• Align HR strategies with business objectives to drive organizational performance. • Act as a liaison and trusted advisor to business leaders on HR-related matters. • Develop and implement HR policies and procedures tailored to the insurance sector. • Manage employee relations and proactively address workforce issues. • Facilitate performance management and employee development programs. • Ensure compliance with labor laws and industry regulations. • Analyze HR metrics to inform strategic decision-making. • Promote an inclusive, engaging, and positive work culture.

Job Description Summary ‎ The Workday Recruiting Administrator manages and optimizes the Workday Recruiting module to support Talent Acquisition operations. This role configures and maintains recruiting business processes, integrations, reports, and dashboards; partners with TA, HRIS, and hiring managers to improve workflows; and ensures data integrity, compliance, and excellent candidate/hiring-manager experiences.‎ How will you make an impact & Requirements ‎ - Administer Workday Recruiting: configure business processes, job requisitions, approvals, interview stages, offer workflows, security roles, and tenant setup. - Maintain integrations and data flows between Workday and ATS/HR systems (e.g., payroll, background checks, sourcing tools); coordinate with IT/HRIS and vendors for troubleshooting and releases. - Build, maintain, and automate reports, dashboards, calculated fields, and custom integrations to provide TA metrics (time-to-fill, pipeline, diversity, source effectiveness). - Support releases and testing: lead UAT for Workday updates and TA-related changes; create test scripts and validate functionality. - Provide day-to-day operational support to Talent Acquisition: troubleshoot issues, execute configuration changes, manage queues, and escalate complex problems. - Document processes, configurations, runbooks, and change logs; maintain a knowledge base and training materials for TA and HR users. - Train and enable end users (recruiters, coordinators, hiring managers) on Workday Recruiting features, best practices, and compliance requirements. - Ensure data integrity, security, and compliance with internal policies and applicable laws (EEO, GDPR, etc.). - Partner with Talent Acquisition leaders to translate recruiting needs into system solutions and continuous process improvements. Required qualifications - 3+ years of Workday experience with significant time focused on Workday Recruiting administration. - Proven experience creating and maintaining Workday business processes, reports, calculated fields, and security groups. - Familiarity with integration concepts (API, middleware, SFTP), testing, and release management. - Strong analytical skills, attention to detail, and experience working with recruiting metrics and dashboards. - Excellent communication and stakeholder-management skills; able to translate technical changes for non-technical users. - Bachelor’s degree in HR, Information Systems, Business, or related field, or equivalent practical experience. Preferred - Workday certification(s) or completion of Workday training in Recruiting/Reporting. - Experience working in a centralized Talent Acquisition/team or fast-paced recruiting environment. - Experience with background-check vendors, sourcing tools, and other TA technologies. Skills and Competencies - Technical: Workday configuration, reporting (Custom Reports, Prism a plus), integrations, Excel/Google Sheets (advanced). - Process-oriented: process mapping, problem solving, change control. - Interpersonal: training, collaboration, customer-service mindset. - Project skills: testing, documentation, release coordination, prioritized backlog management. Equal Employment Opportunity - Mosaic is committed to equal employment opportunities. We will not discriminate against employees or applicants for employment in employment opportunities or practices based on race, color, sex (including pregnancy), genetic information, sexual orientation, religion, physical or mental disability, age, military or veteran status, marital status, familial status, national origin, or any other legally protected class. - Equal opportunity applies to all areas of the employment relationship, including hiring, promotions, training, terminations, working conditions, pay, and other terms and conditions of employment. - Mosaic is committed to the full inclusion of all qualified individuals. In keeping with our commitment, Mosaic will take steps to assure that people with disabilities are provided reasonable accommodations. Accordingly, if reasonable accommodation is required to fully participate in the job application or interview process, to perform the essential functions of the position, and/or to receive all other benefits and privileges of employment.

This description is a summary of our understanding of the job description. Click on 'Apply' button to find out more. Role Description Fairbanks Morse Defense is seeking a Total Rewards Operations Analyst to support the administration of benefits, compensation, and other HR services. As part of the HR Shared Services team, this role supports key HR processes while ensuring the accuracy, efficiency, and integrity of HR systems and employee data. This position works closely with HR team members and cross-functional partners to support: - Leave administration - Benefits and compensation programs - HRIS data integrity - Overall HR operational processes Key Responsibilities - Leave of Absence Administration: - Lead day-to-day administration of leave of absence programs including FMLA, short-term disability (STD), long-term disability (LTD), and other company leave programs. - Coordinate with leave vendors and internal stakeholders to ensure compliance with company policies and applicable regulations. - Maintain accurate leave records and provide guidance to HR team members navigating leave processes. - HR Systems & Data Integrity: - Maintain employee lifecycle transactions within the HRIS including new hires, status changes, and terminations. - Perform HR data audits and support workforce reporting and HR analytics. - Assist with HRIS testing, system updates, and documentation of HR processes. - Compensation Support: - Support compensation processes including merit cycles, maintenance of salary ranges and structures, and compensation changes. - Assist with salary surveys, market benchmarking, job pricing, and pay equity analysis. - Benefits Administration: - Support administration of health, retirement, and voluntary benefit programs. - Assist with open enrollment, employee communications, and distribution of required notices. - Coordinate with vendors and support resolution of escalated benefit issues referred by local HR team members. - HR Operations Support: - Support the HR shared services inbox and case management processes, helping ensure inquiries are routed and resolved in a timely manner. - Provide guidance to local HR team members on HR policies, benefits, and programs. - Support continuous improvement of HR operational processes and other HR projects as assigned. Qualifications - Bachelor’s degree in Human Resources, Business Administration, or related field preferred. Equivalent combination of education and relevant HR experience will also be considered. - Professional HR certification such as SHRM-CP, PHR, CEBS, or similar credential preferred. Requirements - 3–5 years of experience supporting HR operations, benefits administration, HRIS administration, or total rewards programs. - Experience administering leave of absence programs (e.g., FMLA, STD, LTD, or similar absence management programs) and health & welfare programs required. - Experience working within an HR shared services or HR operations environment preferred. - Experience supporting compensation processes (salary surveys, market pricing, job evaluation, merit cycles) preferred. - Experience supporting HR operations in a manufacturing, industrial, or multi-site operating environment preferred. - HRIS experience required; Dayforce experience preferred. - Strong proficiency in Microsoft Excel and Microsoft Office applications. - Experience working with HR data, reporting, and system transactions. Candidate Characteristics - Strong customer service orientation and commitment to supporting internal customers. - Ability to build strong working relationships and partnerships with HR team members. - Strong written and verbal communication skills. - Process-oriented mindset with strong attention to detail and data accuracy. - Comfortable working with HR systems, data, and operational processes. - Ability to manage multiple priorities in a fast-paced and growing environment. - Proactive in identifying opportunities to leverage technology, automation, and emerging tools such as AI to improve HR processes and service delivery. Benefits - Competitive benefits package including medical, dental, vision, life, and disability insurances. - 401k retirement plan with employer match. - Paid time off. - Paid holidays. - Paid parental leave. - Tuition reimbursement. Company Description Fairbanks Morse Defense is one of the nation’s leading marine defense contractors, providing reliable power systems, parts, and aftermarket services to the U.S. Navy, Coast Guard, Military Sealift Command, and Canadian Coast Guard. We have a legacy of commitment that spans 150 years.

This description is a summary of our understanding of the job description. Click on 'Apply' button to find out more. Role Description The Total Rewards Partner (TRP) is the primary liaison between HRBPs, Total Rewards Center of Expertise (COE) and business leaders. The Total Rewards Partner proactively contributes to the success of BAE Systems, Inc. by understanding the business they support, the BAE Systems Inc. HR vision and Total Rewards philosophy. The Total Rewards Partner will need to build critical relationships, represent the Total Rewards team by promoting its offerings, and develop and deliver strategic compensation and benefits solutions (programs, policies, processes and practices) that meet their customer needs. - Execution of the enterprise Total Rewards strategy and programs for their assigned sector; - Develop a thorough understanding of the sector business model, financial outlook and growth plans, sector’s core jobs and functions, attrition rates, workforce plan, and competitive landscape of market factors impacting the attraction and retention of talent; - Build critical relationships and demonstrate ability to influence HR Business Partners and business leaders at all levels of the enterprise on Total Rewards matters; - Work closely with HRBPs to determine solutions to rewards issues in alignment with business strategies. Provide proactive thought leadership regarding Total Rewards matters, act as an internal resource on marketplace trends, relevant laws and regulations and competitive programs; - Demonstrate sound working knowledge of all Total Reward program offerings, reaching back to COE colleagues for subject matter expertise as needed; - Socialize reward program changes to help build awareness and buy in. Facilitate sector implementation of changes; - Lead administration and communication of key Total Reward processes for assigned sector, including annual compensation planning in partnership with the COE team. Work closely with COE sector analysts to enlist support on analysis and program administration, participate in regular compensation team meetings, and present roll up reports and recommended changes to sector HR and leadership; - Socialize enterprise benefits activities in partnership with the COE team. Partner with Total Rewards leadership in shaping benefits strategies and facilitating sector input, understanding and costing and employee impacts regarding benefits changes; - Partner with Finance, HR Compliance and other organizations to ensure seamless integration and partnership in areas of compensation and benefits budgeting, policies and impact on rates; - When requested, provide consultation to Talent Acquisition on how to construct competitive offers for key external talent; - Develop and deploy training for Total Rewards such as (but not limited to) new HRBPs / TA training of compensation 101 topics, annual compensation planning procedures, benefit changes and resources; - Perform and present Total Rewards reporting and data analysis and recommendations regarding compensation and benefit programs and initiatives; - Daily work may be a blend of tactical vs. strategic work in support of the business; - Other duties as assigned. Qualifications - Bachelor’s degree and 12 years of prior relevant experience; - Experience working in a large matrixed and global organization, manufacturing, aerospace, defense and/or high-tech/engineering; - Detail oriented with strong interpersonal, organizational and communication skills; - Proven in communicating sensitive information, and having the ability to influence beliefs or opinions with leadership and business units; - Ability to maintain the highest level of confidentiality; - Demonstrated ability to work independently and in a team environment with ability to prioritize and manage multiple tasks; - Proven ability to routinely take initiative to identify issues and solve problems; thoroughly analyze information and make timely, practical decisions and recommendations; - Experience advising HRBPs on HR policies and procedures related to compensation and benefits; - Comprehensive knowledge of regulatory and legislative factors impacting compensation & rewards programs including the FLSA, Service Contract Act, and Davis-Bacon Act; - Excellent organization and execution skills; - Advanced skills in Microsoft Office and other reward applications (specifically Excel, PowerPoint, Market Pay and Tableau). Requirements - Master’s Degree in a related field and minimum 10 years’ experience OR in absence of a degree, 16 years of relevant experience is required; - Experience with PeopleSoft; - World at Work Certified Compensation Professional (CCP), Global Remuneration Professional (GRP), Certified Employee Benefit Specialist (CEBS), Senior Professional Human Resources (SPHR), and/or SHRM SCP highly preferred. Benefits - Health, dental, and vision insurance; - Health savings accounts; - 401(k) savings plan; - Disability coverage; - Life and accident insurance; - Employee assistance program; - Legal plan; - Discounts on home, auto, and pet insurance; - Paid time off and paid holidays; - Paid parental, military, bereavement, and applicable federal and state sick leave; - Company recognition program for monetary or non-monetary recognition awards.