• Coordinate full‑cycle onboarding and offboarding, including new‑hire paperwork, background checks, and orientation logistics. • Draft offer letters and coordinate all required post‑contingent offer screenings and verifications. • Post jobs on internal and external sites. • Maintain accurate and compliant employee records, personnel files, and HRIS data. • Support benefits administration, including enrollments, changes, terminations, and employee inquiries. • Ensure HR practices comply with federal, state, and local employment laws, including FLSA, FMLA, ADA, and state‑specific regulations. • Support compliance with government contracting requirements such as OFCCP, EEO reporting, and contract‑specific labor standards. • Maintain documentation and audit‑ready files for internal and external reviews. • Serve as a first point of contact for employee questions and HR support needs. • Assist with employee relations matters by gathering information, documenting issues, and escalating appropriately. • Support employee engagement initiatives, recognition programs, and internal communications. • Assist the Director of HR with HR initiatives, policy updates, and process enhancements. • Support HR reporting, metrics tracking, and data analysis. • Contribute to special projects such as handbook updates, system implementations, or training programs. • Other related duties as assigned.

Company Description It all started in sunny San Diego, California in 2004 when a visionary engineer, Fred Luddy, saw the potential to transform how we work. Fast forward to today - ServiceNow stands as a global market leader, bringing innovative AI-enhanced technology to over 8,100 customers, including 85% of the Fortune 500®. Our intelligent cloud-based platform seamlessly connects people, systems, and processes to empower organizations to find smarter, faster, and better ways to work. But this is just the beginning of our journey. Join us as we pursue our purpose to make the world work better for everyone. Job Description What you get to do in this role: As the HR Business Partner for the Global People function, you will enable our people organization to deliver on its priorities by translating business needs into clear talent and workforce strategies. You'll serve as a trusted advisor to senior People leaders worldwide, providing day-to-day HRBP support across org design, employee engagement & development, succession management, and our cyclical HR processes (e.g. performance ratings, compensation reviews, etc.) while ensuring consistent, compliant, and inclusive practices. In close partnership with COEs, you will use insights and data to anticipate risks, strengthen leadership capability, and improve the employee experience within HR itself. This position will also partner with HR leadership to develop and manage a critical transformation imperative: optimizing and modernizing the global HR operating model, shaping how we work, govern, and scale to meet future demands. Working alongside key external partners and internal stakeholders, you will balance "running the business" with "building the future," driving practical change that makes our global People team more effective, connected, and ready for what's next. Therefore, you will have the unique focus on driving the following work to support our HR transformation initiatives: - Collaborates with key stakeholders to co-create and implement a future-ready, product-oriented HR operating model transformed by platform capabilities. - Supports culture change and technology adoption by designing and executing change management strategies that foster an AI-native, learning-led mindset within the People organization. - Champions continuous learning by embedding practices that upskill HR teams in AI literacy, product thinking, and data-driven decision-making. You will own specific GP client group(s), serving as their primary HRBP to provide the following support: - Partner with Global People leaders to translate business goals-growth, productivity, retention-into actionable talent strategies that drive measurable outcomes. - Lead annual performance and development cycles (goal setting, talent reviews, calibrations, succession planning), ensuring consistent and equitable execution across the organization. - Use people data-attrition trends, engagement scores, performance patterns, AI assessment insights-to identify risks and recommend targeted interventions. - Partner with COEs (Compensation, Benefits, Learning & Development, People Analytics, Talent Acquisition) to design and deliver solutions tailored to business needs and scaled appropriately. - Drive culture, organizational effectiveness, and engagement initiatives across the Global People organization, promoting an inclusive employee experience by addressing concerns proactively, elevating manager capabilities, and ensuring consistent application of policies and practices. - Advise leaders on organizational design, team structures, roles, and operating models that align with strategic priorities. - Guide leaders through change (e.g. restructures, new processes, team scaling) by shaping communication strategies and helping navigate people impacts. - Support workforce planning by partnering with leaders to anticipate hiring needs, identify skill gaps, and build succession pipelines for critical roles. - Coach managers on core leadership capabilities: delivering feedback, driving engagement, developing talent, and navigating difficult conversations. Qualifications To be successful in this role you have: - Experience in leveraging or critically thinking about how to integrate AI into work processes, decision-making, or problem-solving. This may include using AI-powered tools, automating workflows, analyzing AI-driven insights, or exploring AI's potential impact on the function or industry. - Experience in translating business objectives into successful talent strategies and execution plans, including developing global operating models and applying change management best practices. - Strong capability to use data to benchmark, evaluate performance, make informed decisions, determine root causes, and recommend best courses of action. - Direct client support and management coaching experience; experience supporting an HR function is a plus. - Familiarity with AI concepts and their application in HR (e.g., talent acquisition, learning platforms, workforce analytics), and an understanding of HR technology ecosystems and digital platforms. - Proven track record supporting large-scale HR and/or technology transformation initiatives. - Ability to excel at all levels of the HR "stack"-strategic, operational, and tactical-with demonstrated ability to operate effectively across multiple domains and stakeholder groups. - Outstanding interpersonal and communication skills, including problem solving, collaboration and relationship building . - Ability to thrive in an unstructured environment and work independently in an ambiguous, high growth, fast-paced environment while managing multiple complex issues and prioritizing projects concurrently. - Confidence to challenge respectfully to influence business decisions. - Passion for building learning-led cultures and enabling continuous upskilling. Additional Information Work Personas We approach our distributed world of work with flexibility and trust. Work personas (flexible, remote, or required in office) are categories that are assigned to ServiceNow employees depending on the nature of their work and their assigned work location. Learn more here . To determine eligibility for a work persona, ServiceNow may confirm the distance between your primary residence and the closest ServiceNow office using a third-party service. Equal Opportunity Employer ServiceNow is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, creed, religion, sex, sexual orientation, national origin or nationality, ancestry, age, disability, gender identity or expression, marital status, veteran status, or any other category protected by law. In addition, all qualified applicants with arrest or conviction records will be considered for employment in accordance with legal requirements. Accommodations We strive to create an accessible and inclusive experience for all candidates. If you require a reasonable accommodation to complete any part of the application process, or are unable to use this online application and need an alternative method to apply, please contact globaltalentss@servicenow.com for assistance. Export Control Regulations For positions requiring access to controlled technology subject to export control regulations, including the U.S. Export Administration Regulations (EAR), ServiceNow may be required to obtain export control approval from government authorities for certain individuals. All employment is contingent upon ServiceNow obtaining any export license or other approval that may be required by relevant export control authorities. From Fortune. ©2025 Fortune Media IP Limited. All rights reserved. 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This description is a summary of our understanding of the job description. Click on 'Apply' button to find out more. Role Description LeadingReach is looking for a detail-oriented, tech-savvy HR Coordinator to support the day-to-day administration of our HR systems and employee lifecycle processes. This is a fantastic opportunity for someone early in their HR career who is ready to build deep expertise in HR technology while supporting our fully remote workforce across US and India. If you love organized systems, get energized by solving problems, and take pride in making sure everything runs smoothly—this role was built for you. You'll work closely with senior HR leadership while taking ownership of critical systems and processes, with significant opportunity to expand your scope as you grow. What You'll Do - HRIS Administration & Data Management - Administer ADP Workforce Now and Deel platforms, serving as primary system expert and employee point of contact for basic questions - Maintain employee records, system configurations, and data integrity across HR platforms - Build and maintain reports to support HR metrics, headcount tracking, and compliance requirements - Manage document libraries, policy repositories, and knowledge base resources - Support system audits, cleanup initiatives, and process improvement projects - Employee Lifecycle Support - Coordinate seamless onboarding experiences including I-9 processing, system access setup, new hire training, and compliance attestations - Support time off administration including policy setup, balance audits, and specialized leave programs - Manage employee communications and serve as first point of contact for basic system and benefits questions - Deploy and manage employee surveys and engagement initiatives - Benefits & Compliance - Reconcile benefits enrollment data and invoices to ensure accuracy - Support open enrollment, Qualifying Life Events, and ACA reporting - Maintain HR compliance calendar and assist with regulatory requirements - Partner with Finance on monthly benefits invoice processing - Knowledge Management & Communications - Maintain employee-facing resources including HR FAQs, handbook, how-to guides, and labor law posters in Confluence - Push HR communications and notifications to both US and India teams - Create and update documentation to support employee self-service and system adoption - Cross-Functional Support - Provide operational support for company events, general admin logistics and/or finance support - Collaborate with IT, Finance, and Legal on system integrations and cross-functional initiatives - Take on additional responsibilities as the business evolves Qualifications - Bachelor's degree in Human Resources, Business, or related field - 1-2 years of experience in HR, administrative, operations, or coordinator role (strong internship experience counts) - Experience with HRIS platforms is a plus—ADP Workforce Now experience is particularly valuable Requirements - Strong Excel/Google Sheets skills including formulas, pivot tables, and building trackers - Comfortable learning new systems quickly - Genuine interest in leveraging technology and AI tools to work more efficiently - Exceptional attention to detail and follow-through - Strong organizational skills and ability to manage competing priorities - Clear communicator who proactively keeps stakeholders informed - Discretion when handling confidential employee information - Ownership mindset—you take pride in getting things done right What You'll Learn & How This Role Grows This role is designed as a launchpad for your HR career. You'll start by mastering the fundamentals of HRIS administration and employee lifecycle management, then expand your scope based on your interests and strengths. - Initial Focus (Months 1-6) - HRIS platform administration and employee support - Onboarding and offboarding processes - Benefits administration basics - System reporting and data management - Growth Opportunities (6+ months) - Advanced system configuration including approval workflows, security roles, and automation - Leading system implementations and upgrade projects - Process optimization and AI-assisted workflow initiatives - Cross-functional projects with IT, Finance, and Legal - Strategic HR technology roadmap contributions - Specialized areas based on your interests (benefits, compliance, people analytics, international HR) Why This Role is Different You won't just be filing paperwork or answering tickets. You'll be building the operational foundation for a scaling healthcare SaaS company. Your work directly impacts employee experience and enables our People team to focus on strategic initiatives. This is a high-visibility role where you'll work closely with leadership and have a clear path to advancement.

Overview At KPMG, you’ll join a team of diverse and dedicated problem solvers, connected by a common cause: turning insight into opportunity for clients and communities around the world. Reporting to the Director, Compensation & Recognition, the Senior Manager interfaces with Senior Leaders to plan and execute KPMG’s pay planning process and cycle, as well as compensation programs. You will provide Compensation services to Audit, Tax, and KPMG Law. To be successful in this role you will need to build and maintain strong relationships with senior leaders, understand the business needs to support the TR strategy and design and develop cutting edge compensation and recognition programs to support the business strategy. You will be a high performing business partner, collaborating to deliver the compensation programming within a matrixed organization. This is an individual contributor role that plays a key in the firm’s annual competitive analysis review, delivery of the firm wide merit and variable pay planning processes. This is a remote position. What you will do The primary function of the role is management of the firm’s annual compensation competitive analysis review and delivery of the firm wide merit and variable pay planning processes, together with primary oversight over work life TR programs which includes: - Accountability for the annual competitive analysis review of merit and bonus approval processes for a firmwide internal client group, including oversight of analysis and providing insights and recommendations for firm leadership etc. - Participation in the design of new programs by bringing thought leadership to the team, conducting relevant analysis, making data-driven recommendations, engaging in vendor selection decisions, and planning and overseeing implementation. - Playing a leadership role in a cross-specialty project team to deliver the annual pay planning process firm wide (management of implementation plans, technology updates and maintenance, and execution of communication plans). - Partnership with HR Consultants to develop and deliver tools (e.g. models) that enable leaders to make informed pay decisions and effectively communicate to their people. - Collaboration with colleagues to identify, design, and deliver ad hoc compensation programs including sales incentive plans/other variable pay programs, as well as total rewards processes to meet firm strategic objectives. - Coaching and development of Specialists and Compensation Managers through day to day oversight and long term development support. - Supporting business leaders in understanding our people strategy and how our Compensation programs support the strategy - Partnership with internal stakeholders, including HR Consultants, the HR Service team and other Centers of Excellence teams to ensure seamless delivery of Compensation programs and services to functional client groups and business leaders. At times, business needs arise and employees are required and agree to work beyond their normal work day or work week to fulfill the accountabilities required for their job. Likewise, people need extra time to devote to personal matters, and our approach to flexibility provides for this. What you bring to the role - A Degree in an HR-related field with at least 5 to 7 years relevant experience in compensation/ total rewards. - Previous experience designing and operationalizing compensation programs - sales incentive design experience is an asset - Advanced analytical skills including advanced knowledge of analytical tools such as MS Excel (Power BI an asset) - Ability to analyze and translate large amounts of complex data into easy to understand summaries and communicate results in a succinct and compelling manner - Strong written and verbal communication skills including presentation and decision facilitation, report writing and data analytics - Strong influencing skills The successful candidate will require fluent written and verbal English as this individual will support a national team and stakeholders across Canada. KPMG Ontario Region Pay Range Information The expected base salary range for this position is $104,000 to $154,000 and may be eligible for bonus awards. The determination of an applicant’s base salary within this range is based on the individual’s location, skills & competencies, and unique qualifications. In addition, KPMG offers a comprehensive and competitive Total Rewards program. KPMG BC Region Pay Range Information The expected base salary range for this position is $104,000 to $154,000 and may be eligible for bonus awards. The determination of an applicant’s base salary within this range is based on the individual’s location, skills & competencies, and unique qualifications. In addition, KPMG offers a comprehensive and competitive Total Rewards program. Providing you with the support you need to be at your best Our Values, The KPMG Way Integrity, we do what is right | Excellence, we never stop learning and improving | Courage, we think and act boldly | Together, we respect each other and draw strength from our differences | For Better, we do what matters KPMG in Canada is a proud equal opportunities employer and we are committed to creating a respectful, inclusive and barrier-free workplace that allows all of our people to reach their full potential. A diverse workforce is key to our success and we believe in bringing your whole self to work. We welcome all qualified candidates to apply and hope you will choose KPMG in Canada as your employer of choice. Adjustments and accommodations throughout the recruitment process At KPMG, we are committed to fostering an inclusive recruitment process where all candidates can be themselves and excel. We aim to provide a positive experience and are prepared to offer adjustments or accommodations to help you perform at your best. Adjustments (informal requests), such as extra preparation time or the option for micro breaks during interviews, and accommodations (formal requests), such as accessible communication supports or technology aids, are tailored to individual needs and role requirements. You will have an opportunity to request an adjustment or accommodation at any point throughout the recruitment process. If you require support, please contact KPMG’s Employee Relations Service team by calling 1-888-466-4778. AI Usage We embrace the use of artificial intelligence (AI) to enhance the candidate experience and streamline our recruitment processes. AI tools may help with organizing applications or surfacing relevant qualifications. However, no hiring decisions are made using AI. Every hiring decision is made by our hiring managers and recruitment professionals, who are equipped with training that empowers them to use these tools responsibly. AI technologies used in our recruitment process undergo detailed risk assessments, including security and privacy requirements, that align with KPMG’s Trusted AI framework. We believe technology should empower human judgment, not replace it. It’s one of the many ways we’re delivering on our vision of being a technology-first, people-driven firm.