Obsessive attention to detail, clear communication, and the ability to thrive in a high-growth, fast-moving AI frontier environment. Additional Information All your information will be kept confidential according to EEO guidelines.

This description is a summary of our understanding of the job description. Click on 'Apply' button to find out more. Role Description Join ABBYY and be part of a team that celebrates your unique work style. With flexible work options, a supportive team, and rewards that reflect your value, you can focus on what matters most – driving your growth, while fueling ours. Our commitment to respect, transparency, and simplicity means you can trust us to always choose to do the right thing. As a trusted partner for purpose-built AI and intelligent automation, we solve highly complex problems for our enterprise customers and put their information to work to transform the way they do business. Over 10,000 customers trust ABBYY, including many Fortune 500 ones. You will work on further developing a portfolio already containing client names such as DHL, Johnson & Johnson, FDA, DMV, PwC, KeyBank, Spotify, and H&R BLOCK. The Engagement Partner at ABBYY is a hands-on advisor and trusted partner to people managers, responsible for owning and executing core talent and performance processes while creating the conditions for employees to do their best work, wherever they are. In this role, you will strengthen organizational health, clarity, and performance by partnering closely with leaders to shape a consistent, inclusive, and scalable employee experience that supports ABBYY’s strategy. This role works in close partnership with Sales and Revenue leadership, supporting fast-paced, quota-carrying organizations by aligning people strategy with go-to-market priorities, growth targets, and evolving team structures. You will lead key people processes end-to-end while building manager capability, driving engagement rhythms, and enabling data-informed decision-making that improves both employee experience and business outcomes. This role anticipates workforce needs, supports organizational design, and manages sensitive People matters with sound judgment, helping leaders build high-performing, connected teams. Success is measured through improvements in engagement, team effectiveness, talent readiness, and leadership capability, delivered through seamless cross-functional collaboration with People Operations, Talent, Learning & Development, Internal Communications, and Legal. Key Role & Responsibilities - Workforce Business Partnering: - Act as a thought partner to functional leaders and team managers; align people strategy to business priorities and operating model. - Lead quarterly people reviews on organizational health, capability, risks, and priorities. - Manager Capability & Coaching: - Coach managers on performance, feedback, development, difficult conversations, conflict resolution, and change readiness. - Design and deliver bi-monthly manager enablement (toolkits, playbooks, rituals). - Performance, Talent & Workforce Planning: - Own the performance cycle (goal setting, calibration, PIPs) and talent processes (succession, HiPo identification, development plans). - Partner on workforce planning (skills, capacity, org structure, spans/layers) and compensation/levelling inputs with Talent/People Ops/Finance. - Engagement & Employee Experience: - Run engagement rhythms (surveys, pulses, listening loops, onboarding experience, team effectiveness sessions) with leader-owned action plans. - Improve clarity and ways of working (operating principles, RACI/decision frameworks, role clarity). - Employee Relations & Policy Governance: - Serve as an escalation point for employee issues; manage employer cases (investigations, corrective actions, PIPs) in partnership with Legal as needed. - Interpret and apply People policies consistently; ensure compliance with regional labor laws via People Ops/Legal. - Manage offboarding (voluntary/involuntary) end-to-end, ensuring respectful, compliant processes and actionable exit insights. - Data, Insight & Decision Support: - Analyze engagement, performance, and workforce data; spot trends, risks, and opportunities; benchmark where relevant. - Build simple, usable dashboards and concise leadership reports in collaboration with People Ops. - Change, Communication & Culture: - Support org/team level change: stakeholder mapping, leader readiness, comms planning, risk assessment, and post change reinforcement. - Partner with Internal Comms on clear, audience-appropriate messaging and leader toolkits. - Champion ABBYY’s values; foster an inclusive, high-performance environment. - Frameworks, Processes & Continuous Improvement: - Co-design and continuously improve scalable frameworks, policies, and tools across the People lifecycle with People Ops/L&D/Comms. Qualifications - Bachelor’s degree in HR, Organizational Development, Psychology, Communications, Business, or related field (or equivalent experience). - 7+ years progressive experience as an Engagement Partner, People Partner/HRBP or in closely related roles in a fast-paced global environment (SaaS/tech scaleup a plus). - Demonstrated ownership of performance management, talent/succession, workforce planning, and employer casework with Legal partnership. - Proven capability building and program scaling (manager enablement, engagement frameworks) across regions. Capabilities - Strong judgment, discretion, and risk management in complex/sensitive matters. - Influences without authority; credible advisor to senior leaders. - Skilled coach and facilitator; outcome focused. - Data informed decision-making and succinct storytelling through insights/dashboards. - Clear, confident communication tailored to diverse audiences and cultures. - Practical knowledge of employment law principles and regional nuances; collaborates closely with People Ops/Legal for compliance. - Balances employee advocacy with business outcomes. Travel Requirements - Expected percentage of travel: 15% to 20% for workshops, leader forums, onboarding/enablement events and key stakeholder engagements. Salary Range The anticipated base salary range for this position is between $119,000 and $142,000. Base salary ranges may vary by geographic location and relevant experience, education, certifications, and seniority as compared to others doing substantially similar work. There is no guarantee an offer will be at the top of the posted range based on the salary analysis. Benefits - Three weeks PTO - 15 Paid Holidays - Floating Holidays - Volunteer Time Off - Gym Membership Subsidy - Medical and Dental Insurance - Pet Insurance - Employee Assistance Program - College Savings Plan - Travel assistance - 401(k) with up to 4% employer match Company Description ABBYY is an Equal Employment Opportunity employer that values the strength that diversity brings to the workplace. To learn more about our commitment to Diversity and Inclusion, check out the careers section on our website.

This description is a summary of our understanding of the job description. Click on 'Apply' button to find out more. Role Description Viventium is looking to hire a Lead HR Business Partner to join our People team. You’ll play a critical role in shaping how our people strategy fuels business performance – partnering with leaders across all departments to strengthen leadership, scale capabilities, and evolve the employee experience. This role is designed for someone who thrives in a high-growth, high-tech environment, flexing between strategy and execution – from advising senior leaders on organizational design to rolling up your sleeves to drive day-to-day talent programs forward. You’re comfortable with ambiguity and are able to navigate complex challenges with curiosity, agility, data, and influence, enabling leaders to make sound, people-centered decisions that drive impact. If you are energized by working independently when needed and within a team, can work well remotely and build strong connections internally, we’d love to hear from you. This role will support our global workforce. Key Objectives - Strategic Business Partner: Serve as a thought partner to leaders and managers, helping translate business goals into actionable people strategies. Use data and insights to influence org design, workforce planning, and manager effectiveness. - Coach & Advisor: Build leadership capabilities by providing thoughtful coaching to managers. Guide teams through performance, change, and growth with clarity and empathy. - Talent & Organizational Planning: Lead or support cyclical and ad hoc People programs (such as performance, compensation, promotion, engagement, and career development) to ensure alignment with company goals, internal equity, and consistent talent outcomes across teams. - Org Health & Leadership Insight: Partner with leaders to assess organizational effectiveness, leadership capability, and team dynamics. Identify opportunities to strengthen alignment, decision velocity, and engagement. - Cross-Functional Collaboration: Partner closely with peers within the People team to ensure cohesive program delivery and a seamless employee experience. - Compensation & Career Pathing Partnership: Apply strong fluency in compensation philosophy, leveling, and internal equity to advise leaders on pay decisions, promotion readiness, and calibration. Partner with managers to build clear career pathways and enable high-quality growth conversations—ensuring outcomes are consistent, fair, and aligned with business needs. - Future-Forward HR Practice: Experiment with ways to embed technology and AI into everyday HRBP work - using tools, data, and systems thinking to simplify processes and enhance decision making. Essential Duties and Responsibilities - A strategic doer – equally comfortable shaping strategy with leaders and executing tactically in the details. - A connector – you build credibility and trust across levels both within and outside of People, from individual contributors to senior leadership that are centered around advancing a top-notch employee experience. - A curious learner – you champion excellence and continuous improvements that seek simplicity; you ask bold questions, explore new approaches, and see ambiguity as an opportunity. - A data-informed thinker – you leverage analytics, trends, and storytelling to influence and guide action. - A tech- and AI-curious HR champion – excited by the future of work and ready to integrate modern tools and mindsets into HR practice. Qualifications - A minimum of 7+ years in an HR Business Partner role - Proven ability to influence, challenge, and coach senior leaders and managers with business insight and empathy - Experience navigating organizational change, workforce planning, and employee relations with sound judgment - Skilled in translating people data into actionable insights and strategic recommendations - Exceptional communicator – clear, concise, and persuasive - Comfortable operating in a global, remote, and fast-evolving environment Preferred Qualifications - The opportunity to work in a highly visible role at the center of our Company - The chance to have a significant impact on Viventium employees as well as the People Team - An influential role at the intersection of people, performance, and growth - Exposure to innovative people initiatives and cross-functional projects that expand your growth